Maintaining global HR efficiency in a changing world

For those who work in global HR, it’s a challenge to keep pace. Each new regulation, each new amendment to existing rules, each new visa class and movement exclusion demands action from HR administrators to ensure their own company’s policies and regulations remain compliant and, above all, efficient.

In a constantly changing global business climate, it’s tempting to implement top-down changes: the biggest offices get the attention and support, while the smallest are left to fend for themselves. 
Yet any lapse in concentration, any regulation missed, can lead to broader issues. Fines could be levied; reputations could take a beating.

How will your company fare across all offices in this era of rapid change?

Local knowledge becomes essential

Local nuances can be make-or-break for HR operations in a new market. Do you have a plan to handle them? Here are just a few examples from around the world:

• Spain: when an employee travels abroad, you need to submit a form to the local authority. The form has to be submitted in person; it can’t be mailed.
• Japan: employers have to measure the waistlines of citizens between the ages of 40 and 75 once a year, as part of a law to reduce obesity. Employers have to help overweight employees lose weight or face penalties.
• France: workers can ignore work-related emails sent outside working hours.
• Brazil: employees are guaranteed a ‘Christmas’ bonus, also known as the ‘Thirteenth Salary’.

As stated in TMF Group’s Global Business Complexity Index 2022 – which ranks jurisdictions according to the complexity of their business environments – there has been a steady increase in new compliance-related legislation, making ongoing operations more challenging. In OECD countries, transparency requirements continue to increase, with layers of anti-corruption or anti-tax evasion legislation. Governing bodies are also becoming more rigorous around how quickly businesses must file documentation, or the depth of information that must be provided.

Keeping on top of compliance is often at the top of the lists of ‘HR Headaches’ around the world – frequently ranking higher than managing cultural differences and retaining top talent. Companies operating in multiple jurisdictions must verify that each operation complies with local laws as well as internal global policies. The code of conduct and corporate values can be difficult for a new employee to grasp when they are not surrounded by colleagues all leading by example.

Global partnerships can ease the burden

As companies grow into new markets, central teams tend to lose control and visibility of local operations. Systems and processes become fragmented, and this increases the risk to compliance and productivity.

Working with a partner across all jurisdictions can help to maintain the global visibility that is so essential to multinational teams, and help ensure compliance wherever you are. With that global visibility, you can improve productivity and employee engagement, helping to shore up company culture and become an employer of choice.

How can TMF Group help?

TMF Group can help you to handle the administrative burden, even for those employees in remote and smaller offices. We can help keep you compliant locally, handling essentials such as the employee handbook and workforce audits, providing regulatory and local compliance updates, and preparing and submitting reports.

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.

Download a copy of this eBook to discover:

• why employee onboarding is critical to talent management strategy
• the importance of supporting employees in-country
• examples of global variations in workplace laws and customs.

If you’re looking to outsource your HR administration, check out our HR Administration Services. With capability in over 100 countries, we can help you handle your local HR administration and compliance – globally.