3 big challenges to global HR administration - and how to overcome them
Article 2 minute read

3 big challenges to global HR administration - and how to overcome them

24 October 2018

The more a company grows, the bigger the headaches for its HR department.

For instance, as firms expand into new countries, they face new challenges thanks to differing compliance laws and cultural considerations. As they merge with or acquire other firms, they must reconcile competing policies and procedures.

Let’s take a look at some of the big challenges HR teams face, and the questions they should ask themselves. These topics are also covered in our eBook: HR Administration: Connecting Global Workforces.

Keeping compliant

“Big data” has passed from buzzword to reality. But while digitised records and large datasets can help to transform the HR function, they can cause problems for international firms – not least in ensuring all this personal data meets all relevant regulations in every jurisdiction in which the company operates.

But data isn’t the only compliance problem. Recent research found that 70% of employers are not fully confident in their knowledge of foreign compliance and employment requirements. The larger and more geographically dispersed an organisation is, the greater the number of jurisdictions a firm must understand.

Cultural nuances

Cultural expectations must also be taken into consideration. In some countries employees will respond well to minimal supervision and the opportunity to “dive straight in”. In others, the assumption will be that management is more directive, and employees who are not given comprehensive and prescriptive instructions may feel unmotivated. So the best companies flex their HR processes and systems to accommodate local expectations.

HR team structure

International firms have choices to make about the level of HR support in satellite offices. It’s unrealistic to place HR staff in every location, as often there aren’t sufficient employees to merit the expenditure. But if HR staff are too distant from staff populations then those employees   can feel neglected or unsupported. What’s tougher for HR teams is ensuring they meet local regulations and procedures for HR compliance.

Get a global partner with local knowledge

HR professionals are often asked to support employees in multiple locations, leaving them stretched and stressed. Employees far from the nearest HR officer can feel unsupported and unsettled, which can lead to higher levels of dissatisfaction and turnover.

That’s why it’s recommended that multinationals work with an external partner that can act as an extension of your HR department and relieve pressure on your teams by handling the multitude of administrative tasks and burdens that make managing a global footprint so complicated.

TMF Group can help you to handle the administrative burden, especially for those employees in remote and smaller offices by:

  • Defining the legal relationship with your new employees and supporting onboarding.
  • Managing the ongoing upkeep of employees, dealing with HR data maintenance and monitoring, and administration of leave, benefits and fixed-term contracts.
  • Keeping you compliant locally, handling essentials such as the employee handbook, any workforce audits, providing regulatory and local compliance updates, and preparing and submitting reports.
  • And we can help you to manage the exit of an employee, dealing with the leavers processing and payroll.

With operations worldwide, TMF Group can support your employees throughout their time with your company - from getting started all the way through to moving on. Get in touch with our local experts near you.

Download our eBook HR Administration: Connecting Global Workforces, and start your journey to better global HR administration.

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