Globalisation has been a driving force in recent years pushing the internationalisation of companies across the globe. The lessening of trade restrictions, new trade routes, an integrated supply chain system, and many more. Globalisation is a phenomenon that has also impacted human resource management with the dynamic global business operations, evolving from what was once a localised process in a domestic market to accommodate for an international workforce.
Culturally diverse workforce- International HRM deals with an international workforce whose needs may differ from individual to individual. extra care must be taken when employing individuals and understanding their needs and cultural background. There is also the feature of multilingual communication that must be taken into account with global HRM.
Global talent pool- With the impact of globalisation there is a large selection of employees from all over the world, this leads to HRM. Having to consider which ex patriates will be selected among other factors such as training, salary, family, annual home leave, etc.
Mentioned within the brief introduction to global HRM it has evolved to a point in which companies must take into consideration the international labour laws and regulations being sure to stick within the countries legal frameworks.
Global HRM involves the consideration of their intellectual capital and that it is available to all.
PESTEL factors also play a role not just within the hiring process but when it comes to sending employees to different countries making it a dynamic process