Necessary Ally in
Internationalization Processes
Technology
is the main ally of business strategy to the extent that it centralizes the
information necessary to make the right decisions. This statement, which
might seem like a book, is far from being a tangible valued not so much for its
weight in cost but in return, even though the advantages of having a global HRMS System point
directly to the waterline of the business: the main indicators of it.
In
companies with international activity, these advantages become a necessity
because the physical and cultural distance between the parent company and its
subsidiaries requires an integrated and global system to save it. As
explained from Meta4, “For many companies, internationalization has become
the cornerstone of their growth.
Expansion
into new markets implies the opening of subsidiaries in other countries, the
hiring of professionals and the creation of a human capital area as a link
between the corporate department and the employees of the new headquarters”. In
this process, having a global solution for human resources management in
provides five clear advantages:
1. Know the organizational
structure of the company. Having the structure of
the entire organization, the reporting lines, being able to analyze the size of
a branch, etc. It is very difficult if you do not have a unified
technological system that avoids the much dreaded “kingdoms of taifa”.
2. Have updated information on
all subsidiaries. When
the headcount reports received by the matrix are monthly and the information is
not available online, it is very likely that the data handled is out of date
and decisions will have to be made based on that information. Multinationals
need to have all the information related to the management of their human
capital in real time, without having to wait for these periodic reports.
3. Combine global strategies
with local requirements. Many international human
resources projects have failed when the labor, legislative and cultural
particularities of each country have not been taken into account. This
type of solution will allow parent companies to define a global human resources
management model and deploy it in each country in which they operate,
respecting these particularities.
4. Homogenize employee
assessment criteria. These solutions allow
comparative analysis of all employees applying common rules, in addition to
establishing differentiating guidelines according to the idiosyncrasies of each
country with which they are working.
5. Improved communication. The
less communication exists between local human resources departments with the
parent company, the less clear are the work guidelines and corporate culture
and the more deviation will exist between the form and measurement of work from
one location to another. A global HRMS system becomes a
link between all the work groups and speeds up communication between them.
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