Feature insight - going global
Going global
Jerome Smail, freelance journalist, presents the views and opinions of industry luminaries on global systems, strategy and innovation
I t’s fair to say reward is going global. In what sense? Well, both in terms of becoming an all-encompassing function comprising remuneration, human resources (HR) and payroll, and spreading its wings internationally on a strategic basis. This two-pronged attack, however, brings unique challenges. Systems and skills need to be selected and refined and policies need to be polished and implemented. To give an insight into how all this can be achieved, we have counselled the experts: ● ● Jason Davenport , chairman of the board at CIPP ● ● Don McGuire , president, employer services international at ADP ● ● Sharon Tayfield , director of global payroll services, global outsourcing, at BDO ● ● Chris Deeson , UK country lead at Keypay. Here’s what they had to say:
aspects from both a payroll and HR point of view? Jason Davenport: Systems must have the ability to cope with the variants that arise from holding multiple countries’ data. This means allowable personal data and reportable personal data, as what is collected from one country to another can differ widely due to the laws of the land and what is acceptable. The system ...HR and payroll standardisation is hugely important in global systems... also needs to be able to be segregated to break down reporting and costing groups into their subsequent parts but also roll up into a regional/cluster view for both high- and low-level analysis. Don McGuire: Operating a business on a global basis brings about many new complexities and the importance of good
systems in managing this can be vital to success. The key point in regard to payroll and HR is the need for varying systems in different geographies to work together; yet many HR systems are not able to manage international payroll rules. When this is the case, greater resources are required from payroll and HR teams which ultimately impacts on the company to focus on wider issues. It can also lead to a higher number of payroll errors and inaccuracies – something that can have a large impact on employee engagement. For this reason, HR and payroll standardisation is hugely important in global systems, allowing global businesses to be freed from the burden of managing different payroll regulations, employee policies, currencies and languages. Sharon Tayfield: Any system should support the heart of an organisation and be capable of adapting to changes within an organisation. An important aspect is to have complete visibility and control of the entire global payroll or HR process. It needs to be flexible and support the business both in its strategies which are
When it comes to global systems, what are the important
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| Professional in Payroll, Pensions and Reward |
Issue 54 | October 2019
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