5 Ways Global and Local HR Teams Can Connect Their Functions with HR Technology

Managing people at a local and global scale is never easy. The global and local HR functions always find themselves unable to balance scale and agility across their locations. Today’s high-impact HR models bring a blend of flexible talent practices for stability and mobility with the added benefits to find, attract, hire, manage, retain and appreciate human resources. In this article, we elaborate on the role of HR Technology in building a locally customized talent and HR strategy that is integrated with global benchmarks.

War for Top Talent: Merge Talent Management Analytics with HRMS

In 2019, Talent Management is more than just a set of business practices laid down theoretically since ages. Today’s Talent Management teams are relying on software and analytics for strategic role-filling and optimizing hiring processes. To help HR teams rationalize their core global HR practices for talent search and management, we can already see the merger of HRMS and Talent Management platforms as the next logical step.

When linked to HRMS, Talent Management software can facilitate a broad range of additional tasks such as the recruitment of new staff, onboarding and induction, orientation and performance evaluation. With HR Technology, global and local talent management goals can be successfully met.

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Unified Structuring of Legal Policies Using Compliance Management Software

HR management is a core part of the organization’s legal and compliance structure as well. The hardest aspect of managing global legal benchmarks is to fully understand what’s happening at the ground level locally. Compliance Management Software in the HR Technology stack is a very important component that is essential for any organization to survive in today’s legal environment. By adding Compliance Management Software, the HR department can simplify and strengthen compliance with existing regulations across the organization at a global and local scale.

Benefits of adding this software include better visibility into a legal protocol, mitigation of existing issues, and prevention of infringements in an integrated manner. The local and global HR teams can seamlessly solve and eliminate inefficiencies and redundancies in compliance and legal matters.

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Unbiased and Rationalized Employee Benefits

Providing employee benefits is not enough to attract, acquire and retain people anymore. The employee benefits must also stand the test of time and competition, especially when you are living in an age where employee advocacy is a key to growth and reputation. When it comes to fully understand employee benefits, employers leverage rudimentary processes to analyze absence data and employee engagement data only. These sources are not enough. Using Employee Performance Analytics tools, employers can go very deep into employee data, and integrate with the kind of benefits they are getting, or could be provided in the future.

By leveraging HR Technology for Employee Benefits’ program, employers can leverage employee data to easily monitor employee health, local inflation rate and also identify cost drivers affecting HR budgets to predict and control benefits’ costs.

Automated Service Centers and HR Bots

Geographical barriers can’t stop businesses from meeting their HR goals. Modern organization leverage chatbots and automated contact centers in their Marketing, Sales and Customer Service already. Enterprises are embracing technologies such as Artificial Intelligence and Robotic Process Automation (RPA) for automating their human resource functions as well. Due to a diverse workforce population separated by time, distance and philosophy, it makes sense today to invest fully into HR bots. Two simple reasons to do so are:

  1. HR bots don’t have biases. They ingest data provided by the platform user (in this case, the employees) to provide a simple answer.
  2. HR bots are available to answer queries 24/7, providing real-time help and service as part of employee experience.

Self-service automated centers and bot platforms can save millions of dollars that global enterprises otherwise lost to mundane tasks, inefficient process management, legal hurdles and so on. Today, HR bots are key features of most HR Technology platforms that are offering automated talent search, hiring and recruitment, employee benefits, and training and management services.

Accelerating The Rise of HR Technology Specialists 

The role of HR Generalists is on a dwindle. It’s corroding faster than the metal in the Dead Sea. With HR Technology advancing through the rungs of Digital Transformation journeys, the scope of HR Specialists has been truly understood and exemplified across functions. Using relevant technology for various HR functions, specialists can build and manage a “web of expertise” by learning, developing and sharing skills required to drive transformation at a departmental, local, organizational and global levels.

The HR landscape would continue to be dynamic and evolve at the same rate (if not more) as Marketing, Sales, Finance and Services. It is only sensible for business decision-makers to invest and implement a common global HR technology platform to fully transform their HR organization through the integration of local and global operations, without losing the uniqueness of both. After all, digital transformation should be every company’s corporate culture.

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