Human Resource Management (HRM) has evolved into a global context due to factors such as globalization, technological advancements, and workforce diversity.
International HRM (IHRM): As companies expanded into multiple countries, HRM adapted to managing expatriates, international labor laws, and cross-cultural differences.
Key drivers of this evolution include:
Globalization: Companies operate in multiple countries, requiring a unified HR strategy.
Technology: Digital tools enable remote work, global talent acquisition, and HR analytics.
2. Key Features of Global HRM
Global HRM (GHRM) differs from traditional HRM by focusing on managing a diverse, international workforce. Key features include:
1. Talent Acquisition & Mobility: Hiring employees from different countries and managing expatriates, remote teams, and cross-border assignments.
2. Cultural Sensitivity & Diversity Management: Adapting HR practices to different cultural norms, work ethics, and communication styles.
3. Global Workforce Planning: Aligning HR strategies with global business goals, ensuring workforce optimization across different regions.
4. Legal & Compliance Management: Navigating international labor laws, tax regulations, and employment policies in multiple countries.
5. Performance Management & Compensation: Standardizing performance evaluations while customizing compensation and benefits based on local standards.
6. Training & Development: Providing global employees with skill development programs, leadership training, and cross-cultural competence.
7. HR Technology & Analytics: Using digital platforms for HR processes, AI-driven recruitment, and data-driven decision-making.
8. Corporate Social Responsibility (CSR) & Sustainability: Ensuring ethical labor practices, diversity initiatives, and sustainable HR policies worldwide.