Challenges of Integrating an Hris
There were many challenges of the integration. In this paper I will discuss the cultural issues that were interwoven in this project. Differing processes, language barriers, government regulations and reporting, and terminology. When integrating an HRIS globally, many cultural differences could arise. However, we will only discuss the above mentioned.
The first cultural issue is the differing processes. When doing business globally is critical to identify the current processes of the home business. Then they must learn the processes in the other countries. The processes in other countries is likely to differ than in the U.S. This will then lead to the next cultural issue.
The second cultural issue that is interwoven into this integration project was the language barrier. Meetings were held that involved all subject matters with team members from different areas. When these meetings were conducted, sometimes additional clarification was needed. The additional clarification was needed to ensure that the processes were understood by everyone involved. Due to the different languages they may have comprehended something differently.
The third cultural issue is government regulations and reporting Some reports that may be required in the U.S., may not be required in other countries. A lot of the reporting is solely for management needs and may not pertain to certain areas. Some examples in this project were the fact that some of the U.S. EEO report for designation of African Americans were not required in Europe. Another example is that European employes who take a family leave of absence will remain as an active employee; however, U.S. Employees who take leave are classified as on leave.
The fourth cultural issue was the terminology. When integrating an HRIS globally, one must take into consideration that different countries use different terminology. When users in other countries access the HRIS, they need to be able to see their terminology.