Outsourcing International HR FAQ

Outsourcing international HR frequently asked questions:

Q: Why Are Some Companies More Successful Than Others?

A: International Human Resources develop the framework for the organization’s ability to attract and retain talent. The Company culture is developed by human resources policy, procedures and practice. Effective international compensation and benefits programs attract the talent; training, development, and employee relations retains them. Europe HR Solutions has a proven track record of success for creating value through being an outsourced HR partner in guiding companies in a compliant way in all HR and legal procedures, policies in all European countries. 

Q: Do I Need European Human Resources?

A: No matter what size your company, you need HR expertise to effectively manage in today’s volatile international marketplace, Whether it is employment law, growing pains, or down-sizing, getting international HR expertise protects your company. But you may not need a full-time person; engaging with a dedicated and qualified HR consultant could be your solution.

Q: What Will My Organization Gain By Partnering With Europe-HR-Solutions – The International Human Resources Experts?

A: Attracting and retaining top talent does not happen by chance. It takes a thorough understanding of the competitive market place, competitive compensation and benefits programs, a clear definition of the skill set needed for each position in each country. Europe represents a complex platform of different employment law, policies and procedures in every single European country; the benefit of working with a dedicated HR expert of Europe HR Solutions is that you will be partnering with a multi-lingual expert who will not only able to assist you with your ad hoc immediate questions in one or several countries at the same time, but who will also be able to project manage your start ups, expansions or acquisitions. 

Q: How Do I Audit The International Human Resources Function?

A: Human Resources can be seen much like Maslow’s Hierarchy of Needs:

  1. Compliance with the country Labor Employment Acts? Are you in compliance with the wage and hours rules? Do you have the records needed to defend a claim?
  2. Development of the attraction tools of the company. Building out the total rewards function of the organization, ensuring that benefit and compensation plans are competitive within your marketplace.
  3. Retention tools of the organization, developing the skills of the organization and preparing the organization to change with the marketplace.
  4. Employment handbook, audits, lay-offs.
  5. Strategic business partner aligns the human resources transactions with the business needs of the organization.

Q: How Does The Human Resources Function Create The Company Culture?

A:This atmosphere is built into the employee handbook, but more importantly, in how employees are treated on a day to day basis. Human Resources is charged with enforcing the company values. It is what you do in these times that show the organization what your real values are. The HR department must be adept at all four stages of Human Resources. First and foremost, compliance with the local country labor laws, and understand the rules and create the needed records. Second, they must be the master of the tasks in HR; there is a process for hiring, firing, benefits, compensation, and training in every single European country. Third, they create good faith and fair dealings by how they treat employees and work within the values and mission of the organization. They counsel and train the managers and executives. They need to know what their competitors are paying for employees and benefits.

Q: Do I Really Need An Employee Handbook?

A: An employee handbook is very important to the organization. It is designed to help the company remain in compliance with the local country employment law, establish the company’s rights and protect the company.

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