1. HR. Payroll. Benefits.
Global Human Capital Management
Can HR Drive Agile,
Efficient and Reliable
Business Transformation?

2. The number of transnational corporations has
tripled over the past 2 decades. This business
model – with a central global strategy but
full operations in multiple countries – now
generates a full 25% of the global GDP.
It is unsurprising that companies are leveraging
technologies that enable business between
any two points on the globe to advance quickly
across geographies.
While globalisation proposes its set of
challenges, those companies who are able to
employ the right HR strategies to effectively
leverage it are able to achieve the true benefits
of global expansion.
Success depends on having global HCM
solutions in place that help them to increase
employee engagement, improve overall
productivity, and efficiently manage a range of
processes across international borders.
2 Global Human Capital Management
GOING GLOBAL IS NOT AN
OPTION. ARE YOU READY?
When an HR department is thriving, HR professionals are dedicating
at least half their time to strategic planning, keeping the company
competitive and compliant, and maintaining an aligned, engaged, and
highly skilled workforce.
STREAMLINED GLOBAL HR
– A MUST FOR PRODUCTIVITY
With the continued shift toward
globalisation, Human Capital
Management is coming into
sharp focus as a potential driver
for corporate success in the
global business environment.
25%
OF THE WORLD’S
GDP IS GENERATED
BY MULTINATIONALS
But when your employees are stuck in an
endless loop of non-value added HR tasks –
that can typically occupy as much as 50% of
their time – efficiency suffers, strategy stalls,
resources dwindle, and the HR department
fails to fulfil its vital function within your
organisation.
Productivity challenges are further exacerbated
by globalisation. What will happen, for example,
if your company decides to acquire a competitor
in South Korea with a workforce of 10,000 –
that needs to be onboarded and on payroll in 2
weeks?
In order to thrive as you expand across
borders, your organisation needs flexible and
robust workforce administration and talent
management processes in place – from
recruitment and performance management to
global payroll and HR administration. And this
begins with the right technology.
55%
OF GLOBAL FIRMS
ARE UNAWARE THAT
A TRULY GLOBAL
PAYROLL SOLUTION
EXISTS

3. Global organisations with a higher adoption of
HR technologies financially outperform their
peers and are much more efficient. But clearly
it’s not simply the number of tools that tips the
equation.
Effective compliance and risk reduction entails
staying current with HR technology, complex
regulations, and fast-changing public policy
that affects everything from compensation
and benefits, to health care and retirement
programmes.
This gets tricky when payroll is managed solely
from a central point overseas. But ADP’s global
payroll solution combines strong centralised best
practices and visibility-enabling software with
local experts on the ground in over 100 countries.
ADP harmonises payroll and HR administration
across disparate systems and tools, cultures
and languages, and at the same time ensures
compliance with fast-changing laws, contracts,
collective agreements, social security systems
and tax regulations that differ by country – and
even city.
Compliance is the number one
concern for 60% of global or
multinational HR leaders4
. This
comes as no surprise when
we consider that compliance
is costing global companies a
staggering $3.5M each year5
.
INTERNATIONAL HR
DEMANDS SEAMLESS,
SCALABLE TOOLS
GLOBAL PAYROLL – WITHOUT
THE LOCAL COMPLIANCE RISK
1 ADP MNC Market Study, ADP Research Institute, May 2011
2 HR Service Delivery and Technology Survey Executive Summary Report, Towers Watson, 2013
3 Global Payroll: Myth or Reality? Ernst & Young, January 2013
90%
OF
ORGANISATIONS
ARE LOOKING FOR
A SAAS SOLUTION
TO REPLACE
THEIR EXISTING
HRMS
4 True Cost of Compliance, Benchmark Study of Multinational
Organisations, Ponemon Institute, Jan 2011
5 ADP HR Transformation Report, ADP, Inc., 2010
5Global Human Capital Management
In fact, one of the largest causes of inefficiency – which results in
huge revenue losses for companies each year – is an accumulation
of disparate, incompatible systems. Multi-country payroll suffers
greatly here, with global firms managing an average of over 20
payroll systems at once1
.
As companies extend across borders, they naturally inherit a
heterogeneous set of HR tools and systems. This increases both
TCO (Total Cost of Ownership) and complexity.
At some point, these growing global companies must integrate
and streamline all their moving parts – or continued expansion
becomes unsustainable.
In light of this, it is not surprising that nearly 90% of organisations
are looking for a SaaS solution to replace their existing HRMS2
.
There are, in fact, quite a few global HR solutions on the
market that enable cloud-based management of recruitment,
performance, development, and HR administration.
The missing piece is invariably global payroll. In fact, a full 55% of
global firms doubt that a truly global payroll solution – capable of
ticking all their boxes – actually exists3
.
ADP is one of just two vendors to offer a comprehensive HCM
solution with scalable multi-country payroll. It gives users control
and visibility of global payroll, as well as HR administration and
talent management from both mobile and desktop.
4 Global Human Capital Management
60%
OF GLOBAL LEADERS NAME
COMPLIANCE AS THEIR NUMBER
ONE CONCERN

4. Selecting top talent and driving succession
strategies to meet performance and growth
objectives in the current economic climate
means satisfying a multi-generational,
culturally diverse and largely disengaged talent
pool.
The global talent pool now has bigger demands
and higher expectations, so attracting, aligning,
retaining and developing this new global
workforce is a matter of both becoming a brand
of choice for potential employees and keeping
your existing employees engaged.
In order to target specific needs and wants
of existing and potential employees, and to
create learning initiatives and performance
management programs that actually work,
companies need data-driven insight.
Analytics leads to more customised attraction
and retention programmes, and enables you
to make more strategic decisions. You might
discover, for example, that non-financial
rewards are increasingly valued by employees,
and that Millennials – the true future global
workforce – are often more interested in an
experience than a career.
These and other vital pieces of information
inform cost-effective strategies for attracting
and retaining the best talent in a very
competitive global market.
Once core HR administration and global payroll are in place,
you can begin to rethink global talent management.
Sustainable expansion requires
keeping costs down and
productivity high as you build
global presence. The best
solution is highly scalable
and offers both centralised
control and visibility, and
local competence and risk
management – everywhere you
choose to do business.
ADP’s global HCM solution begins with flexible,
robust, easy-to-use technology that provides
integrated control and visibility of all core HR
functions and seamless multi-country payroll.
To this it adds a network of central and
local teams that ensure compliance and the
administration of centrally governed best
practices in over 100 countries and counting.
The benefits of such a comprehensive,
integrated solution are felt at every level of
the organisation. Overall costs decrease,
processes run more efficiently, talent becomes
more engaged and distributed offices align with
central objectives.
With a truly global HCM solution, everyone
– everywhere in the world you do business –
experiences greater satisfaction.
DATA-DRIVEN
TALENT MANAGEMENT
PUTTING
IT ALL
TOGETHER
– IN A SINGLE
GLOBAL HCM
SOLUTION
MILLENNIALS
ARE OFTEN MORE INTERESTED IN AN EXPERIENCE
THAN A CAREER.
6 Global Human Capital Management
ONE OF JUST TWO
VENDORS THAT OFFERS
A COMPREHENSIVE HCM
SOLUTION (WITH SCALABLE
MULTI-COUNTRY PAYROLL)

5. ADP does not give legal advice as part of its services. This document provides general
information regarding its subject matter and should not be construed as providing legal advice.
This material is made available for informational purposes only and is not a substitute for legal
advice or your professional judgment. You should review applicable law in your jurisdiction and
consult experienced counsel for legal or tax advice.
The ADP logo, ADP and A more human resource are registered trademarks of ADP, LLC.
All other trademarks and service marks are the property of their respective owners. ADP
services vary according to company employee headcount. Please check with a local ADP sales
representative for further details. Copyright © 2015 ADP, LLC.
To learn more about how ADP can help you
realize all the benefits of HCM, visit ADP.com