The importance of the enterprise to develop a perfect talent strategy
Source: | Author:lichengcn | Publish time: 2017-08-25 | 9 Views | Share:

      The war for talent is still a key obstacle for the development of the company, the company needs for its top talent development planning, to provide them with relevant experience of globalization, but at the same time, the company needs to have rapid response ability, so that you can in the opportunity arrives won the right talent in the right place.
      Those who can take a strategic approach on global talent deployment companies are more likely to make good use of the opportunity of development, because of their professional knowledge and leadership talent can pay attention to in the correct location, products and industries.
      In the next three to five years, the deployment of global talent will become increasingly important because of the complexity of doing business around the world and the growing importance of emerging markets.Human resources leaders and executives agree that global mobility need to merge with the core of human resource process more, and should play the role of business strategic partner for the company's strategic business objectives and talent planning support.
      World-class companies need to develop clear talent mobility strategies to adapt the flow of talent to the needs of talents and improve the value of the mobility function.In our opinion, in order to make the talent flow to adapt to a wider range of business and talent, companies need to focus on these three goals above, at the same time and flexible processing personnel and business requirements, to be successful.
      The importance of turnover strategy
      Global talent flow is an increasingly important strategic development engine that should meet the core business objectives of the company.Three-quarters of the companies surveyed predicted that the total number of global mobile employees would grow in the next three to five years, or significantly.Moreover, more than 80 per cent of companies expect global flows to become more important or particularly important during this period.
      The coordination of global talent flow strategy and business strategy is important, or very important.The company's most important strategic business problem is the emerging markets.
      Various business pressure (emerging markets, with the rapid development of globalization and competition has forced companies to reassess their mobility strategy, is not only the human resources of it as a stopgap to mobilize, but will it develop a more thoughtful way.The fact that top talent is rapidly taking on new business is reflecting the fact that the change in the ratio of talent mobility is strategic.
      About 26 per cent of the current talent flow occurs for strategic talent or leadership development, but the company expects that proportion to grow.This suggests that multinationals have become aware of the importance of strategic global deployment, even if they have not yet implemented a new model.
      Global mobility development to the next level will require careful planning, targeted investment, and advanced the development of new skills, these will be incorporated in the company formally in the flow of talent strategy.
      The flow of global talent is a huge investment that can easily reach the level of 25 million to 30 million pounds per 100 migrant workers.Companies need to know that their priorities are really focused on vital priorities and that their investments will yield benefits.
      The need for the integration of talent flow
      Many companies clearly estimate that more attention will be given to the talent and talent flow strategy, which aims to recruit, connect and manage more effective global employees.In the face of a more global market, the company stressed in the global market and now looking for talent in emerging markets, only in this way, they can in the right place to get the right talents to work in the right.
      Many executives are realized, before the recession of emerging markets has become the future development of catalyst, they urgently need talent development manager to the new site looking for new talents in the new work.
      As a result, they found that the focus must be on global talent flow and talent management.They have to aim at in those hard to find skilled talent recruitment, and began to develop his career development planning, creating challenging opportunities, in order to retain key employees.
      Development of new leaders, and to provide them with new market experience is extremely important, but, at present talent development planning and the lack of talent strategy combining means that many companies do not have the ability to find the future development of global leaders to fill its talent pool.
      The survey results show that global flows are important or very important to meeting talent planning.Global flows are becoming more important.This suggests that the company is more and more realized that no matter from the Angle of the short-term, or the point of view of talent development, at the right time and right place to get the right people is very important to enterprise's development.
      The global leadership and talent pool in the flow of talent is key to the success of the company.
      Supporting the company's business means supporting the company's overall talent and flow planning.This requires a comprehensive understanding of the company's business objectives and talent development goals, and assists in integrating international experience into the development of globalization capabilities.In doing so, they can find the right person at the right place for the right job.
Increasing the value of global flows
      Global talent flow function development has always been a passive, talent management, operations, human resources Shared service center and talent flow professional knowledge in different fields are often separated, the duty of the company lacks the overall strategic direction, or don't realize, global talent flow can promote the implementation of the company's business objectives.