Global Expansion: Talent Management Strategies and Challenges

This report examines the critical role of talent management in supporting global expansion strategies. It begins by outlining specific talent management initiatives, such as aligning talent strategies with business objectives, recognizing actual needs, and investing in high-potential employees. The report then delves into effective strategies for recruiting global talent, including building a strong employer brand through authentic content, utilizing alternative recruitment platforms, hosting national hiring days, and developing robust talent pipelines. It also addresses potential challenges in global talent management, such as adapting hiring and retention approaches, navigating complexities in workforce management, and integrating human capital considerations into business decision-making. The report concludes by suggesting how these challenges can be transformed into positive outcomes, such as creating flexible working conditions, implementing training programs, and incorporating the global workforce into business strategies. Overall, the report provides a comprehensive overview of talent management in a global context, offering practical insights and recommendations for businesses looking to expand their operations internationally.

Global Expansion
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Table of Contents
Introduction......................................................................................................................................3
What are some specific talent management initiatives that might be used to support a global
expansion strategy?..........................................................................................................................4
What strategies might be used in recruiting global talent and why?...............................................4
What are some potential challenges in a talent management initiative that might be used in a
global expansion strategy?...............................................................................................................5
Explain how these challenges may be turned into positive outcomes.............................................6
Conclusion.......................................................................................................................................6
References........................................................................................................................................7
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Introduction
Talent Management is referred to the anticipation of the required human capital in an
organization and developing a plan to attain the human resource requirement. It is demarcated as
the discipline of utilising the planned human resource planning to enhance the business value and
to make it promising for the corporations and companies to attain their objectives. Talent
management is also referred as the company’s promise to retain, employ and build the most
brilliant and finer employees accessible in the job marketplace. Thus, talent management is a
useful term to describe the business’s promise to appoint, expand, manage and hold the talented
workers.
This study will outline the some of the specific talent management initiatives which could
assist the global expansion strategy. It will also outline the strategy that could be utilised in
employing the international talent. It will also address the probable difficulties and how these
difficulties can be changed into optimistic results.
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What are some specific talent management initiatives that might be used to support a
global expansion strategy?
An effective talent management requires commercial objectives and approaches to meet the
amount of talent that a corporation needs. The first initiative could be aligning the talent strategy
with the business strategy(Ariss, Cascio & Paauwe, 2014). It is crucial to match the talent with
the business needs. Organizations such as Procter & Gamble hold a familiar belief that for the
success of the business operation, it is important to have talented employee at a right place. The
second initiative could be acknowledging the actual needs. Many studies have outlined that
businesses with the better monetary presentation are more expected to utilize the competencies
as the foundation of succession administration. The third initiative could be investing in the
best(Vaiman, Haslberger & Vance, 2015). It is evident that many companies make fault by
frustrating to increase the imperfect possessions for the expansion of its workforce equally. It is
crucial that investment is done where it’s most possibility of getting the returns. Organizations
will receive the best result when promising employees receive a disparity focus(Ready &
Conger, 2007). Investment needs to be done on two chief sorts, namely the high-potential leaders
and to the employees who create a price for their establishments.
What strategies might be used in recruiting global talent and why?
In the current business scenario, the world has become a global market, and HR of the companies
are progressively more being asked to source applicants from around the world. To complete this
task efficiently, the HR experts can take the subsequent ladder to arrange their organization to
grab some global talent(Silzer & Dowell, 2010).
Here are some of the strategies that savvy companies are using to recruit global talent:
1. Building employer brand with authentic videos and messages: Companies such as
McDonald’s, share their employee’s videos on social media platforms. These videos
reveal the excitement of the employees at the job(Vaiman, Haslberger & Vance, 2015).
They also add job descriptions on these videos which are made by company’s managers.
Companies must share their narrative messaging among the audiences that their firm is
unique in its job descriptions.
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2. Recruiting on alternative sites: in the current global scenario, spreading the recruitment
message and posting jobs on social media platforms like LinkedIn is now common.
Recruiters now have to share their recruitment messages on niche social media sites that
are frequently visited by target recruiting audience(Vaiman, Haslberger & Vance, 2015).
The AWS jobs posted by Amazon on dating site Tinder clearly define the innovative
method of recruitment. In a similar way, McDonald’s use Snapchat and Goldman use
Spotify to find new talents.
3. Holding a national hiring day: The traditional job fares have become so common that it
rarely gets noticed. Businesses now must announce a national hiring day to create a buzz.
This approach will automatically get a large amount of local free publicity. Companies
like Chipotle and McDonald’s have successfully used this approach to hire thousands of
global talent.
4. Developing a ‘wanted’ talent pipeline: Developing a talent pipeline is one of the
important strategic approaches too recruiting(Vaiman, Haslberger & Vance, 2015). This
method is very powerful as it allows a business to recognise the top recruiting prospect.
What are some potential challenges in a talent management initiative that might be used in
a global expansion strategy?
Companies and businesses today face more challenges in employing the global workforce than
ever before. Here are some of the challenges that be taken into consideration for global
expansion strategy.
The first challenge is the adaption of hiring and maintenance approaches for the coming
changing labour force. The decreasing youth residents in the developed economy and high youth
joblessness is the emerging economies are causing the shortages of skills(Morris, Snell &
Björkman, 2016). Though some of its gaps can be fulfilled by experienced workforces, the
cultural diversity will carry on to describe the global workforces as businesses need to fill the
shortages.
The second challenge is the complexities in the preparation of the hiring, managing and
integrating the global workforce(Ruddy & Anand, 2010). With the expansion of moderate cross-
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border trade, the use of interactions knowledge for the development of transnational businesses is
not likely to enhance.
The third challenge is the incorporation of the human capital opportunities and risks from
the working abroad into the business strategic decision-making.
Explain how these challenges may be turned into positive outcomes
The challenge regarding the adaption of hiring and retention strategies can be met by creating
flexible working conditions and by shifting responsibilities away from the physically demanding
work. The concern could be diminished with the identification of the right job roles, retraining
opportunities and incentives(Vaiman, Haslberger & Vance, 2015). The challenges of
complexities at the recruiting of the workers could be filled by implementing a training program
to fill the skill gaps after the workers are recruited. The challenges of incorporation can be filled
by incorporating the labour force (Vaiman, Haslberger & Vance, 2015). Development of the
training programs could help the firm in increasing its workforce numbers across the globe.
Conclusion
The study stated that companies have to identify the skills beyond what is presented in the CVs
and resumes. They need to identify the desired skills and finding it is a challenge for the HR
professionals. This study outlined some of the specific talent management initiatives which could
assist the global expansion strategy.
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References
Al Ariss, A., Cascio, W. F., & Paauwe, J. (2014). Talent management: Current theories and
future research directions. Journal of World Business, 49(2), 173-179.
Morris, S., Snell, S., & Björkman, I. (2016). An architectural framework for global talent
management. Journal of International Business Studies, 47(6), 723-747.
Ready, R. A., & Conger, J. A. (2007, September 15). How to fill the talent gap: Global
companies face a perfect storm when it comes to finding the employees they need. Wall
Street Journal (Eastern ed.), R1, 4. Retrieved from ABI/INFORM Global database.
Ruddy, T., & Anand, P. (2010). Managing talent in global organizations. Strategy-Driven Talent
Management, 549.
Silzer, R., & Dowell, B. E. (Eds.). (2010). Strategy-driven talent management: A leadership
imperative. San Francisco, CA: Jossey-Bass.
Vaiman, V., Haslberger, A., & Vance, C. M. (2015). Recognizing the important role of self-
initiated expatriates in effective global talent management. Human Resource
Management Review, 25(3), 280-286.
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