A global workforce is becoming quite common with the rise of technology and guess what? If you’re not adjusting to it, you might struggle. 

The online world has allowed us to communicate with everyone across the world and even promote a remote workforce. It’s really exciting to be able to combine your talent from different areas of the world. Well, let’s not wait any further because in this article, we will learn more about the HR solutions to follow for managing your global workforce this year. 

9 HR solutions to follow for managing your workforce this year

• Address anxiety and emotional rollercoasters

Plenty of people across the world are going through a series of emotions and high anxiety levels. As always, you never know what kind of personal issues people might be going through, so it’s important to be aware of them. 

Surveys find that most 16-25 year olds worry about their future and most of them feel failed by the government. There is a wide range of employee needs and most of them are concerned about their physiological and psychological needs, such as security and safety. 

Yet, most people at work are concerned about achieving their financial goals and this is closely tied to their daily work. Most of the employee’s limitations include the following: 

• Working at a stressful job with a micromanaging manager
• Not having enough time to do anything because of long working hours

An HR solution to this would be to incorporate flexible working schedules and to hold regular meetings with employees to see how they’re keeping up. If they’ve managed to achieve more than expected at the business, it’s always a good idea to recognize their great work. This not only reduces stress levels at the workplace, but makes employees feel appreciated. 

• Hire a global professional employer organization (PEO)

A global PEO is an organization that gives you professional services for managing your global workforce. Organizations that don’t waste time will usually hire a PEO to do most of the work for them. 

For instance, Global Expansion is an international PEO that is used for easily building an international team regardless if you are hiring 1 or 100 people, they do most of the work for you. We know how much time it takes to hire, pay and manage a global workforce, so this is less of a burden for you. 

Additionally, a PEO is good at complying with the law. All of the tax deductions, legal agreements, labor laws and more are handled by the HR experts. Each country has different policies, so you need to carefully analyze them. This takes lots of time, but having global HR experts do it for you helps a lot. 

• Use HR tools

Using HR tools for managing a global workforce is an excellent idea, to begin with. In old times, everyone was expecting the HR managers to manually do all the work, but now it’s a different story. 

HR is now considered to be a frontline strategic function. Enterprise leaders are not realizing that people are their most valuable assets and this is quite an attractive offer for them. Managing your global workforce is essential for the success of your business. 

Moreover, here are some tools we recommend you use: 

• Bambee
• Monday.com

• Bucketlist

• Spark Hire

• Deel

• Motivosity

• Bonusly

• Rehiring

Furthermore, HR tools are used for different purposes and they are excellent for improving communication within a team and handling all the daily tasks teams have to go through. 

• Focus on skill-based hiring, not degrees

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76% of employers use skills-based hiring for finding new talent. It’s on the rise and becoming a popular option for most employers. In addition to broadening the talent pool for employers, skill-based hiring helps remove salary and career barriers for most candidates around the globe. 

Skills-based hiring broadens the talent pool and increases the speed at which you can hire someone, adding a greater level of diversity in the workplace. Many skills like programmers, and software engineers don’t need any degree to do their jobs. It all comes down to their experience level. 

On the other hand, degrees might not be as important as they look because anyone can get a degree, but not have enough skill experience for the job they are applying to. 

• Flexible work schedules

Flexibility is the new trend in HR and if you lack it, candidates will look for new opportunities. Flexible work schedules aren’t only done when working remotely, but can even be done when on-site. 

94% of workers claim that they want flexibility at where they work. That is a very high number and clearly shows you that almost everyone wants flexibility at where they work. 

Employers who are promoting a flexible work schedule will usually allow employees to choose their own time periods when they want to work, regardless if they are at home or the office. In regards to office hours, they’ll usually work until five, but employers can give employees a chance to work from home after these hours. 

However, most global workforces work remotely, so it’s even easier to provide your team with flexible work schedules. Moreover, if employees do work on-site, it’s usually when large organizations open up offices across the globe. 

• Invest in your employees

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Investing in your employees will never be the wrong thing to do. 70% of employees will leave their current company for a new one that invests in their future. Learning is a big part of developing your skills in an organization. If you can’t do this, employees will burn out or only stick to the same way of working at all times. 

The online world is evolving so fast that you need to think of new ways how they can gain a competitive advantage over the rest. After all, investing in employees will give them long-term benefits in their careers and for your organization too. 

• Remove language barriers

Considering that you are now running a global workforce, you need to know that everyone will speak a different language. This all depends on your organization and if it allows employees to speak another language. If you have offices in another country, you need to speak their language and maybe need to hire someone who might not speak your language. 

Therefore, it’s important to have a manager that can handle it all. For example, let’s say you open a business in Berlin, Germany. The first language spoken in Germany is German, so you would need to have a manager there who can actually speak German and avoid miscommunication between you and the employees who don’t speak English. 

• Agree on time-zones

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Each continent has a different time zone, so this is something you should consider before managing a global workforce. For example, if you live in Europe and work with an American team, you need to know that when it’s afternoon in Europe, it’s morning in North America. 

It becomes even more different when you are even further apart. Therefore, you need to choose an ideal time for everyone on your team. When you can hold group meetings, emails and conduct any type of other important communications. 

Above all, you have to ensure that your managers have the right amount of training that can allow them to effectively manage the schedules correctly. 

• Maintaining the same company culture globally

Culture differs in each country. You’ve most likely invested quite some time into formulating your company culture that fits your organization’s goals, values and needs. In order to ensure global teams are effectively communicating, the HR team needs to support the desired culture. This includes conducting the following: 

• Ensuring the workflows and processes support team members on each site 
• Keeping things transparent with everyone, regardless of their location
• Communicating a mission and vision that applies to everyone that is working globally

Managing a global workforce is possible

Managing a global workforce isn’t as challenging as it may seem. However, it does require consistency and for you to remove language barriers, have everyone agree on a set time zone that works and make sure your company culture is the same throughout the world. 

Nevertheless, there are plenty of HR tools you can use to do most of the work for you, but when it comes to communication and company culture, it’ll all depend on you. Therefore, think about it carefully and try to make it the best you can. 

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Tony Ademi is a freelance SEO content and copywriter. He has been in the writing industry for three years and has managed to write hundreds of SEO-optimized articles. Moreover, he has written articles that have ranked #1 on Google. Tony’s primary concern when writing an article is to do extensive research and ensure that the reader is engaged until the end.