Comment pouvez-vous rendre les avantages sociaux de votre entreprise compétitifs dans plusieurs pays ?

To engage your staff effectively, be sincere, communicate openly, and show appreciation for their hard work. Involve them in decision-making, express gratitude, and promote candid communication. Keep them informed and inspired with regular updates on corporate news and objectives. Understand the legal system and structure of each country, compare benefits, and design a system that benefits both your organization and the host company. Experiment with unique offerings and adopt strategies for a better impact as needed.

Every country is unique in personality and has its systems and policies to run it. The first thing to understand is the legal system and structure. Compare the benefits offered in your country with those in the host company, and design a system that benefits you in the amalgam. Sometimes you need to experiment with offering something unique to attract, and there are other cases where you need to adopt things for a better impact.

Use Aon's compensation benchmark studies, deploy recruitment agencies to give you data. understand local context and state compliances and then adhere to international standards.

Para tornar os pacotes de benefícios da sua empresa competitivos em vários países, é essencial realizar uma pesquisa abrangente sobre as práticas de benefícios em cada localidade, adaptando os pacotes para atender às necessidades e expectativas específicas dos funcionários em cada país. Isso pode incluir benefícios como assistência médica, previdência, seguro de vida e programas de bem-estar, além de considerar as leis trabalhistas locais e as culturas organizacionais para garantir a eficácia e a atratividade dos benefícios oferecidos em cada região.

To ensure your company's benefits packages remain competitive across multiple countries, it's crucial to understand the local context thoroughly. This entails comprehending regional labor laws, cultural norms, and economic conditions to tailor benefits offerings effectively. By adapting benefits packages to meet the specific needs and expectations of employees in each location, you enhance attraction, retention, and overall satisfaction. A nuanced understanding of local contexts enables your organization to craft compelling benefits packages that resonate with diverse workforce demographics, driving engagement and loyalty across borders.

Aligning your company's benefits packages with a global strategy involves ensuring consistency and relevance across different countries. Develop a comprehensive global benefits framework that considers both local requirements and overarching organizational goals. This may involve offering core benefits universally while allowing for regional customization. Regularly assess and adapt the benefits strategy to accommodate changes in local regulations and market trends. Communication is crucial—ensure that employees understand the global strategy and the value of the benefits provided. Additionally, leverage technology to facilitate seamless administration and management of benefits on a global scale.

Investigate local market rules and laws in-depth. Provide adjustable benefits to meet the varying demands of your staff. Make sure that the main benefits remain the same while permitting customisation in accordance with local needs. To remain competitive and in compliance with local legislation, review and adjust perks on a regular basis. Effectively communicate with staff members to emphasise the benefits package's worth.

To engage and interact with your staff, be sincere and straightforward. Pay attention to their opinions, openly communicate important information, and acknowledge their hard work. Involve them in decision-making, express gratitude, and promote candid communication. Provide them with regular updates on corporate news and objectives to keep them informed and inspired.

Probably best lens to look for competitive benefits is through; 1) Exit interviews for feedback of moving out employees 2) Offers rejected reasons 3) Peer organization offerings on benefits Analyze the commonalities of above from benefits perspective. it will give you "what is missing" in current benefits strategy. Engage stakeholders across countries, share it with them and request for their feedback. Review this centrally & make two primary categories 1- Global or common benefits : This is for all the countries 2- Tailored benefits catering to local/country specific needs as identified & laws ( if there are mandatory any) ProTip: Do not forget to engage existing employees as well, they would give you "high focus" benefits feedback