Global HR Management with a Unified HR System
Posted by Alexandra Earnley on Mon, Nov 08, 2010 @ 09:16 AM
Most organizations today have a global presence and with that comes the challenges of managing a global workforce. A global workforce presents a number of challenges to an organization, including, supporting different languages for system users, supporting salaries in U.S. and local currencies, accommodating cultural differences (terminology differences, meeting governance and compliance requirements of each local entity in each country) as well as data security and controls (which may be stricter or laxer than U.S. requirements), among others.
A recent Towers Watson and WorldatWork study, highlighted the importance of having an environment of overall consistency throughout an organization, especially within talent management and rewards. As a global organization, think of how much more efficiently your HR operations can run under a unified global system. There is no switching from program to program or having to do currency exchange rate calculations.
Hill International, a global construction project management firm, was able to cut down on-boarding time of new employees from 10 days to between 1 or 2 days, allowing billable resources to become available much earlier than prior to implementing NuViewHR. Having a single system of record cut down the on-boarding time, saving them money, and making the organization more profitable.
With separate vendor systems, they need to be managed to share information generated. This is done at a cost to the company through a manual paper/ data entry process or automated through expensively managed interfaces and IT resources. Having multiple vendor systems for this process causes unaccounted losses – from both a cost and strategic perspective.
Having a single system allows organizations to search internal candidates first – before going outside (saving Recruiting $, establishing culture, enabling retention and defining employer brand), do extensive internal candidate performance, job history & salary history readily at hand (hiring the right person saves $), improve retention and employee satisfaction rates (saving recruiting $) and to develop long-term succession and growth plan for employees.
Additionally, as companies expand globally, HR must take certain steps to respect the local culture, laws, regulations, and practices of each individual country that is a part of the organization. There are some concepts that are universal and have been proven as leading practices throughout the world. However there are some concepts that are unique to a particular country, for example, collecting certain personal data about employees. The work of NuView System's international regulator allows for these unique differences by allowing objects throughout the application to be localized. For example, if a country, such as France, does not collect “Ethnicity/Race”, the data entry element is not present.
To learn more about how NuView Systems can simplify global workforce management for you, get more info here.
For a recent global management success story, click here.