This document contains a case study and questions about implementing global human resource systems at a large multinational company called Grandview Global Financial Services. It discusses implementing common global processes for performance management, compensation, benefits, and an HRIS system. Key steps discussed include evaluating current systems, designing frameworks that integrate legal and cultural differences, testing implementations, and ongoing review and communication with stakeholders.

1. Welcome to Our
Presentation

2. SUMMIT

3. Case Study 1

4. Question 1: What should Meddevco Co. have done to avoid
some of its problem?
In case of international expansion, organization has to face bigger
problem in applying HRIS. Meddevco Co. is such an organization that
has faced similar challenges. So, here I have are some tips to resolve the
challenges:
Tip # 1: Identifying functional and data limits of HR software used by
Meddevco Co.
Tip # 2: Ensuring security for data in transit and data at rest in case of
Cloud system of HRIS.
Tip # 3: The system of HRIS of Meddevco Co. should be designed such
a way that a single person should be liable for every single operation.
Sign-in option for entering in HRIS operation can be strengthened.
Tip # 4: A specialized person should be available in Meddevco Co. for
monitoring the HRIS so that prompt corrective measures can be assured
for any deficiencies.

5. Question 2: How could Meddevco Co. now solve the
problems created by not involving employees during the
implementation of the HRIS?
As Meddevco Co. didn’t involve any employees during the
implementation of the HRIS, it has faced many problems and
confusion. So now on, to solve the problems Meddevco Co. might
follow the given tips:
Tip # 1: Communicate, Communicate, and Communicate. By
communicating frequently with its clients and employees Meddevco
Co. can reassure that the change in HRIS is understood and
contingencies that arise can be dealt with proactively.
Tip # 2: Sharing the intention and benefits regarding the
implementation of new HRIS. Employees are to be felt that every
employees are important parts and are playing vital role of this
system.

6. Tip # 3: Identifying all stakeholders and their business needs,
strategic goals, and processes that the HRIS will have impact on.
Tip # 4: Arranging pre or post change training and also arranging
training facilities for new hires that come in after an HRIS
implementation is completed.

7. Question 3: What else should Meddevco do to improve its
operation in system?
Meddevco’s course of action:
1. Maintaining HRIS within the organization
2. Option of editing in system should be enabled
3. Meddevco should involve its employees in maintaining TMS
4. Meddevco should encourage employees to make their profile in
TMS

8. Meddevco’s course of action:
1. Linkage among other systems of the organization should be
enabled
2. Improve data-quality procedures to reduce errors in the system and
validate existing datasets
3. As Meddevco is a multinational corporation it should maintain
HRIS in an international standard.

9. Case Study 2

10. Grandview Global Financial Services,Inc.
An international corporation providing multiple financial services.
About 20000 employees worldwide.
Focus on niche marketing comprised of high net worth individuals.
Services include investments, insurance, banking, real estate,
financial planning and related services.

11. Question 1: What is the Role of Performance Management
in Establishing and Maintaining Corporate Culture?
 Performance management is considered the frame work of talent
management, which encompasses all areas of HR that have to do
with onboarding, developing, evaluating, and managing the
workforce through all the normal cycles.
 This in turn is the connection that is developed between
performance management and the company’s corporate culture,
and it is dependent on the connection between management and
employees.

12. Performance management is connected with several other areas
such as, recruiting, staffing, career management, etc., all which play a
primary role in establishing and maintaining a company’s corporate
culture.
To maintain culture an organization must find individuals that are
willing and able to adapt to their culture as well as maintain and
recruit other employees that can do the same.

13. Question 2: What is the Role of Compensation and Benefits
in Establishing and Maintaining Corporate Culture?
Compensation includes-
base pay, merit pay, short-term and long-term incentives.
It also provides recognition awards, and the attraction/retention
awards.
all these factors assist in the development of a company’s culture and
motivate employees to continue to help the organization grow.

14. Question 3: Since laws, labor markets and customer
relevant to PM, compensation, and benefits differ from
country to country, does it make sense to try to maintain a
common global process for managing each of these areas?
1. Global performance management systems foster organizational
culture and values. A unique performance management system
will support the promotion of the organizational culture and
values across an organization.
2. Overall strategic organizational goals should be reflected in the
performance management system .
3. It is much easier to manage and maintain a single performance
management system at the corporate level rather than managing
and maintaining different performance management systems in
each country or division.
4. Easier to evaluate.

15. Question 4: Given all the cross-country differences, why
would a global organization want to have a common
HRIS?
1. Reduction in the cost of stored data in human resource.
2. Higher speed of retrieval and processing of data.
3. Reduction in duplication of efforts leading to reduction in cost.
4. Availability of accurate and timely data about human resources.
5. Better analysis leading to more effective decision making.

16. 1. More meaningful career planning and counseling at all levels.
2. Improved quality of reports.
3. Better ability to respond to environmental changes.
4. More transparency in the system.
5. Ensuring more security and confidentiality.

17. Question 5: How should Grandview go about
implementing a global PM system?
Performance
Management
Step-1
Evaluating
Present
Situation
Step-2
Designing
Framework
Step-3
Approval and
Implementation
Step-4
Reviewing
Performance

18. For the global performance management system Grandview
needs to do following tasks-
1. First develop job description and job specification for similar
position globally.
2. Web based ideal database system have to follow.
3. Integration of labor laws, compensation system and cultural
differences.
4. Grandview when working with diversified workforce needs to
understand the motivating factors of each group and respect the
norms, values and needs of each wing represented in organization.
5. Global performance management system requires performance
standards to be communicated well to all the levels in
organization irrespective of their geographical location and
common control and monitoring mechanism to be applied.

19. Question 6: How should Grandview go about
implementing a global Reward system?
Phase 1
• Diagnosing Current situation
Phase 2
• Designing Reward Structure
Phase 3
• Test for Implementation
Phase 4
• Implement, communicate & evaluate

20. For the global reward system Grandview needs to do
following tasks-
1. Firstly ensuring top management support from the beginning is
must.
2. Clarify key organizational issues that impact reward policies and
practices.
3. Review existing reward practices part of reward audit and gap
analysis.
4. Gain input of employees & other stakeholders. Ensure input is
representative across organizational levels as well as
demographics and geography.
5. Set reward goals derived from inputs which articulates role of
reward strategy to fit organizational culture, business and people
goals.
6. Detailed testing and validation needs to take account of.
7. Evaluate successes and learning as part of continuous cycle.

21. Question 7: How should Grandview go about
implementing a global benefits system?
There are four broad types of benefit programs in most of the
organization
First to ensure that the employee will have continued income after
retirement:
Pension plans
Individual saving plan
Social security plan
Second to ensure that the employees who cannot work have some
income until they can work again:
Workers compensation
Unemployment insurance
Long and short term disability insurance
Life insurance

22. Third make sure that employees and their families are not bankrupted
by illness or accident and obtain preventative:
Hospitalization and medical care insurance
Dental, hearing and vision care insurance
Prescription drug coverage insurance
Fourth to recognize that employees to recharge their batteries and
spend time with their families for celebrations:
Paid time off and includes vacations, holydays, personal days and
family leave

23. 4 Key steps to effective benefits system implementation:
Developing a global benefits strategy while providing
benefits that meet the varied needs of multinational
employees.
Creating a competitive benefits program to help attract and
retain talent.
Finding cost-effective ways to attain and administer
multinational benefits.
Building recognition for the value that global benefits
management brings to a company.

24. Question 8: How should Grandview go about
implementing a global HRIS system?
An HRIS – human resource information system – is an integrated
system providing information to be used by HR and management in
decision making. HRIS typically use one or more interrelated
databases to track employee info.

25. Why use HRIS systems?
They allow employee self service. In other words, they enable
employees to update personal data and address changes.
They store data all in one place. This allows time-efficient reporting
for compliance, employee development, and strategic means.
They can allow executive and management reporting capabilities “on
the fly.” Managers can access the information in a timely manner as it
pertains to employee development, performance improvement, and
wage details.

26. Let's see what the key functions of HRIS are
Benefiting Administration
Payroll Handling
Employee Record Handling
Recruitment
Training
Appraisals & Performance Management
Attendance Record Management
Grievance Handlin

27. 3 Key steps to effective HRIS system implementation
Configure the HRIS for the company’s process and policies
Interface the data with other systems and convert the
company’s historical data into the new system
Prepare for the system, including budgeting time and money
for implementation, training, and communications

28. Any Question?

29. Thank You Everybody