Following talent management best practices can only take you so far. Top-performing companies subscribe to a set of principles that are consistent with their strategy and culture.

Internal consistency in talent management practices — in other words, the way a company’s talent management practices fit with each other — is key, as companies such as Siemens recognize.

Image courtesy of Siemens.

One of the biggest challenges facing companies all over the world is building and sustaining a strong talent pipeline. Not only do businesses need to adjust to shifting demographics and work force preferences, but they must also build new capabilities and revitalize their organizations — all while investing in new technologies, globalizing their operations and contending with new competitors. What do companies operating in numerous markets need to do to attract and develop the very best employees so they can be competitive globally? To learn how leading multinational companies are facing up to the talent test, we examined both qualitative and quantitative data at leading companies from a wide range of industries all over the world.

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The range of talent management issues facing multinational companies today is extremely broad.

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2 Comments On: Six Principles of Effective Global Talent Management

  • kpk2005 | January 19, 2012

    These principles indeed reflect the additional responsibility that the business community could introspect while going for the best practices. Very useful reference for the HR leads to carry out Talent alignment effectively to organizational road map. Many organizations strive to get an insight into these successful companies’ approach to General HR (Best)practices.
    Often though what is not visible is the impact that business dynamics that happen at the next two levels of operational and tactical progress which majorly impact the Strategic direction that the organization decides upon.
    for example, impact on compensation on Retention and Talent Management would have differing impact from geography to geography, similarly the Economic turbulence may need more than a few selected orgs.

  • nikki.newman | February 22, 2012

    Thanks for publishing this insightful piece. I was particularly interested in Principle 5 (Balance of Global and Local Needs). A critical and sometimes under-emphasized consideration for talent management systems– particularly in global or multi-region deployments — is the extent to which they allow organizations to pursue the optimal mix of local operating preferences and nuances along with established global standards. From a non-technology perspective, multinationals should consider diversity issues that range from factors related to their industry, operating geographies, culture, pace of growth and growth strategy, other elements of their business strategy (including all talent management aspects), sophistication of talent management practices, how people work and manage other people, workforce demographics and composition (e.g., salaried, hourly, contingent), etc.
    – Nikki Newman, Lumesse

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