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Name:Nabila Sedki 51800015 Subject: Principles of Management Assignment: Six Principals of Effective Global Talent Management

This document discusses six principles of effective global talent management based on a multi-year research study. The study analyzed high-performing companies to understand their talent practices. Researchers found they followed common talent management principles and practices. Interviewees attributed their company's success to these practices. The researchers formulated six core principles from their responses that are more broadly applicable than specific best practices. Adopting principles rather than practices more effectively challenges existing thinking.

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46 views4 pages

Name:Nabila Sedki 51800015 Subject: Principles of Management Assignment: Six Principals of Effective Global Talent Management

This document discusses six principles of effective global talent management based on a multi-year research study. The study analyzed high-performing companies to understand their talent practices. Researchers found they followed common talent management principles and practices. Interviewees attributed their company's success to these practices. The researchers formulated six core principles from their responses that are more broadly applicable than specific best practices. Adopting principles rather than practices more effectively challenges existing thinking.

Uploaded by

Nabila Sedki
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Name :Nabila Sedki 51800015

Subject : Principles of Management


Assignment: Six Principals of Effective Global Talent
Management

The most significant obstacle that businesses face today is

attracting and retaining qualified employees. To develop and

maintain a skilled workforce, the organization must handle the

"Talent Management" program. The organization needs to identify

and retain talent among its employees. To keep the best talent for

longer periods of time, the company should reward the employee

as a sign of gratitude and give them timely promotions and

increments. P&G, Oracle, and GE, for example, only hire the best

candidates from all the applications they get.P&G gets over

600,000 applications from all over the world and the hire 2700

employees from them.The company's plan is to recruit the

brightest of all of them. Employees should be classified as A, B, or

C by the company. Workers with high potential are designated as

"A" employees. Companies should reward, incentivize, and pay

special attention to their top employees. The "B" employee is the

one who receives fewer praise, compensation, and growth

opportunities.
They can be compared to a moderate employee. The "C" workers

are the majority of the workforce who do not perform well and must

be weeded out. It is more effective to challenge current thinking by

adopting a set of values rather than best practices. Furthermore,

best practices are only ‘best' in the sense for which they were

created; values, on the other hand, are universal.

the traditional view for Talent Management has been a very Process-driven,

with a view that HR is the one that controls and manages the system.

Increased individual ownership along with the organization’s support can

make for an agile and comprehensive Talent Management system.

• A great TM system would address how to best utilize the talent and

capabilities of any given individual, or a group of individuals and in line with

that, meet their aspirations.

• The system must be agile enough, so that the organization is able to

smoothly move jobs, work, and components of these with ease without

getting stuck with static job descriptions or static organizational structures.

• Along with the above, the system should be able to measure and analyse

elements of each the processes- Hiring, On-boarding, Engagement,

Performance, Learning etc


Talent management for the Global effort is an initiative meant to

find an appropriate talent pool that will seek to satisfy an

organization's objective on a global scale. On the other hand,

talent management for a national effort is an initiative meant to

identify appropriate talent mix meant to satisfy organizational

objectives on a nation scale basis. An organization would address

the creation of talent management In a global effort by aligning the

initiative with organizational objectives, ensuring that the initiative

will observe cultural embeddedness and ensure that the

organization balances both local and global needs. An organization

can also ensure the creation of talent management for the Global

effort through differentiating themselves from other employers in a

way that employees will view the employer as the best

IDEA SUMMARY

A multi-year, collaborative research study set out to examine the steps


global companies can take to ensure that they recruit, develop and deploy
the right people.  Researchers from institutions including INSEAD, Cornell,
and Cambridge University came together and analysed companies that were
selected based on superior business performance and reputation.

They found that in addition to adhering to a common set of talent


management principles, leading companies follow many of the same talent-
related practices. During their study, they asked interviewees why they
thought their company’s individual practices were effective and valuable. As
a result of their responses, the authors formulated six core principles.

Adopting a set of principles rather than best practices is more effective at


challenging current thinking. Moreover, best practices are only ‘best’ in the
context for which they were designed; principles, on the other hand, have
broad application.

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