.jpg)
Are your current HR processes slowing you down?
Have you been juggling between multiple systems to do your HR tasks?
From onboarding to exit interviews, as an HR, you have a hand in all aspects of the employee lifecycle.
However, if you are looking to expand globally, whether opening new offices or simply hiring a more global workforce, consider a global HR solution that fits your business needs.
What is global HRIS?
HRIS, human resource information system, is a software tool to store employee and organisational data to help HR professionals at every level to do their jobs more effectively on a global scale.
Why do fragmented HR systems fail?
Let’s look at why decentralised HR is never a good idea.
When you plan to expand globally, it inevitably means more staff with accompanying costs.
This may seem like a minor consideration for some organisations, but it can be a heavy burden for SMEs.
The big deal here is that decentralised HR can be confusing and demoralising. You can easily fall into situations where one office becomes known as the ‘good’ place to work while others suffer a reputational damage simply because there is no centralised control of what’s being enacted and enforced.
The last thing you need is to lose valuable employees because they dislike the HR system that doesn't work in compliance with your overall standards. And this becomes very difficult to regulate remotely.
4 reasons why fragmented HR system is not working for global companies
- Using too many tools at the same time. 70% of HR employees say they use three to six apps just to complete a single task. Not only does it deteriorate productivity, but also creates a frustrating experience for HR professionals who are looking for a more streamlined and efficient way to handle routine processes.
- The tools are subpar. The majority of HR professionals say the tools their company uses are anything but simple and user-friendly, leading to inefficiency and frustration. Not to mention the money wasted on HR software that doesn’t fit the business requirement for HR use.
- Wasted time = wasted money. Employees say they spend an average of half an hour longer on HR tasks than necessary. It is costing organisations $8.15 billion annually in lost productivity. Can you afford that kind of lost time?
- Lack of insights means lost opportunity. HR technology should equip HR teams with the data and insights they need to better track employee performance. Yet, fewer than one in 10 HR professionals say they get the right insights they need from tools to do their jobs effectively. That adds lost opportunity cost to the already massive financial impact of wasted time.
What are the benefits of global HRIS?
1. Stay compliant
When you work with teams across borders, you also work in different regulatory environments.
Employees at each location need guidance on local tax, social security, and benefits administration.
Good HRIS will come with built-in information that is simple for staff to access.
They should also automate filing many of these forms and reporting to minimise human error. The easier compliance is, the better people work within it.
2. More enhanced workflow
A global HRIS should help manage your HR tasks nearly paperless, efficient, and time-friendly.
It should save you more time by removing inefficient information handling between various locations in different nations.
It allows your business to connect all information for your global workforce. This includes; employee contracts, payroll, benefits (vacation, sick days, pensions), cost planning, expatriate management and processing.
3. Greater transparency
The global HRIS offers a level of data analysis that simply can’t be found in local HRIS systems.
It enables reporting on all employees within a click regardless of the country or time zone.
Everyone gets the same consistent view of employee-related information anytime, anywhere in the world, making data analysis easy, meaningful, and real-time.
4. Better global co-ordination
Imagine you want to hire small teams in four different countries, and onboarding all of the new joiners would require four different local systems.
Each has different forms to fill out, different documents to collect, and different obligations to the HR manager.
Tedious, right?
With a global HRIS, you can manage all those differences within a single system.
Even though your employees are from the other end of the world, you can still collaborate with them effectively, all in real-time.
You can also view your entire workforce from one dashboard and assess your staffing needs at each location and the impact on your business globally.
Manage your teams globally with a simple global HRIS
Say goodbye to the hurdles of dealing with endless spreadsheets and manually inputting your data.
When you want to expand globally, it is important not to get too wrapped up in trying to make processed country specific.
Consider the full transparency, centralised reporting, and full control of your global workforce with global HRS to meet your company’s goals in the best way possible.
.jpg)
