From the article there are several adaptive point to Global HR that can be implemented to the multinatinational companies, such as:
1. Localization: Stress the significance of adapting HR procedures to the unique business, legal, and cultural environments of each nation in which the organization conducts business. This entails modifying hiring practices, educational curricula, performance management systems, and pay scales to conform to regional standards and laws.
2. Standardization: To guarantee uniformity and effectiveness, determine the essential HR procedures and guidelines that may be applied to the entire company. Standardizing some HR procedures can guarantee adherence to international norms, improve communication between sites, and streamline operations.
3. Flexibility: To account for differences in regional needs and preferences, keep some wiggle room in your HR procedures. Permit local requirements to drive adaptation of specific HR initiatives while maintaining alignment with the organization's overarching objectives and core values.
4. Cross-Cultural Training: To improve managers' and employees' cultural competency and effectiveness in a global setting, offer cross-cultural training. This training can reduce misunderstandings and disputes that may result from cultural differences, help staff members understand and navigate cultural differences, and enhance cross-border communication and collaboration.