13

International Talent Acquisition and Retention

Embed Size (px)

Citation preview

Page 1: International Talent Acquisition and Retention
Page 2: International Talent Acquisition and Retention

INTERNATIONAL TALENT MANAGEMENT

“ It refers to the organization’s skills of attracting highly skilled / profitable / performing workers from the workplaces all around the globe, and integrating new workers and developing and retaining current workers to meet current and future business objectives with global standards.”

Page 3: International Talent Acquisition and Retention

International Talent management is critical to the following questions:

1. Which criteria should be used to create talent pools in order to correspond with the global corporate strategy?

2. To what extent is there equal opportunity in accessing talent pools and top positions in the company? How to provide equal opportunities to all employees throughout the organization?

3. To what extent do competency models encourage intercultural diversity and international cooperation?

Page 4: International Talent Acquisition and Retention

Answers

• The challenge for the organization lies in connecting a corporate and often global strategy with diversity and local individuality.

• Providing equal opportunities for all employees and an organizational culture that regards intercultural diversity as a source of innovation and organizational learning.

• Companies need specialized talent to meet this challenge, individuals who understand the visions and overall objectives of the organization, who have an overview of company-wide strategies and can cooperate on an international level.

Page 5: International Talent Acquisition and Retention

TALENT ACQUISITION• Talent acquisition is the process of finding and

acquiring skilled human labor for organizational needs and to meet any labor requirement by recruiting, acquiring, assessing and hiring candidates to fill roles that are required to meet company goals and fill project requirements.Individual Organization

PersonalityValues

ExpectationsKnowledge

Skill

s

Interests

Strategies

Obj

ecti

ves

Values

Culture

RewardsManagement

StructureAbilities

Goals

Page 6: International Talent Acquisition and Retention

Why is it needed Internationally

– Automation, reengineering, innovation, high-yield based jobs in developed Markets.

– Out sourcing of work from developed to emerging markets.

– Companies migrating to developing countries.

– Higher growth rates in emerging markets

– Learning immigration to developed countries

– Technology and information growth adding to instability

– Diminished Progress and enhanced expectations, dissatisfaction of customers

– Birth of entrepreneurial opportunities

Barriers to Acquisition

• Not knowing the audience

• Cultural Barrier

• Language Barrier

• Legislative problems

• Background Checking

Page 7: International Talent Acquisition and Retention

Benchmarking Requirements for Success

• Talent acquisition has many facets. Bringing them together in support of achieving organizational goals is the goal of an effective and efficient hiring strategy.

1. Competitive Assessment (Process , Org-know, Technology, Performance)

2. Capabilities and Enablers3. Organizational stability4. Knowledge Management5. Technology6. Performance Management

Page 8: International Talent Acquisition and Retention

Talent Retention• Talent management is not limited to merely the

identification of employee talent, it also includes efforts to retain talented individuals in the organization and to promote them to key functions suitable to their high level skills. Particularly with regard to succession planning, internationally operating organizations must consider.

Page 9: International Talent Acquisition and Retention

How to Retain Talent at GLO-CAL Level

1. Offering jobs to people with vision and value congruence

2. Enhancing the credibility of the organization through brand-building

3. Providing opportunities for personal growth4. Creating a sense of ownership among employees

through participation in decision making and by giving equity shares

5. Creating entrepreneurial opportunities within the organization

6. Finding employees from among beneficiaries (Hospitals and Mental Asylums)

7. Providing attractive fringe benefits to employees

Page 10: International Talent Acquisition and Retention

Critical Elements of Retaining TOP International Talent

ATTRACTION

RETENTION

Constructive

Relationships at Work

Culture of Respect

and Inclusion

Opportunities for

meaningful work

Provision of Employment

is Secure and Predictable

Learning and

Development

Benefits, Compensatio

n are Fair and Attractive

Wellness, Health and

Safety

WorkplaceFlexibility

Page 11: International Talent Acquisition and Retention

GLOBAL - Four Step Process

Page 12: International Talent Acquisition and Retention

“ If you want 1 year of prosperity, grow grain.

If you want 10 years of prosperity, grow trees.

If you want 100 years of prosperity, grow PEOPLE.”

Page 13: International Talent Acquisition and Retention