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A local presence often allows you to consolidate your strategy in the targeted geographical area. Therefore, successful human resources management and international mobility depend on many factors: recruitment, cross-cultural training, housing and legal status in the target country, coaching to quickly integrate into the local environment, and local administrative support so that your employees are 100% focused on your company’s core business…

These human resources requirements concern any type of project: a commercial project to gain market share, a project related to your supply chain and procurement, or a project to establish your own business.

The stakes are high: it is necessary to implement a dual strategy and answer two questions, right from the start of your internationalization project:

  • What should be the level of integration of your international activities to achieve maximum internal consistency?
  • What level of adaptation should you have to the target country, taking into account economic, social and cultural factors, to better understand local needs and requirements?

The first question that usually comes to your mind is:

HOW TO FIND AND RECRUIT THE RIGHT EMPLOYEES?

The essential step to find the right employee(s) is the job description based on criteria that have been proven in your company and based on the specificities of the targeted local market. It is also important to consider the different options, such as making the strategic choice of hiring a V.I.E. (Voluntary Work Experience) or recruiting a full-time local employee.

After that, you need to know how to identify the right recruitment channels, i.e. job boards, proprietary channels, recruitment agencies or social networks. It is also very important to find out about salary levels, which depend on the sector, country/region, professional experience and academic level of the candidates. The benefits in kind are not to be neglected, such as the category of the company car for the sales representatives, the possible training and internal evolution. All of these criteria should be studied according to the sources of motivation: internal climate, missions, career development, job security…

Note that the recruitment period can vary according to many factors: attractiveness of the position, compensation, bonus, benefits, location of the position, attractiveness of the company, requirements of the position, not to mention the market situation (scarcity of the profile sought, competition, etc.).

Finally, throughout your recruitment process, the company’s culture and image must be promoted, while taking into account the cultural component and the link with France.

HOW TO MANAGE YOUR TEAMS LOCALLY?

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

Employers’ obligations may differ radically from one country to another but must also take into consideration the internal organization of the company. Two main options are to be considered:

  • Portage salarial: We manage the professional integration of the employee in the 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 all the administrative and Human Resources support for the integration of a new employee in perfect compliance with local legislation: the entry and exit of your employees, their registration, the employment contract, taxation… Monthly we manage the payroll, charges and insurance and prepare the corresponding tax returns.

It is essential to anticipate these legal and administrative issues in order to be in perfect compliance with the legislation in force and above all to avoid your teams wasting time and energy in the meanders of local administrations.

Several intercultural and motivational factors must also be considered in remote management, such as:

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

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

CONCLUSION

To conclude, it is essential to use local experts to enable you to make an educated choice at all stages of human resources management and international mobility: recruitment, outsourced HR management or freelance, operational coaching and even performance measurement.

Take advantage of our field expertise to free your mind with our Corporate services.