The video explains how the HR roles and responsibilities changes when an organization grows or expends its business to to international markets where the organization also expends its workforce in all the international borders it has expended into.
What was once a local HR will now need to manage diversified group of people across the international borders where the organization is operating in.
There is a need to understand the geographical location practices, geographical local regulations, labor law requirements, working hours, working culture and compensation requirements.
There are key challenges that the Global HR Team will face to understand and accommodate to all these different practices and requirements. However, due to the globalization of communication and technology innovations, organizations can now have a better HR governance across the international borders by implementing global systems such as ERP which can provide the following benefits such as
- Centralized and Compliant Data Management - centralized database for employee information enabling consistent data management while ensuring compliance with local labor laws and regulations.
- Streamlined Recruitment and Performance Management - Integrated recruitment tools simplify the hiring process, while performance management features allow for standardized evaluations that can be adapted to local criteria.
- Enhanced Communication and Collaboration - Built-in communication tools facilitate teamwork and information sharing among geographically dispersed teams, addressing time zone challenges and improving engagement.
- Employee Self-Service Capabilities - Self-service portals empower employees to access their information and manage requests independently, reducing administrative burdens on HR.
- Analytics for Informed Decision-Making - Providing advanced analytics and reporting capabilities that offer insights into workforce trends, helping HR make data-driven decisions to enhance employee engagement.