Please answer the following case study questions

Case Study: Grandview Global Financial Services, Inc. Grandview Global Financial Services is an One difficulty has been the PM and reward sysfinancial services. Although it is one of the smaller tems. Each geographic area developed its own PM players in the field, the firm has about 20,000 past which reflect the national culture and the employees worldwide. Corporate strategy has a variety of systems using different pertormance tocused on serving a niche market comprising criteria. Most of the PM materials are in Microsoft high-net-worth individuals, providing them with Word. Some of the systems seem to workall right, all the wealth management services they require. although others do not. None of the systems are These services include investments, insurance, coordinated, except to the extent that those finat banking, real estate, financial planning. and performance ratings are sent to the Grandview related services. Corporate HR department. There has been enorThe linchpin making all these services work mous pushback and noncompliance with PM poliwell is the quality of the employees-the cies from the employees because of the difficulty degree to which they are motivated to provide of the paper performance process as well as the "over-the-top" attention to clients' needs. Cli- nine different languages being used worldwide. ents have come to expect this level of service Rewards systems are similarly localized. Base regardless of where they might happen to be pay, incentive systems, and benefits have grown high expectations, every employee is expected market practices, laws, and customs. The comto provide flawless service. plexity and number of Excel spreadsheets needed As it has expanded globally. Grandview has hired to manage the financial targets and the resulting employees from all the countries in which it does compensation plans for that many employees business. Although all employees are expected to have created perceived and actual inequities. It is speak English, business is conducted in nine dif- areas because of the different systems in place, ferent languages in 45 locations. Grandview has and awareness that employees in different locainvested heavily in developing a uniform corporate tions have very different terms and conditions has culture but has not succeeded in doing so in all created morale problems. locations. 312 Part III - Human Resourcel culture. It is critical to HR managers that the tech. Corporate HR has PM and rewards modules in its nology selected is flexible enough so that yearly Corporate HR has PMand rewards modules in its care ching U.S. employees, but this takes cares to the application could be made effi. of only about 60% of Grandview's employee pop- ciently and legal requirements in different locautation. An executive rewards module does cover. tions could be accommodated, as well as changes about 2,000 senior executives worldwide. but all foreign data are sent from different locations and in the pecause the performance goals are based on the historic reason for this process involves the financiat targets, and employees' merit and incenlegal requirements concerning privacy of infor- tive payments are directly related to employee mation in the EU and some other locales; it is performance as well as Grandview's overall easier to get executives to grant permission for results, all necessary functionality for the com. other executive incentive payments granted by the able to be imported directly from corporate finanCorporate HR would like to move away from local reviews and compensation plans for the employ- systems and institute a corporatewide system ees. The resultant pay increases and bonus that relies neither on Word documents for per- payments would be fed directly into the payroll formance reviews nor on Excel spreadsheets for system atready in use by Grandview in the United the resulting compensation plans thatresult from sould be able to ensure worldwide compliance that common systems for PM and rewards would with the performance process directly from the Grandview's corporate strategy into individual Gerformance plans worldwide. perase Study Questions The ideal system would be a Web-based, multi- 1. What is the role of PM in establishing and lingual, integrated PM and compensation system. The PM system would be accessible by managers porate strategy and the current business plan. the system at any time to see performance crite- 3. Since laws, labor markets, and customs ria, measures, and standards and to look at currelevant to PM, compensation, and rent progress against standards. The rewards and benefits differ from country to country. benefits modules, although based on local law does it make sense to try to maintain a and customs, would be standardized with respect common global process for managing each to process, fostering a more uniform rewards of these areas? 4. Given all the cross-country differences, why 7. How should Grandview go about would a global organization want to have a implementing a global benefits common HRIS? system? 5. How should Grandview go about 8. How should Grandview go about implementing a global PM system? implementing a global HRIS to manage these 6. How should Grandview go about functions? implementing a global rewards system