The convergence and divergence not only represent different ways in which the International HRM is conducted but also shows different traditions by which HRM is explored. Convergence and divergence can also be explained as Universalist and contextual paradigm. Universalist paradigm specializes in the management of HRM across various national borders. This is the human resource methods and guidelines can be transferred from one country to some other by thinking that those which worked well in one country will continue to work in the other country as well. On the other hand, the contextual paradigm contributes to the need of considering all the organisational internal and exterior factors. The divergence HRM compares systems of 1 country with the other country and then identifies similarities and distinctions then forms the antecedents from those distinctions.