It's behind the background of globalization, when economic integrates which allows companies to expand their businesses overseas to gain a competitive advantage over its competitors. Thus, facing different marketplaces, HRM needs to evolve into a global context.
Different from HRM, global HRM focus more on understanding how to manage geographically dispersed work force in order to leverage their HR resources for obtaining local as well as a global competitive advantage.
There are some features taking account in global HRM:
1. Planning is very complex at international level. It is not only to one country but to others. It's influenced by culture which directly impact the HR planning
2. International recruitment and selection, global HRM needs to make sure candidates have required skills as well as the ability to adapt to the culture of the host country.
3. Provide expatriates training and development before departure including cultural, language and practical training to avoid failure.
4. Pay attention to especially cost of living of the two countries and even the tax structure differs while designing expatriate payment package.
5. Appraisal workers performance from both home country and host county
Global HRM is challenging, it requires understanding on environment such as culture, language, laws and regulations in host country but also utilizing the best human resources.