The aim of the essay is to have a full understanding about international human resource management，discussing HR activities，such as planning，staffing，so MNE could make effective behaviors.The whole essay pays much attention to the similarities and differences between domestic and international HRM.Then from determinants of staffing choices to find whether MNE use the same staffing approach worldwide.From the differences between global manager and global mindset，talking about effects in MNE，expatriate and HR function .
1 Similarities and differences between domestic and international HRM
Whatever domestic or international IHRM，the goal is the same--do the assignment and try to get more profit，broaden the market size，keep the continuity of the work，bring about advanced management skills and so on.Secondly，whatever each type，the company should pay certain cost.These costs not only simple traffic fees，but also training and development expense，etc.Thirdly，both of domestic and international HRM uses appropriate channel to choose suitable employees to finish the assignment.
Let us make a distinguish between domestic and international HRM.Firstly，more HR activities.HR activities includes taxation， language，relocation.Tax process for domestic HR is easy，just pays the tax and gets a salary.However，after crossing the border，it couldn’t be clear whether to pay domestic，international or both. In this situation，IHRM needs to classify specific situation to prevent paying twice. Language is a another important difference.Transfer into another country，you need master basic language for use not only in work but also daily lives.For example，if an expatriate couldn’t master basic local language，he would meet many problems in daily life.What’s worse，he will feel lonely gradually，this direct leads to the expatriate failure.
Secondly，more involvement in employees’ lives.The domestic HR pays little care to the employees’ personal lives，just give them salary plus some compensation.While refers to the IHRM，HR takes employees’ family into consideration，such as children education，spouse job，parents’ health，housing，medical insurance，etc.When put all these details into place would spare the employees’ worries，making them put all his effort into work to improve the efficiency.
Thirdly，consider the need for a broader perspective.HR manager in domestic designs a plan or compensation program just focus on domestic market. While across the world，the international human resource manager needs to design programs concerning with nationalities.Only in this way can international human resource manager achieve a balance between HCN，PCN.TCN.
Fourth，risk exposure.In domestic HRM，it often refers to market exposure.When broaden into the whole world，it concerns with not only market risk but also political risk.Countries like Iraq，Ukraine exist political risk and war risk.
These four differences have a great effect on the MNE，expatriate and HR function.To the HR department，because international HRM considers need for a broader perspective，it could coordinate relationships between PCN and HCN；motivate innovation of expatriate and realize organizational goal.
2 Determinants of staffing choices
Having understand international HRM，let’s dig into the function of it. Focus on various situations， the IHRM literature uses four terms to describe MNE approaches to manage and staff their subsidiaries well.They are ethnocentric，polycentric，geocentric and regiocentric.（Peter J.Dowling International human resource management，p80））Four main types of determinants factors decide the use of each approach.They are divided into two sections-external and internal.External includes country factors，HRM practices.Internal section includes company specificties and local unit specificties.
Country factors like institutional context（Peter J.Dowling International human resource management，p87））Generally，different country has different culture.Cultural values in parent country and cultural values in host country are in a great difference.HR manager should evaluate culture toleration， discrimination before assignment.IHRM practices refer to expatriation in a broader company range，playing an vital role .
Company factors include MNE strategy and structure，the international experience，corporate governance，organizational culture.From aspect of international experience，MNE is likely to pick out expatriate who has been to other country，get international experiences.From aspect of organizational culture，it’s necessary to find whether multinational places a high priority on organization control so that MNE could according to different stages to choose appropriate approach.
3 Apply staffing choices determinants into four staffing approaches
MNE won’t use the same staffing approach worldwide.What’s more，it may adapt different approaches in different stages or combine two approaches at the same time.Ethnocentric approach is that strategy decisions are made by headquarters personnel. In this approach，subsidies have little freedom， can’t make any strategic decisions，key talent.Secondly，the adaption time for expatriate is long.Last but not least，advanced strategy in PCN won’t be effective in HCN.
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本文标题：International Human Resource Management
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