~How HRM evolves into a
global context?
HRM is going bigger than being in a domestic market by becoming globally in the market due to the globalization of the world and the international companies. To stay in progress with the market and the other organizations, HRM has to be focused on the differences between the countries as each country has different traditions and different cultures than the other one which leads to a higher degree of diversity and complexity in HRM.
There are some challenges in international human resources management like variation in-country environment, perception of HR, attitudes, and actions of headquarters towards HR, resistance to change, and balance. So, GHRM needs to study the country first to understand the market for growth.
~The key features described about global HRM:
There are 6 core features and internal and external features as well,
- The internal features are:
· culture diversity which is the awareness and management of cultural differences regarding the value of money, working hours, recognition of his own work.
· Global talent pool including the recruiting talent, selecting, training, developing and supporting and supporting their family while aboard).
· Management of global knowledge base.
- Reaching to the external features:
· Political
· Economical
· Social
· Technological
· Legal
· Ecological aspects
- The main 6 cores are:
- HR Planning.
- Staffing (including international recruitment selection policy and placement of employees).
- Training and development.
- Performance appraisal of an Expatriate.
- Compensation of benefits.
- Employment relations.