Designing an HRIS to support globalization

Designing an HRIS to support globalization

Designing an HRIS to support globalization

Evaluating the needs of your stakeholders in each location, along with local compliance and strategic business requirements, is also an essential early step.
HRDs should:
  • allocate a project manager
  • perform a needs analysis
  • collate and document all requirements
Implementing global systems across multiple countries and entities also takes time.

HR teams should never underestimate the need analysis stage, as it will ensure the system you select is able to meet your needs today and into the future.

Depending on the size of the organization, the needs-gathering phase may take weeks or even months.

Your HRIS system needs the ability to grown with you and the changing pace of your business. A documents needs analysis will be your blueprint and checklist for your ideal global HRIS system. If you don’t have the resources to dedicate to this important step, you may consider utilising an independent third-party consultant who has experience in implementing global solutions.

Key considerations

Reporting on a global basis is one of the key benefits you will achieve by consolidating your HR information. In order to effectively harness the benefits of your HR global hub you should aim for:
  • a single database solution
  • an easy-to-use reporting tool
  • effective and flexible security
  • multi-language and currency capability
  • localised support services
  • localised forms and system views
  • user customisation by location
  • dashboard capability for metrics and analytics
Having the ability to assign specific business rules for each location and country with common terminology allows consistent reporting of key information.


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