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Flashcards in Forelæsning 12 Deck (17)
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1
Q

What is GTM?

A

Global talent management includes all organizational activities for the purpose of attracting, selecting, developing, and retaining the best employees in the most strategic roles

2
Q

Two approaches to GTM

A
  1. Elite approach:
    - Focuses on selected high potentials
    - Some MNCs restrict their top positions to employees with international experience, or exclusive talent programs.
  2. HRM approach:
    - Talent as potentially all employees of an organization.
3
Q

What is a global career

A

An evolving sequence of a person’s work experiences over time when parts of the sequence takes place in more than one country

4
Q

Flexible expatriates (Flexpatriates)

A
  • Travel for brief assignments, away from their home base and across national borders, leaving their family and personal life behind.
  • Often operate concurrently in more than one country, on different tasks, transferring knowledge and skills, used for trouble-shooting in the organization
5
Q

International business travelers

A
  • Take multiple short international business trips to various locations without accompanying family members.
  • Used for negotiations, networking and knowledge transfer. ‘Short term’, ‘commuter’ and ‘frequent flyer’ assignments are now a regular part of doing international business.
6
Q

Transpatriates

A
  • A term used for expats (HCNs, PCNs and TCNs) who have experience with multiple reallocations beyond merely moves from HQ-SD for control purposes.
  • They have been on multiple global assignments
7
Q

Inpatriates

A
  • An employee of a multinational company who is from a foreign country, but is transferred from a foreign subsidiary to the corporation’s headquarters.
8
Q

Protean Career

A
  • Careers are increasingly “driven by the person, not the organization, and careers will be reinvented by the person from time to time as the person and the environment change”.
9
Q

International Orgnizational Career

A

These are employers who has fewer international moves, and often have the desire to climb the organizational ladder.

10
Q

The transnational career

A
  • Most of the time on international assignments worldwide initiated by employers, rarely work at HQ.
11
Q

International boundaryless career

A

This is often useful for jobs that require international talent, but are managed at the regional/local level.

12
Q

Self-initiated Expatriation (SIE)

A
  • Professionals who on their own initiative take job in a foreign country, often with no planned time period, where the formal employment decision is made by a new work contract partner.
13
Q

Why SIE?

A

Exploration, adventure and travel, career aspirations, social relationships or escape from current way of life and job.

  1. Personal challenge
  2. Professional development
  3. Importance of work itself
14
Q

Push-pull model

A

Pull factors: Attract employees to a given country due to high wages, higher demand for labor, lower taxes, better working conditions.

Push factors: Pushes people away/repelling people from a country. This can be due to lack of jobs, high corruption, overpopulation, high taxes etc.

15
Q

Push/Pull factors of home and host country?

A
  • Host country embeddedness serves as pull to stay.

Home country embeddedness serve as pull to repatriate (vende tilbage)

  • Lifestyle instrumentally – Financial and social incentives for repatriation (place to raise children, higher salary upon return etc)
  • Family at home actively seeking repatriation
  • National identity
16
Q

Macro Talent Management (MTM)

A
  • External factors influence how a firms internal GTM strategy and practice achieve results:
  • Global supply of talent and migration affected by multiple factors, e.g.:
  • Government policies that affect the supply and quality of talent and immigration, institutions that affect the quality and education of countries’ national labor pool.
17
Q

Outcomes of MTM

A
  • Over time, local talent is being educated, developed and identified, thereby reducing dependence on expatriation talent, however, further effort is required to customize talent management to the region.