Both countries have also executed strategies to attract talented individuals back to their homeland to fill talent gaps. As a result, global
organizations that link their growth strategy to global talent management will also have to work on their global
recruitment strategy to attract, hire, and retain the local talent in their respective host countries. Organizations that
engage in growth strategies across global borders must orient their talent management initiatives toward
supporting global expansion. The reality of India and China engaging in a global talent management strategy is no
surprise; similarly developing countries follow a similar trend of improving upon this strategy (Gordon, 2010).
The domestic and global talent supplies are dwindling (Kapoor, 2011), and competition for talent is on the rise.
Thus, corporations must build organizational capabilities for successful global expansion strategy execution
(Silzer & Dowell, 2010). The researcher believes that the following specific talent management initiatives would
strengthen a global expansion strategy: 1) develop high potential and build global talent leadership bench
strength; 2) build a global database of talent profiles; and 3) equip potential expatriates with tools to increase their
chances of global success.
Both countries have also executed strategies to attract talented individuals back to their homeland to fill talent gaps. As a result, globalorganizations that link their growth strategy to global talent management will also have to work on their globalrecruitment strategy to attract, hire, and retain the local talent in their respective host countries. Organizations thatengage in growth strategies across global borders must orient their talent management initiatives towardsupporting global expansion. The reality of India and China engaging in a global talent management strategy is nosurprise; similarly developing countries follow a similar trend of improving upon this strategy (Gordon, 2010).The domestic and global talent supplies are dwindling (Kapoor, 2011), and competition for talent is on the rise.Thus, corporations must build organizational capabilities for successful global expansion strategy execution(Silzer & Dowell, 2010). The researcher believes that the following specific talent management initiatives wouldstrengthen a global expansion strategy: 1) develop high potential and build global talent leadership benchstrength; 2) build a global database of talent profiles; and 3) equip potential expatriates with tools to increase theirchances of global success.
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