HR planning for a global workforce means putting systems in place to deal with change before it happens – not after. To avoid reactionary global workforce planning, professor Matthew Stollak offers a few suggestions. Here are a few components that make up a great global workforce plan:
Practice your math skills
You’ll need them to analyze data that measures internal and external trends. For this data to mean anything to your workforce planning process, it has to help you forecast supply and demand for external workers with the skills you need. Mathematical modeling can also help you determine who, among your existing employees, is likely to stay and where there may be turnover. The tools exist, so using them to your advantage is key to doing your job well.
Keep your bench strong
In other words, don’t allow your leadership positions to ever go empty without a stellar list of possible replacement candidates. Ensuring that your back-ups are well-planned can go a long way to create continuity in a time that might otherwise be confusing.
Mobility must be measured
Measure your costs of at-home salaries and compare them to overseas assignments, factoring job satisfaction and the company’s needs around the globe. If you have an idea of how much you’re spending to bring the talent where you need it, you’ll be able to make a better case for it and plan accordingly, going forward.
Technology can help
Use it to help you deal with the cumbersome (and always changing) international immigration laws in various countries. You can’t be expected to keep up to date on every single law in every single nation, but you are expected to keep every employee in complete compliance. So, make sure you have a way to keep track of it all. The consequences are just too risky.
Measure your global workforce plan
Once your plan is in motion, you’ll need a way to track the successes and where you need to improve. Building a measurement strategy into your mobility planning – that’s thinking ahead.
Know your workforce
Not understanding who you’re hiring and what their needs are could result in unforeseen challenges. Some may have difficulty adjusting to a new location, while others may have issues with cultural fit within the organization. Be sure you know who your employees are to anticipate obstacles before they arise.