Human Capital Management Blog

Strategies for HCM Professionals

5 strategies to navigate the obstacles of global HR

[slideshare id=47570230&doc=05-15slideshare-globalhr-final-150429113957-conversion-gate02]

Taking care of myriad human capital management duties has always been a challenge for corporate leaders. For many organizations, it’s a daily grind that encompasses processing the payroll, administering benefits and fostering an environment with strong employee engagement.

This has always been difficult. But in recent years, it’s becoming even more so, and here’s why – companies today are adjusting to a new landscape that’s increasingly global, presenting major challenges where HCM is concerned. How will you dole out paychecks to a global staff with many different currencies and wage regulations? How will you bestow benefits upon many disparate people with different priorities and cultural values? These questions are being asked of employers everywhere. 

Fortunately, Ceridian has a few ideas that should help. Below is a recap of five vital strategies for navigating the obstacles of global HR in today’s landscape (and heck out the slideshare above for more details).

Ensuring compliance
It’s vital to understand all the relevant rules and regulations in every location where your staff members might live or work. This includes hiring rules (such as those involving visas), payroll regulations and labor laws. Every country might have different codes, and it’s imperative that your HR office learn all of them. To do this, consider hiring local talent to tap into in-country compliance expertise!

Managing data effectively
Collaboration becomes more difficult when you’re managing a staff that’s spread out across numerous locations. This makes it harder to manage data. What you want to do is synchronize it so it’s usable across multiple locations. With SaaS technology, all users can access the same data from any location at any time.  

Recruiting on a global scale
Every company wants an engaging candidate experience that will help them attract better talent. Of course, on a global scale, this becomes more difficult. You might need to rethink your strategy to broaden your appeal internationally. Go through your recruiting process and all the associated materials and find ways to refine your image. Is your careers website optimized for mobile? Is your candidate experience seamless from application to hire? Start with these questions. 

Embracing diversity
This is a big one. In a global organization, there are differences in culture, communication styles and engagement preferences. You’ll need to build a culture where diversity is not only accepted, but embraced, and people are willing to adapt to others’ styles. Try coordinating programs, contests and other fun events that span different global locations and highlight your broader corporate culture. 

Building a company culture
Adjusting to a broader global workforce can be difficult at first. You might occasionally have differences in policy or tenuous workplace dynamics, and at times, bitterness can develop between employees. But if you develop corporate standards for everything from branding to development, you can bridge these gaps between locations and build a strong culture that includes everyone.

Learn how you can take control of your global payroll operations with Dayforce ConnectedPay, 

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