Align the HR Function with the Organization’s Global Business Strategy

Apply a global mindset to your HR priorities.

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Moving to the global market without aligning the HR functions can cause:

  • Lack of global vision, culture conflict, or low management bench strength
  • A misaligned HR function leading to derailed globalization efforts

Aligning the HR function to the organization’s global strategy will:

  • Leverage new markets, lower labor and operational costs, and skill in short supply in their traditional locations
  • Determine what will be controlled globally vs. customized locally, how to shift some HR responsibilities to line managers or outsourcers, and identify which HR activities can be performed virtually and which require local HR presence

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Module 1: Align HR Principles to Global Business Strategy

The Purpose

  • Identify current and potential business locations and conduct an environmental scan to best determine and develop HR principles.

Key Benefits Achieved

  • Awareness of current practices and potential challenges of globalization specific to the organization.
  • Development of HR principles to better align towards the organization’s global strategy.

Activities: Outputs:
1.1 Document company information.
  • Defined mission, vision, and goals
1.2 Begin to complete the Global Business Strategy Review Worksheet.
  • PESTL scan for each identified current and projected business location
1.3 Identify your organization’s dominant culture and guiding HR principles.
  • Developed well-aligned HR principles

Module 2: Make Decisions around Key Global HR Issues

The Purpose

  • Support critical global HR decision making.

Key Benefits Achieved

  • Understanding of which HR functions will work best being customized vs. what the organization should keep local.
  • Determined the shift in responsibility, if any, depending on the HR function and location.

Activities: Outputs:
2.1 Analyze business satisfaction with HR services.
  • Established standards for HR decisions
2.2 Identify HR service improvement priorities.
  • Determined what will be controlled globally vs. customized locally
2.3 Establish relationship managers.
  • Determined how to shift select HR responsibilities
2.4 Clarify the role of relationship managers.
  • . Identified which HR activities can be performed virtually vs. locally

Module 3: Audit Global HR Capabilities and Determine Global HR Transition Priorities

The Purpose

  • Understand any global HR capability gaps the HR function has at both the global and local levels and document transition priorities for the global market.

Key Benefits Achieved

  • Documentation of transition to the global market and initiatives moving forward.
  • Assessment of potential gaps and prioritization of gap areas.

Activities: Outputs:
3.1 Track success of the program by setting metrics and taking baseline measurements.
  • Identified how the key global HR capabilities can be leveraged
3.2 Use the Global HR Capabilities Audit Tool to complete your audit.
  • Audited HR’s current levels of global HR capabilities
3.3 Conduct a gap analysis to identify transition activities and timing.
  • Performed a gap analysis and prioritize gap areas
3.4 Convert your prioritized gap areas into tangible initiatives.
  • Documented your global transition priorities and initiatives

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