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Ten Steps To A Global Human Resources Strategy

Understanding when to hire locals or expatriates within a company is a key factor in developing a good Global Human Resources Strategy.

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Ten steps that should be followed to Global Human Resources Strategy:


  • Abolish favouritism towards “local” managers

Most companies tend to prefer having managers who are from the country that they are based in. This can lead to a division between local and expat employees resulting in decreased efficiency and productivity.

  • Identifying the essential activities

This step involves analysing each step of your business strategy and identifying the qualifications and skill requirements needed for each position.

  • Building a global database of talent

This step is crucial to understanding the spread of talent that the company has across employees all around the globe. With such a database in hand, companies can easily allocate assignments according to region and the skill involved.

  • Develop a “Mobility Pyramid”

A Mobility Pyramid is a tool used to categorise a company’s based personnel on their willingness to move. This will help Human Resources figure out how to move employees around between different locations easily.

  • Identify possible leaders

This step involves creating a database of employees with respect to their potential and managerial skills. This helps identify employees who have the potential to hold leadership positions within the company.

  • Figure out your skills gap

Assess each employee and compare the skills that they have to the skills that each position needs. This way, it will be easier to figure out what you need to do to get the employees qualified.

  • Regularise recruitment

Establish your company as the best company to join as soon as you enter a new market.

  • Spread the word about open positions internally

Use the company’s communication network to ensure that all employees are notified of new positions which have opened up.

  • Plan your succession strategy

Ask all of your managers to nominate who would be the best replacement for them within the company within different set periods of time.

  • Focus on retention

Ensure that your employees are challenged regularly and have space to grow within the company.


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