How to manage global vs local design decisions

Understanding how to navigate global and local design decisions is vital for organizations that strive for both consistency and adaptability. Reejig’s Work Architecture framework supports a balance between standardized processes and localized needs, ensuring that global entities maintain their integrity while addressing regional specifics.

Global standardization and local customization

Reejig promotes a 70/30 model for its Work Architecture. This means that 70% of the framework consists of globally standardized definitions, while the remaining 30% is customizable to reflect regional nuances and specific organizational needs. This structure highlights the importance of delivering a unified approach to work while allowing for flexibility.

Governance cycles

To effectively manage these design decisions, Reejig employs a dual governance model that operates on two parallel tracks. The Work Architecture Governance Cycle involves quarterly reviews to manage changes within the work model (roles, tasks, skills), whereas Mapping Governance operates continuously, ensuring alignment between HCM Job Profiles and Work Architecture roles.

Key roles in governance

Several key roles facilitate the governance process. The HR/People Ops lead owns the overall governance outcome, while the Work Architect serves as an ongoing custodian of the work model, ensuring that structural elements remain aligned with global standards. Work Builders identify and activate AI workflows that may impact both local and global operations.

Decision-making principles

Each decision within the governance framework is documented and requires rationale to ensure transparency and coherence. This structured approach prevents discrepancies between regional adaptations and global definitions, reinforcing a unified enterprise strategy while allowing local relevance.

Frequently asked questions

What is the 70/30 model?

The 70/30 model signifies that 70% of Reejig's Work Architecture utilizes globally standardized definitions, with 30% open to customization for local contexts.

How does Reejig support local customization?

Reejig allows organizations to integrate local needs into their Work Architecture through customizable elements, while maintaining compliance with standardized global processes.

What roles are involved in managing governance?

The primary roles involved are the HR/People Ops lead, Work Architect, and Work Builders, each contributing to either decision-making or implementation within the governance framework.