Part 1 of 3: What are the main similarities and differences between domestic and international HRM? Explain your answer and please conduct research to support your findings, citing at least one scholarly resource in APA format. Research Starters: (International HRM; \"human resources\" AND national AND international) Part 2 of 3: Why is a greater degree of involvement in employees\' personal lives inevitable in many international HRM activities? Please conduct research to support your answer, citing at least one scholarly resource in APA format. Research Starters: (global AND HRM AND personnel) Part 3 of 3: Review the posts of your peers and respond to a minimum of two posts with substantive contributions (minimum of 100 words each) extending the discussion (due Sunday by the end of the day, yet posting on at least two days during the week). Citations are encouraged,but not required for these responses to your peers. Solution What is international HRM and what are the main similarities and differences between domestic and international HRM? HRM and IHRM rely on different staffing policies IHRM relies the use of Geocentric Staffing Policies: Geocentric Staffing Policy enables multinational firms to hire candidates irrespective of their nationality, provided they\'re the best candidate who qualified for the job. Which means that key management positions may be filled with employees from different countries. HRM relies on a Polycentric Staffing Policy: Polycentric Staffing Policy utilised only the hot country\'s employees to run and manage the offices and operations of that country. Similarities include facts that both HRM an IHR look after recruitment, performance appraisal metrics, compensation. etc. IHRM grooms leaders more for Cross Cultural Leadership skills while HRM tends to groom leadership for other generic leadership skills CROSS-CULTURAL Leadership in IHRM: The ability to communicate across different cultures with sensitivity is extremely important. This is a style of leadership where , leaders learn how to work with a diverse group of employees or followers by facilitating an environment which promotes, integration, fairness, equal opportunity & egalitarianism. Leaders in MNC\'s need to influence employees from diverse cultures. ---------------------------------------------------------- Why is a greater degree of involvement in employees\' personal lives inevitable in many international HRM activities? IHRM looks after Reimbursing Employee relocation costs for expatriates and their families: Firms generally incur extensive costs in employee relocation, moving expense. Settlement costs or the costs that the employee incurs when they move with their family such s children\'s schooling, housing, transportation. Its important that the benefits outweigh the costs. Thanks. Hit like. Be Eco-friendly. Peace (Y)..

1. Part 1 of 3: What are the main similarities and differences between domestic and international
HRM? Explain your answer and please conduct research to support your findings, citing at least
one scholarly resource in APA format.
Research Starters: (International HRM; "human resources" AND national AND international)
Part 2 of 3: Why is a greater degree of involvement in employees' personal lives inevitable in
many international HRM activities? Please conduct research to support your answer, citing at
least one scholarly resource in APA format.
Research Starters: (global AND HRM AND personnel)
Part 3 of 3: Review the posts of your peers and respond to a minimum of two posts with
substantive contributions (minimum of 100 words each) extending the discussion (due Sunday
by the end of the day, yet posting on at least two days during the week). Citations are
encouraged,but not required for these responses to your peers.
Solution
What is international HRM and what are the main similarities and differences between domestic
and international HRM?
HRM and IHRM rely on different staffing policies
IHRM relies the use of Geocentric Staffing Policies:
Geocentric Staffing Policy enables multinational firms to hire candidates irrespective of their
nationality, provided they're the best candidate who qualified for the job. Which means that key
management positions may be filled with employees from different countries.
HRM relies on a Polycentric Staffing Policy:
Polycentric Staffing Policy utilised only the hot country's employees to run and manage the
offices and operations of that country.
Similarities include facts that both HRM an IHR look after recruitment, performance appraisal
metrics, compensation. etc.
IHRM grooms leaders more for Cross Cultural Leadership skills while HRM tends to groom
leadership for other generic leadership skills
CROSS-CULTURAL Leadership in IHRM:
The ability to communicate across different cultures with sensitivity is extremely important.
This is a style of leadership where , leaders learn how to work with a diverse group of employees
or followers by facilitating an environment which promotes, integration, fairness, equal
opportunity & egalitarianism.
Leaders in MNC's need to influence employees from diverse cultures.

2. ----------------------------------------------------------
Why is a greater degree of involvement in employees' personal lives inevitable in many
international HRM activities?
IHRM looks after Reimbursing Employee relocation costs for expatriates and their families:
Firms generally incur extensive costs in employee relocation, moving expense. Settlement costs
or the costs that the employee incurs when they move with their family such s children's
schooling, housing, transportation. Its important that the benefits outweigh the costs.
Thanks. Hit like.
Be Eco-friendly. Peace (Y).