With the development of globalization, the blending and collision of domestic enterprises and foreign enterprises is becoming more and more fierce (Xinqi, 2004). More and more foreigners are sent out of their own countries and work in another country. It is probably no exaggeration to say that every day in every country in the world, there are people being sent out and sent in. And the increase of expatriates between one country and another country inevitably bring new challenges to human resource management, such as culture shock and the differences between domestic HRM and international HRM. Many firms underestimate the complexities and problems involved in international businesses, and do not pay enough attention on them. It is no surprise when the firms fail in the international businesses. Evidences have been found and prove that business failures in the international arena are usually relative to poor human resource management (Dowling, Festing, & Engle, 2008, p. 9). In addition, human resource management in an international environment is even more complex than domestic human resource management. Therefore, if the firms want to succeed in the international arena, they should not only have a good domestic HRM, but also have a good international HRM. To have a good international HRM, they can not just copy domestic HRM. They should know that there are differences between domestic HRM and international HRM. The complexity of operating in foreign countries and employing workers from different countries is a key variable that makes domestic and international HRM different (Dowling, et al. 2008, p. 5). The complexity of international HR can be attributed to six factors, but here we just discuss three of them (more human resource activities, more involvement in employees’ personal lives, higher risk) and the differences of the training of employees.
2.1 International... [continues]
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