Talent management One of the initial issues highlighted within talent management literature is the distinct absence of a generally accepted definition.
Further reading Organisations operating in a global environment need to consider how they will identify, recruit, deploy and develop talent on an international basis as part of their overall people management strategy.
A consistent approach is important while taking into account regional differences. The factsheet examines the reasons underpinning the need for effective talent management and offers guidance on creating a talent management strategy using different strategic approaches: Headquarters-based strategy, separate operating units, a regionally-oriented or globally-oriented strategy.
The factsheet outlines useful methods to identify talent and examines different types of developmental opportunities, including international assignments and specific development programmes.
Log in to view more Log in to view more of this content. If you don't have a web account why not register to gain access to more of the CIPD's resources. Please note that some of our resources are for members only. CIPD viewpoint Talent management is crucial to an organisation, to maintain competitive edge and to increase the talent and potential within an organisation.
When operating on an international basis an organisation faces additional challenges and needs to determine the best way to develop and maintain the talent base. It is important that the needs of both the employee and the organisation are considered, and that the full potential of all employees is realised.
Whilst acknowledging that it is important to have a consistent brand and approach within an organisation it is important that the skills and abilities of local employees in countries where the organisation is operating are not ignored.
A good talent management programme will draw on the skills and abilities of all employees, wherever they are based. The need for effective talent management Identifying, recruiting, deploying and developing talent globally is a key role of the HR practitioner working in a global environment.
Talent management is therefore a key element in a successful people strategy, focusing on improving employee engagement and commitment and encouraging high performance and retention rates.
Global talent management strategies focus on ensuring global consistency among various managerial pools and the foreign subsidiaries, including advanced development for key roles and high potentials, whilst putting in place learning interventions for employees at all levels to develop an international mindset.
Read our talent management and employee engagement factsheets. HR professionals should consider the following issues when looking at international talent management: Understanding the economic, social, legal and political infrastructures which impact on different talent flows.
Developing relationships with universities and business schools to secure future talent from a known resource. Using global IT systems to create databases of internal talent pools. Creating skilled and competent teams of recruiters in different geographies.
Managing recruitment suppliers on a global basis, introducing speed, cost and quality controls, the use of preferred partners, branding messages and ensuring audit trails to protect against legal issues associated with global diversity. See our international resourcing and selection factsheet for more information about the resourcing process within talent management.
Organisations working internationally need to develop employees to be effective in their roles, taking into account the added complexities an international role involves. Issues to consider are: The particular demands of an international assignment, and the need to be able to adapt to the culture of the country where the employee is placed.
The balance between developing generic skills, and specific skills required in the specific placement or country where the employee will be working.Identifying, recruiting, deploying and developing talent globally is a key role of the HR practitioner working in a global environment.
Talent management is therefore a key element in a successful people strategy, focusing on improving employee engagement and commitment . Talent management is a continuous process that plans talent needs, attracts the very best talent, speeds time to productivity, retains the highest performers, and enables talent mobility across the.
Global Talent Management, Talent Management, Organizational Performance, Internal Alignment, Competitive Advantage Permission to make digital or hard copies of all or part of this work for personal or classroom use is granted without fee provided that copies are. Global talent management strategies focus on ensuring global consistency among various managerial pools and the foreign subsidiaries, including advanced development for key roles and high potentials, whilst putting in place learning interventions for employees at all levels to develop an international mindset.
Global mobility is becoming an increasingly mature, strategic area that aligns more than ever before with global business and people strategies.
Cross-Border move from mainland China to Hong Kong Despite being one of the most expensive cities in the world for expats, Hong Kong has always been a key hub for global organisations, who needs to .
Companies that are successful at global talent management subscribe to six key principles.