The headquarters (HQ) have to organize further HR tasks internally, such as: • International taxation; • International relocation and orientation; • administrative services for expatriates; • Relations between host and government; • Language translation services. • Performance management • Personnel planning. • International recruitment (recruitment, selection, placement). • Education and development • Compensation (remuneration) and benefits. • Industrial relationships • Assessments • Transformation and change management In all of these HR tasks, HR employees have to deal with the global-local conflict, which means that some HR aspects can be standardized and globally integrated and some other specific aspects of HR tasks have to be adapted locally. Some of the factors driving standardization in the HR department are: 

• pursuing a multinational or transnational corporate strategy 

• supported by an appropriate organizational structure; that is 

• reinforced by a global corporate culture and corporate DNA. 

• Global core values, vision, mission, standards 

• Diversity concepts 

• Global IT platform, learning tools, knowledge management 

• Career programs and development, succession planning 

Some factors in the HR department that could drive localization are as follows: 

• The cultural and institutional Environment and the characteristics of the local unit itself. 

• On-site training 

• Language courses 

• Educational differences and education in general 

• Recruitment problems 

• Legal issues 

• Coaching and mentoring, cultural awareness training