Adapt HR programs to meet regional needs while maintaining alignment with organizational objectives.
While benefits exist for both the standardization and customization of HR programs, HR must find a balance that ensures alignment with organizational objectives and regional needs.
When HR programs are misaligned, there is a risk of long-term organizational and people impacts, such as inefficient use of resources, failure to meet organizational goals, and employee disengagement.
Workforce needs are not universal across regions. Strategically customizing HR programs to align with organizational objectives and regional requirements ensures meaningful employee experiences are shared by all.
Impact & Result
Identify where HR program customization will be most impactful, using insights from an environmental scan of external factors and an internal review of diverse employee perspectives across regions.
Modify selected HR programs, using standardization where useful and customization where required, to ensure alignment with organizational objectives and regional needs.
Implement customized HR programs, accounting for nuances affecting change management at the regional level.
Research & Tools
1. Determine the need for customization
Shortlist HR programs for customization decisions and select where customization will be most impactful.
Explore common factors that apply to HR program
customization, review implications for customized program design, and prepare
to customize selected programs.
Review regional nuances of change management,
determine the rollout approach for each customized HR program, and plan to
evaluate and iterate as needed.