Organizations around the world are going global. But while spanning multiple regions offers considerable advantages, like growing revenue and increasing your bottom-line, it also introduces new challenges to your workforce management and employee engagement strategy. Kronos Vice President of Global Professional Services, Kristina Lengyel, highlights five questions organizations should consider to ease global expansion in a recent in HRO Today Global article:
- Is there a global business process plan in place? – The first step is to evaluate your current position and ensure you move forward in the right direction. Kristina writes that “having a global business process is important because it provides detailed visibility into key workforce management processes as well as the roles employees play in supporting them.”
- Are systems configured correctly and consistently? Standardizing foundational configuration elements in your systems is important because it helps you create a baseline and remain compliant with both national and local regulations. It also helps to accelerate deployments in new geographies and create a consistent view across all locations.
- Has the user interface design been considered? Intuitive and logical – this is what we expect from our software today. People want to spend as little time as possible working in an application. That’s why an effective user interface design is so important. It improves productivity by saving employees time which ultimately helps accelerate time to value and reduce total cost of ownership.
- What steps are in place to drive user adoption? User adoption can make or break any technology implementation, but organizations can’t simply encourage or mandate that it take place. Instead, they must foster active adoption and enhance user proficiency by establishing repeatable training approaches, building a role-based curriculum, standardizing communications, and personalizing learning paths.
- Is there an integration plan? Integrating your technologies and data sources is key to ensuring access to current and consistent data on a global scale. Collaborate with a partner who understands both topnotch application integrations and best practices on how to best leverage them.
To apply these best practices, gather the right people (including executive level decision makers and cross-functional team members) to develop a change management plan. Properly planning for change is critical to successfully expanding your workforce management strategy across borders. It creates a standard approach – and a global strategy built on standardization helps set you up for success.
Read about Kristina’s 5 best practice questions in greater detail in Broadening the Global Footprint: 5 Steps to Consider to Ease Expansion and check out Four Keys to Building A Global Workforce Management Strategy for additional tips from Kristina on going global.