When it comes to national human resource management, it focuses on a single national border “United States” while international human resource management focuses on one or more countries. Local employees have different preferences than an international employee and that is why they get separate human resource management treatment. The hourly labor cost is one of the performances. The hourly labor rate in the United States is higher than international rates. International human resources management is more complex than national human resources management. It examines how international organizations manage their human resources in different national contexts. International human resource management requires a thorough understanding of the cultural, legal, political, ethical and economic differences between nations and their peoples. Human resource managers must motivate people from different countries and their influence on international assignments and ensure that they comply with the procedures and regulations imposed by the host country government. Human resource managers must put in place positive measures to provide equal employment opportunities to the workforce and intend to increase the employment and skill level of nationals (Dowling, et al ., 2008). International human resource management managers face the problem of resolving human resource issues with employees belonging to multiple nationalities. This type of HRM must also become more involved in the personal lives of its employees. The international had to face more external problems than domestic ones. Several factors lead to the standardization of HRM practices: the organizational context, the culture of the host country and the working environment, the host country, mode of operation...... middle of paper ... ...responsibilities of the heir. The impact of cultural context on remuneration is high on uncertainty avoidance. Employees tend to be rather risk averse and prefer fixed remuneration or pay based on seniority. Highly collectivist task-sharing societies tend to emphasize group work and highly individualistic societies instead assign individual responsibilities in the work system. Recruitment and selection in societies with low group collectivism, individual achievements are important selection criteria. In societies with a strong focus on group collectivism, the emphasis in the recruiting process is more on team-related skills than on individual skills. Training and development In societies where gender egalitarianism is high, women have the same chances of vertical career advancement as men and in societies where gender egalitarianism is low, female managers are rare..