Which group should be absolutely engaged when designing a global HR structure?

When designing a global HR structure, it is essential to engage stakeholders. Stakeholders are individuals or groups that have an interest in the success and outcomes of the organization and can include executives, managers, employees, and sometimes even external parties such as customers and investors. Engaging stakeholders ensures that the HR structure aligns with the strategic goals of the organization and addresses the needs and concerns of those who will be impacted by the HR policies and procedures.

Identifying Stakeholders: Stakeholders in the context of a global HR structure typically include senior leadership, HR managers, and employees from various regions and departments.

Understanding Needs and Expectations: By engaging stakeholders, HR can gather insights into the needs, expectations, and challenges faced by different parts of the organization. This information is crucial for designing a structure that supports the organization's goals and is responsive to its workforce.

Ensuring Buy-In and Support: Engaging stakeholders early in the process helps to secure their buy-in and support, which is critical for the successful implementation of the new HR structure. Stakeholders who feel heard and involved are more likely to support the changes and help drive them forward.

Alignment with Organizational Strategy: Stakeholders can provide valuable input on how the HR structure can best support the organization's strategic objectives, ensuring that HR initiatives are aligned with broader business goals.

References:

SHRM guidelines on stakeholder engagement and HR structure design

Best practices for involving stakeholders in organizational development