one of the biggest challenges facing companies all over the world is building and sustaining a strong talent pipeline. 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. we interviewed hr professionals and managers and also a sample of executives and line managers in an effort to understand the ways companies source, attract, select, develop, promote and move high-potential employees through the organization. günter k. stahl is a professor of international management at wu vienna and adjunct professor of organizational behavior at insead. jaap paauwe is a professor of human resources at tilburg university and erasmus university rotterdam in the netherlands. jonathan trevor is a lecturer in human resources and organizations at the university of cambridge.
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global talent management (gtm) has its origins in international human resource management, and it emerged around the turn of the 21st century as a key strategic issue for multinational corporations (mncs) confronted with talent shortages and mobility of staff on a global scale. it focuses on key positions considering the global scope of the organization, key individuals (with high levels of talent) to step into these roles, and a differentiated human resource architecture to effectively manage such talented individuals. gtm is differentiated from strategic talent management ™, since strategic tm deals with the tm matters of domestic organizations, while gtm is focused on the tm issues of organizations operating on a global scale. as mentioned previously, it is mostly rooted in the subjects of international human resource management, international management, economics, and organizational psychology. since gtm is a relatively new field of study, there are a just a few textbooks available. 2019, now in its second edition, is generally seen as the most widely used representative textbook. al ariss 2014 is also a popular supplement text that extends gtm applications to developing and emerging countries.
global talent management: challenges, strategies, and opportunities. cham, switzerland: springer international, 2014. it offers an open and inclusive approach in assessing the challenges and charting opportunities of gtm in developing and emerging countries. this book should appeal to undergraduate, masters-level, and phd students who want to broaden their understanding of gtm issues in such regions. global talent management. although this textbook can be of value to upper-level undergraduates, this book should appeal, in particular, to masters-level and phd students as well as researchers new to the field. this book draws on recent theoretical contributions in the area of gtm and presents an up-to-date and critical review of the key issues which multinational enterprises face. oxford bibliographies online is available by subscription and perpetual access to institutions.
the second edition of global talent management (gtm) offers a state of the art overview of the key areas of talent management in theory and practice. drawing on contributions from the leading global contributors to talent management research, the book is structured around three key sections. google books the bureau of global talent management strives to recruit, retain, and sustain a diverse, talented, and inclusive workforce that is prepared to advance u.s. our mission. the bureau of global talent management strives to recruit, retain, and sustain a diverse, talented, and inclusive workforce that is fully prepared the range of talent management issues facing multinational companies today is extremely broad. companies must recruit and select talented people, develop them,, 12 principles of talent management, 12 principles of talent management, u.s. department of state human resources, principles of talent management army, u.s. department of state human resources contact.
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