Talent Management Strategies in Multinational Firms

This document consists of four articles that discuss the challenges faced by multinational firms in managing talent and the strategies to build and retain talents. The first article discusses the issue of aligning human resources with the ambitions of firms that have just expanded to multinationals. The second article explores the benefits of workplace flexibility for older women workers. The third article acknowledges the challenges faced by foreign firms in finding talented people who can manage their employees effectively in China. The fourth article explores the experiences of fast track graduate development programs and the roles of talent management strategy and talent management implementation. The reflection piece discusses the importance of online collaboration in 21st century talent management.

BUSM4554/4555 Assignment 1
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BUSM4554/4555 Assignment 1
Article 1: Managing talent in emerging economy multinationals: Integrating strategic
management and human resource management (Total word count: ~300 words)
No. Question
1 Critically discuss the argument(s) presented by the author(s).
In the first article, the authors present the issue of the firms that have just
expanded to multinationals due to the expansion of the economy. The firms are
faced with the problem of aligning their human resources in line with their
ambitions. The paper discusses how firms have good ideas in globalization but
surprisingly they have no strategy on how to deal with the problem of limited
talent in the new markets that they are exploring. The firms need to have a well-
built strategy to build and retain talents.
Research questions
• How do you tackle the problems related to the management of employees?
• How do you arrive at a decision of who will be the manager in HRM and
how do you deploy them?
• How do you attract, develop and retain talent?
2 What is the method – how do the author(s) convince their readers?
Data collected is basically from the secondary sources
The firms rely on the data collected and inferences made that in normal
circumstances, firms build their international operations through the in cycles
commitment to the operations abroad, learning and the building of capability.
Data on the market trends is also acquired when a multinational firm merges
with a local firm. The firms have also been relying on journal materials to get
secondary data which to some extent has been of great help. There are also some

BUSM4554/4555 Assignment 1
instances when interviews are done which are based on the responsibilities of
the executives.
3 Discuss the limitations of the research conducted by the author(s).
Management challenges and research question
The research questions developed will be useful for future research. For
this case, data collected is drawn from empirical observations aimed at
identifying the challenges faced by the multinationals. Interviews are done when
doing data collection based on the roles of the executives. There are also
discussions held by the senior executives via the EMBA settings.
The data is helpful in understanding the needs of managers in EMNEs.
The findings are documented but sometimes they are not for the purposes of
confidentiality. Due to the confidentiality of the matters, some of the
conclusions are not open for them to be challenged by the public.
Article 2: Is workplace flexibility good policy? Evaluating the efficacy of age
management strategies for older women workers (Total word count: ~300 words)
No. Question
1 Critically discuss the argument(s) presented by the author(s).
The paper discusses how age and gender shape the workplace
experiences for women, some agencies have been advocating for the flexibility
of the workplace and they point out the benefits that the employers get from the
older workers. The paper discusses the benefits that older women workers bring
like bringing life balance. The flexibility in the working hours is also discussed

BUSM4554/4555 Assignment 1
and appears to be so much motivating to the workers. The paper argues that the
attitudes of workers contribute so much to the final output but not only the
efforts put by the line managers.
Research questions
The research questions that could be formulated here could be:
• How effective is it when we incorporate flexible working hours to the
women workers?
• How do managers tackle the issue of attitude towards work for aging women
employees?
• What does an organization do to hold on the employees who feel like they
would leave the firm and look for a job elsewhere?
• What are the merits and demerits of having a flexible working policy or
policies in an organization?
2 What is the method – how do the author(s) convince their readers?
Primary data has been used here to show the line managers among other
managers contribute to the optimum production in firms. Interviews were done
to particular managers and also HR directors. There were also telephone
interviews done on several agencies that fight for the interests of women in the
working environment
3 Discuss the limitations of the research conducted by the author(s).
Some interviews were done via phone calls and hence there could not
have been so much engagement. If the data collected could have been collected
using face to face interviews, then the researchers could get clarity. The efficacy
of age could also be well addressed if all data collected was raw and this could

BUSM4554/4555 Assignment 1
have helped the firms to retain the women workers for a longer period of time.in
the study, the HR managers also appeared not to regard flexibility in the
workforce as a specific strategy to manage efficiency and appeared not to think
of their workforce in terms of the differences that exist amongst individuals.

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Article 3: Talent management of western MNCs in China: Balancing global integration
and local responsiveness (Total word count: ~300 words)
No. Question
1 Critically discuss the argument(s) presented by the author(s).
This article acknowledges the fact that China has been supporting FDIs.
As a result of the support offered by China, many foreign firms have entered
china so as to look for new business opportunities. The businesses have faced
severe challenges in finding talented people who can manage their employees
effectively. The paper also discusses the several ways in which MNCs can
transfer talent management to China that will focus mainly on the development
of talent and therefore retain the workforce.
Research questions
• What is the degree to which practices are implemented in the recipient unit
while transferring HRM practices from different countries to China?
• What external factors influence the transfer of HRM practices?
• Generally, what organizational factors affect the transfer of HRM practices?
• How do employers in China deal with employees in MNCs?
2 What is the method – how do the author(s) convince their readers?
In this study, the secondary sources of data have been used to a large
extent. The authors have majored on the use of published journals to deal with
the identified issue of HRM management. The qualitative data collected has
helped the authors precisely gather very comprehensive information that is
bound to help the line managers and HRM in general in the management of
employees. The research has also paved way for the HRM managers to

BUSM4554/4555 Assignment 1
implement the HRM practices. The study has also opened chances for the MNCs
to introduce subsidiaries in China.
3 Discuss the limitations of the research conducted by the author(s).
The world-class talent is so limited in China. Research done by the
authors was so limited since it did not cover large areas but only a small sample.
This could easily give biased results. The research was also done within a very
short period of time and this could possibly mean that the data collected was not
adequate to make any concrete and useful inferences. The data could have been
collected using other sources of data collection instead of reading from journals
since the materials might possess data which is exaggerated.

BUSM4554/4555 Assignment 1
Article 4: The role of the psychological contract in shaping graduate experiences: a
study of public sector talent management programmes in the UK and Australia (Total
word count: ~300 words)
No. Question
1 Critically discuss the argument(s) presented by the author(s).
The management of talent is of great importance in the construction of
competitive advantage. There is no such research that has been done on the
factors that influence the achievements of talent management programs. This
paper explores the experiences of fast track graduate development programs.
The program is meant to address the needs that an employer should have so as to
meet the demands of each employee in an organization. The roles of talent
management strategy and talent management implementation are also discussed
and the impacts of the line managers.
Research questions
• How is talent management implemented in organizations?
• What is the role of talent implementation in organizations?
2 What is the method – how do the author(s) convince their readers?
Data collection method applied in this case is secondary sources
whereby there has been the utilization of journals. The journals show that
different scholars have shown very intensified views concerning the importance
of having flexibility in the working environment
3 Discuss the limitations of the research conducted by the author(s).
During the data collection, the researchers used only secondary sources
of data which give data that is not first hand. This kind of data may be biased
since it is based on what the first-hand data collector witnessed and they might

BUSM4554/4555 Assignment 1
have exaggerated the data. The data may also be out-dated. If the researchers
used primary sources of data collection, they could get information on how
employees are treated and if they are satisfied with the manner in which the line
managers treat them.

BUSM4554/4555 Assignment 1
Reflection: Why is online collaboration crucial in 21st century talent management?
(Total word count: ~300 words)
Please complete the ‘Collaborating Online’ micro credential before writing this reflection
piece.
Provide the URL of your ‘Collaborating Online’ micro credential badge here:
http://t.cred.ly/l/96a17873-0b7d-4643-9022-f75ca0f93121
Write your 300-word reflection here:
In the 21st century, if any entrepreneur like me wants to succeed in business and
surpass the other competitors, it is important it is important then that I learn how to hire the
best employees and mound them to become leaders and keep them excited so that they can
always work in my organization. The human resource will not be just like any other
department in my business. It will be the soul of the business since it will be the one
concerned with picking the best team possible.
For me to have the best team, I am aware that I should have an optimized acquisition of
talent. I should also unleash performance management and retain the workers. The workers
should also be engaged in continuous learning of the changing technology. My HRM
managers should be well equipped with global leadership so that they can accommodate
people of different cultures and diversity. Global leadership will also be important since it
will also enable the HRM to accommodate for the workplace flexibility. The female
worker retention will be of great importance to the aging workforce. Given that the female
workers are given chance to work under a flexible schedule, they will feel motivated and
do their best for optimum production of goods and services. With the improved
technology, the business experts that I am going to employ under HRM will be able to
keep track of the employee records in a chronological order and this will be helpful in the
measure of the employee performance.by the use of advanced technology, the HRM

BUSM4554/4555 Assignment 1
managers will also find it easy to train, discipline and recruit employees and this will lead
to good performance in the business.

BUSM4554/4555 Assignment 1
Reference List:
Clarke, M., & Scurry, T. (2017). The role of the psychological contract in shaping
graduate experiences: A study of public sector talent management
programmes in the UK and Australia (Links to an external site.)Links to an
external site..The International Journal of Human Resource
Management.Advance online publication.
doi: 10.1080/09585192.2017.1396545
Earl, C., & Taylor, P. (2015). Is workplace flexibility good policy? Evaluating the
efficacy of age management strategies for older women workers (Links to
an external site.)Links to an external site.. Work, Aging and
Retirement, 1(2), 214-226.
Greenstein, L. M. (2012). Assessing 21st century skills: A guide to evaluating mastery and
authentic learning. Corwin Press.
Hartmann, E., Feisel, E., &Schober, H. (2010). Talent management of western
MNCs in China: Balancing global integration and local
responsiveness (Links to an external site.)Links to an external site.. Journal
of World Business, 45(2), 169-178.
Meyer, K. E., & Xin, K. R. (2018). Managing talent in emerging economy
multinationals: Integrating strategic management and human resource
management (Links to an external site.)Links to an external site.. The
International Journal of Human Resource Management, 29(11), 1827-1855.