Firm highlights need for HR customization to meet global workforce needs
McLean & Company emphasizes the importance of tailoring HR programs to align with both regional needs and organizational objectives, ensuring inclusive employee experiences, as per a report by Newswire Canada.
The firm points out the increasing trend of hybrid and remote work models, which broadens the talent pool beyond traditional geographic boundaries, necessitating a shift in HR strategies to accommodate a globalized workforce.
In response to these changes, McLean & Company has introduced a new industry blueprint titled ‘Customize HR Programs for a Global Workforce.’
This blueprint addresses the complexities of operating across diverse regions, highlighting the critical factors such as labor laws, communication styles, cultural norms, and access to resources.
It emphasizes that employing a universal approach to HR program design and implementation fails to meet the unique needs of employees in different regions, potentially leading to adverse long-term effects on the organization.
Jodi Callaghan, the director of HR Research and Advisory Services at McLean & Company, elaborates on the necessity of customization, stating, “Customizing HR programs without determining the driving force behind the need risks misplaced efforts and an inefficient use of resources.”
“Thorough analysis helps avoid making assumptions about regional needs, but spending too much time analyzing the environment delays the rollout of the program. In turn, the delay risks implementing a program that is no longer relevant,” Callaghan further explained.
The blueprint lays out a three-step process to effectively customize HR programs for a global workforce:
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Determine the need for customization by establishing principles for customization, identifying key players, and selecting HR programs for potential customization based on an environmental scan.
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Customize selected HR programs by exploring common factors across HR functional areas, reviewing implications for program design, and preparing for customization with a dedicated project team.
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Implement customized HR programs by considering regional change management nuances, determining the appropriate rollout approach, and crafting a communication plan for each program, with plans in place to evaluate and iterate as needed.
Callaghan adds, “At the end of the day, HR leaders need to remember that workforce needs are not universal across regions.”
The director underscores the importance of strategic customization to provide meaningful employee experiences across the globe, irrespective of geographic location.
The firm also cautions against the risks associated with pushing ethnocentric programs and expecting regional employees to adapt. Instead, McLean & Company recommends involving regional employees in the development process to increase program adoption and alignment.
The blueprint advises finding a balance between customized and standardized HR programs and warns that frequent changes may be counterproductive.
Organizations are encouraged to allow time for changes to take effect, listen to regional employees' feedback, and understand the root causes of any issues before implementing further changes.
