许多组织往往有一种误解，当涉及到国际人力资源管理。他们常常认为，他们可以简单地将国内的人力资源管理政策应用到海外，并达到同样的愿望。事实上，这是国内人力资源管理和国际人力资源管理之间的巨大差异，后者是更为复杂和具有挑战性的。据石（2008），国内人力资源管理被定义为：'hrm实践在一个国家的地理边界。其重点是一个国家的人的管理下，国际人力资源管理被定义为'hrm跨国组织实行的。其重点是在多个国家背景的人管理。从石头的定义，我们可以大致告诉国内的人力资源管理和国际人力资源管理的区别。在国内企业人力资源管理是唯一可行的一个国家的背景下，国际人力资源管理是适用于全球的。
加拿大劳里埃代写论文:人力资源管理
Many organisations often have a misconception when it comes to IHRM. They often think that they could simply applied domestic HRM policies overseas and attaining the same desire result back home. As a matter of fact, there is a vast difference between domestic HRM and IHRM, where the latter being much more complex and challenging. According to Stone(2008), domestic HRM is being defined as:'HRM as practised within the geographical boundaries of one country. Its focus is the management of people in a single-country context' .While International HRM is being defined as .'HRM as practised by multinational organisations. Its focus is the management of people in a multi-country context .From Stone's definitions, we can roughly tell the difference between domestic HRM and IHRM. Where domestic HRM is only practical in a single-country context, IHRM is applicable globally.
