Few would argue that we live in a global world. The fact is globalization is here and here to stay. Yet, exactly what we mean by “global” varies widely depending on whom you are talking with and what you are talking about. Globalization can mean simply that a company has offices outside their home country and sells their products and services in other countries.

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There may be little communication or sharing across these offices, but the company is operating globally nonetheless. On the other hand, globalization can mean that a company offers one global service or product to the world, and the country offices serve as pipelines to the local market. And, of course, global can also mean anything between these two extremes. In order to better understand the differences and stages of globalization, Jeitosa Group International, in conjunction with the association of International Human Resource Information Management (IHRIM), conducted a survey to assess the readiness of the HR and HRIT function to “go global” – from the perspective of the companies’ global strategies and organizational structures, as well as with consideration of the people, processes, and supporting technologies. Specifically, the objectives of this survey have been to:

• Understand where HR/HRIT organizations are in the globalization life cycle;
• Assess the effectiveness and alignment of the global HR/HRIT function; and
• Uncover the value that HR/HRIT brings to today’s global enterprise.