Everyone wants global data.\u00a0 They want it in a global HRMS, or in a data warehouse.\u00a0 They want shared accessible data in communized practices and processes.\u00a0 They want the ability to roll-up data and aggregate reports and dashboards.\u00a0 They want workflow that crosses borders, and business units.\u00a0 To be honest, all of this is quite simple.\u00a0 The technology easily exists to do all of this and more.\u00a0 The problem is not the technology, but the cultures involved when you do global deployments.<\/p>\n
I\u2019m going to simplify things, and speak in the generalities of 3 major regions.\u00a0 The Americas (usually the U.S. based business, but also encompassing at least North American partners) has reached a maturity in global business where they have a decent understanding about how to deploy global systems.\u00a0 U.S. multi-nationals have realized that good adoption of a global system will include early interaction from the global business partners.\u00a0 Even then, the U.S. is highly region-centric and doesn\u2019t get the cost and complexity of trying to integrate global requirements into a single HRMS, although they generally really do try (now).\u00a0 And all of this is if a U.S. based business is calling the shots.\u00a0 More on the U.S. as a non-HQ region in a second.<\/p>\n
EMEA (usually just a European business) justifiably think that they are quite unique.\u00a0 In fact, most American\u2019s simply don\u2019t understand the complex business environment that exists in EMEA.\u00a0 American\u2019s tend to think the labor laws and financial requirements that exist in the U.S. must far surpass any complexity in EMEA, but that is far from true.\u00a0 EMEA is insanely difficult as you deploy languages, compliance requirements, differences in dealing with unions and work councils, and cross borders (lots of them).\u00a0 When EMEA is the HQ country, Europeans are a bit behind the U.S. in understanding global HR requirements.\u00a0 I\u2019ll use the SAP system as a general example.\u00a0 SAP was always far behind any other HR systems in formulating their HR requirements.\u00a0 They simply didn\u2019t see them as important, and the functionality was lead by U.S. based software companies.\u00a0 It really was not until the early 2000\u2019s that SAP started to understand, but by then, other software companies had a decade head start.\u00a0 Even today, U.S. based
\nsoftware companies seem to be far ahead in the area of advanced functionality.<\/p>\n
Asia\/Pac seems to be its own annoying world.\u00a0 Not only are they fairly antagonistic to \u201cWest-lead\u201d initiatives, but they often don\u2019t agree with the approach.\u00a0 I\u2019ll have to give Japan a release on this one, but countries like China are becoming an integral part of global enterprises.\u00a0 Unfortunately, China is a prime example of a country that can literally hire 100 people just to run manual processes and still have a positive ROI versus implementing automation.\u00a0 Still, Asian subs and business units seem to like to do things their own way.<\/p>\n
The core problem with global data is not about the technology.\u00a0 In fact, it\u2019s really not even about the peculiarities of the HQ\u00a0 cultures.\u00a0 Instead, there is a global problem that simply points to the fact that each HQ places prime importance in the requirements that are most visible \u2013 their own.\u00a0 Alternative requirements don\u2019t have as lofty a place, and when global systems are then implemented on top of biased priorities, you end up getting really unhappy region and business units.<\/p>\n","protected":false},"excerpt":{"rendered":"
Everyone wants global data.\u00a0 They want it in a global HRMS, or in a data warehouse.\u00a0 They want shared accessible data in communized practices and processes.\u00a0 They want the ability to roll-up data and aggregate reports and dashboards.\u00a0 They want…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[37,27,8,2,29],"tags":[],"class_list":["post-1075","post","type-post","status-publish","format-standard","hentry","category-change-management","category-data-metrics","category-strategies","category-hr-technology","category-hrms"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1075","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=1075"}],"version-history":[{"count":1,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1075\/revisions"}],"predecessor-version":[{"id":1076,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1075\/revisions\/1076"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1075"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1075"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1075"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}