HR Translations

International companies might have the need to translate their content for their international employees and collaborators. 

It is crucial that the information delivered meets the higher standards not only for company compliance but also to meet the local labour regulations. 

Localising your HR content

Localising your HR for your labour force will help you to retain and develop the talent in your organizacion. Personalising your internal communications and training will help you to engage better with employees. Although international companies tend to maintain meetings and general communications in a common language, on a day-to-day basis, local employees not only speak their language but also share their local culture. Engaging with your local workforce can increase the communications among your employees and this can lead to an increase their productivity by around 25%.

We provide accurate translation and localisation of your content for most of your HR needs: 

  • Job Offers and contracts: Some jobs titles and job’s task can have a different connotation in different regions. Also requirements like education, grades and certifications might vary. Indicating your needs and your employees responsibilities will help to attract the right talent and shorten time in your recruitment processes.  
  • Employee Handbooks and training files: Translating and localising your training documentation will keep your workforce informed and trained. Not only is it important to have the information presented in a way that your workforce can understand and comprehend but also it is important that the evaluations of knowledge are not only written but also presented in a way they can understand. For example a multiple selection answer might not be familiar in certain regions. 
  • Employee benefits plans: Localise the benefits to your employers is a great way to engage with your local workforce, but you need to be careful in providing benefits that your employees appreciate and that they comply with local regulations. What can be seen as a benefit in certain cultures may be a mandatory minimum in others.  
  • Confidentiality agreements: There’s no room for error in confidentiality agreements. You need to make sure that all the parties involved understand the scope and details of confidentiality agreements to prevent confidentiality breaches and save operational time and money. 
  • Internal communications: Localising internal communications is a great way to keep your employees informed about details of local operations as well as headquarter information that you transmit. Make sure to include information appealing to all the diverse workforce in your organisation. 
  • Intranet: Intranet and HR software have made the everyday operation of companies. Employees should have access to the correct information and forms to facilitate the operation. Information on the intranet should be consistent to the local culture and language: all available pages and links should be accordant and available forms should also reflect the local culture and language requiring relevant attributes. 

Partnering with us as your Language Department will give you the flexibility and timing you need for all your internal communications and HR related documentation, as we can cooperate and integrate our process and quality assurance checks into your operation.

For more information contact us here