Analyzing the Role of Self-Initiated Expatriates in Talent Management

This report investigates the significant role of Self-Initiated Expatriates (SIEs) in global talent management. It begins by defining SIEs and highlighting the increasing importance of global talent management in a world characterized by globalization and technological advancement. The report explores the rationale behind the study, emphasizing the need to understand how SIEs contribute to organizational success by fulfilling human resource requirements and bringing specific skills and knowledge to business operations. The methodology includes an exploratory approach using secondary sources like books, journals, and online articles, analyzed through a qualitative technique. The findings reveal that SIEs directly support global talent management, enabling companies to acquire the right talent and address skill shortages. The report concludes with recommendations for companies, such as focusing on retaining diverse individuals, implementing motivation tools, developing effective HR management plans, offering competitive rewards, fostering a comfortable work environment, and providing training sessions. The report underscores the SIEs' impact on global talent management and provides actionable insights for businesses aiming to optimize their talent strategies.

ROLE OF SELF-INITIATED
EXPATRIATES IN GLOBAL TALENT
MANAGEMENT

ACKNOWLEDGMENT
I would like to owe my thanks to my mentor who has motivated me to carry out this
study in every possible manner. Further, the guidance along with support provided to me is
highly appreciable. Along with this, I want to give thanks my friends and family members who
guided me at every stage and through this, it was possible for me to gain expected results. At the
end, I would like to thank my colleagues as their support assisted me to undertake this study in
an appropriate manner. With the knowledge shared by my friends, I was supported in every
chapter of the study and same enhanced the efficiency of research.

ABSTRACT
Expatriate is regarded as person who lives outside their native country. Apart from this,
the overall rise in the level of SIE has enhanced due to presence of large number of factors which
takes into consideration global business, career opportunities in the foreign market, free
movement of people etc. In the globalized world economy and technological advancement more
and more skilled people are looking for job opportunities in the international market so that they
can easily accomplish their personal goals along with objectives. The main reason behind
carrying out this study is “To understand the role of self initiated expatriates in Global talent
management”. Further, the entire study sheds light on the concept of global talent management
which has been supported through self initiated expatriates.
The present study being carried out is exploratory in nature where main stress is on
exploring new ideas. Considering the present study only secondary sources have been used and
information has been collected from the books, journals and online articles which are associated
with the topic. Inductive approach has been adopted and Interpretivism as a philosophy has been
employed. For analyzing information qualitative technique has been used for analyzing
secondary data and through this it is possible to answering all the research questions.
After conducting the entire research it has been found that concept of SIE directly
supports in global talent management and through this it is possible for companies to obtain right
talent. Further, it fulfil human resource requirement of the organization and large number of
individuals apply skills along with knowledge in business operations. On the basis of conclusion
there are some recommendations to companies who are hiring expatriates. Companies must
focus on retaining individuals who are from different areas and motivation tools must be
undertaken for same. Proper plans must be developed in relation with management of human
resource as expatriates have some sort of expectations from management and same can be met if
business applies efforts in managing their talent. Effective reward along with monetary benefits
must be provided to the expatriates. Effective environment must be developed within the
workplace so that expatriates may feel comfortable. Training sessions must be organized for
individual from other areas so that they can know about the organizational culture and employees
who are already working in the company

TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION....................................................................................................1
1.1 Background of the study........................................................................................................1
1.2 Rationale of the study............................................................................................................2
1.3 Problem statement.................................................................................................................4
1.4 Aims and objectives...............................................................................................................5
1.5 Analysis and framework........................................................................................................5
1.6 Significance of the study.......................................................................................................6
1.7 Structure of the dissertation...................................................................................................6
CHAPTER 2: LITERATURE REVIEW.........................................................................................8
2.1 Introduction............................................................................................................................8
2.2 Importance of talent management at global level..................................................................8
2.3 Link between self initiated expatriates and global talent management.................................9
2.4 Benefits of global talent management.................................................................................14
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................18
3.1 Introduction..........................................................................................................................18
3.2 Research design...................................................................................................................18
3.3 Research type.......................................................................................................................19
3.4 Research philosophy............................................................................................................19
3.5 Research approach...............................................................................................................20
3.6 Data collection.....................................................................................................................20
3.7 Sampling..............................................................................................................................21
3.8 Data analysis........................................................................................................................21
3.9 Research limitations.............................................................................................................21
3.10 Reliability and validity......................................................................................................22
CHAPTER 4: DATA ANALYSIS................................................................................................23
4.1 Introduction..........................................................................................................................23
4.2 Thematic analysis................................................................................................................23
CHAPTER 5: CONCLUSION AND RECOMMENDATION.....................................................30
5.1 Introduction..........................................................................................................................30
5.2 Conclusion...........................................................................................................................30
5.3 Recommendations................................................................................................................32
REFERENCES..............................................................................................................................34
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CHAPTER 1: INTRODUCTION
1.1 Background of the study
In the modern era qualified professionals are scarce in global business where large
numbers of companies are not able to hire skilled workforce who can support firm in carrying
out overall operations. Further, self initiated expatriates have become significant part of the
global talent pool where large numbers of companies operating at global level are searching for
skilled workforce. Moreover, expatriate is regarded as person who lives outside their native
country. Apart from this, the overall rise in the level of SIE has enhanced due to presence of
large number of factors which takes into consideration global business, career opportunities in
the foreign market, free movement of people etc (Sankovich, 2014). By hiring individuals from
different countries it is possible for business to deal with the range of challenges being present at
global level. Further, expatriates perceives that individual return on investment is taking place
from global assignments which totally focuses on non financial along with value based gains.
Apart from this, it is well known fact that any individual is encouraged to shift from one country
to another due to presence of large number of opportunities. At present, at many countries who
are economically sound are providing right opportunities to the people who are having proper
knowledge along with skill. Further, it directly assists in career development and allows
individual to work on wider platform. On the other hand, companies operating at global level are
in search for right talent so that they can sustain in the market for longer period of time.
Moreover, various effective ways are present with the help of which it is possible for
companies operating at global level to manage talent and they can easily work with skilled
individuals. In the globalized world economy and technological advancement more and more
skilled people are looking for job opportunities in the international market so that they can easily
accomplish their personal goals along with objectives (Cao, Hirschi and Deller, 2012). Due to
presence of talent shortage in large number of countries and rise in the demand for intercultural
flexible workforce with more differentiated skills set SIE as a concept is gaining more
importance. People living in country like India have started to migrate in other countries in
search for right job where they can easily apply their skills along with knowledge for their
personal growth also. On the other hand, it is well known fact that countries which are not
economically sound are not able to provide right job opportunities to the people and this is
unfavorable for the people living in the society. New companies are rapidly entering into the
5

global market and they are able to provide right opportunities to the people who are from other
country. Due to this basic reason, individuals living in other nations have started to shift in other
countries where they receive right platform to work and this is favorable for their personal
development also (Scullion and Collings, 2011).
1.2 Rationale of the study
The main reason behind carrying out this study is “To understand the role of self initiated
expatriates in Global talent management”. Further, the entire study sheds light on the concept of
global talent management which has been supported through self initiated expatriates. People
living in the society have started to shift from one nation to another with the motive that they can
obtain right growth opportunity. Further, it is well known fact that every individual applies large
number of efforts for personal growth and development (Selmer and Lauring, 2014). Therefore,
the concept of self initiated expatriates is gaining importance in the present era and it is allowing
large number of companies at global level to operate efficiently. Apart from this, hiring right
talent has become necessary for businesses as large numbers of challenges are present in the
market which firms have to deal with while carrying out operations.
Moreover, to understand the actual role of self initiated expatriates in global talent
management has become must for business so that it is possible to boost organizational
productivity and in turn market performance can be improved easily. In short, global talent
management is one of the key concepts of human resource management. Moreover, concept of
self initiated expatriates is linked with career success and it allows individual to apply right
knowledge along with skills in the workplace operations. On the other hand, every business
enterprise has started to apply higher efforts in managing talent at global level and through this
they are able to grab large number of opportunities in the market. Further, working with skilled
staff members allows in enhancing overall value of the operations being carried out by them and
is fruitful for the entire business. Moreover, their exist large number of reasons due to which
individual prefers to shift from one country to another where major one is job security as
individuals who are working in any nation many not be provided proper job security due to
which they prefer to shift in other countries for their future growth. Apart from this, at present
economy of every country is adversely affected due to unfavorable situation such as inflation and
recession (Taneja, Sewell and Odom, 2015). So, this has also influenced the entire job market
where individuals are not able to get right job which matches with their requirement. In short,
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overall downturn in the economy also encourages individuals to shift in other countries where
they can earn high income with the motive to raise overall standard of living. Sometime, it is
possible that companies are not able to provide right opportunities to the workforce hired and
due to decline in level of motivation they search for places where they are able to obtain right
employment opportunities. SIE not only crosses countries but also cross firms and they totally
focuses on their personal growth rather than on other areas. Further, when any individual takes
decision to move in any new country then one of the issues arises is linked with adoption of new
culture as people living in the society belong to different culture and religion which acts as
hurdle (Waters and Rinsler, 2014).
Talent management as a concept takes into consideration large number of activities which
are development of staff members within the workplace, determining key talent, management of
talent flow, ensuring retention of talented employees etc. In short, talent management allows
business to gain competitive advantage where it becomes easy to boost organizational
productivity and allows to respond towards the changing need of target market. Basically the
phenomenon of self initiated expatriates is not new and they play key role in the business and
larger numbers of efforts are applied for the welfare of business. Self initiated expatriates
supports in delivering large number of challenges for HR along with talent management. Further
it is well known fact that to manage workforce in effective manner is one of the main objective
of the business and this can be accomplished when their needs are kept on the top of priority
(Andresen, Ariss and Walther, 2012). Global talent management is all about merging human
resource and knowledge management so that all the key operations of the business can be carried
out in appropriate manner. Apart from this, global talent management provides support in
dealing with the human resource working in the organization.
Moreover, policies of global talent management along with practices have direct
influence on capacity of the business to generate, transfer and apply information in favor of the
business. On the other hand, market conditions are changing at faster pace where majority of the
companies prefer to apply efforts in retaining workforce which are knowledgeable and skilled. In
short, skilled staff members can allow business to carry out operations in unfavorable situations
and can act as development tool for the entire company. Further, one of the main reason due to
which individuals prefer to shift in other countries is that their talent are considered by
management and they can easily work for longer period of time within the workplace (Anfara Jr
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and Mertz, 2014). Moreover, for boosting talent of employees within the workplace they are
delivered proper training and this also supports in their development which is also favorable for
business.
Further, the significance of paying attention to SIE personal life has increased so that
overall operations of the business may not be influenced due to this. No doubt, business carries
out its operations in the market where environment is quite challenging and therefore there is a
need to indulge into practices of global talent management so that favorable outcomes can be
attained easily. It also supports in retaining staff members within the workplace which is also one
of the main challenge faced by business at the time of operating in the market. In short global
talent management is associated with development of workforce.
The main issue linked with the self initiated expatriates is that individuals are not able to
obtain right platform and due to this basic reason they prefer to migrate from one place to
another. Further, it is well known fact that when any individual does not get right employment
opportunities then it becomes necessary to shift from one country to another in search for right
opportunity. The main challenge is lack of right employment opportunities, job satisfaction,
unable to fulfill basic requirement etc. This directly encourages individual to search for the
nation where employment opportunities are present easily and provides base in satisfying
personal needs also (Cerdin and Pargneux, 2010). Apart from this in the modern era every
business has started to take initiatives with the motive to manage self initiated expatriates. In
short, companies are able to receive skilled workforce who is capable enough of carrying out
crucial operations of the business. Further, businesses operating in the market are required to
satisfy their basic needs and by understanding their actual requirement self initiated expatriates
can be managed in appropriate manner. Moreover, it is well known that economic condition of
all the countries are not sound and due to this reason migration of people takes place. Further, it
can be said that the poor economic connection leads to unemployment in countries that forces
labour to move towards international countries for the purpose of searching for jobs. It can be
said that there is a direct impact of unemployment on Self-Initiated Expatrs.
1.3 Problem statement
The main problem associated with the entire study is to know the actual role of self
initiated expatriates in global talent management. Further, one of the main challenges faced by
every business within the workplace is to manage talent at global level as they are involved in
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the practices of recruiting individuals from different countries. Moreover, through global talent
management it is possible for companies to operate efficiently and they can easily focus on their
desired aims along with objectives. Concept of self initiated expatriates is fruitful for business
and through this it is possible for company to operate efficiently.
1.4 Aims and objectives
The main aim behind carrying out this study is “to assess the role of self initiated expatriates
in global talent management”. Further, following objectives will be set for the study which is as
follows:
 To analyse the link between self initiated expatriates and global talent management
 To identify the factors that results in motivating the individuals to shift from one country
to another. To identify the manner in which global talent management is supported by self-initiated
expatriates.
Research questions
Following are the research questions which have been developed for the accomplishment
of aim and objectives of study which are as follows:
 What is the link between self-initiated expatriates and global talent management?
 What are the factors that enhance motivation level of individuals to shift from one
country to another?
 How global talent management is supported by self-initiated expatriates?
Therefore, these are some of the research questions being developed for conducting the
study in appropriate manner. Further, this has provided support to carry out research in
appropriate manner.
1.5 Analysis and framework
The present study being carried out is exploratory in nature where main stress is on
exploring new ideas. Further, through this design it is possible to know the actual role of self
expatriates in global talent management. New ideas can be easily explored by undertaking this
design and this can enhance reliability of the entire research being carried out (Cooper and et. al.,
2006). Further, for collection of information two sources are present which are crucial for the
study. Both primary along with secondary sources are present through which information is
collected. Considering the present study only secondary sources have been used and information
9

has been collected from the books, journals and online articles which are associated with the
topic.
Further, primary information has not been collected as considering the present study it is
not possible to undertake primary source. Moreover, inductive approach has been adopted where
results move from specific to general. The entire study is based on role of self initiated
expatriates on global talent management and it is one of the main reasons behind considering
deductive approach for the present research (Saunders and et. al., 2009). Apart from this, no
sampling technique has been employed for conducting research as primary information has not
been collected. Interpretivism as a philosophy has been undertaken for conducting research
which is associated with checking the subjectivity of the topic. For analyzing information
qualitative technique has been used for analyzing secondary data and through this it is possible to
answering all the research questions.
1.6 Significance of the study
The entire study being carried out is significant at both corporate and academic level.
Further, at corporate level it is possible for other businesses to understand the actual role of self
initiated expatriates in global talent management. Through this it is possible for businesses to
hire skilled workforce which can support business in performing better. Apart from this,
companies can easily meet with the actual requirement linked with the workplace and can assist
to deal with the challenges being present in the business environment. On the other hand, this
study is also beneficial at academic level where students and other type of learners can gain
information regarding self initiated expatriates and in turn they can know about the concept of
global talent management. Therefore, in this way the entire research is useful at both academic
and corporate level.
1.7 Structure of the dissertation
For conducting the entire research in appropriate manner it is necessary to follow
appropriate structure so that expected results can be gained easily. Further, the structure of the
dissertation which has been followed in the present study is as follows:
Chapter 1 Introduction: It is the first chapter of the dissertation which provides information
regarding the topic being chosen for the research. Further, it takes into consideration major topic
such as background, rationale, aims and objectives etc. Moreover, this chapter supports in
accomplishing aim and objective of the research which is necessary.
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Chapter 2 Literature review: This chapter undertakes the research done by various authors on
the topic being chosen for the study. Further, the critical analysis carried out supports in carrying
out the entire research in effective manner which also enhances efficiency of the entire study. In
the present study views of various authors have been considered linked with self initiated
expatriates in global talent management and this has provided base to the entire research.
Chapter 3 Research methodology: This chapter undertakes different tools and techniques with
the help of which entire research can be carried out. Further, various tools have been selected by
considering the nature of the study. It undertakes research approach, design, data collection,
analysis etc. In short selection of right tools is necessary for the entire research and it directly
supports in obtaining expected outcomes.
Chapter 4 Data analysis: It is one of the most important chapter of the dissertation where
information gathered with the help of primary and secondary sources is analyzed. Two
techniques of data analysis are present namely qualitative and quantitative which are used in the
study. Considering the present study data has been collected from secondary sources and such
information has been analyzed by using qualitative technique by forming different themes.
Chapter 5 Conclusion and Recommendation: It is the last chapter of the dissertation which
provides information regarding the findings derived after conducting study. Further, conclusion
is based on the analysis done in the research. Considering the present study conclusion has been
derived through qualitative analysis and on the basis of same recommendations have been
provided.
Therefore, this is the appropriate format of the present study which has been followed
with the motive to carry out research in effective manner. Further, it can easily enhance
reliability and validity of the research.
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CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
It is the second chapter of the dissertation where views of different authors are considered
for carrying out the entire research in appropriate manner. Further, main stress of the present
study is on determining the role of self initiated expatriates in global talent management.
Therefore, due to this basic reason views of different authors have been undertaken so as to
accomplish this aim. Moreover, different themes have been formed on the basis of topic selected
for the research and in turn it has enhanced efficiency of the entire research in every possible
manner.
2.2 Importance of talent management at global level
As per view of Doherty, Dickmann and Mills, (2011) talent management is regarded as
commitment of business enterprise to hire, retain and manage talented employees within the
workplace. Further, it is well known fact that without skilled workforce no business can operate
efficiently in the market and it is linked with overall success and failure of company in the
market (Doherty, Dickmann and Mills, 2011). In short, importance of talent management at
global level is increasing at faster pace where all the range of operations carried out by
employees is crucial for the business. Further, it is necessary for business to hire skilled
workforce who is capable enough of managing all the key activities of the firm and this assist in
delivering proper services to the target market. At global level, market size is wide and due to
this reason various challenges are present which business has to deal while operating in the
market.
However Collings, Scullion and Morley (2007) argued that, talent management provides
long term benefits to the organization and in turn it becomes easy to operate efficiently in the
market. Moreover, every individual present within the workplace has capability to perform and
they focus on meeting with the expectations of the management. Talent employees are valuable
for business and without their support it is not possible for firm to operate in the market for
longer period of time (Collings, Scullion and Morley, 2007). Moreover, in the present era
majority of the companies in the market are dealing with the issue of retaining talented
employees due to presence of many reasons. Therefore, such type of issue can be resolved
through talent management where staff members within the firm can be encouraged through
different methods and they can work for the betterment of business.
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Large numbers of factors are present that encourages individuals to shift from one
country to another. Career development is one of the major reason due to which individuals shift
from one country to another as through this they can easily accomplish the goals which are being
set for their personal life. Moreover, many time it is possible that resident of any country may not
obtain large opportunities as expected due to which individual takes decision to shift to another
country so that their personal development is possible through this and in turn acts as
development tool (Cao, Hirschi and Deller, 2012). Moreover, in every country different
opportunities are being present which are totally in favour of people living in the society. Job
security can also be considered as major reason due to which individual shifts from one country
to another as in many countries due to economic downturn economy is not in favour due to
which people living in the society prefers to shift in other countries.
According to Howe-Walsh and Schyns (2010) many companies in the modern era are
dealing with the issue of hiring skilled workforce and they are not able to find right candidates
who are capable enough of carrying out key operations of the business. Therefore, in such
condition it is necessary to develop existing workforce and managing staff members who are
already working in company as they can easily support company in unfavorable situations. In
short, talent management can be regarded as key to organizational success in the global market
where business can grab large number of opportunities (Howe-Walsh and Schyns, 2010).
2.3 Link between self initiated expatriates and global talent management
As per view of Tharenou and Caulfield (2010) self initiated expatriates is regarded as the
phenomenon of foreign executives in local companies. Further, in the modern era every
individual living in the society has started to shift from one country to another in search for right
job opportunity. At global level, people are receiving right platform where they can easily work
and can carry out overall operations for the betterment of company (Tharenou and Caulfield,
2010). This directly assists in accomplishing personal goal of any individual and supports in
career development also. Further, their exist large number of opportunities for individuals at
global level and they provide direct support to companies so that they can easily perform in
complex business environment. However Lee (2005) argued that at global level economy of
every country is sound and due to this basic reason people migrating from other countries are
provided proper support in the form of career development. Further, it also assist in talent
management where companies are able to work with talented workforce who have proper
13

knowledge and skills in any specific field. Moreover, it also supports company in gaining
competitive advantage and challenges linked with management of human resource can be tackled
easily by business (Lee, 2005).
At present, large numbers of people have started to migrate from one place to another
with the motive to satisfy their personal needs. Such migration is directly supporting businesses
which are operating at international level. Generally, it has been identified that people who are
highly skilled and knowledgeable prefer to shift from one nation to another as they are not able
to obtain right job which suits with their qualification. Moreover, every individual prefers to
work in organization which provides them good platform and growth on continuous basis takes
place in the form of monetary benefits etc. According to Jokinen, Brewster and Suutari (2008)
when any individual migrates from one country to another then large number of issues has to be
faced such as adoption of new culture, working style etc. Therefore, in such situations it is
required for business to take corrective actions so that talent can be easily managed at global
level. In short, SIE has special position within the workplace and this directly encourages them
to play a bridge building role (Jokinen, Brewster and Suutari, 2008). Their capability along with
overall efforts applied supports business to perform and it becomes easy to accomplish mission
along with vision. Apart from this, to manage workforce from different nations or area is
difficult for business and it is required for management to understand the overall concept of
global talent management. Every individual from other nations arrive to specific country with
some expectations and same can be accomplished if every business at global level plans to
manage talent of workforce in appropriate manner (Cerdin and Pargneux, 2010). Apart from this
work adoption takes place slowly as individual from other country may not be able to understand
working style of others. Moreover, every company is required to develop effective policies along
with laws so that they can easily with skilled workforce in international market.
As per view of Thorn (2009) due to presence of large number of external factors in the
market shortage for skilled and talented workforce is rising at faster pace in the market.
Therefore, it has become one of the main challenges for companies operating in the market.
Further, businesses have to develop effective strategies with the motive to attract and recruit top
talent. Through this, it is possible for companies to enhance market performance and in turn
profitability along with market share at global level can be enhanced easily (Thorn, 2009). Firms
have started to target people who are residing in other countries so that it is possible to work with
14

highly skilled workforce. Attracting diverse pool of individual and rendering them proper career
support is fruitful for business in every possible manner. Businesses operating at global level are
directly attracted by self initiated expatriates higher level of education, international experience
and they are capable enough of carrying out business operations in the market.
However Doherty, Richardson and Thorn (2013) argued that global talent management
through support of SIE assist companies in optimum utilization of resources and provides every
type of advantage to business. Organizations which are operating at local level provide
networking opportunities to local expatriate community. Further, it is well known fact that for
companies it is not easy to hire educated SIE with high experience in the international market.
Therefore, it is necessary for business to develop more effective strategies with the motive to
determine highly valuable SIE and their brand image can be enhanced through this (Doherty,
Richardson and Thorn, 2013). Moreover, paying attention to SIE personal life needs is
significant for business and it supports in management of human resource.
Further, in case if SIE is having family, moving and living abroad is most challenging
task as they have to adopt other culture. Apart from this, work being carried out at international
level not only influences the working life of self initiated expatriates but also entire life situation.
In short, it can be said that to work in the global market is one of the most challenging task for
both SIE and their families and it usually acts as hurdle in their personal lives (Biemann and
Andresen, 2010). Due to this basic, reason management of talent at global level is must for
business to manage human resource in effective manner so that business can easily deal with
large number of challenges. Apart from this, it is necessary for every company to determine SIE
key knowledge so that proper opportunities can be provided to them within the workplace and
this can also act as development tool for the entire business.
To better understand the link between self initiated expatriates and global talent
management it can be said that expatriates provides better talent to the individuals at
international level where range of knowledge along with skills are applied in business
functioning. As per view of Doherty, Dickmann and Mills (2011) issue linked with shortage of
skilled workforce can be easily managed by business through support of expatriates and it can
allow company to sustain in the complex environment for longer period of time. Apart from this,
individuals have to face large number of difficulties while working in any other nation as they
are not aware about the culture, religion, working style etc. Therefore, businesses have to
15

consider these issues so that workforce can be managed in appropriate manner and it is fruitful
for entire business. For successful expatriation it is necessarily required for individual along with
organization to apply joint efforts so that they can easily work with each other (Doherty,
Dickmann and Mills, 2011).
Apart from this, goal of every individual behind expatriation is career development and
same can be accomplished if business provided them proper platform for working. Further,
companies are required to ensure actual requirement of individuals who are moving from one
country to another. By fulfilling their needs it is possible for management to manage talent at
global level in efficient manner and has positive impact on business performance also. According
to Howe-Walsh and Schyns (2010) sometime it is possible that expatriates are not provided
proper support while adjustment in any organization then individual may prefer to work in other
company which can provide support especially in adjustment and understanding about culture of
new country. Apart from this, in the modern era few firms are operating in the markets which are
indulged into practices of dealing with self initiated expatriates but it is necessary for every
company to apply larger efforts to do the same as they play significant role in global talent
management (Howe-Walsh and Schyns, 2010). In short proper support is required by individuals
so that they can adopt culture, working style of any country. Moreover, expatriates are highly
motivated as they decision linked with migration for career development and in case if they
talent is fully utilized and considered important then they will surely prefer to work in the
company for longer period of time. It can act as development tool for the entire business as in
each and every department skilled workforce can be hired which belongs to other nations.
As per view of Tharenou and Caulfield (2010) structure of organization also plays key
role in global talent management as sometime it is possible that businesses have not developed
flexible structure due to which people from other country may not adjust easily. Further, in case
if proper career opportunities are not provided to individuals then expatriate will be of no use. It
is the ultimate objective of every business to hire skilled workforce which can carry out all the
crucial operations in appropriate manner. It has been analyzed that self initiated expatriates
adjust better to the social environment and such type of adjustment is very beneficial for
individual as through this performance of expatriate within the workplace can be enhanced easily
(Tharenou and Caulfield, 2010). In short SIE are regarded to be less costly for business and
generally it is not required for business to convince them for performing operations. They are
16

highly self motivated and prefer to apply efforts in business operations so that business can
enhance overall performance at global level.
Further, they prefer to accept all the challenges being faced while working and same is
fruitful for business also as company can manage such type of individuals easily. According to
Fitzgerald and Howe-Walsh (2009) in the era of modernization businesses have to operate on
wider platform and in favor of their development there is a need to hire skilled workforce so that
business can easily accomplish its long term aims and objectives. Further, the experience along
with knowledge which expatriates posses is applied in other organization operating in other
country which enhances business capability to sustain in the market. In short, majority of the
companies operating at international level are highly dependent on self initiated expatriates as
management is able to gain large number of benefits such as rise in market share along with
profitability (Fitzgerald and Howe-Walsh, 2009). Further, every business has started to hire
individuals globally as through this they are able to work with different type of people which
differs in background, skills, knowledge, talent etc. Apart from this, expatriates provide large
number of opportunities to business as the range along with skills applied supports business in
performing better. In short it can be said that role of self initiated expatriates in global talent
management is highly significant and by managing individual from different nations it is
possible for companies to work for their success.
Overall trends in the market have been changed where concept of self initiated
expatriates is gaining more importance. As per view of economic condition of particular nation
encourages individual to take decision whether to migrate from one place to another or not. As
per view of Cerdin and Pargneux (2010) as compared with past trends have changed where every
individual focuses on personal growth along with employment opportunities provided. Further,
many times it is possible that employees present within the workplace are not provided
appropriate platform to work and this is one of the major reasons due to which they prefer to
migrate new place for obtaining right opportunities. The alteration in overall trend has benefitted
companies where they are able to work with more talented individual and has assisted in
enhancing business efficiency (Cerdin and Pargneux, 2010). There is a need for businesses to
focus on expatriate management so that more favorable outcomes can be attained through this.
However Collings, Scullion and Morley (2007) argued that global talent management in
terms of expatriate is beneficial as through this business performance can be enhanced easily.
17

Apart from this, at global every organization carries out function on wider basis and it is
necessarily required for company to hire skilled workforce so that overall operations can be
carried out in effective manner. Management of expatriate provides long term advantage to the
business and it becomes easy to deal with the range of challenges being present at global level. It
can provide long term advantage to business in terms of rise in profitability level along with
market share (Collings, Scullion and Morley, 2007). Expatraites can assist business to obtain
right talents which are effective enough in conducting business operations as per need of target
market. Every business has to develop effective strategies so that they can easily utilize skills
along with knowledge of workforce at global level.
2.4 Benefits of global talent management
As per view of Cerdin and Pargneux (2010) managing talent at global level provides
large number of benefits to business and they are directly associated with the growth and
development of business in the market. One of the main benefits which companies at
international level can obtain is right person in the right job as individuals hired by firm are
assigned right job by considering their skills along with knowledge. In short, it allows business
to sustain in the market for longer period of time. Further, SIE allows business to work with
highly talented employees who are capable enough of carrying out crucial operations and this is
also beneficial for the company (Cerdin and Pargneux, 2010). Moreover, at present many
organizations are dealing with the issue of lower employee motivation and same can be resolved
by encouraging them to use their talent in appropriate manner.
However Bonache, Brewster and Suutari, (2001) argued that retaining the top talent of
the company is also one of the major benefits which can be obtained by firm through talent
management. Moreover, it is well known fact that without skilled workforce it is not at all
possible for firm to carry out overall operations and sometimes it leads to decline in overall
efficiency which has adverse impact on brand image also. Further, self initiated expatriates are
providing good market to global talent management where companies operating in the
international market are able to get employees which suits with their requirement (Bonache,
Brewster and Suutari, 2001). Every business has to deal with the issue of employee retention and
shortage of right talent is increasing at faster pace which is totally unfavorable for company.
Moreover, expectations of individuals are rising linked with career development, employment
opportunities etc. So, companies are indulging into the practices of identifying talent of staff
18

members and main focus is on optimum utilization for enhancing performance of firm in the
market.
As per view of Al Ariss (2010) talent management supports business in hiring candidates
which are of acceptable quality. Further, it is the ultimate goal of every company to indulge into
the practices through which overall operations can be carried out by taking support of skilled
individuals. In short, it provides base to management in understanding about the staff members
in better manner where their development needs, abilities, likes and dislikes, career aspirations
are kept on the top and they are considered for satisfying need of employees. Basically, it is the
fact that self initiated expatriates initiate their expatriation with the motive to find suitable
position in another country on their own (Al Ariss, 2010). SIE arrives in any particular
organization and they have high job experience in specific field. Further, the knowledge along
with skills present in an individual is applied in carrying out operations in the firm which
operates in global level. So, this directly enhances business capability and assists in grabbing
opportunities being present in the business environment.
Moreover, the organizational culture prevailing in the workplace is unknown to the self
initiated expatriates and they have to take initiatives so as to know about the country culture
along with workplace. As per view of Andresen, Bergdolt and Margenfeld (2012) motivation
level of SIE is quite high when they migrate to new place and they start a new job with some
expectations from the company which can be fulfilled by management through talent
management. In short, providing them appropriate platform to work is necessary for business as
it is associated with growth of company in the market. Expatriates directly differ from one
another in the way whether they are not prepared for the job or not for instance if any expatriate
has applied for specific position in the organization and migrate abroad to do the job (Andresen,
Bergdolt and Margenfeld, 2012). Then in such case individual will be more prepared for job in
advance and overall impact of intercultural challenges will be less. Apart from this to manage
individuals in effective manner every business applies larger efforts so that person moving from
one country to another can understand about the culture and can accept it for personal benefit.
According to Al Ariss, Cascio and Paauwe (2014) expatriates that reside in the country
before applying for a specific job are considered as equal to other home applicants. Apart from
this, overall interest of the business enterprise in expatriate differs and it is directly interlinked
with the local labor market. In case if in any country there is shortage of skilled workforce then
19

companies have to manage talent from other countries in effective manner so that its productivity
can be enhanced easily. Further, it is ultimate aim of every individual to manage career in proper
manner and same is possible when person moves from one nation to another so that they can
obtain right job opportunity (Al Ariss, Cascio and Paauwe, 2014). In case of SIE individual takes
responsibility regarding career development but it is also the moral duty of firm to provide them
proper growth opportunities which is linked with their personal development also. As per view
of Scullion and Collings (2010) initiatives taken by HRM for self initiated expatriates are
important and to gain benefit from SIE it is required for every business to smooth the transfer
from one country to another. Apart from this, firms have developed flexible policies with the
help of which it is possible for individual who have been arrived from other country to perform
efficiently within the workplace. Individuals are allowed to show their talent within the
workplace and this is directly fruitful for the entire business in every possible manner. In short,
proper support is required to be given to expatriates so that their motivation level can be
enhanced easily (Scullion and Collings, 2010). At the time, when any person moves from one
nation to another for job purpose then first issue arises is linked with adjustment regarding work,
general environment etc. Therefore, every company grants proper time so that individual can
adjust easily and can contribute in enhancing organizational productivity.
Generally self initiated expatriates cannot be developed by host country prior to their
expatriation. By considering the motivation of individual to go abroad it can be said that
expatriates who planned to shift in other countries for their personal reason may already be
familiar with the culture of the country and they take decision to migrate in other country on the
basis of their personal preferences. Moreover, it is well known fact that every nation does not
provide equal job opportunity to ever individual from other country and due to this reason
expatriates have to ensure that specific nation can provide them proper job opportunity or not.
According to Vaiman and Collings (2014) self initiated expatriates prefers to apply for job
position in specific country on the basis of their interest or in the field in which they are having
experience. Further, proper support is required to be provided to the individuals from other
nation so that they can work efficiently and can support business to carry out operations in the
challenging environment (Vaiman and Collings, 2014).
Moreover, due to presence of large number of challenges in the international market
companies have started to take initiative so that they can manage talent at global level in proper
20

manner. Generally, in starting when any expatriate perform operations in the workplace then
large number of challenges have to be faced and at that time management provides them proper
support so that organizational productivity can not be influenced. However, Stahl and et.al,
(2012) argued that arriving new country in search for a new job is one of the most challenging
tasks for any individual from another country. Such issues may involve custom and excise duty,
taxation, understanding laws and regulations of the country etc. Gaining knowledge and
information regarding laws of the country consumes time and can prevent expatriates from
perform efficiently (Stahl and et.al, 2012). Therefore, it is necessarily required for individuals to
understand about the practices of other country so that they can work for longer period of time.
The major benefits of global talent management can be evaluated via observing employee reward
programs and talent management best practices of organizations around the globe. However,
utilizing the talent of workforce the international firms can enhance their overall performance.
But, they have to pay more for managing the talented workforce. At the international level,
employers require to attract and retain critical talent as well as they have to ensure that
employees are highly engaged, in business practices. The employees, on the other hand have to
understanding laws and regulations of the country so that they can adopt with the working
conditions.
21

CHAPTER 3: RESEARCH METHODOLOGY
3.1 Introduction
It is the third most important chapter of the study which provides information regarding
the tools and techniques employed for conducting research in appropriate manner. Further,
selection of methodological tools depends on the nature of study and directly assists in
accomplishment of desired aims and objectives. Considering the present study main stress is on
determining the role of self initiated expatriates in global talent management. In order to
complete the aim of present dissertation, different research tools are employed. The use of here
used research tools and tactics will help in enhancing reliability along with validity of the study.
This can be beneficial for entire research and in turn all the research questions can be answered
easily.
3.2 Research design
It is regarded as one of the most crucial aspect of research methodology with the help of
which researcher can easily represent outcome of the study in effective manner. Further, research
design is the blueprint of research which facilitates and assist in analyzing the information of
study for accomplishment of aim and objective of the study (Scarpa and Azzalini, 2012).
Different type of research designs are being present which are employed for conducting research
and it involves descriptive, exploratory, explanatory etc. Through descriptive design it is possible
to provide description of the topic being chosen and leads to expected findings. Further,
exploratory design provides a base to explore new ideas and same can be implemented in
research with the motive to obtain favorable outcomes. Apart from this explanatory as research
design provides base in providing explanation of the topic being chosen. Selection of appropriate
research design totally depends on the nature of research.
Considering the present study exploratory as research design has been chosen where main
stress is to assess the role of self initiated expatriates in global talent management. Through this
design it is possible to know how individuals who are migrating from one place to another needs
to be managed by business in effective manner. Further, new ideas can be easily explored and
same can be applied for enhancing efficiency of the research. On the other hand, other designs
such as descriptive, explanatory are not appropriate for the study as they generally focuses on
providing description of the study which is not applicable in case of present research.
22

3.3 Research type
Before conducting any type of research it is necessary to identify its type. Two types of
research are present namely qualitative and quantitative (Smith, 2008). Quantitative research is
being undertaken with the motive to identify the relationship between two or more variables.
Further, it supports in knowing the relationship impact on one variable on another. On the other
hand, in qualitative research theoretical aspects are employed with the help of which investigator
can draw valid results from the information obtained through qualitative data analysis method.
The present study being carried out is qualitative in nature where theoretical aspects are
employed for conducting research. Further, through this it is possible to accomplish aim along
with objective of the study. On the other hand this study is not quantitative in nature and due to
this reason it is not possible to determine relationship between two or more variables.
3.4 Research philosophy
It relies on assumptions along with values and practices which allows to define the topic
of study in proper manner. Further, it is possible to understand about the topic of research deeply
and leads to expected findings. Two types of philosophies are present which are employed in the
research and it involves interpretivism and positivism (Sreedharan., 2007). Through selection of
appropriate philosophy it is possible to focus on the aim of the research. Positivism philosophy
assist researcher to generalize the information obtained in light of research objectives. Apart
from this, undertaking this philosophy figures along with factors are undertaken with the motive
to resolve research issues. On the other hand interpretivism as a philosophy assist in interpreting
findings and is usually employed in qualitative research where social world plays most
significant role. Moreover, in the study it is assumed that every simple fact has many truths and
this supports in resolving the main challenges associated with the research.
Considering the nature of present research interpretivism as a philosophy has been
employed through which it is possible to interpret the findings of the research in effective
manner. With the help of here proposed interpretivism research philosophy, the role of known
self initiated expatriates in global talent management can be clearly identified while having an in
depth study. Apart from this, this philosophy allows interacting with respondents for obtaining
information linked with the study and in turn valid outcomes can be attained easily.
23

3.5 Research approach
It is regarded as one of the most important part of the research through which entire study
gets right direction and is fruitful for the research (Srivastave, 2011). Research approach is
directly beneficial to gather and analyze the information considering the overall research
objectives. Moreover, two type of research approaches are present which are employed in the
research and they are inductive and deductive. In inductive approach results move from specific
to general and in deductive one it is vice versa. Before undertaking any study it is necessary to
determine its purpose and on the basis of same selection of approach is possible. Both the
approaches are different from each other in every possible manner.
Considering the present research deductive approach has been employed where results
move from general to specific. The entire research is based on role of self initiated expatriates in
global talent management and study has been carried out in generalized form. Further, on the
basis of outcome recommendation has been provided to specific firm where findings are
applicable on different companies. Further, through this it is possible for management of every
business to manage self initiated expatriates in effective manner and long term benefits can be
obtained by working with different type of individuals who are from different background and
are skilled too. On the other hand, main reason behind not adopting inductive approach is that
study is not carried out from point view of any company and is in general form.
3.6 Data collection
For conducting the overall research in appropriate manner it is necessary to collect
information from the right sources as this can enhance efficiency of the entire research. Basically
two sources of data collection are present which supports in gaining fruitful information. Such
sources are primary as well as secondary. Primary information is gathered for the first time and
such type of data is not used in any study (Patton, 2005). For collection of this data different
techniques are employed such as questionnaire, interview etc. On the other hand, secondary
information is collected with the help of books, journals and online articles which are associated
with the topic. All the secondary sources provides base to the research and assist in
accomplishment of desired aims along with objectives.
The rationale behind using secondary sources of information because, it is a feasible
method to collect the information on the present study. In the past researches, various authors
have carried out sufficient literature on the role of self initiated expatriates in global talent
24

management, therefore, sufficient availability of secondary information allows researcher to
complete this investigation while using only secondary sources. In addition, it was not feasible
to collect primary information on the selected topic. Apart from this, different books, journals
and online articles have been referred which has provided base to the entire research and through
this aim of the research can be accomplished easily. Collection of secondary information has
assisted in knowing what are the tactics being employed by businesses for effective management
of self initiated expatriates at global level. Apart from this, it can assist in answering all the
research questions and expected outcomes can be attained easily. Therefore, this is one of the
main reasons behind undertaking only secondary sources for conducting research rather than
primary one.
3.7 Sampling
For conducting the overall study in appropriate manner it is necessary to adopt proper
sample size as through this efficiency of the study can be enhanced easily. Further, sample size
can only be considered if primary information has been collected in the research. Two sampling
techniques are present with the help of which respondents are selected. It involves both
probabilistic and non probabilistic one. Considering the present study no respondents have been
selected as research is based on secondary information. Therefore, sampling part is of no used in
the study.
3.8 Data analysis
It is regarded as one of the most important part of the research where information
obtained is analyzed so as to obtain expected findings with the help of this (Smith, 2008). Two
techniques of data analysis are present namely qualitative and quantitative. In qualitative
technique different themes are formed for analyzing the information collected and this supports
in knowing the overall response provided by the respondents. On the other hand, when
quantitative technique is employed then statistical tools such as mean, mode and median is used
for analyzing information.
Considering the present research only qualitative method has been used for analyzing
information where themes have been formed of secondary information on the basis of which
analysis has been done in the research. The rationale behind using qualitative tactic is to make
in- depth analysis into the points and information that is extracted from literature review. The
themes are designed accordingly to the information gathered from secondary information which
25

was qualitative in nature. The aim of investigation is to assess the role of self initiated expatriates
in global talent management, for which a discussion was required, hence, qualitative technique s
are used.
3.9 Research limitations
At the time of conducting any research it is necessary to consider limitations of the study.
In the present study different limitations are present which researcher has considered. Time is
one of the major limitation researcher has to collect information from the secondary sources
available and this has enhanced the time required in conducting research. Apart from this, the
rise in overall time has enhanced cost which is also one of the major limitations of the research.
Further, the research is only restricted to global talent management of self initiated expatriates
which can be regarded as limitation of the research. In addition to that, the research is on a large
subject and thus to conduct this as primary research would be a major study and not possible in
the required time frame.
3.10 Reliability and validity
The present study being carried out is reliable where information has only been collected
from the reliable sources. Further, secondary sources published after the year 2000 has been
undertaken and this has supported in making study reliable along with valid too. Apart from this,
in case of online sources data from authentic sources have been employed which is also fruitful
for the entire research.
26

CHAPTER 4: DATA ANALYSIS
4.1 Introduction
It is considered as one of the most important chapter of the dissertation where
information obtained is analyzed so as to gain expected findings with the help of this. Further,
two type of techniques are present with the help of which information in the research is analyzed.
Qualitative technique is the one where information is analyzed by forming different themes
through which it is possible to know the overall response provided the respondents. On the other
hand, in quantitative technique different statistical tools are used for analyzing the data collected.
Considering the present study information has been analyzed through qualitative technique
where different themes have been formed on the basis of information obtained with the help of
secondary study.
4.2 Thematic analysis
Theme 1: Global talent management has provided ample of opportunities to businesses
From the secondary information obtained it has been found that managing talent at global
level has provided large number of opportunities to companies operating in the market. Further,
one of the key benefits is rise in level of operations being carried out. By utilizing the talent of
workforce all the firms are able to enhance their overall performance in the market and in turn it
is acting as development tool. Apart from this, when talent within the workplace is appropriately
managed then businesses are provided proper support from its workforce and they assist
organization to survive in the competitive market. Right person in the right job is the key benefit
of global talent management where every individual is appointed responsibility on the basis of
skills present and this enhances overall value of the operations being carried out.
Apart from this, it boosts motivation level of workforce where they are comfortable with
the working environment delivered to them. Further, it is well known fact that every individual
working in the organization has some sort of capability and same can be utilized by indulging
into proper practices. At global level every business has hired multi skilled workforce whose
high level in terms of knowledge and skills allow companies to operate efficiently. Better
professional decision taken is another kind of benefit of global talent management where all the
businesses are able to take effective decisions by considering views and suggestions of different
type of individuals. Further, it also supports in understanding about the staff members in better
manner in the form of their development needs, abilities, strengths and weaknesses etc.
27

Theme 2: Self initiated expatriates have directly supported in global talent management
Analysis of secondary information has supported in knowing that self initiated expatriates have
supported in managing talent at global level. In case when any individual migrates from one
nation to another the main reason due to which any individual takes decision to migrate is for job
opportunities as it is possible that person may not be satisfied with the work. Apart from this, it is
one of the main issues in developing nations where people living in the society are not able to
obtain right job opportunities. So, this encourages them to shift towards developed nations. On
the other hand, it is beneficial for the companies who are able to hire individuals from different
countries. Such individuals directly contribute in global talent management as large number of
skills and knowledge is applied for carrying out overall operations. Apart from this, expatriates
provide full support to every business while carrying out crucial operations within the market.
Moreover, high contribution in the form of knowledge and skills assist businesses in gaining
competitive advantage. Further, companies are able to receive right talent as per their
requirement and it becomes easy to accomplish the desired goals along with objectives. Further,
it is well known fact that at global level large number of challenges exist which affects business
productivity. Therefore, self initiated expatriates contribute in managing talent at international
level where all the desired goals along with objectives of the business can be accomplished
easily. Further, it is well known fact that large numbers of opportunities are present for
individuals at global level and to grab same individual prefer to shift from one nation to another.
Moreover, career development is one of the basic aim of every individual and firms operating at
global level have been indulged into the practices of same so as to satisfy need of its workforce
in efficient manner.
Theme 3: Self initiated expatriates focuses more towards career development
The secondary analysis undertaken has supported in knowing that self initiated
expatriates are basically youngsters and they prefer to take initiative for their personal growth.
Further, they search for specific areas where they are provided effective growth opportunities
and in turn it provides large number of advantage to the business also where they apply for job.
They are more open to accept international assignments and prefer to work for international
organizations rather than home country. Further, it is well known fact that when any individual
migrates to other nation then it is necessarily required to understand culture and religion of the
nation. Apart from this, at global level more growth opportunities are provided to the staff
28

members working in the organization and this is directly associated with their career
development. Moreover, the self initiated expatriates have higher level of interaction as they
spend large amount of time in host country and due to this reason they have effective language
skills. In short, their satisfaction level in relation with job is high when they shift abroad and it is
one of their main objectives. Apart from this, dissatisfaction is present when individual is forced
to leave their home countries due to presence of poor job condition and other type of situations
which are totally unsatisfactory. One of the main reasons behind rise in level of interest in self
initiated expatriates is rapid change in structure of economies where nations which are open
market allows individuals to focus on their personal career development and they can easily
accomplish their personal goals. Further, organizations operating at global level are able to
deliver remarkable experience to the employees who are present in the workplace and this can be
regarded as one of the main reason behind growth of businesses in the market.
Generally six different groups of SIE are present which takes into consideration young
opportunists, job seekers, officials, localized professionals, international professionals and dual
career couples. Job seekers are the individuals where young people take decision to migrate from
one nation to another and they are highly motivated with the professional development and other
sort of opportunities delivered to them. Job seekers are another group who migrate from their
home country to abroad with the aim to obtain right job opportunity. Their motivation level is
most commonly associated with the financial benefits which companies can generally provide to
them. Officials are another category where individuals are hired by international firms such as
United Nations etc. Localized professionals are the one who takes decision to work for longer
period in abroad as expatriate. At last dual couple is another category where spouse of expatriate
also come along with the motive to find right employment opportunities.
Theme 4: Large numbers of motivational factors are present which leads to migration from
one place to another
The secondary analysis has supported in knowing that large number of motivational
factors are present which encourages expatriates to shift from one nation to another. Presence of
right career opportunity is the one where foreign countries provide ample of opportunities to
expatriates and they are able to take advantage of the same. Further, they are able to get job
matching with their skills and requirement which is also effective enough in enhancing job
satisfaction. In short, ultimate aim of every expatriate is to work in favour of career development.
29

Apart from this, it enhances satisfaction level linked with career and supports in accomplishing
goals at personal level. Further, stable and secured life is also considered as one of the main
reason due to which expatriates prefer to shift in other areas. Many times it is possible that home
country of any individual is not able to provide proper stability in the form of job etc. Therefore,
to obtain stability in job and in other areas it becomes necessary to individual to work in other
countries. Further, it is well known fact to live happy life it is required for every individual to
earn income which can recover all the expenses. So, same is possible when proper employment
opportunities are delivered. Higher income along with other type of benefits is another main
cause or motivational factor due to which individual migrates from area to another. Sometime in
the nation where individual live does not provide proper opportunities such as high salary and
other type of monetary benefits. Therefore, in such case expatriate prefers to shift in foreign
countries where different options are present and pay scale is also high as per expectations. This
is one of the main motivational tools which encourages individual to shift from one nation to
another in search for right opportunities where his or her talent can be appraised. Generally
expatriates have become essential for the international firms and the main purpose behind
undertaking them is to deliver international exposure, technical skills, transfer of knowledge etc.
Theme 5: Various challenges are associated with global talent management of self initiated
expatriates
The secondary study carried out has supported in knowing the range of challenges faced
while managing talent of self initiated expatriates at global level. Further, it is necessarily
required for businesses to consider in search for talent at global level, the number of individuals
who are pursuing their career and represents a rich source of talent. Moreover, it is well known
fact that all the individuals differ from one another in form of culture, religion etc. Therefore,
working in a team becomes little bit difficult at global level. This is considered as one of the
main issues in case of self initiated expatriates and can affect organizational productivity.
Variation in diversity acts as hurdle where language barrier and overall differences in
understanding acts as hurdle. Apart from this, other challenges also exist where identifying
human capital associated with self initiated expatriates and understanding expectations of
individuals is one. Recognition linked with transfer of human capital is considered as major
issue. Major challenge such as brain waste exist which takes place when businesses are not able
to recognise qualification, education etc. This leads to underutilization of talent and has adverse
30

impact on the expatriates. Further, ultimate aim of every business is to utilize talent along with
skills of its staff members in effective manner and if it is not possible then company has to deal
with large number of challenges. Understanding need and expectations of self initiated
expatriates is also another issue where sometime management is not able to identify their actual
needs. So, this leads to decline in their satisfaction level and conducting business operations
becomes quite difficult. Therefore, it is necessarily required for businesses to understand their
expectations in the form of career development, growth etc. Identifying their needs is central and
plays major role. All the challenges have to be tackled by businesses in appropriate manner so
that it is possible to utilize the talent of individuals in effective manner. Without undertaking
talent of diversified workforce it is not possible for businesses to meet with the expectations of
its target market and can lead to decline in level of performance. Knowing about culture and
religion of expatriates some acts as hurdle and management is not able to work with them. But
on the other hand, individuals on their own apply higher effort so that they can adjust with the
working environment and can obtain the kind of growth opportunities being provided by the
business. Generally youngsters seek to obtain right job opportunities and due this reason they
enter into the foreign countries for doing job. Apart from this, expatriates have to face challenges
in adjusting with the environment and other individuals who are already working in the
company.
Theme 6: Global talent management of SIE is based on different principles
From the secondary information obtained it has been found that global talent
management of self initiated expatriates is based on large number of principles. Further, it is
necessary to identify their talent as it is well known fact that expatriates bring large number of
skills along with knowledge. Further, managing them in appropriate manner is necessary as in
case if businesses are not able to utilize their talents in appropriate way then they may not prefer
to work in organization for longer period of time. Apart from this, businesses have to employ
effective tools through which human resource from different nations can be managed efficiently.
With the help of this, it is possible for businesses to increase their contribution in welfare of
businesses and can act as development tool for the firm. The next principle is based on
understanding expectations of self initiated expatriates and how it contributes in the existing
human capital of the business. Through this principle it is quite clear that overall contribution of
SIE needs to be managed and its overall valuation can assist in accomplishment of overall goals
31

of firm. At last main principle is global talent management of self initiated expatiates needs to
focus on short term. Further, it is necessary for businesses to invest in development along with
career activities so that full support can be provided to individuals who are arriving from other
areas. In case if organizations are not able to deliver proper career opportunities to different
individuals then it can have adverse impact on overall performance. Apart from this, obtaining
their knowledge and applying same in the major operations can be fruitful for the management
where company can easily operate on wider basis. In every country contribution of self initiated
expatriates is increasing but it is required for businesses to take corrective actions for managing
talent at international level. In short, it is not easy to deal with diversified workforce but
understanding their actual need and requirement can contribute in same. More initiatives are
taken for better management of expatriates as they can support companies to survive in the
market for longer period of time. In short, it can act as development tool for the companies and
sustaining in the challenging environment becomes easy. All these principles stated have been
considered by businesses for management of workforce from different areas.
Theme 7: Self initiated expatriates boost organizational performance at global level
Collection of secondary information has supported in knowing that self initiated
expatriates applies large number of skills along with knowledge in the business operations.
Applicability of right knowledge in the operations of the company allows to survive in the
competitive market for longer period of time. Further, it also contributes in global talent
management where management is able to obtain right workforce who is capable enough of
carrying out major operations. Managing talent at international level supports in gaining
competitive advantage to business and enhances performance in the global market where large
number of opportunities exists. Apart from this, the contribution of expatriates in business
operations provides base to company in performing better. Further, it is well known fact that
when companies are performing on wider platform then right skills and talent allows
management in performing efficiently. On the other hand, increasing productivity of company is
not at all easy and for the same employees along with management has to apply efforts in
operations of organization. SIE directly assist in global talent management where situations such
as inadequacy of knowledge etc can be easily tackled by business and it directly contributes in
the success of organization. Moreover, every business is in need for skilled workforce and its
absence can have adverse impact on the entire entity. Therefore, hiring and managing talented
32

employees within the workplace is must. Further, motivational tools also supports in same where
companies are able to manage expatriates in proper manner. With the help of this information it
can be clearly stated that overall contribution of individuals from different areas or nation
directly leads to business success and firm can easily grab growth opportunities present in the
market.
Theme 8: SIE contributes in enhancing business value by anticipating human capital
required
Analysis of secondary information has assisted in knowing that expatriates supports
business in enhancing their overall value and their overall contribution allows management to
enhance efficiency. Further, talent management at global level is all about anticipation of
required human capital for business and prepare a plan for meeting business needs. Therefore,
self initiated expatriates especially youngsters who are arriving from other places supports in
best outcome for the business. In the modern era, majority of the businesses operating at global
level are working with skilled workforce and due to this reason they are regarded as highly
innovative and creative too. Companies are able to respond towards the changing need and
requirement of target market and this has only become possible through individuals arriving
from other nations. In short, it is leading to favourable results and companies are able to focus on
its long term objectives. Generally business value is increased when products and services
offered to customers are unique and well meets with the requirement of target market. So,
expatriates by managing talent at global level assist business in serving its customers in better
manner. In short, it fulfils manpower requirement of the company where employees from other
areas and nations apply efforts in business operations so as to accomplish one common goal.
Generally, to estimate requirement of skilled workforce is difficult for company and due to this
reason expatriate as one of the source allows business to work on wider platform. It allows
company to survive in the competitive market for longer period of time and it is possible to
become leader in the market. Therefore, with the help of this information it can be stated that
concept of SIE is directly beneficial for business as it supports in obtaining right talent.
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CHAPTER 5: CONCLUSION AND RECOMMENDATION
5.1 Introduction
It is the last chapter of dissertation which provides information in relation with the
findings derived after conducting the overall study. Conclusion represents the real outcome and it
can be known whether all the tools employed were effective or not. Considering the present
study only secondary data has been undertaken for conducting the research. Therefore,
conclusion has been derived from the secondary study where primary one has not been
undertaken. In this chapter it has been highlighted whether self initiated expatriates contributes in
global talent management or not. Apart from this, on the basis of conclusion recommendations
have been provided to companies so that they can better manage self initiated expatriates.
5.2 Conclusion
After conducting the entire research it has been found that concept of SIE directly
supports in global talent management and through this it is possible for companies to obtain right
talent. Further, it fulfil human resource requirement of the organization and large number of
individuals apply skills along with knowledge in business operations. Apart from this, people
belonging to different nation or area may vary on the basis of their knowledge and same
contributes in success along with growth of business in the market. Every company is in need
for skilled workforce and expatriates are fulfilling such requirement. In short, individual have
assisted business to enhance their internal strength and overall outcomes are directly beneficial
for the company. Further, for conducting research in effective manner various objectives were
framed which were accomplished.
First objective was to analyse the link between self initiated expatriates and global talent
management. This objective was accomplished where it has been found that direct link exist
between the two. Further, SIE is providing right kind of talent to the companies operating in the
international market. Moreover, skilled workforce from different areas and nations assist
companies in carrying out overall operations in effective manner. Expatriates are enhancing
knowledge base of the businesses which is leading to rise in productivity of the organization. In
short, it is acting as a development tool for the business and is allowing to deal with the range of
challenges present in the business environment. Further, absence of expatriates in global talent
management may have adverse impact on organization and it is not at all possible to focus on the
goals being developed by business. Working at global level requires higher knowledge and
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different type of skills. Therefore, in this way the link between self initiated expatriates and
global talent management is direct and absence of proper skills can lead to decline in business
productivity which is not at all favourable for the company. Apart from this, individuals from
different areas have supported in implementing new ideas where range of business operations
carried out becomes highly differentiated and through this company can easily survive in the
competitive market.
The second objective was to identify the range of factors which enhances motivation
level of individuals to shift from one country to another. So, the secondary analysis has shown
that large numbers of factors are present which influences individual to work in foreign nation.
Presence of appropriate employment opportunity is the one factor where companies operating at
global level are providing effective growth opportunities to different individuals. So this directly
encourages motivation level of people and they prefer to leave their home country for the same.
Apart from this, they are provided proper growth opportunities in the form of pay scale along
with convenient environment to work. Rise in level of motivation allow expatriates to take
initiative for the welfare of company and contributes in development of business. Overall skills
along with knowledge of expatriates are utilized in effective manner and they are appraised for
the same. This is also one of the most effective reasons due to which migration of individual
from one nation to another takes place. Sometime it may be possible that individuals are not
provided appropriate job opportunity by the home country and due to this they prefer to work in
foreign countries where market size is wide along with ample of opportunities are present.
The last objective was to identify the manner in which global talent management is
supported by self initiated expatriates and this objective has been accomplished where it has been
found that individual from diversified areas assist in managing talent. Further, it is well known
fact that every person vary from each other in the form of skills and knowledge. Therefore, same
is applied in the business operations for managing talent. In short it provides pool of talent to
business and same can be utilized for enhancing business productivity. Ultimate objective of
every business is to gain advantage through its human resource and it is only possible when
different type of individual works in favour of company for its overall growth. SIE allow
business to indulge into innovative and creative practices and in turn they can deliver highly
advanced products to the target market. In short, sustainability becomes easy in the competitive
market and it enhances long term strength of the company in the market where operations are
35

being carried out. Without SIE talent management at global level cannot be supported and it can
produce unfavourable results for business in the market. Apart from this working with individual
from different areas and background can enhance creativity within the workplace and this can
enhance market share along with profitability of company.
Therefore, in this way all the objectives framed for the present study have been
accomplished in appropriate manner. Further, the entire research has supported in knowing that
for any company it is necessarily required to hire expatriates as they can apply large number of
skills and knowledge in the business operations. Apart from this, it can contribute in success of
company where challenges faced can be tackled easily. Further, individuals from other nations
can work with existing workforce of company for meeting targets of business. Managing talent
at global level with the help of SIE can bring favourable results for business and can highlight
overall value of human resource within the workplace.
5.3 Recommendations
On the basis of conclusion there are some recommendations to companies who are hiring
expatriates and through this it is possible to utilize and manage their talents in appropriate
manner. Following the recommendations:
 Companies must focus on retaining individuals who are from different areas and
motivation tools must be undertaken for same so that individuals can work with full
energy and can apply efforts in the business operations.
 In the entire study major issue was identified that companies are not able to identify the
overall need along with expectations of the self initiated expatriates. Therefore, it is
required for management to identify the overall requirement of individuals and initiatives
can be taken for satisfying the same.
 Proper plans must be developed in relation with management of human resource as
expatriates have some sort of expectations from management and same can be met if
business applies efforts in managing their talent along with skills in appropriate manner.
 Feedback must be taken from different individuals timely so as to know whether their
talent is utilized in appropriate manner or not.
 Effective reward along with monetary benefits must be provided to the expatriates so that
they can support business in managing talent at global level in better manner.
36

 Company must provide proper support to individuals from different nations especially in
understanding about the local culture and other type of barriers which they generally
faces at the time of working in other country.
 Effective environment must be developed within the workplace so that expatriates may
feel comfortable and may apply larger efforts in carrying out overall operations.
 Expatriates must be allowed to take initiative at their personal level and management
must support them in every situation so that they can easily work for the welfare of
company through their knowledge along with skills.
 Training sessions must be organized for individual from other areas so that they can
know about the organizational culture and employees who are already working in the
company. This can boost their job satisfaction level and they can contribute maximum in
the business affairs.
Therefore, these are some of the recommendations which businesses operating at global level
can consider for better management of expatriates and this can contribute in growth and
development of business in the market. Apart from this, appropriate ways must be undertaken
through which business can better utilize talent of different type of individuals who are from
different areas.
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