As the rapid globalization of business continues, every industry has begun to prepare itself for operation in a flat world economy – a world with remote and easy access to talent and customers regardless of distance or language.
Historical non-contenders in the East are now becoming globally dominant new markets, releasing a whole new level of competitors. As industries begin to change geographically and culturally, human resource management must adjust their tactics to compete in the modern business era.
Emerging alongside new foreign markets is an abundance of fresh talent who can be recruited and trained online, then employed to execute tasks remotely thanks to technological advances in developing economies. Heavy outsourcing has sped up the rate at which developing economies have digitized, and Western companies are using this to their advantage.
Battling time-zones, expensive international calling and overseas document mailing are now defunct human resource problems, and have allowed us to manage and influence talent that we will probably never meet in person. Somewhat impersonal? Yes. Cost-effective? Most certainly.
Whilst reading the “Engaging the World Wide Workforce” a whitepaper published by contingent workforce solution provider CXC Global, focusing on the Enterprise Workforce Management principle, I was glad to note that at last someone took notice of World Wide Workforce.
It is crucial to realise that management models and styles vary internationally, and can become lost in translation when governed from an overseas office. This poses problems for HR when trying to outline and implement strategies, training and brand culture tactics. HR must devise finely tuned strategies in order to implement management plans and company culture across oceans.
Thankfully, the same technological advances providing us with new talent are allowing us to micro-manage from tens of thousands of miles away – the very backbone of the worldwide workforce.
The report also considers emerging intermediaries, such as “online work platforms that source and match workers with work.” While there are many of these services available professionally, there has been a considerable rise of free sites that possess a database of independent contractors.
This report also refers to “work arrangement services that ensure that workers in various countries are engaged compliantly and adequately supported.” The services take control of the legal aspect of hiring international talent, such as payment, compensations, wages and taxes.
Such services have provided so many telecommuting and online recruitment opportunities that they have saved HR a lot of frustration in the modern business environment that demands immediate results. The ability to work remotely has vastly accelerated the globalization of companies, and the best talent is readily available no matter where they are based!
Remote employees combined with technology that enables talent to work whenever and wherever presents HR with the task of providing flexible schedules for most employees. This has increased productivity and shown a decline in staff stress level, as we are no longer working an old-fashioned 9 to 5, and are more often keeping tabs on our emails and correspondences at home in our own time. The ability to do so is indispensable when dealing with colleagues thousands of miles away who are on a completely different time zone.
The face of industry today is hyper-connected, with the highest level of international collaboration history has seen.
Organizations must seize this opportunity to work globally, closing gaps in the foreign market and situating themselves in upcoming locations if they want to be successful in the future!
With thanks to CXC Global, at last an organisation showing insights into the remote workforce and how HR can be part of this digital solution – “Engaging the World Wide Workforce”.