Human resource is one of the most crucial assets of any organization in every business. If you have a handful of skilled, loyal and efficient human resources, your business can accomplish all of its milestones effortlessly. Companies in UAE usually look for HR outsourcing services during the initial phase of their business establishment. These human resource consulting firms facilitate businesses with a great deal of HR solutions Dubai labor aligns with.
For Global organizations there shall ideally be a strategic structure of human resource procedures allowing businesses to maintain standards of quality labor and channeling their operations. When it comes to HR outsourcing, UAE has a great number of HR outsourcing companies that deal in different HR services in Dubai and other emirates of UAE as well. These human resource consulting firms also offer a detailed strategic plan to manage the labor for global organizations in UAE.
In this blog we will be discussing the 5 steps in HR Strategy Planning for Global Organizations.
What does a Global HR Strategy mean?
A global Human Resource strategy is a unified, all-inclusive plan devised by HR to manage the company’s global human capital. For international or multinational businesses, the HR attempts to establish a unified, comprehensive plan to manage its human resource that matches with the company’s philosophy and mission by working closely with management with the law compliance of local operation sites. HR strategies for global planning, when done correctly, become a critical component of an organization’s growth and success. For HR outsourcing Dubai has a many famous HR outsourcing companies for building HR strategy plans for such organizations.
Here are the 5 steps followed to create a suitable HR Strategy Planning for Global Organizations:
Step 1 – Setting Objectives and Selecting Activities that Support the Company’s Objectives
Each business has its own story and ideology. The objectives set must reflect this while goals are also shaped by mission and vision. The company’s direction is determined by its goals. It will be guided by strategies and activities on how to get there. As a result, creating goals is the first and most important step in designing a global human resource strategy. The goals of an organization must reflect the following:
- What is the purpose of your business?
- Who is it designed to help?
- Why does your business work the way it does?
- long-term goal for your worldwide organization to work toward
- Activities providing more definition
The next thing is to decide which activities are most effective in achieving the objectives that contribute to a successful organization. These goals must be attainable along with some short-term goals that progress toward the set targets.
Step 2 – Hiring the Talent
Once the jobs and responsibilities are established, finding the proper talents to fill them becomes a little easier. Enabling global hiring is the ideal global HR strategy. When it comes to the recruitment of global and local talent, following is kept in consideration:
Global Hiring – Hiring across borders removes demographic and language barriers, allowing the greatest talent from around the world to shine. This however sounds easier than how it is actually carried out. An organization’s global hiring strategy must also include preparations to overcome the difficulties that come with acquiring talent from all over the world. Challenges and their remedies are part of the next steps.
Hiring with the help of a local entity – Establishing local entities in each nation to acquire people management training is a time- and cost-intensive procedure on a global scale. Your strategy must include hiring tactics that are low-cost and low-stress. When you are expanding your business internationally and entering a new country’s market, it is a wise move to partner with local human resource consulting firms. These companies have local legal entities in a lot of different countries to help other businesses hire local talent.
Compliance of local labor laws – For employing and disbursing contracts, each country has its own set of laws. These laws must be considered by each organization’s global HR strategy. They are also controlled amended every now and then however companies must verify that their documentation and other significant paperwork must reflect such changes. Partnering with HR outsourcing companies in Dubai facilitate organizations to help keep up with new legislation and compliance ensuring a robust global HR strategy.
Employment Contract – Several contracts, document submission, and other aspects are included in the onboarding process of hiring the talent. Furthermore, the contracts may be different depending on the type of employee (full-time or contract), the position, and the location. To simplify this whole procedure, global organizations in UAE often collaborate with human resource consulting firms for such HR outsourcing services.
Advanced Hiring Tools – The next step after selecting relevant talents is to hire them. With virtual onboarding, various contracts, compliance, and laws in place, this can be time-consuming, especially on a worldwide scale. To make this procedure easier, you might use advanced HR tools provided on the market. They provide features to help you with each phase of the hiring process, making it easier for you.
Step 3 – Employee Management
One of the most important steps in creating a global HR strategy is to manage payroll and the activities of the human resource. Managing staff activities on a manual basis is difficult, if not impossible, as the firm grows. To address this, the next HR strategy is to create or use tools to automate the process. Organizations must utilize or create a tool that incorporates all of the actions of the employees, regardless of their jobs, such as timesheets and logs, leave trackers, task list management, and so on.
The regulation of organization-wide payroll is another plan that must be in place. Each hierarchy and role has its own set of tax rules. The rules governing payroll change from country to country. Contractors also have different payment procedures than full-time workers. You may get technical advice and automate the entire process in a single platform by partnering with HR outsourcing companies in Dubai to manage your global payroll. This would result in a more effective global human resource strategy.
Step 4 – Management of Employee Engagement
Once the employees are gotten on board, it becomes very important for organizations to plan activities that engage employees and ensure that they enjoy working for the company. Human resources in today’s world are motivated by more than just a wage. They anticipate a well-rounded experience and a fun work environment. They value mentors, flexible schedules, a pleasant working environment, and even an option to work remotely from anywhere when needed.
Step 5 – Retaining the Employees
Though benefits and compensations work well towards meeting employee expectations, it isn’t just enough to retain talents. They must be posed with challenges occasionally to engage and test their skills. This has more than one benefit. The employees feel engaged and involved with work through which they attain satisfaction. The employer gets to test the skills and provide up skilling tactics, if needed, to improve their strengths.
This can be done by:
- Encouraging transparent communication between employees and management
- Practicing regular hiring to maintain a healthy competition among employees
- Providing chances and areas for career growth
- Offering internal recruitment options for employees
Looking for the perfect Global HR partner for your company?
Payroll Middle East is one of the finest and oldest human resource consulting firms along with-it operations all over the Middle East. skilled team of HR consultants and labor law experts which enable global businesses create local legal entities all over the world