Global Workforce programmes are one of the most expensive and complex human resources services offered within organisations. The traditional approach to saving Global Workforce costs tends to rely on blunt headcount reduction measures. However, there is an opportunity for Global Workforce professionals to implement cost optimisation strategies that release value whilst supporting business and talent priorities.

We have identified seven of the most impactful cost optimisation levers (and the key questions to consider) that, if deployed thoughtfully, can yield long-term and sustainable value for Global Workforce programmes and the businesses that they support:

• Policy & Process: How can I enhance the fundamental building blocks of my Global Workforce programme?
• Operating Model: What are the pros and cons of insourcing vs. outsourcing when designing my Global Workforce programme?
• Digitalisation: How can I adopt integrated technologies to reduce administrative burden and costs?
• Data: What data do I have and how can it shed light on those areas of my programme that are ripe for improvement?
• Vendors: How can I rationalise my vendor landscape to increase economies of scale?
• People: What core skills and capabilities do Global Workforce professionals require to deliver a successful programme?
• Compliance Costs: What policies and processes can I put in place to mitigate any unnecessary compliance costs?

Should you like to discuss cost optimisation strategies or explore wider Global Workforce opportunities, simply get in touch.