International and Domestic Human Source Management


Human source management is becoming an important issue as increasingly more firms operating internationally are in need to develop an understanding on how to use competitively within an international business environment (Dowling & Welch, 2005).

As the global taking part in field is becoming more competitive, international companies are obligated to adopt reliable HRM and give more focus to their international than their local operations. Due to the sensitivity of the problem, the worried HR must dwelling address the key issues such as the impact of globalization, environmental affects, cultural variances, the domestic HRM policies in various countries and the global labor force mixed up in action (Armstrong, 2009).

The aim of this article is to provide a clear overview of the main differences and similarities between International and Domestic Human tool management. The article will somewhat discuss the practice of Individuals tool management in a home and international level together with the factors that impact this technique. Finally, a final result will be attracted with an examination of the research findings.


When we go through the historical development of Man tool management, we find it evolves from the word Personnel management. The progressive development of management activity from administration of personnel to strategic planning of individuals learning resource, has given a competitive benefit to international companies. Employees management concentrated more on administrative functions and exactly how to control the employee rather than commit the staff to the business proper planning process. However the present Human learning resource management system is organized more on the determination of the personnel and entails the worker in the tactical planning and development process of the organization. In addition, it stress that organizations should think about their employees as belongings than varying costs (Armstrong, 2009, Torrington et al, 2005). It is not quite easy to provide a correct and exact explanation of Human source of information management due to the varying and different activities it identifies. One attempt created by Storey (1995) is "HRM is a distinctive approach to employment and management which seeks to attain competitive benefit through the strategic development of an extremely committed and competent workforce using an array of cultural, structural and personal techniques. " Alternatively, Human tool management is also thought as representing two activities. The first is the general term concerned with the key targets of real human activity, which are the staffing, performance, change management and administrative targets, and the other activity is the Individuals resource approach to carry out the activities explained under the common term one (Torrington et al, 2005).

In order to clearly see the commonalities and dissimilarities shared by Household and International human being resource management, identifying the actions which change or progress when HR should go International is a essential point. To the effect, a module produced by Morgan (1986) is helpful. The module presents three dimensions of International Man learning resource management with various types of HR activities, countries involved and employees in International activities. The first sizing handles the responsibilities of Human reference management; the procurement, allocation and utilization of HR which should go further right down to detailed activities stated previously in this newspaper under the 'common term' reason for HRM. The second dimension deals with three country categories; the sponsor country where in fact the subsidiary is situated, home country of the business's headquarter, other countries which are way to obtain manpower, funding and other inputs. The third dimension is concerned with three category of employees; Host-country nationals, Parent-country nationals and Third-country nationals. Thence, matching to Morgan, The interplay between these three measurements is what define international Individual learning resource management (Dowling & Welch, 2005).

At this aspect, it demonstrates the elements or issues related to International HRM practice are complex, higher in amount and also have broader opportunity than those found in Local HRM practice. To be able to deal up with these intricate issues the management may need to choose a strategy-ethnocentric, Polycentric, regiocentric or geocentric - that best suits its business plan. In ethnocentric strategy, an organization uses identical Individuals learning resource strategy both at home and in its in foreign countries business activity.

The polycentric strategy, with embracing the theory that every country is different atlanta divorce attorneys aspect, gives foreign subsidiaries autonomy to employ host country nationals and exercises local appropriate HR practices to the subsidiary's location. Regiocentric approach is when companies are set up on a local basis and best local practices of HR are recommended. Last but not least, geocentric strategy contains an open for all those employment opportunity where, all nationals from the HQ, subsidiary and third country may be used. It upholds 'Best person for the job' motto and promotes higher company integrity with less room for nationality (Storey, 2007).

In another section, the paper will discuss if the HR methods at the home level can be implemented at international level and would make an effort to identify the factors which may facilitate or hamper this process in general.


The increasing business activity at international level has shown the importance of understanding how Multinational companies can operate efficiently and effectively in the global aspect. Generally, International Human source management requires the internationalizing company in several tactics such as diverse HR activities than found in the home country, greater involvement in employees' private lives, higher risk of exposure to the individuals and finance included, more external impact from the web host country and higher complexity than found at Domestic HRM level (Dowling & Welch, 2005). A GLOBAL HR manager also needs to address the challenges due to mix cultural distinctions, global competition, vocabulary and political differences when posted at international level. Apart from the different strength level of HR activities and proper coordination of different sections, both Home and International HRM talk about same major activities of HRM. Furthermore, an International Human resource manager must also understand the degree of 'delicate or hard' HRM within the home platform and international subsidiaries. Companies with Hard HRM insurance policy will be more business targeted and apply cost minimization systems while companies that participate the staff in participation have Very soft HRM insurance policy (Storey, 2007).

Dowling & Welch (2005) recognized some factors that moderate the difference between International and home Human resource management. Relating to Dowling, these variables are social environment, the industry with which the Multinational is mostly involved, the extent of reliance of the multinationals on its home country or domestic market and the behaviour of senior management in international procedure. Let us discuss to what magnitude these variables would act as moderators between Home and International HRM tactics.


One important variable that moderates International and Household Human learning resource management is the type of industry an MNC is involved with and the international competition it faces.

Putting the business playing field in a single straight line, why don't we say we have at one end of the continuum a multi-domestic industry and the other end a global industry. The multi-domestic end designates an industry operating in various countries however the completion in that industry type is specific to the united states. While at the other end, the global industry group is approximately a business that operates in several countries but interlinked with other companies in the same group (Dowling & Welch, 2005).

Industries that are categorized as the multi-domestic framework have a free of charge reign and aren't strictly controlled by the Headquarter of the MNC. They display an extremely decentralized HR framework and play a passive role in the transfer of HR procedures outside their boarder. Instances because of this category can be syndication agents and insurance firms. The global industry represents a model whereby HR management transfers management practices overseas and these practices are replicated and devote use by the subsidiaries. Example for this group includes commercial plane companies and computer creation companies (Dowling & Welch, 2004, Beardwell & Claydon, 2010).


The other influential factor in the moderating International and home Human source management is culture. (Dowling & Welch, 2004)

Armstrong (2009) define firm culture as "the habits of beliefs, norms, beliefs, behaviour and assumption that may not have been articulated but condition the way in which folks in the business behave and get things done. " (Armstrong, 2009, p384). Hofstede in his part put culture as "the collective programming of the mind which distinguishes the users of one group or category of individuals from another" (Hofstede, 2001, p9).

Other authors likewise have tried to specify culture in several ways but generally speaking it is expressed as an activity within a communal environment which supports the rules and rules and the accepted norms on how people are expected to behave. Regarding to Hofstede (2001) there are five indie proportions of culture that clarify the major difference between national groups. The first is power distance. It's the degree to which associates of an organization below the management list accept and expect the unequal circulation of electricity. High ability distance shows an autocratic control while low power distance denotes a democratic practice. Uncertainty avoidance refers to the degree in which the people in a society feel uneasy for insufficient structure and avoid ambiguity. High doubt avoidance are present in countries having a strong rules and job scrutiny as they stay away from uncertainties and low doubt avoidance is recorded in countries promoting more lax and flexible social regulations. Hofstede third sizing is the individualism versus collectivism point. This dimensions is concerned with the trend of people's response to identifying themselves either in much larger groups or more to themselves. High individualism is obtained in countries like the USA where people generally identify themselves in small family groups while in low individualistic countries people prefer to co-habit collectively and form large cultural organizations. Masculinity or femininity is the fourth aspect which refers to emotional roles attributed to both genders. It amounts the 'rough' masculine virtue of assertion and aggressiveness with the softer 'feminine' virtue of sentiment and caring. Japan results high on this regard while Norway is the cheapest. The fifth dimension is the long-term versus short term orientation. This sizing handles the recognition of position in a world and perseverance. Generally understanding the ethnic norms of a international country and adapting to the surroundings would benefit a firm in an international level and moreover the HR guidelines of an organization are mostly influenced by the ethnical practice surrounding the organization. Human resource pursuits like hiring of staff, promoting, worthwhile and dismissal of employees are motivated and afflicted by the social practice of the coordinator country (Dowling & Welch, 2005).

There is a school of thought that stresses the idea of Etics and Emics as an essential requirement to understanding culture in several options. The Etic principle identifies the culture-common aspect as the Emic approach handles culture-specific principles of behaviour. Understanding the difference between the two concepts is effective in cross-cultural business communication. To this effect figuring out which Human source activity falls under Etic and which falls under Emic is also vital as it have an effect on the performance of companies outside their house country (Dowling & Welch, 2005).

As noted preceding Emic refers to routines specific to one culture and aren't transferrable across cultures and Etic identifies the common practices found in several ethnicities and are transferrable across civilizations. Other dimensions of culture that could affect Human tool practices are the political condition of the united states where MNC operate, its economic list and development and its own legal position. The Multinational companies need to be careful in countries with strong religious views as they could have both civil and religious laws used (Dowling & Welch, 2005).


The position of the organization's home home market is another moderator differentiating International People reference management and Local Human tool management.

One major factor pressing companies to go outside their home market is the small market demand in their house country but also the international market might not be their marketplace for big companies as they have got popular in their home country. Hence, when analysing company performance, focusing only on the international market activity might not exactly supply the true stand or ranking of a global company. Some international companies originate from small countries with small home demand or saturated local market and play a large role in the international business activity. As an example ABB Company from Switzerland, INTERBREW from Belgium and we can also refer to PHILIPS Electronics from The Netherlands. US Discussion on Trade and Development (UNCTAD) made an annual survey on foreign immediate investment and with some detailed research made, it printed a list and it uncovers that Coca cola and McDonalds are placed 27th and 39th respectively. As mentioned earlier the key reason for this situation is, these big Multinational companies have high local demand in their home country; the USA. This may affect somewhat on the international business practice as well as deprive their professionals an international management experience (Dowling & Welch, 2004).


The previous moderator presented by Dowling & Welch, (2004) is the amount of orientation of mature management. Managers from different civilizations have different perceptions towards the overall management system of a company. Insufficient knowledge of competitive management skill on a global level would lead to failing as it may fail to identify and solve the issue diversely from the domestic management issue.

Beardwell and Claydon (2000) also take notice of the relevance role Multinational companies play in the world economy and with regard to the interrelation and restructuring of management issue at international versus the countrywide level published ' Management style, Strategies and plans are designed by home based business system -the financial, institutional, legal and politics framework - in which they developed as home firms. Thus there's a consistent 'country of origins' impact in the behavior of MNCs whereby the country the MNC hails from, exerts a distinctive influence on the management style, specially the management of Human being tool. ' (Beardwell and Claydon, 2010, p19)

On the other hand Taylor et al (1996) presents the exportive, adaptive and integrative models and explain why the international companies choose different form of Strategic International People source management. The adoptive models indicate that Human source policies are designed to match the neighborhood environment of the subsidiary. There would be less copy of Human reference practices from the parent or guardian company and use differentiation as a priority point. Inside the exportive orientation the subsidiary copies Individual resource management procedures from the mother or father company.

This upholds the integration of global management system and is also ethnocentric in nature. The integrative orientation model is selecting 'best HR practice' around the world and is more liberal and flexible in allowing the subsidiary adopts local HR methods (Beardwell and Claydon, 2010). But each orientation requires different consideration based on the HR policies utilized by the parent or guardian organization.


As the global commerce is increasing so gets the activities of International Man tool management becomes an important and more complex than Domestic Individuals source of information management. While we acknowledge the extending business activity, there's a school of thought that support and concur on the positioning of business practices on global scale. The idea posits three major perspectives into the practice of Human learning resource management, Universalistic, Contingency and Construction.

The Universalistic point of view is about determining the best standard of Man resource practice through various and ongoing Human reference activities as the Contingency or 'externally fit' perspective suggests the necessity for a variety of different guidelines and procedures to get high results or best HR performance. The Construction perspective are a symbol of the interaction of business strategies and HRM procedures used to find out business performance (Beardwell and Claydon, 2010).

Another observation toward the HR procedures in the international level says that, organizations operating under same environment would be compelled towards a standard management practice. This 'Isomorphic yank' as they refer to it or 'isomorphism' has three varieties. Management procedures under the Coercive form choose foreign HR methods due to exterior pressure, such as stresses or prospects from their state, Legal or cultural environment. The Mimetic form is when companies duplicate HR models from others operating on the same occupation and allow it as the typical form of practice against various uncertainties. The past model is the Normative which is a pull resulting from the professionalization functions or widely accepted HR tactics (Brewster et al, 2007).

In the sensible field most organizations have been met with the deregulation of the marketplace, free global trade and also slow-moving business transactions. To this they have been forced to use uniform and cost minimization strategies as these international companies apply the approved strategies it indirectly put pressure on the coordinator country management system to look at /duplicate same management practice (Bratton and Silver, 2003).


One important point in International People tool management is the motion of employees across nationwide boundaries to foreign country tasks. These employees are referred to as Expatriates while Employees moved from subsidiary branch into Head office are known as Inpatriates (Dowling & Welch, 2005). As the global business activity of International companies increased, it demanded high handling system and follow up of the subsidiaries business performance. To this effect, MNC have chosen the use of Expatriates, Parent company nationals, as a managing mechanism by assigning them in key management positions in the subsidiary branches of the mother or father company (Bartlett & Ghoshal, 1989).

The efficiency of the deployed expatriate may also be based upon the adaptability the expatriate on his/her international assignment. A study conducted by Tag Mendenhall and Gary Oddor in 1985 suggests that expatriate success and adjustment rely upon several dimensions. The foremost is self-oriented sizing, which deals with the expat personal competence and adaptability to the foreign environment. The second dimension is the others-oriented dimensions, which consist of marriage development and determination to converse in reference to the reluctance to assimilate and find out the words of the international land. THE 3RD dimensions is the perceptual aspect, which can be involved with the power of expatriates to grasp the behavior of overseas nationals and the fourth aspect is cultural toughness and this is to measure how quickly an expatriate adapts to a harsh environment (Brewster & Harris1999). Aside from parent or guardian country nationals, Nationals from variety country and third country are also regarded as expatriates. But this newspaper will concentrate only on expatriates from parent country nationals to discuss the main reasons as to the reasons an MNC send an employee on a overseas assignment.

Expatriates are assigned in a overseas country as,

An agent of direct control- The assigned expatriate can be used to control the activities of the subsidiary and ensure its conformity through supervision (Dowling & Welch, 2005, Bartlett & Ghoshal, 1989)

An agent of socialization- The expatriate in question understands the firms values and values and serves as a medium to copy these features of the mother or father company to the subsidiaries (Dowling & Welch, 2005)

As network contractor- An expatriate having an understanding essential to his/her job certification will in credited course bond with people in various key positions and collectively build a network of interdependence (Dowling & Welch, 2005)

As boundary spanner- This identifies activities performed by the expatriate, such as gathering information that bridge internal and exterior organizational context. It would be the expatriates' work to promote the business account as well as gather information which may be useful to the betterment of the business (Dowling & Welch, 2005)

As language nodes- Expatriates with spanish history would eventually become a secured asset especially when they repatriate to their home country (Dowling & Welch, 2005).

The features of using expatriates are mainly to keep organizational control, international work experience and follow-up the fulfilment of the company's' target by the subsidiary.

Whereas the downside points are the challenge with the adaptability of expatriates to the foreign environment and the high cost incurred by the mother or father company to the choice and training of expatriates (Dowling & Welch, 2005). The procedure of selecting the right person to the right position is vital to the success of the oversees objective which is to noted an expatriates success in a single environment does not imply the same expatriate will fill up gaps in every circumstances (Brewster & Harris, 1999).

To this end, To be able to choose an expatriate for a global project, Dowling & Welch (2005) have set six basic factors which might assist managers along the way. As specific factors they may have set Technical capability, cross cultural suitability and family requirements are stated essential while in as situational factors country or ethnical requirements, language and MNE requirements have to be analysed and considered in the selection process. In another perspective Schneider and Barsoux (1997) list nine point they believe are important for the selection process. These are interpersonal skill, linguistic capacity, capability to tolerance and cope up with doubt, motivation to work and live overseas, flexibility, endurance and respect, cultural empathy, strong sense of do it yourself and sense of humour. (Dowling & Welch, 2005)

In basic the degree of the choice criteria is vast and companies need to recognize and consider the most important and pertinent factors to the positioning to be filled.


There are various factors that differentiate International Human source of information management from Home human resource management. The Globalization of world economies has required international companies to change and continuously change their company strategy and Human management systems to be able to survive your competition. To the, the function of People resource management has become an important subject matter as it offers proved to be a vital point to the success of International as well as Home companies. In this particular paper various perspectives towards International Individual source of information management are talked about briefly. Authors in the field are also quoted on how the present and future condition of Human tool management is and would be. In conclusion, the newspaper has tried to recognize the primary similarities and dissimilarities between International and Domestic Human source management. Through the literature review presented, different interior and external factors are discussed to the complexity of International individuals resource management, provided the various interpretation of HRM and also have tried showing how management and the marketplace would determine the shape of Human tool management generally.

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