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?
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.
In this series of the Enlightened Leadership column of HRinsights, I am reviewing key findings of Jeitosa’s Going Global Survey 2010-2011. The first article provided some background information to the survey and discussed the top challenges for global HR professionals. Today, I will review the various global organizational models that we used and provide advice based on which each model.
Business transformation through technology is the theme for the Australian Human Resource Institute’s HR Technology conference in October 2011. In 2010 the HR technology conference exhibition space and sponsorship packages sold out days after going on sale. Delegate registration reached the close off point three weeks before the conference started and everything about the conference lived up to expectations with praise coming from all sources. So it is the right forum to hear from industry professionals give their views and hear about their experience in transforming the business.
As an increasing number of companies continue to expand into a growing number of global locales, the role of Human Resources within an organization has been rapidly evolving into being a more strategic global business partner. To be effective as a true business partner, Human Resources must understand the organization and global business strategy. What is the vision for the organization and what are the important business outcomes?
According to Rodolfo Garcia, President of Terremark Worldwide’s Latin American business unit (Terremark Worldwide is an IT infrastructure services provider), in an interview to Forbes Magazine in Februrary 2010, technology is usually introduced to North America three years ahead of Latin America. However, with Software-as-a-Service, that’s not the case.
Integrating applications always introduced challenges and only ever achieved satisfactory success, at best. This article looks at some of the techniques, technologies and the implementation methods and examines the issues and administrative impact, from an HR business perspective, as well as examining application integration as a sustainable strategy to provide a platform for the new wave of mobile technology.
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 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 joining Karen Beaman as she discusses the results of Jeitosa’s Going Global Readiness Survey 2010-2011.
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