The fields of physics and business may have little in common, but there’s one concept that bridges both disciplines: inertia.
In business, inertia represents an organizational resistance to change. More specifically, the concept of inertia speaks to the tendency of senior leaders to maintain existing frameworks as a hedge against forces beyond their control.
In today’s innovation-first business environment, most executives understand the danger of allowing inertia to stagnate their business model, corporate culture, or product/service line. Yet when it comes to their administrative functions, many global executives continually justify inertial thinking.
That’s especially true in global payroll, where many organizations maintain a poorly performing status quo for years on end. By accepting inertia in the payroll function, multinational companies incur far more negative repercussions than they realize.
In this CloudPaper, we’ll discuss the damaging consequences of maintaining an inert mentality toward global payroll.
This report is comprised of three parts:
In closing, we’ll share how organizations can minimize risk, allocate resources more wisely, and realize long-term ROI, value, and stability by deploying a comprehensive global payroll solution.