HRO Today Global Summer 2017 - 28

Talent Acquisition
In the context of HR,
localisation refers
to the process of
adapting policies,
operations, or
strategies to
accommodate the
diverse cultures of the
countries in which the
organisation operates.
In this model, globalisation enables the creation of direct
communication lines between local and corporate teams,
giving those leaders the opportunity to inject cultural
insight into the process. " Just because we changed
reporting lines, or we established a model that has a little
more of a direct link to corporate doesn't mean that your
support or coordination and collaboration with the local
team is no longer important. "
Local leadership is also critical to reaching international
workers and making them feel that their needs are met
and that their individual concerns are heard. One example
of how companies have done this in EMEA and around
the globe is by hiring executives who speak the local
language and have insider knowledge of local values
and social norms. This empowers leaders with a better
understanding of which benefits are most valued by the
local workforce, expectations for the workplace dynamic
and time off, and other country-specific HR considerations.
Van der Tang finds that ability to " reach " the workforce,
[28]
HRO TODAY GLOBAL | SUMMER 2017
regardless of location, can be the difference between
engagement and disengagement, high retention and high
turnover.
" A company that connects with local workforces and
offers the attractiveness of a global employee value
proposition will have higher engagement and fewer
retention challenges. Failing to do so may result in
employees feeling less 'connected' to a global head office,
policy writers or even the company's strategy, " Van der
Tang adds.
Europe may be the source of the westernisation
movement, but this does not mean that its policies and
practices will flow seamlessly into business operations in
other countries, particularly given the ongoing Brexit and
the inevitable cost increase for hiring U.K. workers and
outsourcing them to other parts of the EU that will result.
Cost is a big driver of localisation for the U.K., as are new
trade agreements between the U.K. and the U.S., China,
and India.
" Brexit has some serious implications for businesses with
multiple EU territories: passporting, hiring, movement of
people cross border with U.K., " says Nigel Sullivan, chief
people officer for BUPA. " I suspect things will become
even more localised or that business will relocate all/
some key functions out of U.K. Interesting new trade
agreements (eg: U.S., India, China) may also create a
global pull of talent into and outside the U.K. for those
countries. "
Talent acquisition will likely be one of the first areas
to experience localisation in Britain once Brexit takes
full effect, but businesses operating in other European
countries may also adopt more concentrated localised
hiring efforts without the option of hiring talent from the
U.K. Even so, Britain may be less affected by localisation
than other countries in Europe. Historically, Van der Tang
says, countries with heavily unionised infrastructures,
such as Belgium, Germany, Poland, France, and Italy, have
higher demands for localised HR and legal practices.
Employees in those countries are protected by language
laws, and companies working within them often choose to
communicate in local language and apply country-specific
policies.
Although there are many benefits to a localised HR
model, this approach is not without its own set of risks,
explains Sullivan. Country-specific privacy legislation can
sometimes interfere with global initiatives and strategies,

HRO Today Global Summer 2017

Table of Contents for the Digital Edition of HRO Today Global Summer 2017

HRO Today Global Summer 2017 - 1
HRO Today Global Summer 2017 - 2
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HRO Today Global Summer 2017 - 40
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