The "2024 Corporate Overseas Human Resources Service Guide" is meticulously compiled by HRflag, the world’s leading human resources think tank, aiming to provide comprehensive human resources solutions for enterprises to move forward steadily in the global market. The report mainly includes the following contents:
1. Trends of Chinese Enterprises Going Global
- Overseas Wave: Stimulated by policy support, increased capital, market demand, and the enhancement of enterprise capabilities, Chinese enterprises maintain a rapid expansion trend in cross-border overseas markets.
- Development Process: After experiencing development, evolution, and growth, from initial exploration to industry leadership, and then to all-round expansion driven by technology and innovation.
- Driving Factors: Including five core drivers such as seeking high-speed growth, promoting transformation and upgrading, supporting frontier innovation, advancing sustainable development, and building a global brand.
- Investment Situation
- Industry Distribution: Covers multiple industries such as leasing and business services, manufacturing, finance, etc.
- Regional Distribution: Asia is the main investment destination, with the most prominent investment in Hong Kong, China, and extensive investments in North America, Europe, Latin America, Africa, and Oceania.
2. Comprehensive Overseas Human Resources Services
- Employer of Record (EOR)
- Service Introduction: Provides support for enterprises to employ overseas without a local entity, simplifying the complexity of global expansion and meeting local labor law requirements.
- Market Situation: It is a rapidly growing emerging market, and its scale is expected to continue expanding in the future.
- Case Analysis: Taking Atlas as an example, introducing its service model and advantages.
- Overseas Human Resources Business Process Outsourcing: For example, Jinyou.com helps enterprises solve overseas human resources management problems by providing overseas recruitment, global EOR, overseas BPO, overseas labor dispatch, and other services.
- Global Integrated Human Resources Software/Information Systems: For example, SAP SuccessFactors [HR Cloud] provides enterprises with global human resources management solutions, covering modules such as recruitment, training, performance, and compensation.
- Overseas/Globalization Strategy: Includes market analysis of different countries and regions, as well as the challenges and coping strategies faced by enterprises in the globalization process.
3. Global Talent Recruitment and Employment
- Global Talent Layout: Clarifies the key points of overseas dispatch management, including strategies at different development stages, methods to improve readiness, and measures to enhance employee willingness.
- International Recruitment
- Recruitment Overview: The process by which enterprises select and recruit talents from the global labor market, including the purposes of expanding talent resources, implementing localization strategies, and expanding international influence.
- Recruitment Focus: Formulating human resources planning and recruitment plans, understanding local markets and regulatory policies, formulating talent recruitment strategies, and establishing a global talent resource pool.
- Recruitment Process: Taking FESCO Adecco international recruitment services as an example, introducing the steps of determining recruitment needs, posting job information, initial resume screening, interviews and assessments, background checks, hiring, and contract signing.
- Overseas Labor Services: Includes trends and complexities of global dispatch, as well as the value of Employer of Record (EOR) in it.
- International Employment Compliance: Emphasizes the importance of compliance management, and introduces compliance issues and coping measures of different types of enterprises in the process of going global through case analysis.
4. Overseas Talent Management and Consulting
- Cross-cultural Team Management
- Management Challenges: Involves communication and expression, information gaps, work styles, the impact of homogeneity and heterogeneity, motivational factors, etc.
- Management Strategies: Understand team members, adopt flexibility, promote open communication, encourage team building activities, etc.
- Cross-border Employee Relations Management
- Management Overview: Managing employee relations for domestic enterprises going abroad and foreign companies coming to China, including establishing a multicultural environment, improving communication mechanisms, and establishing incentive mechanisms.
- Management Focus: Manage employees according to local conditions, considering differences in local union systems as well as political, legal, and cultural aspects.
- International Employee Onboarding and Offboarding Management: Includes management overview, key points, and related services and cases provided by FESCO Adecco.
- International Employee Background/Due Diligence: Emphasizes the importance and challenges of conducting employee background checks from a global perspective.
- Cross-border Employee/Team Assessment: Focuses on the right skills and culture, and implements talent assessment action guidelines.
5. Training and Development
- Corporate Learning: Introduces relevant content of global enterprise training services, including learning and development solutions provided by different service providers.
- Cross-cultural Training: Includes training overview, key points, and related services and cases provided by FESCO Adecco.
- Language Training: Emphasizes the key role of corporate English training in enhancing employees’ global competitiveness, as well as the characteristics of language training in different countries and regions.
6. Compensation and Benefits Management
- Compensation Management: Build overseas compensation systems according to local conditions, considering compensation differences and regulatory requirements in different countries and regions.
- Benefits Management: Establish a compliance, risk management, and benefits system from a global perspective, including insurance and other aspects.
7. Culture and Employer Brand Management
- Diversity, Equity, and Inclusion (DEI): Introduces the outlook and compliance guidelines for DEI in 2024.
- Cultural Conflict/Integration and Employer Brand Building: Emphasizes the scientific identification of cultural differences, promotes consensus on corporate values, and establishes a good employer brand.
8. Legal Services
- Policy and Regulation Interpretation: Correctly classifies employees and independent contractors to ensure compliance in the overseas employment process.
- Data and Privacy Security Management: Introduces corporate strategies and challenges in data protection.
9. Other Services
- Overseas Mergers and Acquisitions and Investment and Financing: Introduces emerging strategies and investment opportunities for Chinese enterprises’ overseas expansion.
- Visas and Work Permits: Manage visas and work permits to ensure employees’ legal working status overseas.
- Cross-border Employee Relocation Services: Introduces the challenges, opportunities, and best practices of employee relocation in the era of globalization.
Short answer for decision makers
This TikTok business signal should be used as a planning prompt, not a standalone trend. The practical question is whether your brand has the market readiness, creator supply, Shop conversion path, paid-media structure, and reporting cadence to act on it now.
Key facts
- Market signal: TikTok Trend Report - TikTok Development Trends
- Published: October 9, 2024
- Source transparency: the original source linked in this article
Tuke recommendation
Choose one market, one product group, one creator cohort, and one KPI for the next operating cycle. Then align creative testing, TikTok Shop optimization, live commerce readiness, and weekly reporting around that single decision.
What should brands do with this TikTok signal?
Brands should translate the signal into a focused operating test across creative, creators, TikTok Shop readiness, paid media, and reporting before increasing budget.
How does Tuke Marketing evaluate this kind of news?
Tuke Marketing reviews platform news through market timing, category demand, creator supply, commerce readiness, and measurable growth actions.
When should a team contact Tuke about this topic?
A team should contact Tuke when it needs to turn a TikTok market signal into a practical launch, creator, advertising, live commerce, or reporting plan.
Source transparency: Tuke cites the original source linked in this article and adds its own operating analysis for brands evaluating TikTok growth decisions.