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
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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
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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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