Global human resource management is the application of all HR management activities globally. The difference between HR and international HR is external factors, at global level HR management requires more functions and can have constant changing perspectives. There are different approaches to International Human Resources, including as follows:
Ethnocentric: multinational corporations exports its own practices and policies from home and believes it’s a better practice to followed offshore, and most massive decision making are linked to the parent company. Knowing that each country operates differently and has their own norms, this approach can lead to conflict sometimes.
Poly-centric: Human Resources policies can be adjusted to adapt the circumstances and norms of the foreign country. Meaning, each multinational company can take al the major decisions, and they can operate based on their local knowledge and in-depth understanding of the way of working in that country.
Region-centric: the regions and cultures take great part in this approach. The multinational companies believe that each region is different and unique in its way.
Geocentric: This approach of management believes in using the best strategies. The multinational organisations are very matured in their management structure and systems. Meaning they create strategies that can be flexible in defining cultures and boundaries to meet the goals of global network of both parent and host country.