Comparing International and Domestic HRM Practices: A Detailed Report

This report provides a comparative analysis of international and domestic Human Resource Management (HRM) practices. It highlights the key differences, including the scope of HR activities, the need for broader perspectives, and the level of employee involvement. The report emphasizes the importance of change management in international HRM, particularly in adapting to diverse employee nationalities. It discusses how international HRM often involves more comprehensive practices and strategic approaches compared to domestic HRM. The conclusion reiterates the core differences in HRM approaches and practices across international and domestic contexts. The report cites relevant academic sources for further understanding of the subject matter.

International Human
resources

Table of Contents
INTRODUCTION...........................................................................................................................3
DIFFERENCES BETWEEN DOMESTIC AND INTERNATIONAL HRM................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................1

INTRODUCTION
The report will explain about the differences in the internal HRM and domestic HRM.
DIFFERENCES BETWEEN DOMESTIC AND INTERNATIONAL HRM
Human resource management practices at to be more domestic as well as different when are
characterized by different various factors as well as the activities that are taken up by the
organisation. On an Emphasis that is conducted by a set of individuals or the practices that are
known by external influences the major differences will lie how far the human resource
management is different from domestic HRM.
More and varied HR activities: when computer the domestic HRM the international HRM is
said to be more worried because there are a set of Human Resource activities that fall under this
regard. In the international human resource management it is said that certain activities will fall
as relevance and in the volume of same HR activities. This will also increase the performance of
the organisation with regard to the strategies that are implied upon. For example in this
prospective and employee is being selected for an assignment which is of international basis then
and additional training is required for him to get adjusted with the new environment.
Need for broader perspective: perspectives are important in order to analyse the activities that
are to be taken up in the organisation (Bretos and et.al, 2018). In this process the broader
perspective is said to be gained by the international Human Resource Management and is
important to cope up with the activities that fall in this regard. There are a set of activities that
are being taken up by the human resource managers every now and then such that they will act as
the domestic human resource management principles.
More involvement in employees: employees involvement is necessary in order to make sure
that the suitable practices are guaranteed by the organisation. In this prospects the human
resource managers are said to be involved with employee is along with their official and personal
lives in a best suitable manner and that is carry forward it by the international human resource
management rather than domestic Human Resource Management. Irrespective of comparison
which cannot be guaranteed it is a known fact that the suitable measures are incorporated by
international human resource management than that of domestic human resource management in
terms of maintaining health wealth and prosperity.
High emphasis on change: change is important in order to cope up with the nationality of
employees (Ringle and et.al, 2020). This prospect is where the international human resource

management is said to be developing a high emphasis over the change policies and that will
bring a bird makes proportionality is in the employees. Change is often a very factor that is
essential for every organisation such that they can move ahead with the prospect of growth.
Without growth the company cannot attend profitable aspects and that can only be achieved
when human resource management in the organisation is strategic. In this regard the international
human resource management is said to be having high change policy is rather than domestic
Human Resource Management.
CONCLUSION
The report concludes on explaining about the differences in the internal HRM and domestic
HRM.

REFERENCES
Books and journals
Bretos and et.al, 2018. Ownership, governance, and the diffusion of HRM practices in
multinational worker cooperatives: C ase‐study evidence from the M ondragon group.
Human Resource Management Journal. 28(1). pp.76-91.
Ringle and et.al, 2020. Partial least squares structural equation modeling in HRM research. The
International Journal of Human Resource Management. 31(12). pp.1617-1643.
Online
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