Global and international businesses differ mainly in their market integration and operations approach. Global businesses view the world as a unified or single market, standardizing their products and operations among countries to achieve efficiency and consistency (Sims, n.d., p. 41). The international integration effect denotes how multinational corporations establish stronger connections across numerous borders, potentially moving their headquarters to regional nations (Sims, n.d., p. 41). They also adopt local HRM policies while integrating top practices from their home country. This distinction affects how companies manage their human resources, with global firms focusing on uniformity and international firms emphasizing localization. Recognizing these differences is paramount for effective HR management in globalization. Adapting HR strategies to either a standardized global approach or a localized international approach can significantly impact an organization's success in managing a diverse workforce and achieving organizational goals. A meticulous approach will aid in developing appropriate policies and practices that align with organizational strategies