Bureau Veritas
Student’s Name
Institution Affiliation
 
 
 
 
 
 
 
 
 
 
 
 
 
Overview of the Company
Bureau Veritas, a company in the United Arab Emirates, was established in the year 1976. The company is identified for serving major local players and its group of enterprises by availing diversified solutions in the manner they handle their challenges (East, 2017). They also assist other industries in carrying out their oil and gas projects, from the initial time of design to maintenance and operation.
The company’s employee strength is the best in the area having a total of more than 66,000. The employees have demonstrated various strengths in different aspects, for instance, they are all well equipped with computer and analytical skills to ensure excellent delivery of services to the clients (East, 2017). Currently, the company offers certification services for electrical and electronic services. The company also avails test solution services for electromagnetic compatibility and Bluetooth among other services. The company has also helps its clients in coming up with products with high economic values as well as brand names that have a greater reliability (East, 2017). In so doing, the clients can achieve competitive advantages in their market.  The company has, however, come up with a broad strategy where they have laid plans to merge with the other main oil and electrical companies. The company, however, maintained of not revealing the companies to be involved in the merging process (East, 2017). Through this acquisition, as well as merging, the company will be able to gain an extensive market and also increase the number of services it provides under one management (East, 2017).
The organization structure of the company is based on the lines of production which help in ensuring that the experiences and capabilities of the employees are put to use effectively (East, 2017). In case some expertise are needed from one department to another is required during the company operation, the General Director arranges and also nominates the individuals to carry out these tasks on the basis that they have met the necessary skills and requirements (East, 2017). The organizational structure of the company is shown in figure 1.
Figure 1 Organization Structure of Bureau Verita (East, 2017)
HRIS System
Companies that offer services and products in a global arena are faced with challenges especially because of the manner in which they are supposed to manage their increased number of employees. On the one hand, these companies must have a need to adopt conventional processes at a global level (SAP, 2017). On the contrary, such organizations must provide enough autonomy to ensure that they remain flexible in the market. The autonomy also stipulates that these companies can carry out their activities within the regulations set up by the local authorities (SAP, 2017). These companies are forced to act whenever their scales tip too far. For example, Bureau Veritas, which is a global leader in inspection, testing, and certification of other industrial sectors went through a similar situation after implementing its growth strategy.
The company has grown, not only regarding the broad range of services and products but also by the number of employees. For example, for the last few years, the number of employees has grown from 5,000 to more than 66,000 employees (SAP, 2017). Putting into consideration that the company has many branches, each one of them would come up with an HR system but which turned out to be incompatible with the other. Also, the companies that had been acquired by Bureau Veritas continued to develop HR processes and systems of their own, and this was attributed to the fact that they still enjoyed some considerable degree of autonomy (SAP, 2017). These challenges and complexities prevented the top management from getting a clear view of the entire workforce. For example, the company could recruit more than 10,000 people who made the HR processes consume a lot of time and were also tedious (SAP, 2017). The director of HR information could even be heard saying that managing the HR had become hard and almost impossible. Another reason why they needed a change in the HR system is that they needed to improve and enhance the quality of HR data. According to the HR, the volume of HR data had increased with the growth of the business and the production of reliable global reports had become impossible to produce (SAP, 2017). The company was spending greats amount of time to ensure that the quality of data was provided to avoid risks related to compliance. With these challenges, the firm needed an HR system that was agile to manage the future growth of the company.
In UAE, the company had started coming up with their HR system, but orders from the headquarters halted the entire exercise where they advised that adoption of one system for the entire employee data was the best way to avoid the challenges they were experiencing (SAP, 2017). Some market research were conducted, and the company settled for a cloud-based SAP Success Factors (SAP, 2017). The cloud-based HR system was able to meet the requirements of the entire company, specifically, two aspects of the corporate strategy (SAP, 2017). One, the system was able to accelerate the transformation of the business to a digital platform. Second, the implementation of the system made the HR a catalyst for growth (SAP, 2017).
 
 
Works Cited
East, M. (2017). Bureau Veritas – United Arab Emirates. Bureauveritas.com. Retrieved 30 April 2017, from http://www.bureauveritas.com/home/worldwide-locations/middle_east/united+arab+emirates/
SAP. (2017). Bureau Veritas: Making HR a Catalyst for Business Growth with SAP SuccessFactors Solutions. SAP. Retrieved 30 April 2017, from https://www.sap.com/documents/2017/01/820ea4dd-a27c-0010-82c7-eda71af511fa.html