As businesses expand internationally, HR leaders need a firmer understanding of different workplace cultures and the tech solutions that can circumnavigate them
Operating on an international scale is no longer the reserve of huge conglomerates such as Amazon and Google, small and mid-sized companies are now stepping into the global arena. But managing multinational workforces and keeping pace with regional laws as the business expands into new territories is no mean feat.
For example, in Finland it’s commonplace for both parents to take paid leave when their baby is born, while in the US, there is no national paid parental leave programme at all. Expectations about annual leave allowance, sick pay, employee experience, learning and development and career progression can also vary hugely from country to country, as can an organisation’s experience of the pandemic and how their staff are now returning to work.
People professionals need to find newer, more agile ways to manage international operations while enabling employees to adapt to today’s constantly changing world of work. Implementing a global HR strategy will make sure you are able to understand the key differences between work cultures and build business resilience across the organisation – whether your workforce is expanding internationally now or has plans to in the future.To access please sign in.