The Social Security number, a mandatory field in most U.S.-based HRIS packages, presents a problem in records for overseas employees. HR software designed for the international market is more likely to provide the capability of tracking employees in different countries. Calif. Whether the organization uses an HRIS developed for U.S. use or one designed for global companies, tracking employee competencies and assignments is a major software requirement. HRIS packages, both locally and internationally, need to identify competencies of the staff to best match employees to assignments. Otherwise, companies could be making costly mistakes.
Global considerations Varying cultural and legal standards can affect an array of HR functions.
When shopping for an HRIS, pay attention to features addressing these areas. Or, the organization may want to develop spreadsheets to track compensation of employees by country and currency. A work-around may be needed to convert current salary information back to U.S. equivalents. Often, employees with international assignments receive special allowances for relocation, children's schooling, housing, travel or other business-related expenses. Tracking such expenses for both corporate and tax purposes places a special demand on the compensation system.