Global HR Management in 2011

Global HR Management in 2011

Globalization has ushered in an era where the workforce has to be catered to in a ratherglobal manner! This means that every global enterprise needs to be sensitive to thecultural and diverse workforce that they employ in different parts of the world. And this isexactly what global human resource management (HRM) refers to. Basically global HRMhelps out global enterprises in creating local awareness and sensitivity when it concernstheir hiring activities. It also offers training to managers of such enterprises to help themunderstand the local culture of their host country. Therefore global HR management playsa very important role as far as managing a global workforce is concerned.

According to a Forrester research article titled “Trends 2011: HRM Processes AndApplications Move Ahead Despite Mixed Employment Outlook,” written by Paul D.Hamerman, in 2011 there will be “significant movement in transforming key processes,including performance management, as well as adoption of mobile and social technologiesfor processes such as recruiting, workforce management, and learning. SaaS will continueto grow as the default deployment model for best-of-breed HRM process solutions, whilealso gaining more traction in core HR systems.” This definitely bodes well for the growthof global HR management. But it also means that global enterprises will be lookingat newer technologies to cater to different workforce processes. The year will also seemulti-national companies demanding enhanced HRM policies that work in tandem and aretailor-made to suit their specific industry requirements. The demand of such HR serviceproviders to offer enhanced employee benefits consulting will also be on the rise.

This year global enterprises will evince an interest in opting for such HR managementsolutions that can help promote their corporate culture effectively in other host countriesas well. The onus of preparing a consistent hiring and HR policy will also remain withthe HR management solutions provider. The policy should reflect the modern natureof the global enterprise, and this will also gain prominence among the needs of globalenterprises when they go shopping for an optimized HR management solutions provider.

Global enterprises are always on the lookout for HR management solutions that canhelp them support, evaluate, develop and remunerate their workforce. This requires thesolutions to be intuitive and to be offered as a seamless and unified solution. And thisyear will be no different as Global HR management requirements of such enterprises willbe focused on getting solutions that can optimally offer the best payroll and benefitsmanagement, health and wellness management, compliance and tax filling, performancemanagement and succession planning.

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