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Factsheet:

International talent management

Resource summary

This factsheet was last updated in July 2016.

The need for effective international 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.. 
 
HR professionals should consider the following issues when looking at international talent management:

  • Managing the talent pipeline – employers are trying to recruit ‘ahead of the curve’ to engage individuals with particular skills and aptitudes, bearing future business needs in mind.
  • 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.

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  • The need for effective international talent management
  • Creating a talent management strategy
  • Identifying talent
  • Different types of developmental opportunities
  • CIPD viewpoint
  • Useful contacts
  • Further reading

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