What is the difference between domestic and International HRM?

Difference b/w IHRM and DHRM

IHRM deals with the cultural and other issues that are a concern in a situation where the
Parent company headquarters is in one country and the people working for it are located in
other countries Basically Domestic HRM is concered with the managing employes belonging
to only one nation .clear difference is that comes out is the boarder perspective. In the
domestic HRM, employees work within national boundaries under uniform policies.On the
other hand, the international human resource management entails staff to operate outside
their boarder perspective. The set of rules and regulation in the domestic HRM is minimal
whereas, in the International HRM, the rules and regulations are numerous.international
human resource management faces a higher risk exposure than the domestic one
International HRM Addresses a broad range of HRM activities. Whereas domestic HRM deals
with issues related to employees belonging to single nationality.

Discuss in class: Is the world moving toward a convergence in terms of business policies?

yes When countries with lower levels of GDP per capita catch up to countries with higher
levels of GDP per capita, the process is called convergence. Convergence can occur even when
both high- and low-income countries increase investment in physical and human capital with
the objective of growing GDP.

Discuss in class: Is it true that a company following an Ethnocentric orientation is highly con-
cerned with cultural differences?

Companies following the Staffing and managing approaches strongly affect the type of
employee the Ethnocentrism means that one may see his/her own culture as the correct way
of living that stage are concerned with transplanting a part of the business that has
worked.The disadvantages of ethnocentric approach include: the subsidiaries may create
problems of adaptability to the local environment and culture; the corporation may involve
high transfer fee and salary costs; sending managers to subsidiaries may result in personal
and family problems;

Is it possible for a company to mix different approaches when staffing internationally?

According to Collings & Scullion (2012), it is important to nuance that these approaches are
mainly focused on the policies and practices of hiring staff for key posts in the MNCs and,
therefore, they are centered on top posts both in the headquarters and in the subsidiaries.
Moreover, the firms do not tend to follow a specific pattern derived from a corporate policy.
Experience leads the firms to deploy elements of the various approaches simultaneously
What are the advantages of using host-country nationals vs. using third-country nationals?

No problems with language and culture.Reduced hiring costs.No work permits required.
Continuity of management improves, since HCNs stay longer in positions.Govt. policy may
force hiring of HCNs.Promotional opportunities not limited so higher morale among HCNs.

What does IHRM suggest in order to improve the repatriation processes?

A well designed expatriate management program should follow a circular process, beginning
with the initial assessment selection of candidates, followed by cross-cultural preparation,
global career management, completion of the international business objective and finishing
with repatriation.

What are the main recommendations for avoiding host-country problems for expatriates?It is
important to remember that the primary motive for international assignments is to achieve
some type of business purpose. If for some reason, no progress is being made or the
employee is not suited to their role, then it may be necessary to evaluate the business
strategy and/or the assignee’s ability to carry out the objectives.There are various ROI
metrics used to measure the success of an assignment, and when the business value
decreases there is a danger the assignment could be seen as a failure, even if it reaches
completion.