can you re-phrase this - Global HR differs significantly from domestic HR due to the complexity of managing a diverse, international workforce. Two core HR functions that highlight these differences are staffing and training & development: 1. Staffing Domestic HR: In a domestic context, staffing usually involves hiring from a single national labor market under one legal system and cultural framework. Global HR: Globally, staffing becomes more complex as HR must manage a mix of expatriates, host-country nationals, and third-country nationals. Global HR professionals face challenges such as aligning staffing strategies with international business goals, complying with various countries' labor laws, and deciding between ethnocentric, polycentric, or geocentric approaches to staffing (UMGC, n.d.-a). There are also logistical issues such as relocation, cultural adaptation, and international compensation packages to consider. 2. Training & Development Domestic HR: Training in a domestic environment tends to focus on local regulations, company policies, and skill development relevant to one national culture. Global HR: International training programs must be tailored to address cultural diversity, language barriers, and varied learning styles. They often include cross-cultural communication, international leadership development, and pre-departure training for expatriates. Global HR also uses digital tools to ensure consistent training across multiple regions while remaining adap