Forelæsning 12

Question 1

What is GTM?

Answer 1

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

Question 2

Two approaches to GTM

Answer 2

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.

Question 3

What is a global career

Answer 3

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

Question 4

Flexible expatriates (Flexpatriates)

Answer 4

• 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

Question 5

International business travelers

Answer 5

• 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.

Question 6

Transpatriates

Answer 6

• 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

Question 7

Inpatriates

Answer 7

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

Question 8

Protean Career

Answer 8

• 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”.

Question 9

International Orgnizational Career

Answer 9

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

Question 10

The transnational career

Answer 10

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

Question 11

International boundaryless career

Answer 11

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

Question 12

Self-initiated Expatriation (SIE)

Answer 12

• 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.

Question 13

Why SIE?

Answer 13

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

Question 14

Push-pull model

Answer 14

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.

Question 15

Push/Pull factors of home and host country?

Answer 15

• 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

Question 16

Macro Talent Management (MTM)

Answer 16

• 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.

Question 17

Outcomes of MTM

Answer 17

• 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.