Introduction Human Resource Management (HRM) is a function in an organization that centres on management, recruitment and offering guidelines to the workers in organization. It encompasses issues related to the workers such as recompensation, employment, performance management, corporate development, security, wellness, communication, employee training and inspiration (Pudelko& Harzing, 2008). It is a comprehensive approach to controlling workers, the environment and the culture of the work place. Human Resource Development (HRD) is defined as a systematized learning experience imparted by employers within a specific period of time.It leads to individual growth and performance improvement. It is exemplified as planned rather than operational and concentrates on the organization rather than on the persons involved. It is long term, cultural and is centered on change rather than conservation (Myloni, Harzing & Mirza, 2007). Policy transfer and borrowing refers to the adoption of policies, systems, activities and any other physical artefacts from one nation to another. It is thus the procedure through which policies diffuse within and across nations (Dicken, 1998). It is usually understood as a planned learning process. It is voluntary though at the same time it can be coercive. One of the most significant practices in international business is the transfer of policies and practices all through the distinct national businesses. International transfer of these policies is a particularly complex process and is connected to the necessity of the transfer among international areas having distinct features. It is very important to consider the fact that the practices come from a very unique institutional environment and are later integrated into a totally different domain. The transfer of human resource practices and policies is divided into five sub phases. These include configuration, decision-making, cooperation, execution and internalization (Myloni, Harzing & Mirza, 2004). The U.S Multi national corporations are among the most highly centralized nations that actively participate in transferring HR practices and policies to their subordinates. They do this in a highly homogenized and formalized manner (Pudelko & Harzing, 2007). However, the execution of U.S. HRM and HRD practices and policies is not a blanket procedure. Managers in the subordinate nations do reject the transfer of several policies. Globalization has created a forward motion to the borrowing of policies and transfer amongst nations. This is due to the increasing changes taking place all through the world. These have their foundation in the ever increasing internationalism of businesses, production and investment together with improvements in technology. The success of policy borrowing and transfer as well as the transfer of training practices is affected by obstacles occurring at a societal level. Although policy transfer and borrowing may be beneficial, it often depends on broader changes and strategic needs. Policy borrowing and transfer encourages innovation and enhances collaboration between the involved nations. Analytical abstraction is an important aspect of successful policy borrowing or transfer and is in proportion to the level of insti