The Global Side of HRIS


For this week, choose a country that begins with the same letter as either your first or last name. For example, my last name is Agada so I decide to choose Australia, or my first name is Danielle so I select Denmark. Then, imagine that your current organization, or one that you are familiar with, has decided to expand globally into the country you have chosen. Provide background information on the country, and then examine two to three (2-3) of the complexities and challenges you would likely face in designing, developing, and implementing an HRIS in that country. Recommend a strategy to meet each challenge that you identified, and explain the reasons why you believe your strategy would be effective.

Djibouti may be tiny, but it packs a lot of adventure within its boundaries for savvy travelers who know where to look. The nightlife in Djibouti City is surprisingly active, with great Ethiopian-style restaurants and lively dance clubs. The day-tripper has exciting options as well. Take a hike through the lush and forested Goda Mountains. Snorkel, surf and sun on the Gulf of Tadjoura. Explore the hot springs and amazing geological formations of Lac Abb’. Did you know the producers of the original Planet of the Apes filmed the movie around Lac Abb’ to take advantage of its strange, otherworldly ambiance’.

As the definition of work continues to evolve, the range of skills that employees need have not necessarily been provided by traditional educational systems. In the 2013 EIU/SHRM Foundation survey, executives reported that the current disconnect between the skills fostered by education and those they actually need will represent a very considerable obstacle in the coming years. This makes it difficult for HR to assess applicants’ qualifications properly. To complicate matters further, there is lack of standardization in education, especially in a global context. As businesses expand and hire beyond borders, the need for HR to scrutinize job qualifications carefully becomes ever more important. Major disparities exist between various regions and institutions in individual countries, as well as between countries. The ability to understand these differences will enable HR to make more informed hiring decisions. Through collaboration with other functions of the organization, HR can increase its understanding of qualifications and skill sets to ensure that hired employees are capable of executing their functions.

  • HR challenge: Understanding the subtleties of workers’ qualifications

As the demographic composition of the workforce changes, their motivations and expectations evolve too. It is imperative that HR understands what is most valued by these workers. Is it compensation, or prestige, or perhaps autonomy at work? In many cases, HR will have to adapt their incentives, benefits policies, and retention strategies for workers that are not just driven by financial compensation. It is not enough simply to recruit able staff. Companies have to make sure that their people are committed, productive, and do not leave after a short period, incurring substantial turnover costs and wasting all previous training invested in them.

  • HR challenge: Retaining and engaging a changing workforce

In the last 20 years, new communication technology, such as email, mobile phones and web and videoconferencing has not only facilitated closer contact with clients in distant lands, it has allowed multinational companies to form cross-border teams, where colleagues can communicate with each other constantly, despite not being located in the same place. In short, technology has enabled the international expansion that companies seek. Saving on business travel and relocation costs for individual workers have been other major benefits. Virtual teams also significantly enlarge the pool of available knowledge. Individual team members can offer extensive experience with different markets and an understanding of geographically disparate customer demands and sensitivities. An overwhelming majority (83 percent) of executives in a 2014 Economist Intelligence Unit report agreed that a diverse workforce improves their company’s ability to capture and retain a diverse client base. Culturally diverse virtual teams also stimulate innovation and creativity. Groupthink, decision-making within a group, characterized by uncritical conformity is more likely within a team composed of people from the same background.

  • HR challenge: Aligning technology best practices to global management strategy