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Leading Practices in Global HR

(August 26, 2010) Leading Practices in Global HR: Determining Your Own "Best" Path Forward

This article presents a number of leading practices, collected from numerous sources and personal experiences over many years, which organizations should consider to help them improve their global HR function. The goal of this article is to provide a broad list of leading practices that the HR organization can evaluate and choose from on a case-by-case basis based on their need and relevance.

In today's tumultuous business climate, organizations must be strategically superior and operationally efficient in order to survive. Dee Hock, founder of Visa Corporation and author of Birth of the Chaordic Age (1999), describes a "chaordic" ("chaos" + "order") organizational model - one that seeks to leverage the best of innovation and collaboration along with the right amount of structure and order - which is the organization most likely to be successful and thrive in today's face-paced, constantly changing business world.

Building a chaordic HR organization requires deep understanding and careful implementation of certain practices that foster autonomy and innovation for competitive differentiation, while supporting standardization and efficiency of non-valued-added functions. "HR Best practices" is an expression we hear regularly in the press, presentations, brochures, and white papers by vendors, consultants, and analysts who want to "sell" the world their point of view. But what is "best" in one person's opinion may not necessarily be the "best" for everyone based on each organization's unique history, culture, industry, vision, leadership, strategy, and business goals. Hence, it is more appropriate to talk about "leading practices" - that is, widely recognized business practices that, when implemented correctly, bring enhanced business value to the organization.

HR Business Model
The first place to begin in evaluating leading practices is to have a global HR business model in order to organize and evaluate the options. This model consists of five key business components - Strategy, Organization, People, Process, and Technology - and two overarching management processes - Project Management and Change Management. Following this Global HR Business Model, the remainder of this article list 25 leading global HR practices that HR professionals should consider and evaluate in order to determine the relevance and applicability for their organization.(Complete article)

Article originally appeared in:, December 2009/January 2010
Written by Karen Beaman, Jeitosa Group International

Colleen Gildea

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