**HELLO WRITER, PLEASE RESPOND TO THIS CLASSMATE ABOUT THEIR DISCUSSION POST ABOUT
main similarities and differences between domestic and international human resources management (HRM). THE RESPONSE DOES NOT HAVE TO BE ANYTHING IN PARTICULAR JUST HUMAN RESOURCES RELATED. i added powerpoints from this weeks lecture that led up to this discussion**
Good Evening Professor and class,
This week we are asked three introductory questions to this course subject. We begin by looking at the similarities and differences between domestic and international human resource management. HRM as a whole, whether domestic or international, deal with planning, staffing, performance/talent management, training and development, and compensation and benefits (Dowling et al., 2023). Training and development and planning may be the same due to the over all plan and goal for the company. Where the two differ is having to have domestic and host country employees that have to communicate differently than two employees in the same country would. They also have different types of talent or performance management depending on cultural differences. I would also believe that compensation and benefits will be different depending on the host country’s laws and regulations.
Secondly, we are asked to take a look at factors or variables that moderate the differences between the two. The textbook gives us multiple but I will focus on cultural environment and the attitudes of senior management. International business calls for experience in other cultures. Between language barriers and cultural differences, it is so important to be well traveled and actually visit the countries the business wants to build in. Even the textbook states the only way to be aware of these needs and differences is to be confronted with them (Dowling et al., 2023). The “attitude” of senior management officers does not just mean their emotional attitudes. These managers need to be experienced and well versed in everything cultural. The textbook states that major difficulties will occur and obstacles will be difficult to face without awareness and knowledge of the foreign field (Dowling et al., 2023).
Lastly, we are challenged to not only explain the differences between strategic and tactical perspective on HRM, but also to provide examples to back up our opinions. Determining the organization’s and HR’s business goals and objectives depends heavily on HR strategy and methods. Tactical HR is more concerned with day-to-day operations than strategic HR is with long-term objectives. Planning for the future and enhancing worker productivity and engagement are key components of strategic HR. Often referred to as operational HR, tactical HR handles routine duties including processing payroll and managing probationary evaluations and disciplinary proceedings (Design, 2023).
HR departments must use both strategies in order to be valuable to the company. HRM directors shouldn’t think of each strategy as a stand-alone component because they are both interdependent. To give the best value to the company, teams must take into account both strategies. They also must collaborate closely with business executives to guarantee that the right people are in the correct roles and are productive going forward. Organizations need a tactical HR foundation, comprising administration, payroll, shared services, and fundamental IT and HR procedures, before they can have strategic HRM. Focusing on the more strategic aspects, such as employee branding, analytics, cooperation, succession planning, and planning can achieve higher performance. One situation where HR teams must take both tactical and strategic plans into account is recruitment. Although it is based on sound tactical HRM, strategic HR can be more valuable while tactical can be seen as a more modern approach. Both are important and it would be difficult to choose one over the other (Dowling et al., 2023).
-Kenna
References
Design, S. (2023, March 1). Tactical vs strategic HR: How HR software helps both. People xcd. https://www.peoplexcd.com/insights/tactical-vs-strategic-hr-how-hr-software-helps- both/#:~:text=To%20put%20it%20simply%2C%20HR,creating%20and%20implementing%20company%20policies.
Dowling, P. J., Festing, M., & Engle, A. D. (2023). International Human Resource M Anagement. CENGAGE LEARNING EMEA.