HRM and Global Talent Management: Factors, Responses, and Analysis

This report examines the critical aspects of global talent management, focusing on the factors that drive it, such as globalization, competition, and the demand for skilled workers, as well as the demographic shifts and the need for effective knowledge transfer. The report then analyzes Coca-Cola's response to these challenges, detailing its strategic approach to global talent management, including workforce planning, recruitment, onboarding, performance management, and training. The report emphasizes the importance of a well-defined talent management process for achieving organizational goals and maintaining a competitive edge in the global market. The report concludes by highlighting the significance of innovative techniques like workplace analytics and branding for effective talent management.

Human Resource
Management and Global
Talent

Table of Contents
INTRODUCTION...........................................................................................................................1
1. Factors that drive global talent management..........................................................................1
2. Organisation's response towards the global talent management process ...............................3
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
In an business organisation, the biggest challenge faced by them is creating and
sustaining a team of strongly talented people. Business firm needs to acquire talented candidates
so that company can gain competitive advantage along with the effective work on achieving the
objectives (Scullion and Collings, 2011). Global talent management can be said as managing
various things which requires firm confronts like resources mobilisation, planning and
forecasting, staffing, training and development and evaluating staff members with the strategic
management. In this report, for the company Coca cola , it has been layout about the multi
directional global talent challenges and the ways by which the company will apply it.
1. Factors that drive global talent management
As per above introduction it is very clear about the global talent. It is basically a process
in which talent across the globe is being recruited and thus aims and objectives can be achieved
in positive manner. There are major forces for the global talent management in the
contemporary, multinational firms and they are described below: Globalisation: there are number of factors which are responsible for the expanding of the
business firm into market and those factors are shortage of talent in developed countries,
the low labour cost availability and consumers growth in the developed countries and the
technological progress. There are other issue which will rise in the future like there will
be people who will get retire in future and thus shortage of global talent between the
demand and supply and thus demand will improve for highly skilled professionals
(Schuler, Jackson and Tarique, 2011). This can provide benefits to a multinational
organisation as they are flexible in nature and thus they can adopt various number of
market conditions which have the elements of attract, develop and retain staff members
who have high skills to perform and succeed in competition which is global in nature.
There are various features of globalisation and they are as follows:
◦ Competition: There has been high competition in market place and thus to
attain the higher position in the market place and this can be done with the
help of effective and high skilled workers who can focus on attaining the
aims and tasks which are being allocated to them.
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◦ Markets: In moderns scenario, consumer has became smart and thus he
demands for high quality product with the cheap price so the focus of
companies are being shifted there.
◦ Individuals: the movement of work at a location which depends on all the
staff members so that competition and motivation can do the work.
 Demographic: The current study shows that population is being shrinking in the
developed countries due to the population is being getting older while the population in
developing countries are expanding and they are much younger. Simultaneously, the
workers who are aged and have high experience and there is younger workers on the
other side and managing both of them is tough challenge for the talent management
function (Boxall and Purcell, 2011) . Another major issue can be said as the transferring
of knowledge and experience from one generation to another without any biased nature.
 Demand for Workers with Competencies and Motivation: As per the study there are
certain elements which shows that organisation which are operating its operations
worldwide faces difficulties to find out the right kind of talent. As per the recent studies
which states that every company is finding real time problems in finding out the real
talent which is being required by the company and thus due to that the variety of
positions are being affected in many regions and countries of the world. The main cause
behind this kind of shortage is the gap among supply and demand of real talent and that is
happening due to the various factors like globalisation, new technologies in development
and learning styles (Cooke, Saini and Wang, 2014) . Studies also shows that approx 29%
of the staff members are motivated to execute the tasks and objectives of the firm and
else just follow the guidelines provided to them and thus this affect the productivity and
profitability of firm in negative manner.
 Supply for Workers with Competencies and Motivation: The most crucial part of this
kind of force is that the workers which are being supplied to the company should have
appropriate stet of skills along with the motivation and on the exact time as well. For
example: as per the study which was conducted it was stated that there are shortage of
competition among managers in a developed countries and just like that there is shortage
of technical workers in the blue chips companies just like Microsoft (Collings, 2014).
There is high competition among the workers and various countries and thus this kind of
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elements encourages the competition among various countries and this kind of force is
being supported by Govt. so that more and more jobs can be brought to the company.
From the above statement it can be stated that there are number of forces which are behind these
kind of challenges (Sparrow, Brewster and Chung, 2016) . The competition for the talent is at
peak as the global ages population and along with the nature of work and companies for the
skills they need to grow. On of the another challenges is to manage the stars by individual
balancing and thus achieving the aims and objectives of the firm.
2. Organisation's response towards the global talent management process
Coco Cola is one of a multinational association in the world whom are dealing mainly in
soft drinks and already cover maximum market share. They are dealing in variety of products
and services with a motive to maximise business profitability and could sustain at market world
as well. Thus, business have to follow suitable steps to get things done so that better results could
be gain. Management have to recruit and select such personnel whom have better knowledge and
skills to deal with diverse range of challenges. Human resource manager of a company have to
adopt suitable and appropriate steps properly so that they will lead to sustain at keen competitive
world.
Global talent management is a process which states about an association HR whom are
responsible in order to recruit and select such people for an organisation whom are dedicated
towards working and lead to follow all policies of an association as well (Jackson, S. E. and et.
al., 2011). Talent management is a process through which business become able to manage vast
number of employees properly and gain such personnel only whom have better and effective
knowledge to deal with various challenges. Every multinational company faces so many issues
and problems in their working which are not appropriate for business. Thus, staff members are
the only people whom are responsible behind success of an association.
Business development become possible only by managing each and every person
properly. Thus, development and growth of a company are highly based on an association
activities which are concerned with staff people. Global talent management is consider as
managing skills and abilities of personnel whom are responsible for a particular task and activity.
Coca cola have to adopt global talent management process effectively so that they become able
to maximise their sales properly as well as create such environment into business which support
them in growth and development. Hence, an association success are highly based on their
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employees working. From past few years, Coca Cola is performing excellent in market world
and their sales are also getting maximise days per days.
This is a reason that they already cover more and more part of market through reaching to
various parts of the world. They have many outlets and operating in more than 100 countries of a
world. This term as a major strength for a company so that better results could be gain and better
working environment could be promoted (Schuler, R. S., Jackson, S. E. and Tarique, I., 2011).
Suitable talent only get accomplish through signifying job role properly so that an
individual perform their task in an appropriate manner. Thus, talent management of Coca Cola
have definite process which is stated as follow: Workforce planning: It is essential for a business to prepare a plan so that they become
able to process establish workforce plan and a budget as well. Through budget and hiring
targets, HR of a company have to settle down such target for many personnel as per the
requirement of a company (Stahl, G. and et. al., 2012). Job position have to understand
by HR manager of a company so that they can design their workforce according to that.
Planning is a major concern behind dividing all duties between various employees of a
company. Recruiting: Another major thing which is related with talent management is to recruit
such number of people in an association whom have better knowledge about working.
Assess and hire such people in an organisation whom have better and appropriate
knowledge of working. It is essential to evaluate such people properly in order to make
things correct and appropriate in nature. On boarding: Global talent also requires appropriate and effective training through
which maximum targets become accomplish and all things get done in an appropriate and
effective manner. Targets could ascertain only through providing effective training. By
providing appropriate training to employees, management become able to gain and
produce effective outcome and make such products and services which are appropriate in
nature as well. Performance management: Managers have to maintain each and every individual
performance in an appropriate manner (Scullion, H. and Collings, D., 2011). Performance
management is a major task which perform by HR manager of a company so that better
and appropriate results could be taken out in future context. Coca Cola managing their
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performance at global level and their employees are working properly days per days
which stated about effective performance management of a company. Training and performance support: On this level, managers of a company provide
learning and training support in order to improve skills and abilities of an organisation
people. Thus, this is another major concerns and a process for managing talent. Thus,
Coca Cola have to deliver suitable training to each and every employee of a company and
support them in order to perform properly.
 Gap analysis and benefits: Managers of a company have to determine all gaps associated
with employees skills properly and then deliver suitable training to them as well (Cooke,
F. L., Saini, D. S. and Wang, J., 2014). Along with this, they also have to provide salary
benefits to every employee of a company so that better results could be gain by an
organisation.
CONCLUSION
From the above report, it can be concluded that talent management is very important for
every organisation. It is very crucial for every organisation to have effective employees who will
do their work very carefully so that the company can achieve competitive advantage in the
market. Now, the companies are facing various types of challenges in assessing the global talent
so for managing this , the company is making use of various innovative techniques like
workplace analytics, corporate social responsibilities, branding and employee segregation etc.
This report discuss about the various factors that are responsible for managing the talent globally
and the process conducted to manage the global talent.
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REFERENCES
Books and Journals
Cooke, F. L., Saini, D. S. and Wang, J., 2014. Talent management in China and India: A
comparison of management perceptions and human resource practices. Journal of World
Business. 49(2). pp.225-235.
Jackson, S. E. and et. al., 2011. State-of-the-art and future directions for green human resource
management: Introduction to the special issue. German Journal of Human Resource
Management. 25(2). pp.99-116.
Schuler, R. S., Jackson, S. E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business. 46(4).
pp.506-516.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Stahl, G. and et. al., 2012. Six principles of effective global talent management. Sloan
Management Review. 53(2). pp.25-42.
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