Question

Please reply to each of the following questions in a single post answering each question individually:

1. What are the main similarities and differences between domestic and international human resources management (HRM)?
2. Discuss at least two variables that moderate differences between domestic and international HR practices and analyze the stages a firm goes through to grow internationally.
3. Explain the difference between a strategic and a tactical perspective on HRM. Please provide examples and explain why you believe what you believe.

List each heading to you know when the criteria is met in APA Format with 2 references.

Global and international courses must use current resources - 2009 to current - as the global community is ever evolving.

Articles from 2009 – present only. Use your online library. No Wikipedia, BLOGS with Ads from Yahoo, UK Essay Buzzle.com, or sites that challenge as they present a biased opinion. Google Scholar is accepted. Works in APA Format with a minimum of 2 references

Answer 1

Domestic human resource management - It is a HR practices or managing the process like allocating, hiring in the local and managing the human resource with in the country is called domestic human resource management.

International human resources management - The process of hiring, improving the skills, allocating and providing the training and development etc. of human resource in the global environment is called International human resource management.

Some of the similarity between domestic and international human resources management (HRM):

• Both have to supervise and manage the employees.
• One of the basic similarity between both of them is recruitment, planning,Performance appraisal, compensation, training development and also make the industrial relation with in the country and internationally.
• Another similarity is managing the environmental force like legal, cultural, economical, Demographical, social and political factors in both domestic and globally.
• One of the similarity is satisfying the need and demand of the organization in terms of manpower and encouraging the human resource to meet the targets or present future needs.

Some of the difference between domestic and international human resources management (HRM):

• Operation or working style between both the HRM is different.because one is working in globally and another is working in domestic.
• international human resources management are more concern with managing the additional activities called expatriate management.whereas, in domestic human resources management they are managing with limited number of HRM activities at national level.
• international human resources management is more complicated as it is effected by the external factors such as cultural difference in different country or institutional differences.Whereas, domestic human resources management is less complicated due to influence from external environment.
• In international human resources management HR managers have to work on the different HRM system as HR issues of employees is belonging to different nationality.Where in domestic human resources management is only work on single environment administrative programme because the employees nationality is belongs to one nation.
• There is more risk is involve in International HRM as compare to domestic HRM practices.

The two important variables that moderate differences between domestic and international HR practices are:

1) Cultural Environment : Host country cultural environment play a vital role in the international and domestic HRM. Both have different cultural environment like international cultural environment is more about managing the human resource in many country such as home country, the host country and the third country,where domestic cultural environment is managing and merging the employees in same nation.

The international HRM has to deal with many activities in internationally like taxation, coordinating the foreign currency, exchange rate, giving the training & development that how organization is work in globally. Where in domestic HRM manger has do the same in domestic country level.

2) The industry within which organization is primarily involved : Type of organization give more or less impact in the difference of international and domestic HRM. We take a example of Reliance industry, in international HRM should be more flexible and able to share the knowledge and response internationally.Where in domestic level there is less risk and it would be fine to have less flexibility

The evolution of any domestic firm go to globally. there is a long process with many diverse steps involved in growing any firm internationally.

a) Know the international market - By analyzing the international market you will know that your product is worth for the customer of that country

b) Develop the strategy and business plan - by making strategy you able to select the type of mode through you will go internationally like exporting from different vendors in different country or manufacturing and selling the product in different country.So, in this stage you will make the various strategy and business plans.

c) Organizational and legal readiness : In this stage you will ready for the cultural and legal difference in different country.You prepare your organization and team for legal and organizational changes in different country.

d) Prepared the budget - in this step you prepared your organization for making the final budget which will you need in growing the internationally.

e) make the close relationship with local businesses - By making relation with different businesses will help you tackle and increase your market share.Close relationship with vendors and wholesalers help you to sale your product and also help to tackle the competitors.

Some of the difference between a strategic and a tactical perspective on HRM are:

- tactical perspective on HRM

• Work on old style personnel function, Bureaucracy and rules
• Inefficient behaviour wastage( Extremely reactive)
• Transactional and operational focus
• Seen as strict policy maker(enforcer)
• It is more about how to plan and done the job or achieve the particular goal
• It is a short range process
• Example - Mainly use in the short term plans like achievement of any target and goal.where you the tactical HRM practice to achieve the short term targets like hiring of the employees.

- strategic perspective on HRM

• More strategic focus with trusted advisiors.
• High value added place on HR partner business
• It is more about defining the strategy, direction and decision making
• It is a long term process
• Use of Leadership excellence and planning in what we do.
• Example- use in acquisition, where you deeply make the strategy how you plan and implement all you strategy.

In my opinion both the strategic and a tactical perspective on HRM are important.but it all depends on the person,place and situation on which manager can choose.It all depends on the the situation and your strategic planning that how you tackle the situation.

References:

some of the data is taken from the various sources like tuturself ,ukessay and the differencebetween