Making sure your HR team functions at its highest capacity will improve operations for multinational organizations. Unfortunately, as businesses scale and grow around the world, HR strategy can often become an afterthought.
While the growth and expansion of a business is typically a sign of success, it can quickly lead to problems if the expansion isn't handled correctly. As you hire more people to meet demands, you’ll need to onboard efficiently, ensure accurate and timely payroll, and provide both employee and managerial support.
For business leaders experiencing growing pains, we’ve outlined the three most common signs that could indicate whether your business is ready for the HR transformation process:
Manual payroll processes lead to increased errors and compliance issues
Your onboarding and benefits enrollment process is slow and complicated
Outdated technology and tech support create unnecessary frustrations
Some companies may already be struggling with these challenges, while others might simply want to get ahead of the game. In any case, the HR transformation process will help your HR team provide optimal support for the broader organization and its strategic objectives. Think of it like a redesign of the HR function, involving major changes as imposed to incremental improvements.
1. Manual payroll processes lead to increased errors and compliance issues
The employee experience is a critical component of your brand reputation and retention strategy. No employee likes to get paid late or incorrectly. And no business likes to pay unnecessary fines and fees due to noncompliance. Manual payroll processes leave more room for errors and often delay payroll processing altogether.
According to the IRS, 33% of employers make payroll errors that cost billions of dollars annually, and 25% of all U.S.-based workers have experienced paycheck miscalculations. The same study found that, out of all payroll activities, manual data entry results in the most mistakes.
This is often due to inaccurate or incorrect data being submitted. Anyone is bound to make a mistake when there are several management systems in place and different processes in place across all locations of operation. Not only do Payroll laws and requirements vary across international borders, but they also very across U.S. states, so if you have employees in more than one area, manually keeping track of the data can be extremely complicated. This makes your payroll processes vulnerable to human error. It can also lead to a decrease in morale for your HR team.
By automating your payroll process and consolidating vendors, you’ll save money, remain compliant, and improve operational efficiencies for the entire HR department. An HR solution like HR 360 is imperative for automating manual payroll because it extends your team’s capabilities, providing guidance and support for contracts and onboarding, benefits administration, performance management, compliance and more.
It can also provide your team with more uniform and user-friendly processing documents and a centralized view of your global payroll operations, allowing you deeper insights into the state of your company, so you can make more informed business decisions.
By automating your payroll, your HR department will spend more time on developing business strategies and improving other aspects of operation—like employee morale and managerial support.
2. Your onboarding and benefits enrollment process is slow and complicated
Employees increase their work efforts by about 20% when they’re subjected to an effective onboarding program, according to research conducted by the Corporate Leadership Council. In fact, a great employee onboarding process can help you increase employee retention by 82%.
But a negative employee onboarding experience can make your new hires twice as likely to start looking for new opportunities. The same can be said for a complicated benefits enrollment process.
Even for a large multinational business, first impressions matter. According to a study by SHRM, almost 90% of all new hires decide whether to stay or go within the first six months of their new job. So, if your onboarding process is sloppy or nonexistent, you should consider taking immediate action. Without the proper support from the beginning, an employee is more likely to be wary of the organization and thus not as committed to the business as you’d like them to be, which can lead to high levels of turnover.
By streamlining your HR processes and automating your payroll systems, your HR team will have more time to make improvements to your benefits enrollment and onboarding processes across the entire organization. Here are a few ways HR 360 can support you in these efforts:
Better hiring and onboarding: We offer HR support right from the start. We’ll facilitate background and medical checks, administer compliant employment contracts, onboard employees and administer benefits according to the local requirements.
HR compliance: HR 360 helps mitigate the risk of noncompliance. From employment laws and wage regulations to payroll taxes and insurance audits, our in-country HR experts can help ensure you’re fully compliant with local legislation.
HR administration: Beyond onboarding, count on us for ongoing HR administrative needs. We provide HR consulting, benefits and performance management, strategic HR planning and ongoing employee support.
3. Outdated technology and tech support create unnecessary frustrations
HR professionals spend a whopping 86% of their time on admin work, according to EY. “Leaders must accelerate digitalization and liberate HR to deliver new people services to the workforce.”
Without the right technology in place to automate the manual administrative work, HR leaders won’t have the time to focus on important initiatives like creating a smooth and thoughtful onboarding and benefits enrollment process. Instead, their time will be spent trying to solve the payroll errors and noncompliance issues that arise as a result of running a manual payroll across multiple jurisdictions. Additionally, outdated HR technology provides little to no visibility into the state of your business, making it nearly impossible to make data-driven decisions on a global scale.
By implementing an advanced HR solution like Workday, your team will have access to a global view of important data, save time by automating important HR and payroll processes, and enlist the support of a dedicated tech team should anything go wrong along the way.
About Safeguard Global
When it comes to consolidating and preparing for the HR transformation process, it’s important to work with the global experts. Without in-country expertise, many providers may be unable to meet the full spectrum of your HR needs.
Safeguard Global’s local experts keep you compliant with employment laws and regulations in more than 170+ countries around the world. When it comes to international human resources, HR 360 can elevate your business systems and keep your operations running smoothly.
Contact us today to speak with a global solutions advisor and learn how Safeguard Global can compliantly meet your international hiring needs.