1. Human Resource Management (HRM) has significantly evolved from a domestic function to a global discipline, driven by the forces of globalization. Initially focused on managing local workforces—handling recruitment, training, and compensation within a single country—HRM has transformed into International Human Resource Management (IHRM) to meet the needs of multinational organizations like Drive Global.
This evolution is shaped by both internal and external complexities. Internally, HRM now manages culturally diverse teams, each with unique values and expectations. It must also oversee a global talent pool, which includes recruiting locally and supporting expatriates on international assignments. This involves ensuring their well-being, enabling cross-border knowledge transfer, and maintaining a shared global knowledge base.
Externally, HR faces varied political, legal, and economic conditions across countries, requiring compliance with local labor laws, taxation, and employment regulations. Political instability and market fluctuations further impact HR decisions related to global staffing and mobility.
As a result, HRM in the global context demands advanced strategic capabilities, cultural intelligence, and adaptive policies. It extends beyond traditional roles to include managing workforce diversity, international mobility, and global knowledge coordination—defining the complex yet essential role of HRM in today’s interconnected world.
2. Key elements discussed include the management of a culturally diverse workforce, recruitment across borders, and the importance of a global knowledge base. Furthermore, external factors such as varying political, economic, social, technological, legal, and ecological conditions complicate HR activities.