Memorandum to CEO: Common HR Systems and Processes

To: The CEO
From: HR Leader
Date: September 24, 2022
RE: COMMON HR SYSTEM AND PROCESSES ACROSS ALL COMPANY LOCATIONS
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HR systems and processes are crucial in every organization since they determine the relationship between workers and their leaders. Having effective HR systems helps a company grow in revenue due to efficient planning and coordination of activities. Sometimes, an international company might face human resource management challenges due to a lack of proper planning to accommodate employee needs that align with different social cultures. Therefore, this memo addresses the state of our HR management and provides recommendations for implementing a common system. The main question, in this case, is the question of localization vs. standardization.
Since ours is an international company, an effective system is needed to ensure adequate monitoring of all HR operations in all our company locations. However, I uphold the idea of using a common HR system in all company locations. This idea is in support of the standardization aspect where there will be involvement of operations similar in all company locations. The idea means the system implemented here in Australia will also be replicated in the other company locations in Argentina, China, and Poland. This strategy will improve the functionality of the HR department to impact the overall organizational functions.
There will be accountability and transparency when there is a common HR management system for all locations due to easy and constant monitoring. Auditing will also be easy to conduct, considering that the company's operations are powered by employee empowerment. A common system will promote sharing ideas in departments, facilitating interdepartmental transfers, and regular employee training. The reason for recommending a common HR management system is to ensure employees are well taken care of and they develop a sense of belonging in the company where they have the power to engage in crucial decision-making. Empowering employees also means that there will be a careful selection of skills and talents to ensure the hiring of competent candidates only. The company could use different but similar systems to ensure adequate security for easy and similar running and controlling activities.
However, the company can impose similar HR policies across the three locations since they control a common human resource management practice. According to Atasever (2018), HR policies are crucial in an organization since they provide a common ground for employee interaction and enhance an organization's consistency. For this reason, I believe that the company needs well-formulated HR policies which are in line with the company's visions and mission. With similar policies, the company can rule out common practices in all its business operation locations.
Boon et al. (2019) argues that using similar HR policies and procedures in all business locations is important because they ensure compliance with the company laws, inform employees of their responsibilities, and provide control, structure, consistency, and fairness. Since all the company branches run to attain a similar mandate and fulfill a single mission, there is a need for the management to create similar development environments for all the locations to ensure there is fair competition. Similarities will also ensure adequate space for evaluation for all business locations individually to determine the other factors affecting production.
Common HR Issues
My arguments concern common HR issues, including talent management (TM) and Managing Performance (MP). These issues are common among various departments, hence affecting the entire organization. Without a stable framework for managing talent and performance, controlling the company's operations in all locations would be difficult, thus ensuring they are profitable as required. Below is a breakdown of the issues affecting the HR department based on talent and performance management.
Talent Management Issues
According to Järvi and Khoreva (2020); Gallardo-Gallardo et al. (2019), the main aspect of talent management in an organization is the ability to spot, recruit, and retain highly skilled and talented employees for an organization. Without a stable workforce, it would not be easy to achieve the goals set forth for the company within the stipulated timelines. One of the ways of spotting and absorbing competent employees is through the recruitment procedure, which begins with advertising, goes to interviews, and ends with the recruitment of new employees. The main issue hindering a transparent practice in this regard is the lack of a team tasked with this purpose. The company should have competent individuals in each location, forming a team of recruiters who can evaluate potential employees and pick the best. Once employed, there is a need for the company to provide regular training to employees to help familiarize them with the culture and code of conduct.
Poor recruiting practices make it difficult to promote the company's plan since there will be no potential to unlock the abilities of all employees. Also, frequent motivations for the employees are mandatory to improve performance. For instance, the company should focus on proper human resource strategies to promote organizational human relations. Creating welfare for all the employees is instrumental in helping motivate them and provide support during times of need, fostering a family-like relationship. Such bonding will help employees interact freely, thus working together to actualize the company's goals.
Consequently, this company operates in an era that has embraced technology, where there are constant technological advancements. For this reason, there is a need for the organization to invest in technology to automate operations as a way of ensuring easy achievement of competitive advantage. Sometimes, the employees feel overworked due to excess manual work done in the company. Notably, investing in technology could also help reduce the company's operational costs since maintaining machines in some operations could be cheaper than compensating employees. Acemoglu and Restrepo (2019) state that using machines promotes productivity since they are more accurate than humans, who might cause several serious errors, especially in the face of exhaustion.
Another big issue in this company about talent management is the high employee turnover during the winter seasons. According to my research, I have concluded that the company does not offer significant compensations for the employees during these periods compared to our rival companies. Therefore, employees tend to resign and shift to work for our competitors due to their better offers. This issue is a grave matter because it affects the company's performance due to constant changes in skills, hindering consistency. Talent retention is crucial in an organization as it promotes growth since recruiting new employees leads to the consumption of many resources, such as finances and time (Aburub 2020: 2816). Suppose the company works on fulfilling employees' needs and creating a conducive working environment. In that case, there will be guaranteed skill retention for a minimum average of seven to ten years. Khalid and Nawab (2018) state that the more a company can retain employees, the more productive it becomes since employees become familiar with all operations, and they can make critical decisions on where to improve on personal projects translating to the achievement of the common organizational goals.
Performance Management Issues
Unlike talent management issues, performance management issues do not affect only the human resource department but all other departments. Brown et al. (2018) defines performance management as the constant interaction between employees and their leaders, which promotes the accomplishment of strategic organizational objectives. Talent management is directly liked to performance management since the kind of employees a company hires determines the type of performance that will be recorded as they work for the company.
As seen in the past twelve months, there have been no constant performance trends in all the company locations due to improper management of employees. Some experienced company performance issues include poor time managemen...