Home / World Wide Workforce / How to Manage the World Wide Workforce

How to Manage the World Wide Workforce 83

For business management, governing a new team of international workers across borders, time zones and policies can be complicated.

The globalization of industry has afforded us many advantages when it comes to business expansion, but managing workers and projects in different locations can scupper progress significantly.

Technology has fueled the rise of telecommuters, freelancers, independent contractors and remote staff, and as the world gets flatter, this shows no signs of slowing down.

So how can we develop management strategies to cope with this change?

CXC Global published the ‘Engaging the World Wide Workforce‘ and pinpoints the mistakes managers currently make in the global economic climate:

Assume that sourcing and recruiting of talent will be performed by the upstream suppliers.
Contracted workers are more commonly being acquired through the use of staffing supply intermediaries and paid by contract workforce intermediaries who manage the legal issues faced by employers when paying foreign workers, and management must take advantage of this when hiring talent.

Have not anticipated the emergence of Online Work Platforms.
A new form of intermediary that produces technology systems linking talent and employers. There are a multitude of sites and services available that do this, some for free. Failing to align themselves with such products can lead a business to disaster.

Have not accounted for executing legally compliant classification, payment and other supporting services required to engage rapidly growing, highly critical and increasingly global independent, non-supplier-sourced workforce.”

To establish strong engagement, employers must assess their current strategic plans and adjust them in accordance with the advancement of global business. Introducing new programs and using intermediary services can provide organizations with the ability to do so.

Whitepaper World Wide WorkforceMost companies have either already accessed their ability to manage talent in the flat world economy or are quickly realizing their need to, and there are a few ways businesses can ensure they are engaging in the right way.

CXC reports that “to date, procurement-driven models of managing/controlling contingent workforce have relied largely on the assumption of upstream supplier performing sourcing and recruiting.

However, this assumption is no longer reliable in a world of specialized talent requirements, on-demand cycle times, and Online Work Platforms.

The most important tool in management’s arsenal is technology, especially when engaging temporary or contracted workers from overseas. Consistent communication is a key component, and with readily available equipment, there’s no excuse for not holding video conferences between teams based in different countries or continents.

Accurate training is vital too, and is significant when management is presented with the task of influencing the company brand across the miles. Even if your workers are temporary, the demand for them to represent your image in their work still exists, and they are much less likely to do so if they are only working with you on one project. Acquiring talent who exude similar social, political and business views as your brand image will help massively, and providing them with a solid understanding of your company culture before they start work is critical if you don’t want it to become lost in translation.

After making your best talent available to the computer systems they need to execute their roles, make sure that your team does not only talk to you, but to each other as well. If your project manager in one country is simply shooting off a few emails a week to his team in another, their connection will be impersonal and this will show in their work.

Encourage phone calls and video conferences, and allow the opportunity for employees to visit their extended team in different locations.

Managing the modern workforce is not easy, but it can provide gains and business expansion on a global level. Engage with your team, push them to connect with each other and make use of technological advances. The world is getting smaller, but business is getting bigger.

(c) New To HR.

The following two tabs change content below.
New To HR Team
Human Resources is becoming just as diversified as every other team function and the New To HR generation will be free to try out new ideas and test people methods to see which ones are the most effective, developing a suitable method for attracting potential talent, which then drives revenue and return. With foundations in global expertise, our knowledgeable programme managers are dedicated towards continuing the enhancement of the HR industry with a new generation of talented people-centric professionals at the helm.
New To HR Team

Latest posts by New To HR Team (see all)

  • The landscape is changing for businesses and you see a lot of working remote, as it should be. Thankfully the same technology that allows working remote also allows companies to better coordinate between workers.

  • Katy Smith

    Great advice! Yes, thankfully technology makes life a lot easier for managing the worldwide workforce. Although, it does make me weary when we depend on technology so much, what happens when it fails?

  • Caitlin

    Excellent strategies! I can definitely see how managing so many workers in so many places could be challenging. I couldn’t agree with you more on communication being key! This is desperately needed when there’s so much distance between management and workers.