[7] Global vs Sri Lankan Approaches to Digital HRM
The implementation of Digital HRM varies significantly between global and local organizations, especially in the IT sector. While global companies influencing and driving technology across multiple regions, local firms may adapt these tools based on cultural and operational differences. Understanding these variations is crucial for HR specialists aiming to implement successful transformation to digital strategies.
Global
Digital HRM Strategies
Large
multinational IT firms often adopt centralized Digital HRM systems that provide
uniformity across various regions. For example, global companies like Google
and Microsoft use enterprise-wide HR systems for talent onboarding, training
& development and performance management, ensuring consistency in employee
experience regardless of geographical location. These companies also implement
AI-powered tools and big data analytics to track global talent trends, make
data-driven decisions, and enhance overall workforce productivity (Tursunbayeva et al., 2018). The goal is
to create a seamless HR environment that supports innovation and scalability
across borders.
Local
Adaptations and Challenges
On
the other hand, local IT companies, especially in emerging markets, often face
challenges in implementing global HRM tools due to budget constraints,
technological infrastructure, cultural differences and labor rules. For
example, Sri Lankan firms might need to customize recruitment and employee
engagement strategies to fit local norms and expectations. Adopting digital
platforms to local organizations can ensure that these tools align with
regional talent management practices, such as specific preferences for
communication styles or feedback mechanisms (Kaur, 2021).
Despite
the challenges, many local IT companies are adopting digital HR solutions,
driven by the need for efficiency and competitiveness. Small and medium-sized
enterprises (SMEs) in Sri Lanka, for instance, are increasingly adopting
cloud-based HR software to streamline payroll, leave management, and
performance tracking, without the heavy investment required by larger
enterprises.
For
an example, Virtusa, one of the leading Sri Lankan IT companies has tech-led its HR
transformation journey to enhance employee experience and fuel employee success
In
conclusion, while global companies tend to implement unified Digital HRM
systems across their operations, local companies often require tailored
approaches to make the most of these digital tools.
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- Kaur, P., 2021. Digital transformation of HR during COVID-19. Journal of Management Research, 21(2), pp.45–58.
- Replication-Receiver (2023) Insights on virtusa’s HR transformation journey, Virtusa. Available at: https://www.virtusa.com/news-room/in_the_media/year_2023/august/insights-on-virtusas-hr-transformation-journey (Accessed: 05 April 2025).
- Tursunbayeva, A., Pagliari, C., Bunduchi, R. and Franco, M., 2018. What does electronic human resource management mean? A systematic review. Human Resource Management Review, 28(4), pp.569–581.
I appreciated this balanced comparison of global and Sri Lankan practices. It gave context to where we are and what’s possible. The insight on SMEs adapting digital tools was particularly inspiring.
ReplyDeleteThank you for your feedback and glad the global vs. local comparison added value. Highlighting how Sri Lankan SMEs are gradually embracing digital HR was important to show that transformation is possible at every level.
DeleteGlobal companies use centralized Digital HRM systems for consistency, while local firms, like those in Sri Lanka, need to adapt these tools to local cultures, budgets, and regulations. Despite challenges, local companies are increasingly adopting digital HR solutions to improve efficiency and stay competitive, as seen with Virtusa's HR transformation.
ReplyDeleteThank you for your insightful comment. You’ve perfectly captured the core of the post. Local adaptation is crucial for effective implementation. Virtusa’s journey is a great example of how Sri Lankan firms can successfully align global tools with local realities.
DeleteThis post gave me perspective on how localization plays a role in tech adoption. It’s encouraging to see how Sri Lankan companies are finding creative ways to digitize HR (Anuradha Gunasekara).
ReplyDeleteThank you for your feedback. I'm really glad the post helped highlight the importance of localization. It’s inspiring to see how Sri Lankan companies are creatively navigating constraints to capture digital HRM in meaningful ways.
DeleteThis is a well-articulated comparison of how Digital HRM is implemented differently across global and local IT firms. The contrast between standardized systems in multinational companies and the tailored, culturally-aware strategies in local organizations highlights the need for contextual adaptation. It’s encouraging to see Sri Lankan firms like Virtusa embracing digital HR transformation while staying aligned with local workforce expectations. A balanced approach—combining global best practices with local relevance—seems to be the key to long-term success in digital HRM."
ReplyDeleteThank you for this insightful and encouraging feedback. You have beautifully summarized the content of the post. Contextual adaptation truly is the cornerstone of effective Digital HRM. Seeing companies like Virtusa bridge global standards with local relevance is both promising and inspiring for Sri Lanka’s HR future.
DeleteI have experience with my previous company, Micheline Lanka PVT Ltd. Micheline is increasingly adopting digital HR practices, and they are integrating HR software for recruitment, payroll, and performance management
ReplyDeleteThank you for sharing your experience. It’s encouraging to hear how Micheline Lanka is embracing digital HRM. Real progress starts with practical integration of core systems.
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