Globalizing the Functions
Staffing and Recruitment
Recruitment for international operations requires a thorough understanding of the business processes involved in that part of the globe and the skills required to operate them. These must then be matched to available local talents and skills; your recruitment policies have to be amended to fit these criteria. Each area may require a separate evaluation as educational levels may vary. Requirements for physical standards may also change, and this factor may have to be considered while recruitment is being done.
Salaries and Compensation Packages
While fixing up offer packages, care has to be taken to see that local standards are maintained while at the same time overall organizational requirements are also met. Local laws regarding minimum wages, bonuses and other benefits have also to be structured in to the packages. Insurance, pension and such benefits should be reviewed as they relate to the present policies of the company.
Training and Development of Staff
Local facilities for training and development of staff need to be kept in view. If these are not adequate, sending staff to other countries may need to be looked at, and the additional cost and benefits of such training need to be carefully studied. Possibilities of developing in-house training should be examined to reduce costs.
Administration of Personnel
Working conditions may vary in each area of international operations. Administration of HR and related matters remain intrinsic in the decision-making process. Working hours must follow minimum local laws and the start or end times of work may have to match with international operations in certain important functions.
When considering global human resource management, each area of international operations may need to comply with certain religious and national festivals.