Jeitosa Group International, in collaboration with ADP, is conducting some ground-breaking research to benchmark the HR and Payroll functions of multinational organizations in different countries around the world.

We are looking for organizations to participate in this landmark study. There is no cost to participate. All companies participating in the first phase of the research (which will focus on global payroll) will receive the following:

1. An in-depth benchmark report of your payroll operations in several countries, showing how you compare to your peers on key payroll metrics such as cost, staff ratios, cycle time, and accuracy.
2. An in-depth country profile report detailing the aggregate analysis and insights for each country profiled, including the prevailing service models in the industry and characteristics of the most efficient companies.
3. An invitation to participate in a live webcast summarizing the findings of this study and implications for multinational corporations.

Data for phase one will be collected through a one-hour interview with a global payroll executive in your organization as well as a short online survey for each country in the study. Information will only be reported on in aggregate.  The specific results and data for your organization will be held in complete confidence and shared only with you.

Click Here to complete a short interest form if your organization would like to participate in the study. You will be contacted shortly to initiate the process.

Click Here to Download

What are the current trends in HCM? What are the stages of globalization and the best practices to follow? Get the answers to these questions and further investigate the process of globalization and development for HR and HRIT by viewing this presentation from Karen Beaman. This presentation was used for the HCM Trends in Going Global webinar presented by IHRIM in Dec. 2011.

Click Here to View

Many organizations are seeking new business opportunities and growth beyond their home borders. As businesses expand internationally, their technology infrastructure and their human resource processes must keep pace. How ready are most Human Resources (HR) and HR Information Technology (HRIT) organizations to support a global venture? What are the stages of globalization and some best practices to follow? How can organizations assess how ready they are to go global?

Click Here to Download

Read More

HR Software has been around for almost 50 years. We know the vendors out there and we know what they offer. So what are the differences? What is their degree of globalization, and how strong of an impact does it have?

Click Here to Download

How is the shape of the global organization changing? What can companies learn from the strategic and technology decisions taken by their peers? And most importantly,  how does it impact global business processes and technology deployments? This presentation unveils some of the initial findings from Jeitosa’s 2011-2012 Going Global HR survey, conducted in association with IHRIM. Drawing on the findings of previous years to track shifting trends, Jeitosa’s survey explores a wide range of issues, from the impact of organizational structure and HR strategy, through global data privacy, to evolving themes in HR software and services.  

Click Here to Download

Three pervasive influences are creating a new environment for the modern HR professional:  continuing global economic pressures, changing workforce demographics, and shifting technology paradigm.  These three non-abating impacts are changing the future for Human Resources and Human Resource Information Systems.  This presentation discusses how these three powerful influences are driving profound changes in HR and HR systems, covering trends such as globalization, centralization and optimization, multi-dimensional workforce, and more cost-effective technology solutions enabled by SaaS and cloud computing.

Click Here to Download

Managing international payroll presents major challenges for multinationals. Historically, most payroll operations have evolved on a country-by-country basis, focused on meeting local tax and government reporting requirements – and as a result, there’s typically been little standardization across countries, internal reporting is often slow and patchy, and corporate head offices tend to have limited visibility into their country functions. This lack of central control can have significant implications in terms of external and internal compliance, and exposes organizations to numerous risks, from financial penalties to fraud.

.

Click Here to Download

International regulatory compliance is a phrase that strikes fear in the hearts of many HR professionals.  This fear can be directly attributed to a lack of knowledge with respect to the details around the country-specific compliance requirements and to the associated risk due to the lack of compliance, as well as to the absence of a framework for assessing (auditing) the organization’s adherence to compliance requirements. This article covers some of the most relevant aspects of global HRIS implementation projects, focusing on the major legislative and regulatory compliance issues around the world.  The objective of this article is to provide a framework and examples for an approach to successfully evaluate and manage global compliance.

Click Here to Download

The organizational demands in the era of globalization, digitization, expanding networks, and eroding boundaries provoke the perennial question as to whether we should organize our operations locally, regionally, or globally.  Jeitosa bases its global organizational analysis on the framework developed by Christopher Bartlett and Sumantra Ghoshal. Each organizational model has different strengths and weaknesses, along with people practices, business processes, and technologies and tools best suited to high-performing organizations with that model.

Click Here to Download