International And Domestic HRM Practices: Understanding The Differences And Similarities
The role of HRM in mediating between managers, employees, and higher authorities
The role of HRM in the organisation is pivotal and dynamic that associated with the recruiting, managing and directing employees. Moreover, it is also under the responsibility of the Human Resource Management to deal with compensation, performance management, organisational safety and the employee interests. It can be argued that the role of the HRM is identified as the strategic role with the idea to develop workplace culture and management. Therefore, the purpose of this report is to create an understanding regarding the importance of HRM in both domestic and international spectrum and figure out the similarities and differences between the activities of the HRM.
1.Similarity in domestic and international HRM
Role in recruitment planning
The primary role of the both the international and domestic HRM is associated with facilitating recruitment process for the Companies. In this regard, the activities of the HRM is associated with identifying the need of the organisation to employ more staff. Moreover, it is also pertinent for the HRM to pool the job applicants based on the aims and objectives of the company (Van Berkel et al. 2017). As a matter of fact, both the international and domestic HRM put focus on the benefits of the company. Satisfying the organisation by supplying adequate man power is considered to be an important aspect for the HRM department domestically and internationally.
Serving the interests of the employees
According to Pournader, Tabassi and Baloh (2015) HRM is a gateway or a bridge between the organisational managers and higher authorities and the employees. Therefore, HRM both internationally and domestically keep an eye on the relationship between the higher authority and the employees. As a matter of fact, it is important for the HRM to get concern about the interests of the employees. The interests of the employees are coupled with the workplace health and safety
measures, payment structure, issues regarding workplace culture such as practice of discrimination and exploitation. Furthermore, it is imperative for the HRM to secure a healthy workplace culture so that it will be beneficial to foster more profit and prosperity in the organisation.
Employee motivation
As a matter of fact, it is also the responsibility of the HRM to motivate the employees for generating more innovation and creativity for the future progress of the organisation. The financial and psychological influences on the employees make the HRM more vital from the stand point of the organisation. It is true that not all the employees have the equal capability to produce in the same volume (Hassan 2016). Moreover, innovation and creativity are also differs from employee to employee. In this regard, it is obvious for the employees who have high ability to provide more production to get rewards and recognition. However, the employees having less ability may feel inferior or demotivated. As a result of that it will become a burden for the organisation to remunerating people without getting enough production (Bal and de Jong 2017). Therefore, it is important for the HRM to fix this inequality by encouraging the low level employees to give more efforts so that the company will be benefitted.
The importance of employee safety, workplace culture, and motivation in HRM
Difference in policy
It can be argued that the difference between the domestic and the international HRM practices become acute more due to the advent of globalisation. In this regard it can be argued that now the activities of the domestic and international HRM can be differentiated very easily by analysing the policies in domestic and international arena. In the domestic arena the HRM has to keep focus on the regional policies and government regulations in the respective country. It is easier for the HRM to formulate a better framework for the benefit of the organisation (Glaister et al. 2018). On the contrary, the activities of the international HRM is dynamic and vast. An international HRM must have the ideas and perception regarding all the policies both the parent country and the host
countries in order to formulate policies (Shantz, Alfes and Arevshatian 2015). Moreover, the international regulations are also increasing the complexities for the role of the HRM.
Recurting Employee
The basic motive of the HRM practice of both internationally and domestically are intertwined with the objective to ensure more supply of man power in order to generate progress to the business of the company. Apart from that the entire process or recruitment seems different while comparing the domestic and international HRM. As far as the domestic HRM practice concerned, the HRM has to deal with limited number of job aspirants where the applicants are slightly differed in terms of culture and attitude (Furusawa and Brewster 2015). Moreover, the applicants have little understanding about the workplace environment and traditions that most of the domestic companies follow. On the other hand, the international HRM has to deal with a number of diverse workforce. The employees and the newly job aspirants may not have the same understanding and cultural characteristics as the Company follows. Moreover, in the international context, it is imperative for the HRM to set some policies and regulations in which the employees belong to different culture and tradition never feel isolated or discriminated within the workplace environment (Cooke 2018).
Cultural Differences
Cultural differences is considered to be another major issue for understanding the differences between the domestic and international HRM practice. In case of dealing with the international workforce, the HRM should have an idea about the different cultural backgrounds, different values and attitude of the workforce. For an example, the Americans are highly obsessed with their works whereas the Japanese are very polite (Bos-Nehles, Bondarouk and Labrenz 2017). As a result of that implying a standard workplace policy is considered to be very difficult for an international HRM. On the other hand, in the domestic workplace as well the organisations are resampled with the practice of diverse workforce (Chang, E. and Chin 2018). However, in the regional sector this diversity is less complex in compare to the international arena. Therefore, the HRM can easily figure out a standard policy that will be beneficial for the organisation in order to introduce workplace environment.
Difference between domestic and international HRM practices in recruitment strategies
Risk Factor
Risk factors are always considered to be a significant part for the organisations. The HRM practices plays a pivotal role in this regard. However, there is difference between the domestic and international HRM. The risk factors in the HRM practice are encompasses the elements of the human and financial consequences that are the determinants of the success of an organisation. In case of the failure in the international marketplace it causes a great impact on the organisational efficiency and business operation. Mockaitis, Zander and De Cieri (2018) argued that the difficulty in integrating the host country managers into an international project is very problematic because the different nationals have different perceptions regarding a multinational project. Besides this, in case of the domestic risk assessment it can be argued that due to incorporating the managers of a same country it becomes easy for the HRM to manage the employees in an effective way.
Conclusion
It can be concluded that the role of the HRM is highly dynamic and vast in terms of both domestic and international human resource management. From the perspective of the fundamental aims of HRM, both in domestic and international arena the HRM plays the same role to ensure employee safety and business profit. However, the activities of the international HRMs are complex and dynamic in some aspects from the domestic HRs in terms of risk analysis, workplace culture and recruiting new employees. Therefore, the report is accurate and relevant in understanding the differences and similarities between international and domestic HRM practice.
References
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