Congratulations -- you’ve decided that the best way to manage your cross-border workforce is with specialized HR software for cross-border teams! Although you know it will be so much easier and more efficient when payroll and scheduling are finally integrated, you may be daunted by the process of implementing the new system. Don’t worry — we’re here. StarGarden will help you every step of the way.
Step 1: Survey the land.
First, review your current payroll and HR system to get an idea of how big the problem is. How much effort is going into scheduling the workforce and then capturing and correcting time? Even if you deem that with current resource levels the schedules and time changes are manageable, you may be limiting your potential growth. Having a cross-border team has its own challeges: How much time is being spent keeping track of cross-border HR issues? How many mistakes have been made, and what have they cost? Keeping track of rules and regulations in multiple jurisdictions and other cross-border issues may be contributing to hidden labor costs and inefficiencies.
Step 2: Consider your needs for time entry.
If employees will now be entering their own time and managing their own schedules, your organization will need an interface that works for all employees. If your workforce is at a centralized location, that may be a kiosk in the lunchroom. Or, if your employees are more spread out, there are systems that allow time information to be entered on any handheld device with internet access, central computer, or your employees’ individual work computers — all into the same tracking system. Efficient and accurate payroll management for cross-border workforces starts with capturing time from each employee at the source.
Step 3: Tie it all together.
If you have more than one facility, ensure they are networked together so that the time and scheduling data can be compiled on the main office computer system. The success of an HR system for cross-border workforce issues depends on being able to input and analyze data from the company as a whole. Creating one unified system reduces duplicative efforts and errors in transmission from system to system.
Step 4: Review resource levels.
Staff who will be directly involved with managing schedules and entering time will have to be trained first to use the new system and help others become comfortable. Once the system is in place, these managers should also serve as first-line troubleshooters and liaisons to help for more difficult issues. Evaluate how and when this training can take place for your cross-border team; possibilities include group trainings on site, online group training, or individual one-on-one training. We can help you figure out the most efficient way to get everyone up to speed.
Step 5: Help us to help you.
Once a system is selected, utilize our expertise from helping to implement many different and unique cross-border HR software systems! We can offer valuable suggestions and help with the rollout of the functionality, troubleshooting, and training along the way. Once your new cross-border HR system is in place, we’re still just a click or call away to help with anything you need. Don’t waste any more time or resources on your old system — take these steps forward to help ease your cross-border HR issues and let your company thrive.
