HR management is complex for small entities, and when businesses grow into global companies, the challenges further evolve. Many entities are going international to fill in skill gaps and meet the growing demand in today’s workforce.
Understanding the challenges ahead can help you better manage diverse teams, legal requirements and cultural differences.
Understanding the Challenges of Global HR
Global HR challenges are vast, and they include:
- Managing teams that have cultural differences and norms
- Overcoming issues with distance, especially in the remote work environment
- Adhering to legal compliance across multiple countries
- Training employees that speak different languages and have a different ways of doing things
- Recruiting talent that has the foundation necessary to fit in your team’s culture
If there’s one area to begin understanding the challenges ahead when forming an international team, it’s compliance.
The Importance of Compliance in Global HR Management
Compliance in HR is the first hurdle that you’ll need to overcome. You’ll need to remain compliant with country-specific and local laws, which can change frequently. Labor requirements must be met, or the hiring company may be fined or penalized.
Human resource managers must:
- Monitor new legislation that is proposed and passed
- Incorporate training that meets current regulations
- Adhere to industry standards
For example, medical device certification and testing may vary from country to country. You’ll need to incorporate different training for international teams to meet these standards.
Cohesion across international offices and company-wide policies are all part of HR’s responsibility. Unfortunately, a lack of compliance awareness is not a defense in failing to meet the growing list of requirements of international teams.
Human resource departments may have to work with legal departments, both local and international, to ensure costly compliance issues do not arise.
Cultural Sensitivity: A Key to Effective Global HR
An ever-growing issue in HR management is cultural sensitivity. When there are multiple cultures in the workplace, it can help elevate an organization with:
- New perspectives
- Differing approaches to solving difficult problems
- Advanced skillsets
Positive work culture is a high-performing one, but cultural sensitivity must be taken into account. You’ll want to review training, protocols, policies and procedures to ensure all areas create:
- Safe working environments for people of all cultures, ages and religions
- A bias-free workplace that encourages everyone to work together
- Strong talent pools that encourage diversity and attract top-tier talent
Employees across cultures must work together in collaborative environments. If global HR is to be effective, it must work to inspire creativity and innovation. You want to build a diverse team that is satisfied with their workplace and is on the cutting edge of innovation.
Managing Remote Teams: Best Practices for Success
Leaders who manage remote teams best do things a little differently and achieve amazing results. The team from https://www.panda-int.com/ recommends following these best practices to manage their teams:
Global teams operate in different time zones, but collaborative tools help make the time gap easier to manage. You should set schedules and rules for all teams: remote or not. Detailing communication standards, tools to use and how teams will work together will help create harmony across international offices.
During the initial adoption of a global workforce, work to inspire conversations. You want your team to have conversations daily, learn to work together and forge a working relationship that empowers growth inside of your organization.
One of the biggest challenges that you’ll face is training. Your current and new team members need to be on the same page, and the right training can help. Be sure to have training that is standard for your local workforce and other training material that hits on the remote team’s:
If teams are not forming the cohesion that you expect, it’s a management problem. Work with managers and other major stakeholders to help create training that leads to global success.
Building a Global HR Strategy: Steps to Get Started
A global HR strategy has a lot of “moving parts” that must be overcome to find success. You’ll need to follow many steps along the way to get started, including:
Working intimately with local recruiters will allow you to access local talent that is otherwise difficult to find. You’ll even find some recruiting firms that focus solely on international teams and can help you build a successful team.
Document the Hiring and Training
All hiring and training must be documented. You also want to make onboarding as fluid and stress-free as possible. With comprehensive documentation, you’ll have a paper trail of what works, doesn’t work and the processes you took to build the team.
Local Law Compliance
Work with legal teams to ensure that the training, processes and requirements all meet local law compliance. Frequent reviews will be necessary to implement any necessary changes along the way.
These are just three of the many steps you’ll need to get started when building your global HR strategy.
Compliance in HR is just one of the complexities of building an international company. If your business is not laser-focused on cultural differences, laws, training and the other challenges mentioned previously, it can lead to financial and reputational problems in the future.