ABSTRACT
This chapter explores why an international perspective on human resource management (HRM) is important, the dimensions of a labour regulation system, the fundamental issue of pay in cross-border management, and the basis of nationalisation policies and immigration. Local labour markets are regulated by national labour laws, the issue for global HRM is to understand comparative labour regulation. The problems of cross-border recruitment and transfers are: that the same job is valued differently in each country; and that the cost of living varies from country to country. The rationale for an international perspective is obvious due to the following: business is international; the existence of cross-border management; the influence of national regulations on the policies and practices of HRM. Hospitality organisations live in an environment that is invariably international in character; the staff is likely to be multinational and multi-lingual, the organisation may be part of a chain and some of the customers will most likely be tourists.
