This analysis provides an in-depth comparison of Human Resource Management (HRM) practices in emerging economies and developed economies, emphasizing their structural, strategic, and operational differences. The study explores key HR dimensions including recruitment and selection, compensation management, training and development, performance appraisal, and talent retention. Findings reveal that developed economies prioritize Strategic HRM, employee engagement, workforce empowerment, innovation, HR analytics, and technology-driven HR practices. These economies focus on long-term talent planning, competency-based recruitment, and high-performance work systems (HPWS). Conversely, emerging economies emphasize rapid capability building, cost optimization, labour-intensive HR practices, skill enhancement, and flexibility to match fast-changing market demands. The study concludes that while developed nations adopt a proactive, employee-centric, and knowledge-based HRM approach, emerging economies rely on scalability, resource efficiency, and adaptability to support economic growth and competitive advantage.