Organizations around the world continue to search for new ways to leverage human assets for competitive advantage. Businesses with global workforces are increasingly viewing a Global HRMS as a functional element of their operating model. A reliable and robust HRMS enables the standardization of HR processes and best practices, facilitates internal mobility, provides managers with a global view of their workforce, and allows more sophisticated workforce planning. However, going global with an HRMS can sometimes bring risks and even failure points during deployment.
This whitepaper examines 10 critical business imperatives when deploying a global HRMS, from the vantage point of a global HRMS vendor CEO and a long time HR Technology practitioner
Read this whitepaper for more information on:
- Fully understanding the business case
- Identifying the type of global organization
- Respecting cultural differences
- Accounting for Local HR compliance differences
- Taking change management seriously
- Defining local language requirements
- Deciding if mobility of employees is a major factor
- Fully understanding cross-border data privacy considerations
- Not under estimating the process to arrive at data standards.
- Professional project management is make or break.