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Golabl Talent Management

We hire people for a need, to fill a vacancy, failing to understand the global diversity of teams today. We will discuss how to manage talent in an International Context.




Why is Talent Management (TM) so important? Some scholars perceive TM from a mainly human capital perspective (Cappelli, 2008), while others emphasize talent as the source of organizational success (Mellahi and Collings, 2010).

The article above suggests that only companies focusing on developing the talents of a high-potential employee are required to be supported in their growth & development. 

It is suggested here that:

1. Recognizing their efforts helps retain talent in the same company. 

2. Long-term and clear contracts will also help retain talent globally. 

3. Performance management systems and conversations regarding their performance, can improve talent because it is structured and result-driven. 

4. Providing an E-learning environment where employees can upskill and gain knowledge. 



Evaluating this video - It shows that if an organization does not have enough employees from their own country to meet the company's needs, they reach out to global employees. This video explains how a company sees growth with global employees. 

It is nice to have global competition as a company because the business becomes accessible to global talent management. This type of global talent gives a diverse workforce with broader skills, knowledge and perspectives. 

Diverse talent also fosters innovation and creativity because they bring diverse ideas. 

These ideas increase the adaptability of all people leading the company to global expansion. 

References: 

Cj.Vidal (2024). Global Talent Management. https://youtu.be/xgdpCbjLlqU?si=DtH3yJIWQgPQBQSn 

Carolina Machado, Competencies and (Global) Talent Management, © Springer International Publishing AG (2017) 

NIBME Hub. (n.d.). Competency framework for HR professionals (PDF). Retrieved from https://nibmehub.com/opac-service/pdf/read/COMPET~1.PDF


Comments

  1. Kosala Sugandi4 November 2024 at 07:04

    This article shows the advantages of hiring global employees. I agree that opening doors to global will definitely add value to the company's growth. But it is important to manage the cultural differences as well. Most of the time, there can be difficulties in communication due to these cultural differences. 

    ReplyDelete
    Replies
    1. Competency Development6 November 2024 at 03:50

      True, that is why we need to create awareness of diversity and inclusion when dealing in global teams and maybe ask a foreinger to give some insight to their culture, gestures and words used.

      Delete
  2. Pamod7 November 2024 at 22:33

    In the connected world of today, global talent management is crucial for utilising a variety of viewpoints and abilities. It promotes adaptability, creativity, and innovation, which propels organisational success. To retain and develop talent and ensure long-term global competitiveness and expansion, businesses must make investments in the training of high-potential personnel, offer organised performance systems, and provide e-learning opportunities.

    ReplyDelete
    Replies
    1. Competency Development9 November 2024 at 05:14

      Thank you for the suggestions given, it sounds like something that can be put into play. Some insight on organised performance systems will be helpful?

      Delete
  3. Kanishka Wijesekera8 November 2024 at 21:18

    An excellent starting point for understanding the importance of talent management in a global setting is this article. It accurately emphasises the necessity of providing long-term contracts, identifying and rewarding talent, and putting in place efficient performance management systems.

    There is opportunity to extend this article to look at how culture plays a part of the complex and what are the benefits that it would carry to the workplace.

    ReplyDelete
  4. Competency Development9 November 2024 at 05:28

    Thanx and good suggestion to add how culture plays a key part of talen management - if the culture is not supportive or gentle push people towards development, then how do they expect the employees to grow

    ReplyDelete

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