Building A Global HR System - CiteHR
Afolabi Ajayi
Hr/mktg Consultant

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Dear all,
Glad to visit this wonderful site for global HR community. It is the first time I write here.
My company (over 5000 employees in more than 20 countries) hopes to build a global HR system in-house with virtually full HR functions (employee & manager self services on eRecruitment, eLearning, ePerformanceManagement, eJobManagement, eOrganizationManagement, eReporting, etc.). Anyone has similar experience?
I look forward to some experience sharing on how to cater unique requirements from various countries (e.g. statutory/cultural/market concerns/requirements on processes, UI design, data structure, data fields and the associated syntax rules & business rules handling, etc.)
I would much appreciate it if anyone could further share with me.
Best regards,

Dear Colleagues,

In as much as Building A Global HR System is a lofty idea for your Company-WC, one serious consideration to be made would include culture/diversity, distance, local business environment, legislations, regulatory authorities, national/local holidays etal.

What I may suggest for a start would the local harmonization of the HR functions in the 20 countries, the thinking and perception of the different workforce should be brought to the level of a globalized reasoning with the view that cross-border transfer should be enticing-then gradually a proper global mix of the Company's workforce would be attained.

It should noted that this could take a period of 3-5years of consistent working at it-then the next stage would be that the different HR heads in the 20 countries reports to a central Ombudsman at the Headquarters who has all the data supplied from the branches-with which he can now work.

Well we know of some multinationals who try to have a kind of harmonized HR -but the constraints mentioned above keeps on drawing them back-you could give your a trial ofr understudy Companies such as Shell, Mobil etal.


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