In the current economic climate, it’s well attested that Spanish companies have decided to push their international expansion strategies. According to the latest data provided by the Spanish Ministry of Economy, 41% increased their exports in 2012. The Spanish Current Exports Outlook Survey indicates that the majority increased their exports or remained stable, and no changes in this trend were forecasted. This data demonstrates the value of our brand abroad and the opportunity that internationalization offers our companies.
What happens when a company decides to expand abroad? When undertaking an internationalization process, organizations planning to operate in other countries must consider HR as one of their key cornerstones for the success or failure of their business ventures. As a company’s international presence grows, several challenges surfacing in this area must be overcome: applying global HR policies common to all countries transparently, the importance of merging global strategies with local requirements, or controlling the costs of such a project—these are issues that play a strategic role in companies desiring presence in the global marketplace.
The use of technology has become an indispensible ally for tackling these issues. It is no longer justifiably acceptable to hear top managers of an organization say, “I have roughly a thousand employees worldwide” or that different branches report on their employees and headcount to their holding companies or HQ, so that the data can be consolidated manually. Multinational companies realize that traditional procedures have become a burden rather than a solution, since the workforce status and headcount can fluctuate during the time information is submitted in a document until the data is unified and made public.
To optimize these obsolete systems which are often subject to human error and information loss, multinationals need global technology platforms that help them manage their human capital. Such systems allow multinationals to cut operational costs as well as deliver better management and process automation that ultimately lead to increased productivity while meeting the company’s targeted business goals.
This kind of solution allows top management to define a global HR management model and deploy it in each country they operate in, while respecting local labor customs. At first sight this seems straightforward, but often this isn’t factored in. For example, hire process management isn’t the same for Spain, USA or Saudi Arabia: in certain countries it is mandatory to disclose the employees’ religious faith or race, while in others this is not permitted.
Today, geographical diversity in companies is consequently a growing necessity for modern enterprises. That is why a global technology tool that consolidates and delivers all employee information in real time is something that that many Spanish companies have come to appreciate.