How does globalization affect HR departments?

What will be an ideal response?

Answer: The globalization of business requires that companies send employees overseas to establish and operate satellite plants and offices. Companies naturally must invest in the development of appropriate human resource (HR) practices. International business operations are destined to fail without the "right" people. HR professionals must be certain to identify the selection criteria that are most related to successful international work assignments. For example, do candidates possess adequate cultural sensitivity? Do they believe that U.S. customs are the only appropriate way to approach problems? Are candidates' families willing to adjust to foreign lifestyles?
Another key HR function is training. Expatriates must understand the cultural values and language that predominate in foreign countries; otherwise, they risk hindering business. Not using foreign language words appropriately could undermine an expatriate's credibility and ability to get work done. Many other topics include differences in negotiation style and interpersonal exchanges such as gestures for greetings (hand shaking versus bowing).
The use of international assignments is an important issue addressed by companies located in countries across the world. A multitude of large consulting firms conduct extensive research for client companies to ensure the most effective deployment of expatriates worldwide. Such consulting firms focus on pay and benefits issues for expatriates, labor law, and useful information to help expatriates select and train local country nationals.