Human ressources - International mobility

A local presence often enables you to establish your strategy in the target geographical area. Successful international human resources and mobility management therefore depends on a number of factors: recruitment, cross-cultural training, accommodation and legal status in the target country, coaching to ensure rapid integration into the local environment, local administrative support to ensure that your employees are 100% focused on your company’s core business…

These HR requirements apply to all types of project: whether it’s a sales project to win market share, a project linked to your supply chain and procurement, or a project to set up your own business.

The stakes are high: you need to implement a dual strategy and answer two questions right from the start of your internationalization project:

How integrated should your international activities be, to achieve maximum internal coherence ?
How well do you need to adapt to your target country, taking into account economic, social and cultural factors, to better understand local needs and requirements ?

The first question that often arises is:

1. How do you find and recruit the right people ?

The essential step in finding the right employee(s) is to draw up a job description based on criteria that have proved their worth in your company, but also on the specifics of the local target market. You’ll also need to consider various options, such as making the strategic choice of hiring a V.I.E. (Volontariat en Entreprise) or recruiting a full-time, local employee.

Then you need to identify the right recruitment channels, i.e. job boards, your own channels, recruitment agencies or social networks. It’s also very important to find out about salary levels, which vary according to branch, country/region, professional experience and academic level. Benefits in kind are not to be overlooked, such as the category of company car for sales staff, and possible in-house training and development. All these criteria should be studied in relation to the sources of motivation: internal climate, missions, career development, job security…

It should be noted that the recruitment period can vary according to a number of factors: attractiveness of the position, remuneration, bonuses, benefits, location of the position, attractiveness of the company, requirements of the position, not forgetting the market situation (scarcity of the profile sought, competition…).

Finally, throughout your recruitment process, you need to promote the company’s culture and image, while taking into account the cultural component and the link with France.

2. How to manage your teams locally?

Taking into account the international context, which can vary according to your geographical location, the question now arises of administrative management and team integration.

Employers’ obligations may differ radically from country to country, but must also take into account the company’s internal organization. There are 2 main options to consider:

Portage salarial : We manage the professional integration of the employee under local law, without the need to create your own legal entity. Depending on the level of integration and the specificities of each country, we offer several solutions: Incubation, PEO & domiciliation, secondment, freelance …
Outsourced HR management of your subsidiary or employee : We offer full administrative and HR support for the integration of a new employee in full compliance with local legislation: entry and exit of your employees, their registration, employment contracts, taxation… On a monthly basis, we manage payroll, social security contributions and taxes.

It’s vital to anticipate these legal and administrative issues, so as to be in full compliance with current legislation immediately, and above all to avoid your teams wasting time and energy in the meanders of local administrations.

A number of intercultural and motivational factors also need to be taken into account in remote management:

Hierarchy and the notion of authority
Decision-making methods
Business and employer-employee relations
Work – Life balance

These elements will enable you to manage an intercultural team, support your local employee in his daily tasks and optimize his efficiency in his local business environment.

3. Globallians case studies

CASE 1: Setting up and managing a dedicated purchasing office for a company specializing in school supplies

BACKGROUND: This company wishes to establish a physical presence in Vietnam with several employees to monitor several dozen suppliers in ASEAN. The aim was not to set up a legal structure, but to have direct control over the employees.

SOLUTIONS AND RESULTS :

Recruitment of 15 employees and wage portage
Rental of a dedicated office, office fit-out
Administrative management of local teams: employment contracts, reporting to head office, management of travel expenses, etc.
Manager coaching

CASE 2: French SME specialized in creative, bioclimatic pergolas

CONTEXT : The company wanted to penetrate the German market and was recruiting a V.I.E. to support its local development.

SOLUTIONS AND RESULTS :

Support in recruiting a VIE in Germany
Rental of an office in our Cologne premises and operational coaching on daily assignments.
Once the VIE had been hired as a full-time employee, we drew up the employment contract and managed the payroll.
Recruitment of a second employee

CASE 3: Outsourced HR management for a subsidiary of a French company.

BACKGROUND : This company decided to set up a subsidiary in Vietnam and hire a dozen IT developers to cover their internal needs. The aim is to simplify and limit the management costs of this subsidiary as much as possible.

SOLUTIONS AND RESULTS :

Setting up and domiciliation of the subsidiary
All HR aspects: employment contracts, pay slips, social and tax declarations, work permits are outsourced to us, with direct reporting to the head office in France.
In addition to HR, all administrative and accounting aspects are also outsourced to us, enabling this subsidiary to have only one Operational Manager and no administrative team.

4. Why use globallians?

Thanks to Globallians’ 16 members and 28 country offices, you can manage all your human resources and mobility needs locally. With a level of control and involvement that we adapt to your needs and your own internal resources.

In concrete terms, Globallians means :
+ 115 recruitments every year
+ 4000 m² of office and workspace available for your teams
+ 100 employees housed in our premises/offices
+ 95 HR management companies
+ 270 employees on freelance contracts
+ 25 Training, coaching and intercultural management courses / year
+ 50 Visas and work permits issued / year

In conclusion, it’s essential to call on local experts to help you make an educated choice at every stage of human resources management and international mobility: recruitment, outsourced HR management or wage portage, operational coaching and even performance measurement.

Globallians assists you in the day-to-day management of your international teams with a range of operational services covering 64 countries: