Global HR is often an overlooked part of international business
It’s a must now days-in order to stay agile and competitive, companies must seek ways to leverage current, often commonplace, departments. Research and Development/Innovation and Marketing are two departments most companies focus their efforts when maximizing efficiencies to stay ahead of the curve.
I wonder why the ever humble HR department gets overlooked? Here are 3 tips to create a competitive advantage in your global HR.
1. Activity oriented interviews
This is a phrase I’ve tossed for the type of interviews we conduct. Essentially, it goes beyond just the normal (and expected) meet and greet. In an A-O interview, the interviewer would give the interviewee an assignment to present or come prepared to discuss at the interview.
I often select a portion of an ongoing or upcoming project and assign it as the activity portion of the interview. It gives both the interviewer and the interviewee an up-close look at potential work product and work styles.
2. Stay abreast of local changes that can keep you competitive
More often than not, global and multinational companies adhere to the home or headquarters’ rules. In an effort to leverage your HR, stay abreast of local changes.
For instance, knowing that Japan just raised the retirement age to 65, China has a new 5-year work visa, and the minimum wage has risen among a myriad of ASEAN countries can all help you be competitive when acquiring talent.
3. Have your compliance covered
Using local best practices that mirror company objectives can greatly improve the effectiveness of your HR machine. In addition, making compliance coverage part of your corporate culture will definitely serve you well.
Many companies are creating global SOPs (standard operating procedures) in an effort to ensure all bases are covered in terms of local and global compliance.
Whatever you do, be sure that all of your departments are in lock step to fulfill the company’s goals.