Does the difference affect GDPR?

When it comes to Global Payroll, it helps to understand the difference between Global and Multinational.  If a company is truly global, it does not think about which French employee is going to deliver the French part of a Human Capital Management (HCM) system, which includes French payroll, or which India person is going to deliver the India part of the same HCM system and India payroll. It looks across its entire organization and picks the best project manager/team for the job, regardless of location, which will lead the implementation of the HCM system and global payroll integration across all countries and entities. 

But how is this possible if a company has different process and requirements in each country, or worse yet, in each entity in each country? With the implementation of GDPR, how will you address data security? How will you avoid OFAC sanctions? How is global payroll compliance guaranteed?  These are interesting questions to ponder as companies transform from being country-centric multinationals to independent global entities.  These organizational shifts fundamentally change how employees interact with employers and how companies see themselves on the world stage.

To find the answers and why they are essential for global payroll, please complete the following information to receive the entire article.

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