Recently at a conference in Fort Lauderdale, Florida, Josh Bersin, founder and principal analyst of Bersin by Deloitte highlighted the concept of “Glocalisation”, commenting that; “glocal means blending features that are unique to the organisation with the customs and preferences that define a specific market.”
For HR, the rise of glocalisation presents a considerable challenge to organisations looking to retain the best local talent, whilst at the same time supplementing their workforce with additional world class talent. The key question remains how to manage an increasingly diverse workforce so that they can maximise their full potential, and thus the company’s.
While a more diverse and glocal workforce presents traditional HR models with serious challenges, it also offers a great opportunity for HR directors to promote next generation HR methodology and technologies.
The question of glocalisation is an inherently complicated one – anything that incorporates global market forces and mixes them with regional and local customs, culture and business approaches is bound to cause confusion on a number of levels.
Bersin highlighted: “the way the HR function is organised can be affected by glocalization. Since business units located in different parts of the world require a level of unique treatment, HR leaders at multinational and globally expanding companies should consider reorganising the HR model from centres of excellence to networks of expertise.”
The answer to many complex questions is often to be found right in front of us and this is no different of the glocalisation conundrum.
It is subtle and simple: empower your workforce to take a handle of their careers more and HR will generally take care of itself. Mobilise the workforce to become a network of expertise and forum for knowledge sharing through flexibility, mobility and self-service models and the workforce will flourish.
As with all new developments and trends glocalisation presents a challenge to organisations and individuals particularly from an HR perspective. But where there is a challenge there is also often an opportunity.
Those that embrace ‘going glocal’ through the use of new forms of technology and the new philosophy of employee-centric empowerment that it represents will reap the rewards in terms of employee retention, skills development and operational efficiency, and it is for this reason HR departments should not shy away from this trend, but rather work whole heartedly towards it.
About the Author
Lee Grant, VP International at Youforce.
