Case Study: Global Talent Management Challenges at RBL Agency, UK

This report explores the global talent management challenges faced by modern multinational firms, using RBL, a UK-based brand agency, as a case study. It discusses the importance of global talent management in achieving organizational goals, highlighting challenges such as talent shortages, relocation issues, and compensation disparities. The report delves into specific issues faced by RBL, including conflicts affecting performance, difficulties in organizational linkage due to remote work, and complexities in attracting and selecting talent while adhering to local laws. It also addresses the need for effective training and development programs to align employees with organizational goals. Furthermore, the report suggests strategies for improving global talent management, such as consolidating technologies, investing in company culture, and appreciating high-performing employees. The ultimate aim is to enhance business performance through improved talent acquisition, motivation, and retention, ensuring long-term success and client satisfaction. Desklib offers a platform to access this and other solved assignments, aiding students in their studies.

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Human Resource Management

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Table of Contents
Introduction...........................................................................................................................................1
Main Body.............................................................................................................................................1
Application............................................................................................................................................6
Conclusion.............................................................................................................................................8
References...........................................................................................................................................10

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Introduction
Human resource management is an effective approach that is used for managing the people
in an organisation. It helps business to gain competitive advantage and maximizes employee
performance. The purpose of human resource management is to gain success so that human
capital of an organisation is improved. Global talent management is a major challenge that is
faced in organisations (Allen, Lee and Reiche, 2015). In this report the concerns related to
global talent management are discussed. Talent management refers to the actions to attract,
develop and retain employees. Global talent management is used to achieve its goals. Global
talent management helps in hiring and training employees. The practices of the talent
management department must make sense in the context of the rest of the organization.
Talent management is a major concern for organizations in all the major markets around the
world. Some of the talent management challenges that are faced in the market are also
discussed.
Main Body
There are any global talent challenges faced by modern as well as multinational companies.
Talent management is on priority list for CEOs. They spend a huge amount of time in
capturing talent. Multinational companies have established a real global talent management
system. Some of the challenges that are faced while working with multinational companies
are a failure to develop understanding the importance of global talent management of an
organisation. Global talent management is a process that covers three keys one is identifying
the key position of an organisation and then capturing talent to fill the vacancy from global
scale. Global talent management have increased from the past years due to various

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challenges that are faced at time of talent shortage, relocating and locating talent, talent
surplus and compensation (Allen, Lee and Reiche, 2015).
In this assignment the company that is selected is RBL, it is a brand agency that is located at
Marlborough House in United kingdoms. The vision of the organisation is to promote firms
so that customers get an idea about how their brand is acknowledged by public. They focus
on both local as well as international market for global talent. It is a brand agency that
expands the global market and finds ways to expand the market(Evans, Smale and
Björkman, 2018). Some of the challenges that are faced by the organisation are the conflicts
that affect the performance and productivity. Global talent management is important as it
supports the company to achieve its goals. Companies have made many strategies like
making a alignment then focusing on recruiting. Without making any strategic alignment the
overall corporate strategy fails. The other challenge in term of global talent management is
that they cannot hire people for the same position at different pay scale. Thus, it is
significant to integrate the culture into talent management process. It is an important part of
human resource key term that comes across many areas. They are responsible for hiring,
managing, developing, and retaining the most talented and excellent workers in the business.
Talent management plays a competitive advantage role in linking the actions and strategies
of the organisation. RBL is working the employees from remote areas thus there arises the
problem of organisational linkage (Furusawa, M. and Brewster, 2015). The other issue is
location planning and management that arises while expanding the relocating operations.
The other challenge is attraction and selection of talent, as while attracting the talent
overseas it requires following local as well as national laws. Apart from that company
requires to develop training and development program so that employees understand the
goal and work in a fixed direction (Farndale, Scullion and Sparrow, 2010).

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It can be treated as a subset of international human resource management activity that is
used to attract, develop mobilize and retain the individual. Global talent management
emphases on two important dimensions one is that individuals that have high and critical
level of talent add value to the organisation (Mellahi and Collings, 2010). They develop
practises to manage employees with high level of talent. Thus, systematic human resource
policies and practices are developed for global talent management. They face challenges
while attracting and recruiting employees. The rewarding system differs thus it is difficult to
plan a finalised reward plan. It is difficult to develop and deploy engagement and retention
(Gallardo-Gallardo, Nijs, Dries and Gallo, 2015). The tracking and performance
management plan also becomes difficult in case of global talent management. The process
that is followed by RBl is attracting talent by branding and matching. The next is retaining
talent that could be done by engagement and psychological contract. Once the talent is
retained process need to be developed for developing talent and promoting them for lateral
movement and succession. The challenge is it becomes difficult for hiring talent and
capturing imagination. It works on a resource based view by linking the performance and
rareness (Guo, Rammal and Dowling, 2016).
Global talent management has become a strategic issue for multinational organisations as it
requires effective human resource management as the success and failure is completely
dependent on it (King, 2015). It also requires global storage of international managers. The
competition has become tough as it has moved from country to regional and global levels.
Talent management is now a part of modern, small and medium sized businesses. It becomes
difficult to manage highly diverse group of people that are entirety different in terms of their
language, culture and many other. It is important for every organisation to work on global
talent management as trend towards mobility level has increased. There is a shortage of
global leaders and growing technological requires employees that that can fit best. Global

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talent management is treated as a critical part of an organisation as it involves and
encourages managers to take part in talent management process. It is used to improve and
differentiae ways to attract new talent in an organisation (Schuler, Jackson and Tarique,
2011). In case of rbl they face issue at time of talent crunch. Employees are attracting and
retaining the employees of all level to meet the organic and inorganic needs (Morris, Shad,
Scott Snell, and Ingmar Björkman, 2016). It is important to create value proposition that
appeals to generate multiple robust leadership pipeline. It is difficult for transferring
knowledge about employees as they belong to globally divert culture (Tarique, Ibraiz, and
Randall, 2016).
The challenges that are faced by global talent management are that employees feel
pressurised as they feel hesitated to speak about the situation. From the surveys it was found
that it becomes difficult for making the employees get satisfied at the low cost. It is
important to develop talent acquisition techniques to ensure consistency (Moeller, Maley,
Harvey and Kiessling, 2016). Global talent management has various issues that have arrived
with increasing globalisation. Global talent management includes international human
resource management that attract, develop and retain people so that directions of
Multinational Corporation can be gained. It is important to improve global talent
management as it improves the business performance due to increasing creativity and
innovation in a dynamic environment (Collings, Scullion and Caligiuri, 2018). It is used for
selecting highly skilled employees for selecting specific people for specific position. One of
the major challenges that are faced in grand talent management is retention. Employee
engagement is one such issue that helps in retention. It is a challenge to promote retention
of talents, work on customer loyalty and improve organisational performance. GTM focuses
on improving quality by innovating shorter product cycles. Demographic is another way to
face global talent management as they find ways to replace the talent with someone suitable.

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Global talent management develop similar attitude and behavioural work style (Stahl, et. al,
2012). This can also generate conflicts between new employees and experienced employees.
The concept of global talent management is considered as a key strategic issue for
management level as they exists a relation between performance and GTM. The issue of
attracting talent employees have increased with time (Thunnissen, Schippers and Boselie,
2018). From the research it is found that managers face various difficulties in finding out the
talent that can fix the desired vacancy in the organisation. Effective development strategies
are found so that talent could be attracted.
Application
There are various ways through which global talent management could be implemented in
an organisation. The process can be improved by consolidating the technologies that are
used for integrating processes. They use tools through which business can manage talent
management process. It decreases HR data quality and negativity from the organisation by
clearing the conflicts. One talent management strategy is selected by the HR team and the
experts are used to develop an integrated strategy so that problem of retaining and
identifying talent is resolved (Vaiman, Haslberger and Vance, 2015).
A strategy is articulated by automating and outsourcing the talent that assures in meeting the
objective of an organisation. The talent management strategies can be improved by investing
in the company’s culture so that conflicts between employees could be avoided. The stock of
management steam and level of satisfaction could also be improved (Tarique and Schuler,
2018). The employees that work well are appreciated by offering them feedback, rewards
and recognition. Apart from that employee to employee relation should be improved by
planning and conducting new programs. It is an integrated process of an organisation that
support in offering productive culture. Global talent management can be improved by

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keeping pace with the shifts and avoiding complex working culture. The economics change
and technology is impacted by the business and talent management (Vaiman, Sparrow,
Schuler and Collings,2018). It is suggested that long term talent should be avoided by
shifting from short term simulations. The development of internal talent is cheaper and also
makes external hiring easier. For the growth of an organisation effective talent alignment is
important as it makes the dynamic processes of business visible (Vaiman and Collings,
2015). Talent management can be done by accelerating organisational change by analysing
the competitors. Some of the steps through which global talent management can be handled
are discussed now. One such is by career planning that help the organisation to identify
talent from pool of people. The other way is by understanding the need of the company this
could be done by taking feedback. It is also important to maintain a good network so that
one remains aware about new opportunities (Cascio and Boudreau, 2016). Another
important way to address global talent management is to find key ways so that company can
retain the talent by investing time, money and effort. Retaining global talent is one of the
biggest returns on investment payoff. The global career activities can be experienced by
improving global mobility so that global career opportunities could be enhanced (Cascio and
Boudreau, 2016). Apart from that, talent management programs can be developed so that
employees can be motivated.
Conclusion
It can be concluded that talent management can be achieved in an organisation by attracting
talent so that organisation processes gets improved and which in turn returns to better
business performance. Talent management support the organisation by keeping them
motivated and give reasons to work in the organisation. It allows employees to work all the
operations smoothly. It guarantees that the talented employees stay in an organisation for

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longer time. It is a systematic approach for managing the talent so that organisational
integration is maintained and it is a consistent approach.(Vaiman, Haslberger and Vance,
2015). Thus, it is recommended that talent management can be gained by attracting talent
and employee motivation. It also offers higher client satisfaction by improving business
performance. Talent management is not only limited to attracting best people but also covers
the processes like hiring, developing and retaining employees. To achieve success in
business, the most important thing is to capture talent so that goals could be achieved
(Tarique and Schuler, 2018). The next step is attracting them to work so that they can
strategically fit at the right place.

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References
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King, K.A., 2015. Global talent management: Introducing a strategic framework and
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