navigating the obstacles of global hr

Navigating the Obstacles of Global HR: 5 Challenges

and Strategies

Technology has transformed the world of HR. Thanks to these advancements, working with someone halfway around the world isn’t much different than collaborating with someone a half a mile away.

Navigating the HR implications of global expansion can feel like running through an obstacle course. Let’s tackle the top five global obstacles one at a time and examine strategies to equip your company for global success.

Obstacle #1:Compliance

Understand HR rules and regulations for all of your locations. Top global compliance obstacles include:

1. Hiring rules: you may have to apply for work visas and report economic data to the federal government.

2. Payroll regulations: each county has local legislation, employment regulations and work council rules for payroll.

3. Labor laws: unique laws and nuances regulate treatment of part-time, temporary and remote workers.

The Strategy:You have three main options for overcoming this challenge:

1. Research to find compliance best practices for your global locations.

2. Hire local talent to tap into in-country compliance expertise.

3. Outsource to a third-party and leave the frustrations of compliance to the experts.

Obstacle #2:Data management

Synchronize data so it’s usable across multiple locations.

The Strategy:Develop a global database for all of your employee and HR analytics. Software-as-a-Service (SaaS) technology enables all users, regardless of their location, to access the same data and information. Benefits include:

• Data is always in sync

• Manual data collection is eliminated

• Access to responsive, real-time analytics

Obstacle #3:Recruitment

Rethink your candidate experience and how you convey your corporate brand.

The Strategy:Create a positive experience for potential employees regardless of their location.

• Mobileapplication: design an app or mobile-optimized website that simplifies finding and applying to positions.

• Candidateexperience: ensure you create a positive, seamless candidate experience from application to hire.

• Employerbrand: reflect your corporate values and culture in your recruitment processes and materials.

Obstacle #4:Diversity

Mediatedifferencesinculture,communication styles and engagement preferences.

The Strategy:Show employees the competitive advantages of a culturally diverse workforce.

• Teach employees how to embrace their cultural differences.

• Train workers to adapt to different work and communication styles.

• Have fun! Coordinate programs, contests and fun events that highlight the broader corporate culture.

Obstacle #5:Culture

Differencesinpoliciesandworkplacedynamicscan sometimes create tension or bitterness betweenemployeesatdifferentlocations.

The Strategy:Develop standards for everything from corporate branding to program development and implementation. Don’t be afraid to let each location incorporate their culture into the company’s programs.

What global HR challenges is your company facing? Access the resources listed on the next slide to help your company be a leader in the global marketplace.

Next Steps

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[Video]ManagingCost,Compliance&Controlwith Global Payroll

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