Case Memo - Global Management Problems and its Solution

Running head: CASE MEMO
Case Memo
Name of the Student
Name of the University
Authors note

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This paper aims to shed light on global management problems and its solution. To
maintain a concrete system of global talent management, some specific challenges might occur
in the process. According to Tarique and Schuler, three major problems regarding global talent
management can be seen, attracting employees, developing employees and retaining employees
(Collings & Isichei, 2018, pp. 165-187).
The very first and the major GTM challenge for MNC’s which are knowledge centred
firm is to attract employees. As it is difficult to get efficient employees, firms are struggling with
some severe issues on the verge of enticing more and more candidates and pick the right one
from them.
The second most challenge, which is development; in this field, activities have been
examined and researched for taking responsibilities of global leadership by the developing
executive managers (Cascio, & Boudreau 2016, pp. 103-114). An individual has to be capable of
working efficiently in a comprehensive environment and must have the ability to design
developmental activities as well as deliver and evaluate it. The increasing requirement of
developing in house personnel alarms the fact that the demand for an experienced and talented
employee is increasing.
The third global management challenge is retention, as the engagement of employees is
an important issue and it involves the fact that how and why the upsurge levels of employee
commitment in MNC’s encourages talent retention, improves the performance of organisations
and arises customer loyalty (Vaiman & Collings, 2015, pp. 210-225).
The challenges in terms of global talent management, each of them have their specific
reasons and causes. There are various causes of the first challenge itself, like, it is difficult for the

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hiring managers to pick out the best candidate or employee and spotlight them for the suitable
position from a defined group of people who will be ideal for their company, another cause for
this challenge is that there are shortage of candidates with resources and knowledge, although
there are many employees and the rate is always increasing (Kim et al, 2014, pp. 93-121);
however, the field lacks people with required skills and expertise and work experience, as such
people can result in company’s development and serve the best of all to the organisation in the
long run. That is why the recruitment processes follow some strict filtration and are highly
selective so that they can select the best ones (Khilji, Tarique, & Schuler, 2015, pp. 236-248).
The second one is the developmental challenge and its multidimensional causes, that
occur from the working efficiency and working ability of the employees, including designing of
the task and delivering of the work as well as evaluation of it together with the total individual
product which further affects the organisation's outcome (De Cieri, 2016, pp. 8-30).
The third most and the final challenge causes, in terms of, the level of involvement of the
employees in a multinational company and in increasing or decreasing the level of engagement
affects the organisation's reputation in the competitive market which further affects the level of
customer loyalty, retention of talent and impacts the organisational performance. These causes
altogether address on the war of talent (Cerdin & Brewster, 2014, pp. 245-252).
In the process of hiring employees, the organisation must focus on achieving short term
and long term goals and solutions, as for the development of the company I must require some
well experienced and knowledgeable candidates to work with (Collings, 2014, pp. 165-187).
Such solutions are: