IHRM is more complex due to the wide range of activities it has to address for managing a diverse work pool. Hence, the company must widen its outlook to handle international issues effectively. For instance, issues like basic pay scale, compensations, perks, and incentives become more complicated for the IHRM - they must consider exchange rates and currency systems of different countries where the employees work.
The diverse nationalities of the employees in multinational firms imply that the IHRM has to handle the responsibility of addressing HR issues across countries. Consequently, they must allocate DHRM for each geography for better employee management.
A significant difference between global HRM and domestic HRM is that the latter does not need to consider nation-specific regulations while overseeing employees. They only need to create and implement HR programs for employees of one country.
International Human Resources Management has to get more involved in employees' personal lives leading departments in other countries. Since cross-culture mobility is involved, they must ensure that employees can assess their compensation deal's terms and conditions, such as the tax rate.