Does your company extend into other countries? In that case, you probably spend more and more time figuring out how to connect all your company’s general internal processes with local legislation. Get inspired by all the corporations that also have to deal with it, because international companies need to have unified processes across all countries.
Local legislation can always be a barrier to this, as it is different in every country, while international companies need to unify their internal processes across the company. How to align a solution for employees who use the same company systems, but still need to follow their own countries’ legislation regarding payroll and attendance? Can it be unified on global level and still follow local legislation?
Medium sized and large enterprises with a global focus cannot function today without good HR systems that cover global processes, which are the same for every country. Here are few examples of these processes: compensatory changes, organisational structure, organisational changes or off-boarding. Thanks to these processes, a company can track the growth in employee numbers or turnover and have a global insight into the data. An HR management system that covers this type of data is, for instance, Workday, which is popular in corporations due to its global coverage.
But what about the processes that are absolutely crucial for employees’, legislatively critical and on top of all that: different for every country? These are mostly time & attendance and payroll processes. Workday will not be able to follow them on local level. Is it good for companies to invest in one solution, but with difficult customization? What are the other options?
Connecting global software with local solutions
Systems like Workday are most likely to stay due to corporate rules or simply because their valued with their globally applicable functions. HR department is then obliged to solve legislation compliance on local level differently.
The current trend in this area is synergy GLOBAL/LOCAL: global software and local solutions. This means to leave the expertise of difficult processes in the hands of real experts and rely on a local system to connect to the global system, like Workday.
It’s a similar approach as in situation when payroll, accounting or tax service is provided by different BPO in each country, but invoice approval flow or pay slip distribution are managed by unified guidelines while being in compliance with country’s legislation.
The biggest advantage this approach brings to HR departments. They can choose the solution that unburdens their daily routine.
This is also the way that TULIP works.
TULIP is a reliable partner for local legislation
TULIP is a global cloud solution of EU origin, currently used by hundreds of companies in 40 countries. It can cover the needs of global corporations with thousands of employees over many different areas, attendance and payroll workflows included. TULIP also provides a connection to payroll software either via direct interface, data inputs or via an API. This process also works vice-versa when we provide our API and client streams attendance data to their systems. The client doesn’t need to install anything, employees only get log-in information or log-in via SSO.
TULIP as an attendance management system is highly customized to client’s needs, it covers all legislation requirements. There’s simple attendance management (which can be connected to Outlook or Google calendars), different absence requests, quotas, retail attendance and also a shift plan. The shift plan is unique which allows team leaders to effectively plan/change shifts, to have an overview of the team, changes and absences. And all of this is available in a user friendly interface with a modern design. The shift plan provides some additional features such as: customized tags, filters, colourful differentiation of shifts (morning, afternoon and night shifts), saving frequently used actions, so called ‘favourites’, comfortable absence requests creation directly in the shift plan or a useful vacation plan. Shift plan, of course, follows all legislation.
So, if your company is international, you should look for local solutions, especially for HR agenda. Creating your own system should be the last option if nothing suits you (which is highly improbable), because it would cost you an unbearable amount of time and money and in some time, you will find out that it is not sufficient enough, mostly when it comes to legislation coverage updates and interface design and at the end of the day, you will choose outsourcing the service.
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