1. Be clear about your goals.Defining the specific objectives and desired outcomes of a global human resources management system helps to provide direction for the implementation process.
2. Strategic planning.Before the implementation of the system, enterprises should clearly define the strategic objectives of global HRM, including identifying the goals, priorities and key performance indicators of cross-border operations; Reasonably evaluate the existing situation, and formulate a talent assessment system in line with the local area according to the cultural and economic development of different regions
3. Establish a global human resource information system, which can help enterprises manage employee information, salary, performance data, etc. Such systems provide data consistency and accessibility, enabling more informed decision-making on a global scale.
4. Cross-cultural training and education.Providing training to employees on cultural diversity helps reduce misunderstandings and conflicts caused by cultural differences and fosters collaboration across global teams. Solve the challenges of different management models and organizational forms from a basic level.
There are three main functions of international human resource management:
(1) Manage the human resources of global enterprises, especially the expatriation and repatriation of employees.
(2) Guided by the company's strategy, adjust the appropriate human resource management method according to the political, economic and cultural environment of the country where the company is located.
(3) Flexibility in each subsidiary to match local needs.