HRM evolved to the global context when the firm started the internationalization to spread out the subsidiaries to other countries.
Why does HRM need to adapt to the global context? The international context has introduced new challenges for HRM, both internally and externally
As a global HRM, not only work on recruitment but also learn about cultural diversity, selecting, training, and sending expatriates to other subsidiary countries
Furthermore, Global HRM must consider factors such as political, economic, tax, and working hours in subsidiary countries.