MODULE 2 - Global Talent Acquisition & Mobility Flashcards
Assimilation
Process through which an employee becomes a committed member of an organizational team.
Assignee
All-encompassing term used to describe an international worker: global, local, cross-border, or moving within a region or country.
Bona fide occupational qualification (BFOQ)
Exception to US definition of employment discrimination; situation in which gender, religion, or national origin is reasonably necessary to carry out the particular job function in the normal operations of the business or enterprise.
Brain drain
Exit of educated and skilled citizens from emerging in developing countries for better-paying jobs and developed countries.
Competency
Set of behaviors encompassing knowledge, skills, and abilities and attitudes and attributes that, when taken together, are critical to successful performance of the specific task or function.
Competency model
Collection of competencies related to specific position or job function.
Core competencies
Knowledge, attitudes, attributes, and abilities that employee must possess in order to successfully perform job functions that are essential to the organization’s operation.
Cost of hire
Traditional measure of recruiting costs; determined by taking the total costs of all hires and dividing that figure by the number of new hires.
Cost per higher (CPH)
Measure of the effort exerted (defined in financial terms) to staff and have a decision and organization.
Days to fill
Number of days from when a job requisition is open until the offer is excepted by the candidate; also known as time to fill.
Employment-at-will (EAW)
Principal stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there’s a law or contract to the contrary and that employees have the right quit a job at any time.
Employment branding
Process of positioning and organization as an “employer of choice” in the labor market.
Expatriate
Term used collectively to refer to employees since abroad to work in the country other than where they live; also known as international assignee.
Extraterritoriality
(1) state of being beyond the jurisdiction of local laws; (2) extension of the power of the country’s laws over its citizens outside that country’s sovereign national boundaries.
Global staffing
HR function that identifies staffing needs throughout a global enterprise and then recruits, selects, and deploys worldwide talent resources to meet those requirements.
Global talent acquisition
Actions an organization takes to meet current and future skill needs for operations worldwide; managing of talent and skills as a single resource across the entire globe, with the objective of moving the strategic goals of the global organization forward over the long-term.
Head count
Number of people on an organization’s payroll at a particular moment in time; also known as full-time equivalency (FTE).
Post-country nationals (HCNs)
Employees working in their own country; also known as local nationals.
Inpatriate
Term generally used to describe employees brought in from another country to work at the headquarters country for a specified period.
International assignee
Term used collectively to refer to employees sent abroad to work in a country other than where they live; also known as expatriate.
Job analysis
Systematic study of jobs to determine what activities and responsibilities they include, the personal qualifications necessary for performance of the jobs, the conditions under which the work is performed, and the reporting structure.
Job competencies
Behaviors, abilities, and attributes that can link individuals or teams to enhance performance; the critical success factors needed to perform a given role in an organization.
Job description
Written description of a job and its requirements, including required tasks, knowledge, skills, abilities, responsibilities, and reporting structure.
Job specifications
Description of the qualifications necessary for an incumbent to have a reasonable chance of being able to perform a job.
Local nationals (LNs)
Employees working in their own country; also known as host-country nationals (HCNs).
Negotiation
Process of discussing something with someone in order to reach an agreement; in business, often involves each party attempting to persuade other to agree with his or her point of view and ultimate goal is to reach agreement in a way that both parties find acceptable.
Onboarding
Process of enabling an employee to become familiar with a new location; eases the entry into a new organization, new job, and a new culture.
Parent-country nationals (PCNs)
Citizens of the organization’s headquarters country who reside and work abroad.
Recruitment
Process of encouraging candidates to apply for job openings.
Redeployment
Process by which an organization moves an employee out of a position.
Reliability
Ability of an instrument to measure consistently.
Relocation
Process of moving people throughout an organization.
Repatriate
Term used to refer to employees when they return home from an international assignment.
Repatriation
Process of re-integrating employees back into the home country after an assignment; includes adjustment to the new job and we just went to the home culture and conditions.
Return on investment (ROI)
Calculation that measures the economic return on an asset or project.
Secondment
Term used to describe a situation in which an organization temporarily signs and employee to a local subsidiary or affiliated company; also called temporary secondment or posting.
Selection
Process followed to interview and evaluate candidates to select those best qualified for a targeted position.
Sourcing
Precursor to actual recruitment; generates a pool of qualified applicants and identifies individuals who may be potential employment suspects or referral points for other suspects.
Third-country nationals (TCNs)
Employees who are citizens of countries other than where they work or where the organization’s headquarters resides.
Validity
Ability of an instrument to measure what it is intended to measure.
Workforce analytics
Software products or tools to help at organization draw conclusions from HR data quickly and efficiently.
Workforce planning
Process and organization uses to analyze its workforce and the term of the steps it must take to prepare for future needs.
