12: Winning through Effective, Global Talent Management
- Page ID
- 16728
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- This page emphasizes the significance of strategic human resources management (SHRM) in attracting global talent, using Enterprise Holdings as a case study. It highlights the company’s recruitment strategies, focus on employee development, and alignment with core competencies in customer service and leadership. Additionally, it details Pamela M.
- 12.1: The Changing Role of Strategic Human Resources
- This page emphasizes the critical role of Strategic Human Resource Management (SHRM) in enhancing organizational performance through effective management of human capital. It highlights the importance of tailoring IHRM strategies to meet diverse employee needs, particularly in transitional economies. Key HR elements such as job design, selection, and compensation are deemed essential for aligning with company goals.
- 12.2: The Global War for Talent
- This page emphasizes the critical role of talent management in attracting and retaining skilled employees amid a workforce shortage. It defines strategies like succession planning and the "make or buy" approach for addressing skill gaps. Examples from Whole Foods and Goldman Sachs showcase different hiring practices focused on cultural fit.
- 12.3: Effective Selection and Placement Strategies
- This page explores best practices for job descriptions and recruitment to improve organizational success, stressing the importance of alignment between candidates and company culture. It highlights strategies used by companies like Google to focus on attitudes over just skills. The challenges faced by multinational enterprises (MNEs) from labor unions, and the balance between hiring expatriates and local talent, are noted, with an emphasis on effective staffing strategies and selection methods.
- 12.4: The Roles of Pay Structure and Pay for Performance
- This page examines the challenges faced by global firms in designing effective compensation strategies, emphasizing the need to consider local customs and competitive pay systems. It discusses the importance of aligning reward systems with strategic goals, particularly in emerging markets. The text highlights various pay structures, such as pay-for-performance and team-based systems, and addresses the issue of "free riders" through hybrid solutions.
- 12.5: Tying It All Together—Using the HRM Balanced Scorecard to Gauge and Manage Human Capital, Including Your Own
- This page discusses applying the Balanced Scorecard to HRM, highlighting the Workforce Scorecard to evaluate employee performance and competencies while promoting the view of employees as valuable assets. It emphasizes the need for ethical frameworks in organizations, especially in diverse countries like China. Research shows that companies measuring intangibles, such as employee performance, achieve better financial results.
- 12.6: Tips in Your Walkabout Toolkit
- This page explains how to use the Workforce Scorecard to develop a Balanced Scorecard focused on human capital. It highlights four key areas essential for success: understanding the organization's strategy, assessing competencies, evaluating leadership behaviors, and connecting personal contributions to the organization's goals. The scorecard helps individuals identify their development needs to improve their impact on organizational performance.
- 12.7: End-of-Chapter Questions and Exercises
- This page outlines AACSB International standards for international business education through various exercises focusing on communication, ethics, analytical skills, and multiculturalism. Key activities include analyzing labor costs, developing staffing strategies, creating foreign assignment preparations, and addressing global ethical dilemmas.