GHRM began with companies going international which led to diversity in terms of culture, legislature and business environment in the hosting countries necessitating HR to adapt. It evolved from managing personnel locally to a global, strategic function. Some key features include:
1. Cultural sensitivity (including local labor laws when hiring talent globally)
2. Compliance (Local labor law compliance)
3. Global talent management; and
4. Consistent HR policies in local contexts.
Technological assistance is also essential in global HR function streamlining. Training with reference to data helps organizations to manage, retain, and effectively attract the talent on the cross-border line.