WORKPLUS GLOBAL - Custom Solutions’ Post

𝗧𝗵𝗲 𝗙𝘂𝘁𝘂𝗿𝗲 𝗼𝗳 𝗛𝗥: 𝗪𝗵𝘆 𝗘𝗢𝗥 𝗶𝘀 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗶𝗻𝗴 𝘁𝗵𝗲 𝗪𝗮𝘆 𝗪𝗲 𝗧𝗵𝗶𝗻𝗸 𝗔𝗯𝗼𝘂𝘁 𝗚𝗹𝗼𝗯𝗮𝗹 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲𝘀 📈 As companies continue to expand beyond borders and embrace remote work, the traditional HR model is being challenged. Enter Employer of Record (EOR)—a game-changing solution that is reshaping the way businesses manage their global workforce. In today’s interconnected world, hiring employees in multiple countries can be a logistical nightmare. From navigating complex labor laws to ensuring compliance with tax regulations, managing a distributed workforce is no small feat. This is where #EOR comes in, offering businesses a streamlined approach to hiring and managing employees worldwide without the need to establish legal entities in each country. 𝗦𝗼, 𝗵𝗼𝘄 𝗶𝘀 𝗘𝗢𝗥 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗶𝗻𝗴 𝗛𝗥? 1. 𝗚𝗹𝗼𝗯𝗮𝗹 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗠𝗮𝗱𝗲 𝗘𝗮𝘀𝘆 One of the biggest challenges of managing a global workforce is staying compliant with local employment laws. EOR services assume responsibility for legal compliance, ensuring that companies meet all regulatory requirements in each jurisdiction, reducing the risk of costly fines. 2. 𝗙𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗳𝗼𝗿 𝗛𝗥 𝗧𝗲𝗮𝗺𝘀 EOR allows HR teams to focus on what matters most—building a great company culture, driving employee engagement, and implementing talent strategies—while leaving administrative tasks like payroll, benefits, and tax filings to the EOR provider. 3. 𝗙𝗮𝘀𝘁𝗲𝗿 𝗘𝘅𝗽𝗮𝗻𝘀𝗶𝗼𝗻 With EOR, businesses can hire quickly and easily in new markets, bypassing the lengthy process of setting up legal entities. This speed to market is especially crucial in the fast-paced business environment we operate in today. 4. 𝗦𝘂𝗽𝗽𝗼𝗿𝘁𝗶𝗻𝗴 𝗥𝗲𝗺𝗼𝘁𝗲 𝗮𝗻𝗱 𝗛𝘆𝗯𝗿𝗶𝗱 𝗪𝗼𝗿𝗸 The shift to remote and hybrid work isn’t just a trend—it’s a permanent change in how we work. EOR solutions enable businesses to hire and manage talent anywhere in the world, ensuring that teams can collaborate seamlessly, regardless of location. 𝗧𝗵𝗲 𝗕𝗼𝘁𝘁𝗼𝗺 𝗟𝗶𝗻𝗲: As the future of work becomes increasingly global, EOR services are no longer just a convenience—they’re a strategic asset. By leveraging an EOR, businesses can unlock new opportunities for growth, streamline operations, and most importantly, attract and retain top talent from across the globe. HR’s role is evolving, and EOR is at the forefront of that transformation. What do you think??? Share your insights. TopSource Worldwide #HRTech #EmployerOfRecord #GlobalExpansion #RemoteWork #FutureOfWork #GlobalWorkforce #GlobalPayroll #TalentManagement #BusinessGrowth #HRInnovation #Compliance #payroll #HRStrategy #HybridWork #WorkforceManagement

Do you share with your employees how well the business is doing, the challenges it has faced and the results? It's a great way for people to see how their own objectives support the overall business achievements and success. The end of the year is always a great opportunity to share this and look forward to the following year. If your business set up allows, getting everyone together also means you could do some celebrations and thank your team for their work. You could even add in a coffee and mince pie. For those remote teams, they could join over Teams, or if you are service based you could do a pre-shift update. #hrconsultant #hrsupport #smallbusinesssupport #employmentlaw

GROW YOUR SINGAPORE COMPANY WITH GLOBAL TALENT

By micro managing u r taking away the freedom which is responsible for higher productivity. Mindset should be changed from top level.

I've worked with global teams for years. Building remote teams is easy—until local labor laws, contracts, and compliance come into play. If you're global, your HR must be too. Here’s why Deel stands out: 1) Simplified Compliance: •⁠ ⁠Deel handles complex local labor laws, ensuring your company stays compliant. •⁠ ⁠No more headaches over differing regulations in various countries. 2) Streamlined Contracts: •⁠ ⁠Easily create, manage, and store contracts tailored to local requirements. •⁠ ⁠Focus on your business, not on paperwork. 3) Efficient Payroll: •⁠ ⁠Deel ensures timely and accurate payments across multiple currencies. •⁠ ⁠Employees get paid on time, every time, no matter where they are. 4) Global Talent Pool: •⁠ ⁠Access a broader range of talent without worrying about legal hurdles. •⁠ ⁠Hire the best, regardless of their location. 5) Cost-Effective Solutions: •⁠ ⁠Save money by avoiding fines and legal issues. •⁠ ⁠Deel’s transparent pricing helps you budget better. 6) User-Friendly Platform: •⁠ ⁠Intuitive interface makes managing global teams a breeze. •⁠ ⁠Spend less time on admin tasks and more on growing your business. 7) Expert Support: •⁠ ⁠Deel offers 24/7 support from legal and HR experts. •⁠ ⁠Get the help you need, when you need it. 8) Scalable Growth: •⁠ ⁠Easily scale your team as your business grows. •⁠ ⁠Deel adapts to your needs, whether you have 10 employees or 10,000. 9) Security and Compliance: •⁠ ⁠Deel prioritizes data security and compliance. •⁠ ⁠Protect your company and employee data with top-notch security measures. 10) Seamless Integration: •⁠ ⁠Integrates with your existing HR and payroll systems. •⁠ ⁠Simplify your processes and improve efficiency. Make 2024 the year you take your global team to the next level with Deel. Too many companies struggle with global HR!

"Senior employees are expected to be more likely to leave, the new report argues, because such workers have “more connections with other companies" and have easier times finding new jobs. Further, senior, skilled employees are “dissatisfied” when management blames remote work for low productivity. Similarly, the report supports concerns from some RTO-resistant employees that back-to-office mandates have a disproportionate impact on certain groups, like women, which the researchers said show "more pronounced" attrition rates following RTO mandates" https://lnkd.in/g4xQBpiY

https://lnkd.in/ghVFu5AK Of course you have to pay people to do things they don't want to do. This is a example of focusing on financial incentives versus collaborating with employees, which provides much more powerful psychological incentives. This article provides more detail: How Psychological Ownership Transforms Your Company (inc.com)

For those supporting 70 Hr./week office culture. This is what happens when you push your body beyond limits. #SayNoToToxicCompanies #ola #Infosys #workenvironment #PromoteHeath #HealthyEnvironment #workCulture

Cost-Effective Solutions Hiring virtual team members often proves much more cost-effective than hiring UK employees. Their competitive rates and flexible work arrangements help you save on employee benefits, office space, equipment, taxes and HR issues associated with traditional employment. With flexible contracts mitigating risky market conditions, we find businesses their perfect virtual team members.

So much hate on flexi-work arrangement. I've been leading a team remotely since 2017, way before covid. These are some of my observations: The proverbial cat is out of the bag, and we know how difficult it is to herd cats (sometimes employees) back in to office. This is not without it's challenges: 1) It is more difficult than ever to build culture in teams without the physical meetups. Even though we are remote, we do physical meetings and gatherings often to make sure everyone is interacting well. - Remember that most people still want to meet their teammates in person. In person meetings are become more valuable than ever. Treat it as such, don't start meetings late, and drag meetings for 3 hours. 2) Bosses will have to keep their ego in check. Grow and mature out of management by finger pointing. Gone are the days of playing Tom and Jerry by catching your employees relaxing one corner or spending 30 mins stirring milo at the pantry (better than stirring other things). - Manage by results and not by TIME spent. 3) The underlining push is for competitiveness and productivity, not just lifestyle. People see this as a lifestyle decision. NO. It is a Do more with less decision. There will be a shift to high productivity and RESULTS driven individuals. No more hiding behind a "staying late and leaving after the boss" As organisations pick this up and restructure. The No. 1 Metric will be "Did you actually get stuff done?" Chronic underperformers will see their jobs be moved overseas where lower cost will justify inefficiency. Top performers will be rewarded with more time off and flexible lifestyle. Possibly higher pay because of 80-20 rule. We shall see.