international hr issues -talent management
TRANSCRIPT
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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.