Companies must integrate talent strategies with global mobility strategies.
Organizations in today’s volatile economy face major challenges in building and executing effective talent management strategies. For rapid-growth market companies expanding into new markets, this challenge is particularly acute.
Our research shows that talent management strategies in emerging global companies are seriously lagging behind widening demand for products and services.
In the next decade, these companies must integrate talent strategies with global mobility strategies. They must form a top management team that has a mix of international expertise and local knowledge. Only then will a new breed of manager be able to manage effectively across multiple geographies.
We have been internationalizing successfully for many years by focusing on developing a core of experienced leaders who are able to drive growth and gain a competitive edge across borders. This is what holds our organization together.
In our experience, companies must shift from a “one-size-fits-all” style of management to one that is more inclusive. Mike Cullen,
Global Managing Partner, People EY
The most significant event in human capital in the past three to five years has been talent management’s move to the forefront. Not only is it of increasing importance to the development and execution of an organization’s business strategy, but it has also become a unique competitive advantage.
Global organizations are deploying their talent management strategy to differentiate themselves in the worlds’ rapid-growth markets:
- Balancing global and local business and human capital objectives
- Aligning objectives to performance management and reward programs
- Using mobility as a strategic component within their global talent management planning to provide specific international experiences for future leaders
Our research for this report reveals why talent management has become one of the top business and risk areas in global organizations today. Global market trends continue to challenge organizations’ effectiveness in talent recruitment, development, deployment and engagement.
While there are some effective responses, there are no permanent solutions. Responses will evolve as organizations continue to expand into new markets, searching for the most effective and efficient means to align talent management to business strategy. Bill Leisy,
Global Talent Management Market Leader, EY
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