Dear all,
Glad to visit this wonderful site for global HR community. It is the first time I write here.
My company (over 5000 employees in more than 20 countries) hopes to build a global HR system in-house with virtually full HR functions (employee & manager self services on eRecruitment, eLearning, ePerformanceManagement, eJobManagement, eOrganizationManagement, eReporting, etc.). Anyone has similar experience?
I look forward to some experience sharing on how to cater unique requirements from various countries (e.g. statutory/cultural/market concerns/requirements on processes, UI design, data structure, data fields and the associated syntax rules & business rules handling, etc.)
I would much appreciate it if anyone could further share with me.
Best regards,
WC
From United States, San Ramon
Glad to visit this wonderful site for global HR community. It is the first time I write here.
My company (over 5000 employees in more than 20 countries) hopes to build a global HR system in-house with virtually full HR functions (employee & manager self services on eRecruitment, eLearning, ePerformanceManagement, eJobManagement, eOrganizationManagement, eReporting, etc.). Anyone has similar experience?
I look forward to some experience sharing on how to cater unique requirements from various countries (e.g. statutory/cultural/market concerns/requirements on processes, UI design, data structure, data fields and the associated syntax rules & business rules handling, etc.)
I would much appreciate it if anyone could further share with me.
Best regards,
WC
From United States, San Ramon
Dear Colleagues,
In as much as Building A Global HR System is a lofty idea for your Company-WC, one serious consideration to be made would include culture/diversity, distance, local business environment, legislations, regulatory authorities, national/local holidays etal.
What I may suggest for a start would the local harmonization of the HR functions in the 20 countries, the thinking and perception of the different workforce should be brought to the level of a globalized reasoning with the view that cross-border transfer should be enticing-then gradually a proper global mix of the Company's workforce would be attained.
It should noted that this could take a period of 3-5years of consistent working at it-then the next stage would be that the different HR heads in the 20 countries reports to a central Ombudsman at the Headquarters who has all the data supplied from the branches-with which he can now work.
Well we know of some multinationals who try to have a kind of harmonized HR -but the constraints mentioned above keeps on drawing them back-you could give your a trial ofr understudy Companies such as Shell, Mobil etal.
Thanks
From Nigeria, Lagos
6In as much as Building A Global HR System is a lofty idea for your Company-WC, one serious consideration to be made would include culture/diversity, distance, local business environment, legislations, regulatory authorities, national/local holidays etal.
What I may suggest for a start would the local harmonization of the HR functions in the 20 countries, the thinking and perception of the different workforce should be brought to the level of a globalized reasoning with the view that cross-border transfer should be enticing-then gradually a proper global mix of the Company's workforce would be attained.
It should noted that this could take a period of 3-5years of consistent working at it-then the next stage would be that the different HR heads in the 20 countries reports to a central Ombudsman at the Headquarters who has all the data supplied from the branches-with which he can now work.
Well we know of some multinationals who try to have a kind of harmonized HR -but the constraints mentioned above keeps on drawing them back-you could give your a trial ofr understudy Companies such as Shell, Mobil etal.
Thanks
From Nigeria, Lagos
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