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:Â
• pursuing a multinational or transnational corporate strategyÂ
• supported by an appropriate organizational structure; that isÂ
• reinforced by a global corporate culture and corporate DNA.Â
• Global core values, vision, mission, standardsÂ
• Diversity conceptsÂ
• Global IT platform, learning tools, knowledge managementÂ
• Career programs and development, succession planningÂ
Some factors in the HR department that could drive localization are as follows:Â
• The cultural and institutional Environment and the characteristics of the local unit itself.Â
• On-site trainingÂ
• Language coursesÂ
• Educational differences and education in generalÂ
• Recruitment problemsÂ
• Legal issuesÂ
• Coaching and mentoring, cultural awareness training