The companies in the modern corporate environment are expanding their business across various markets round the globe. Hence the need to integrate the workforce globally has risen. Also with the rise in the usage of cloud computing services, the worldwide operations of the companies are being managed by local resources. Hence the responsibility of the HR segment has risen to formulate policies and work principles that adhere to the employees across geographies. In order handle this scenario; there are certain measures that need to be taken along side global placement by the HR segment which are as follows.
- Creating flexible HR models is one of essential steps to be taken by the HR segment. Leveraging the shared service platform can be very helpful in maintaining a balance between the global and local approach. The processes should be similar and standardized and there should be consolidation in transaction processing. This helps in adaptable HR services that can be remodelled from time to time as the business grows. This helps to cope up with changing market trends and crisis handling.
- The company should encourage and implement balanced leadership. In most cases it has been observed that the leadership take in to consideration the economic conditions of the headquarter location for making strategic planning and decisions. This results in the other areas of operation going unnoticed. Hence, certain part of the leadership should be channelized to the respective locations in order to handle the various trends and innovations of that region. This will help to understand the customer behavior in local market and take up operation and management decision in that area.
- A global system for the HR information and processing should be encouraged and developed. Since various technologies and IT systems play a significant role in the business development and growth, this will help in better management of policy conflicts and system crisis. The shared service centers of HR segments helps in gaining uniformity and facilitates remodeling at times of need.
- Lastly, the senior management should be in line with the HR strategies and position both at the global level and local area of operation. If there is a gap in knowledge transfer among the two or if the HR services are kept at sidelines during strategic decision making then it might impact the sub processes of the business.
Expanding the services across various markets round the globe or putting up production facilities across countries does not suffice the global approach. The management of such facilities both from the global and local prospective is crucial and at the same time tedious. A right balance between the management and the HR segment along with global placement initiative is the foundation stone of such an approach. Since the functionalities and market conditions vary from company to company, there is no fixed approach to it. It has to be done with research and planning at every individual business level.
