Worldwide: A medida que los gobiernos miran hacia adentro cada vez más, ¿cómo pueden mantenerse eficientes los RR.HH. multinacionales?

Last Updated: 17 December 2018
Article by TMF Group

El Brexit es inminente, la administración Trump gobierna los EE.UU. hace dos años y las elecciones alrededor del mundo marcan un movimiento en apoyo a las políticas proteccionistas impulsadas a nivel local. Con estos vaivenes lejos de la globalización que tanto impacta al mundo, puede resultar fácil ignorar el impacto que están teniendo los recursos humanos en el lugar de trabajo – pero ese impacto es real.

Los gobiernos alrededor del mundo están incorporando más regulaciones para salvaguardar sus propias economías y los controles fronterizos se están volviendo más estrictos. Para aquellos que trabajan en recursos humanos a nivel global mantener el ritmo es todo un desafío. Cada nueva regulación, cada nueva enmienda a una norma vigente, cada nueva clase de visa y desplazamiento por exclusión demuestra que los administradores de RR.HH. deben estar al tanto y asegurar que las políticas y regulaciones de su propia compañía se mantengan en cumplimiento.

Con este escenario, el enfoque de arriba hacia abajo ocurre a menudo: las oficinas más grandes tienen la atención, mientras se deja que las más pequeñas se defiendan solas. No obstante, cualquier lapso de concentración o regulación omitida pueden generar problemas más grandes. Se pueden aplicar multas o la reputación puede verse afectada. ¿Cómo se manejará su compañía a través de todas las oficinas en esta nueva era de globalización?

El conocimiento local se convierte en algo fundamental

Esas peculiares matices locales pueden, de hecho, ser determinantes para las operaciones de RR.HH. en un nuevo mercado. ¿Tiene un plan para administrarlas?

  • España: cuando un empleado viaja al extranjero, necesita presentar un formulario a la autoridad local. El formulario debe entregarse en persona, no puede enviarse por correo electrónico.
  • Japón: los empleadores deben medir la talla de cintura de los ciudadanos que tengan entre 40 y 75 años, una vez al año, como parte de una ley para reducir la obesidad. Asimismo, deben ayudar a los empleados con sobrepeso o serán penalizados.
  • Rusia: la información del empleado debe estar en un archivo personal, impreso y archivado en cada oficina.
  • Francia: los trabajadores pueden ignorar correos electrónicos laborales recibidos fuera de horario laboral.
  • Brasil: se les garantiza un bono de "Navidad" a los empleados, también conocido como "decimotercer sueldo".

Un estudio reciente reveló que el 70% de los empleadores no confía plenamente en sus conocimientos sobre cumplimiento extranjero y requisitos laborales. Asimismo, el estudio reveló que el 40% de los empleadores gasta más de cuatro horas mensuales por empleado en asuntos administrativos, ya sea para la integración, el pago y la comunicación con los empleados alrededor del mundo. Se gasta mucho tiempo y esfuerzo y resulta complicado tener empleados en el extranjero y oficinas satélite pequeñas lejos de la oficina central.

De hecho, mantenerse en la cima del cumplimiento está, a menudo, en el tope de los "dolores de cabeza de RR.HH." a nivel global, con frecuencia posicionándose por arriba de la administración de diferencias culturales y retención del mejor talento. Las compañías que operan en múltiples jurisdicciones deben verificar que cada oficina cumpla con leyes locales, así también como con las políticas globales internas. El código de conducta y los valores corporativos pueden resultar difíciles de entender para un nuevo empleado cuando no están rodeados de colegas que lideran con el ejemplo.

Las asociaciones globales pueden facilitar la carga

Mientras las compañías crecen hacia nuevos mercados, los equipos centrales pierden control y visibilidad de las operaciones locales. Los sistemas y procesos se fragmentan y ello incrementa el riesgo de cumplimiento y productividad. Trabajar con un socio en todas las jurisdicciones puede ayudarlo a mantener la visibilidad global fundamental para los equipos multinacionales, y también lo ayuda a asegurar el cumplimento dondequiera que esté. Con esa visibilidad global pueden mejorar la productividad y el compromiso de los empleados, y ello ayuda a fortalecer la cultura de la compañía y a convertirse en un empleador de elección.

TMF Group puede ayudarlo a gestionar la carga administrativa, incluso la de aquellos empleados en oficinas pequeñas y remotas. Podemos ayudarlo a mantenerse en cumplimiento a nivel local, manejar asuntos esenciales tales como la gestión del manual del empleado, auditorias de fuerza laboral, brindar actualizaciones de cumplimiento regulatorias y locales y preparar y presentar reportes. Con operaciones alrededor del mundo, TMF Group puede brindar apoyo a sus empleados mientras son parte de su compañía, desde el momento de ingreso en adelante.

Descargue nuestro eBook* Conectando Fuerzas de Trabajo Globales (Connecting Global Workforces, en inglés) y comience su travesía para contar con una mejor administración global de RR.HH.

*Disponible en idioma inglés.

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16 May 2019, Webinar, Rotterdam, Netherlands

Summary:

Executing an acquisition integration plan is one of the most difficult assignments in the M&A life cycle. Every merger involves “negative synergies”, including the departure of key talent, sales losses, incompatible systems, productivity declines, turf battles and cultural friction. The key is limiting the costs and preparing for the unknown challenges that may arise.

 
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