Human Resource Officer Essay

4477 words - 18 pages

Creating a global process platform

Core HR: Why and how


Core HR: Why and how
Creating a global process platform
Imagine today’s global talent landscape. In New York City, a marketing director shares a highly qualified candidate for a hard-to-fill management position with her counterpart in Singapore. An engineer designing a pipeline in an office in Sao Paolo finds the answer to a question about fluid dynamics from a colleague in the field in western Canada. And in Paris, three well-qualified internal candidates from three different continents arrive at company headquarters for interviews to be the next vice president of ...view middle of the document...

Regardless of where they live, most employees have more in common than not. They want to do good work, get feedback, and grow in their jobs. However, important differences exist. For global employers, the main differences fall into three groups: • Cultural differences: Local work styles vary. Does work emphasize individual performance (as in the United States) or collective performance (as in India)? Differences can, and often do, involve a broad range of factors, including the importance of respect, recognition, and timeframes. • Legal requirements: In Brazil, companies expect a job application to include a picture of the candidate. In other countries, including a photo is considered improper and could result in a lawsuit. Employment law and legal requirements concerning data privacy are major issues, and they vary significantly by country. • Economic and labor market factors: What are employee expectations about work norms and career opportunities? In India, many employees expect to be promoted quickly — in a period of time that managers in a Western country would consider unrealistic.

The challenge of data privacy
Local regulations can impose restrictions on how and where you store your data. For example, the European Union’s (EU) Data Protection Directive regulates how a company collects job applicants’ personal data, in addition to how that data is stored and later shared within the company.* Even sharing an applicant’s data across countries with field offices or regional managers can be illegal if the company isn’t following the correct procedures. Siemens, with its workforce spread worldwide, faced these particular challenges. But because of SuccessFactors’ industry-leading security capabilities and experience working with global enterprises, all data ownership remained with Siemens and all data privacy in the EU and other regions was safeguarded in accordance with regulations.
* SOURCE: Donovan, Kathleen M. Make Global Recruiting a Winning Strategy. 2011. Manpower Solutions.

It’s not unusual for the globalization of processes to meet resistance at the local level. The rationale goes something like this: “What does the corporate office know about how we work here?” The result is reluctant acceptance or quiet resistance. Adoption of the initiative suffers and often fails. And it’s easy to blame the failure on poor process design and deployment. From our work with hundreds of global companies, SuccessFactors knows that effectively designed global HR and talent processes are more similar than different. With cloud technology, employees at the corporate level can adapt the processes and then roll them out to specific regions quickly and easily.



The first two steps in adapting a process are relatively simple — and many HR technology vendors can deliver these services:

Effectively designed global HR and talent processes are more similar than different.


Other assignments on Human Resource Officer

Sr-Rm-022 Essay

1352 words - 6 pages coordinates human resources policies, and activities, such as employment, compensation, labor relations, benefits, and training and employee services. Director of Account and Finance- Donald Bryson directs financial activities of the organization. Chief Financial Officer- Dale Edgel directs the accounting, finance and Human Resource functions, which target specific achievement goals of the company while upholding the core values. Chief Information

Competency Model Essay



1759 words - 8 pages constituition of Kenya. The county has the following departments;Human resource department, Public relaton, Administration,City inspectorate, Legal and Social services, Housin department The county if fully commited to city residenses with services which includes road maintenance, City lighting, Provision of fire brigade, provision of health services, maintenance of environment, provision of clean drinkin water and provision of security. VISION OF NCC

Letter Writting

1600 words - 7 pages comprises four support sections which form the core functions of the Board namely; Finance and Account Section, Administration and Human Resource Section, Planning and Investment Section and Procurement and Supplies Section, being headed by Principal Accountant, Senior Human Resource officer, Senior Economist and Senior Supplies officer respectively. According to the law which created the Board of the Local Government Loans, the institution has

Corporate Governance

1225 words - 5 pages the Company with a view to put the available resources at optimum use, increase operational efficiency and enhance shareholders’ wealth. Company’s Corporate Governance philosophy is equity, fairplay, judicious utilization of resources, responsiveness towards stakeholders such as shareholders, lenders, customers, vendors, employees, society’s needs, empowerment of human resource, preserving natural heritage, strengthening administrative structure, its systems, policies and procedures. | BOARD SECRETARIAT | | | Does the Company has a Chief Compliance Officer | Yes | | Is the Chief Compliance Officer same as the Company Secretary | Yes |

Employee Surplus

555 words - 3 pages , Maryanne M. (2003). Management Accounting, SouthWestern Publishing, Ohio  Lesikar, R., Flatley, M., and Lentz, K. (2011). Business Communication: Connecting in a Digital World (12th ed). New York: McGraw-Hill.  Lovell, Jonathan B.; Keefe, Janice A. (1992). Right Size, Right Way: Smith College's Successful Voluntary Separation Plan. Business Officer, 25, 12, pp28-37  Harris, Brewster & Sparrow. 2003. ‘International Human Resource Management, CIPD.  U.S. Bureau of Labor Statistics. (2010). Hires and separation rates, government and private industry, June 2010. Retrieved from

Case #7

662 words - 3 pages Bill Young was new an all-around mechanic and electrician that were recently hired by the hospital. He had no supervisor experience at all, but he did have 15 years’ experience in at his craft. As soon as he was hired a maintenance helper position became available. Young asked Human resource for help on finding candidates for the job. Being that Young he had little experience interviewing, his chief supervisor officer decided to sit in on the

Business Rick

2196 words - 9 pages Investment Officer, Chief Information Officer, Chief Human Resource Officer, and Chief Marketing Officer, as well as our three Group Presidents (discussed above). The Group Presidents are responsible for the development and management of our product offerings and customer service processes that are tailored to the unique characteristics and purchasing preferences of customers who shop for and select our insurance products. Personal Lines Our

Human Resource

3638 words - 15 pages Policies and Procedures for all UNDP Posts……………13 4.7 Common recruitment and selection standards for all staff…………………………….14 4.8 Recruitment and selection strategies and techniques………………………………....14 4.0 Conclusion…………………………………………………………………….……………………15 5.0 Reference……………………………………………………………………….…………………16 1.0 Introduction Nowadays, human resource management is becoming more important factor to success in any

Cultural Diversity Of Ford Motor Company Employees

3305 words - 14 pages firsts, including the first African-American and female executives. • In 1967, Henry Ford II proclaimed that dealers and suppliers are valued members of the extended Ford family. • In 1969, the company’s first plant forewoman was promoted. • In 2005, Ford names Anne Stevens, executive vice president and chief operating officer of The Americas. She is the highest ranking woman in the automotive industry. Today, Ford is as diverse as the world


2313 words - 10 pages Director and his wife Puan Hashimah as the Chief Operating Officer. The other personnel were Puan Baiqis, the Operations Manager ancl Encik Salam, the Human Resource and Administration Manager. Both Puan Balqis ald re :i.,iffi Encik Salam were famil1, members of the Directors. Encik Zayed and Puan Hashimah were self-made business o\vners with only secondary school background and likewise, Puan Balqis and Encik Salam. In May 2006, the company had

Similar Documents

Hr590 Mid Term Essay

523 words - 3 pages , the decision lies within the firm starting at the Chief Executive Officer or Chief Operating Officer level. References: Internal or External Recruitment website Human Resource Management Seventh edition

Summary Essay

306 words - 2 pages Chief Operating Officer. They hired their own family members which are Puan Balqis as the Operation Manager and Encik Salam as the Human Resource and Administration Manager. Both of them have the same level of education like Encik Zayed and Puan Hashimah which is only at secondary school level. As the company was incorporated as Delima Enterprise Sdn. Bhd. the company expand their business operation into provision of engineering services. In May

Managers Job In Context Essay

2298 words - 10 pages Table of Contents 1.0 Introduction 2 2.0 Organizational Background – Al-Rajhi Bank 2 3.0 Requirements and Job Description of Branch Manager 3 4.0 Mr. Anasari’s key people – internal and external interactions 4 4.1 Internal Interactions 4 Human Resource Manager 4 Loan Officer 5 Credit Manager 5 Bank Operational Manager 7 Customer Service Manager 7 4.2 External Interactions 8 Saudi Arabian chambers of commerce 8 Customers 8 5.0

Training And Development Essay

5824 words - 24 pages checklist we took an interview and made a discussion session from the executive officer of Human Resource Department of BBL. The study uses both primary data and secondary data. The report is divided into two parts. One is the Organization Part and the other is the Project Part. The parts are virtually separate from one another The information for the Organization part of the report was collected from secondary sources like books, published reports