HRM goes international (IHRM) when the enterprise expands its scale and develop to globalization. IHRM and HRM involves the same activities such as recruitment ,selection, training and development, performance evaluation and dismissal done at the international level and additional exercises such as global skills management, expatriate management and other. However, domestic HRM is involved with employees within only one national boundary. Increasingly, domestic HRM is taking on some of the flavor of IHRM as it deals more and more with a multicultural workforce. However, it must be remembered that the way in which diversity is managed within a single national, legal and cultural context may not necessarily transfer to a multinational con- text without some modification.
The key features of IHRM include：
1. More HR activities: international taxation, international relocation and orientation, administrative service for expatriates, host givernment relation, and laguage transalation service.
2. The need for a broader perspective because HR managers working in an international envi- ronment face the problem of designing and administering programs for more than one national group of employees ,they need to take a broader view of issues
3. More involvement in employees’ personal lives.
4. Changes in emphasis as the workforce mix of expatriates and locals varies.
5. Risk exposure.
6. Broader external influences