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International HR Issues

-Nethra Udayakumar

312312631068

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HR priorities

Leadership Development

Talent management

Recruiting high quality employees

Employee Retention

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Need for Talent Management

Multinational organizations have to manage a global

workforce to achieve sustainable growth.

Managing a global workforce is challenging -- it is

mobile, diverse, and not bound by geographic andcultural boundaries.

Challenges in attracting, retaining, and developing

people

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Evolution of Talent Management

The study entitled The War for Talent, by

McKinsey ,reflected the high tech boom times of the

late 1990s, suggested that demand for talented

employees exceeded the available supply, thusleading to the problem of talent shortage.

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Talent Management

A subset of IHRM activities to attract, develop,

retain, and mobilize individuals with high levels of

current and potential human capital consistent for

the strategic directions of the multinationalenterprise to serve the objectives of multiple

stakeholders .

(Tarique & Schuler, 2010)

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Drivers of Talent Management

Shortage of talented workers

Changing demographics

Changing attitude towards work and structureof work

Country culture differences

Language Barriers

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Top Issues Facing HR in 2013

1. Retaining the best employees in light of recentimprovements in the job market.

2. Increasing emphasis on non traditional workplacebenefits, such as flex time and telecommuting.

3. Developing the next generation of corporate leaders asmany baby boomers are set to retire.

4 Keeping corporate knowledge and finding skilled

workers.5. Keeping up with technological changes affecting work.

6. Using social media as an effective recruiting tool.

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TALENT MANAGEMENTBest Practices

Action Learning

On the job method

Coaching

Networking

With managers

With talents

Female networking

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Talents manage their own projects at

Every young talent implements a project of

his/her own during the programme (e.g.

product release etc.). The commitment of the senior management -

joint evaluation of and feedback to the owners

on the effectiveness of such projects.

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Innovation through Collaboration at

Cisco

Cisco involves the selected staff members in

real project work.

International teams are formed .

The teams work together on a strategic

project, with the support of a coach.

Results only 2% of participants have left the

firm

since its start.

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Conclusion

To meet these challenges, organizations need to

consider the HR function not as just an

administrative service but as a strategic businesspartner.