- How HRM evolves into a global context and
- Expansion of functions from domestic to global levels；1）Early HRM primarily focused on basic functions such as recruitment and training within the domestic labor market. With the acceleration of globalization (e.g., reduction of trade barriers, cross-border capital flows), companies began establishing overseas subsidiaries, necessitating HRM to address multiple legal systems, cultural differences, and the management of expatriate talent.
- Key driving factors:Global economic integration (e.g., the number of multinational corporations increased from 3,000 in 1990 to 70,000 by 2015);Technological advancements reducing costs of cross-border collaboration and promoting knowledge sharing.Deepening strategic roles.HRM transitions from traditional administrative functions to a strategic partner role, aligning with the company's international strategy, such as managing expatriates and building a global talent pool to support business expansion.
- Diversification of management approaches;volution of recruitment strategies:1)Ethnocentric: Deploying home-country employees to host countries;2)Polycentric: Hiring local employees in host countries;3)Geocentric: Hybrid strategies balancing cultural adaptation and efficiency.
- Professionalization of expatriate management: Including cross-cultural training and family support to reduce expatriation failure rates.
2.What are the key features described about global HRM
- Cross-cultural management :requires the coordination of values among employees from different cultural backgrounds, such as differences in perceptions of compensation and working hours, and promotes team integration through cultural sensitivity training.
- Complex compensation and benefits system includes a salary structure with basic wages (based on home country standards), expatriate allowances (compensating for cultural adaptation costs), and four types of subsidies (housing, education, hardship conditions, and living costs).
- Welfare protection ensures that expatriates enjoy equivalent medical care, pension, and leave systems as in their home country.
- Global talent development and knowledge management involve cultivating international talent through assignments and job rotations, and establishing knowledge-sharing mechanisms to leverage dispersed intellectual capital.
- Legal and compliance challenges include adhering to host country labor laws (such as working hour regulations), tax policies, and addressing geopolitical and economic risks (such as employee deployment in unstable regions).
- Balancing standardization and localization driven by technology involves using digital tools (such as online training platforms) to standardize processes while allowing local teams to flexibly adjust policies to meet regional needs.