Human Resources (HR) function varies depending on the business locality (local, international, or national), industry (retail, manufacturing, or service), and sector (public or private) (Reilly, Tamkin, & Broughton, 2007). Because different industries, sectors, and locales have unique problems that can’t be solved in a similar way, the function changes. In contrast to local markets, international institutions must deal with many cultures, laws, religions, institutions, languages, and labor markets (Taylor & Woodhams, 2012). As a result, different HR responsibilities are required to satisfy the needs of different enterprises.

For instance, the Ulrich model, which incorporates HR partners in business, shared services, and excellence centers, is more frequently used by HR departments in significant commercial sectors. RasGas is a good example. Best practices in people management, graduate recruiting, official career paths, and performance-related variable compensation are used in these sectors. Contracting out is used for transactional operations. On the other hand, small private sectors, like Emsys IT, handle many areas through a single manager and outsource part of the Ulrich components. In these fields, on-the-job training is typical, and tight wage regulations apply. They are more adaptable to change, have more employee involvement programs, and HR practices change more quickly compared to the large sectors (Faragher, 2014).

Public sector HR departments like Nakilat highly value accountability (Andreescu, n.d.). They place a strong emphasis on diversity, equality, and performance transparency throughout the practice. They pay flexible rates for executives, contract out unskilled labor, and enforce strict policies for internal staff while taking a more relaxed stance for external workers. Ooredoo, a global multinational corporation, uses the Ulrich model and modifies it for each region. Cultural factors influence their HR practices (Farndale & Paauwe, 2005). They share best practices and compare their various practices against one another. In order to ensure productivity, HR departments should base their practices on the localities, sectors, and industries that they serve.