Please respond to the following: What are the issues of standardization and localization in general for multinational enterprises (MNEs) and how do they particularly manifest themselves in IHRM activities?

Please respond to the following:

What are the issues of standardization and localization in general for multinational enterprises (MNEs) and how do they particularly manifest themselves in IHRM activities? Which of these issues do you think is most important to effective IHRM? How should IHRM departments address this issue?
Be sure to respond to your classmate’s (Stephen) post below:
Hello Professor and Classmates,

Standardization is when the HRM practices are made to be the same between the main office and the branches of multinational companies. Localization is the process of adjusting human resource management practices to align with the unique cultures of subsidiaries.

The need to ensure that all IHRM activities are compliant with local laws and regulations and respectful of local customs and expectations is the most important issue.

Localization can manifest when a company adjusts to the labor laws and regulations, cultural norms, and expectations of a specific location.

To address this issue, the IHRM departments should focus on providing training regarding the legal and cultural contexts of each location. This will help ensure that all IHRM activities are carried out in a respectful manner. Additionally, it is important to establish systems that facilitate effective communication between personnel in different countries.