Evolution: In the old days, HRM are influenced by the domestic market which its job scope only includes planning, staffing, training and development, performance, compensation and benefits, and employment relations. However, as globalization occurs, to take advantage of new opportunities, many company builds its subsidiary company in foreign countries with their own HR department, neighboring individuals and corporation to reach around the world. Since then, HRM evolves into global context.
The key features of Global HRM :
1. Recruitment and onboarding : Recruiting skilled workers from foreign countries.
2. Learning and Development: They require sending employees overseas to acquire international experience.
3. Career advancement: Influenced by political and economical issues to decide whether they can send employees to the other countries
4. Benefit and compensation: Designing and administering employee benefits packages and compensation structures to attract and retain talent.
5. Ensuring legal compliance: labour law, tax, working hours
In conclusion, global HRM faces challenges internally and externally. Internally, they faces challenges such as cultural diverse workforce, expatriate that needed training and development, working hours and etc. Externally, they faces challenges from the political, economical, social, technological, legal and ecological perspective.