Planning for talent acquisition on a global basis

If an organisation is operating across borders HR encounters many additional challenges in global talent acquisition other than ones encountered in domestic environment. When its span of countries, distances, time zones, languages complexity tends to increase. The level of risk is also greater as it is difficult to control widely dispersed locations and cost of correcting problem can be very high.

Contractual and legal policies that impact employment are especially difficult to monitor in many countries in various parts of the world.

Another problem encountered is culture. Organisations openness and inclusive approach is also important factor.

Global strategies and plans must be aligned with organisational strategy, vision and mission. Organisations create their own unique strategic approaches in their quest for global talent based on variety of factors such as:

  1. Strategic plan: it is important to know organisations plan for introducing or taking off product, opening or closing facilities, entering new markets or developing new partners, introducing new changes, outsourcing, crowdsourcing etc while planning for global talent.

  2. Global integration versus local responsiveness strategy: centralized management with standardization across all global operations or decentralized approach promoting local decision-making. The approach taken determines the type of jobs needed in various global locations, influences the best way to get work done and shapes the requirement of team assembled to develop the plan.

  3. Orientation and talent staffing: depends whether the organisation is ethnocentric, polycentric, regiocentric or geocentric. Based on this some practices can promote globalization.

  4. Growth strategies: type of global expansion is another important aspect. Considering expansion, merger and acquisition, joint venture, greenfield operations, strategic alliance may have particular staffing needs.

  5. Maturity of the global location: expatriate are used for initial staffing, perhaps of a greenfield operation because local talent is not yet ready. Then later on local national increase with time.

  6. External factors: local culture and values, demographic trends, competition for local labour, compensation and benefit approaches, security, economic factor, political climate are also important factors determining global talent acquisition and management.

  7. Social responsibility: degree to which organization holds itself responsible for the social impact of its global approach affects approach to global staffing.

  8. Information technology: social media and online conferencing. Recruiting via social media facilities like Facebook, LinkedIn, connection between organisations and talent pools has great impact as it could be difficult to reach using traditional methods.

The challenges faced by a global organisation and a local organisation turning to global expansion is similar and can be dealt with careful planing.

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Weekend getaway this season 2018 pavna lake and lohgad fort

Pavna lake is another great getaway this season for long weekend. Around two and half hours drive from Mumbai this place is really beautiful and scenic. If you love nature and peaceful atmosphere this is the place for you. The lake has crystal clear water and the soothing atmosphere and is definitely going to rejuvenate you to your highest level of energy.

Spending some time there and choose to spend some more adventurous time, then move to lohgad fort. This is a great fort from the time of shivaji maharaj and is a wonderful place. It is situated at a really great altitude to give you beautiful view of the entire area. You will come across really big stairs to climb and a wonderful exercise reaching the top and coming down. If you are carrying eatables better be aware of monkeys. You have awesome feel at the top and there are beautiful lakes with clear water at the top. You also have a Shiva temple on the top.

By the time you are back you will definitely have great memories, beautiful pics of your time there which needs to be shared on Facebook. Have fun and come back with great energy.

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Choosing an April born employee…

Learning to be with people is one great time to get to know the behavioural aspect of their presence in the organisation, in turn making the most of it from right judgement of the personality trait. Let us go through the traits of an april born employee.

  1. They are very independent and won’t back down easily. April born are very independent. They venture out and are go-getters, often leading the way.
  2. Their upbeat and magnetic personality often entices others to follow their lead because their personalities bring excitement into others lives.
  3. They prefer to make their own money and work hard to have anything they want or need. April born are definitely born leaders who knows how to take charge.
  4. They are sensitive. They follow their heart, but take their brain along with them.
  5. People born in April are very particular about things around them. Underneath the strong, independent exterior of an April born lies a soft inside but are very structured.
  6. They’re neither too mechanical nor too emotional. They know when to listen to their heart and when to listen to their brain.
  7. They aren’t afraid to take bold chances and love to travel.
  8. The April born’s outgoing and friendly manner is often welcomed in social and occupational fronts, and they typically have a wide selection of friends and followers who welcome their enthusiasm.
  9. April born people are not just a passionate bunch, they tend to be extremely curious. They like to get beyond the surface and find out just what it is that makes things tick.
  10. Most of them are crazy intuitive and are often able to read your character and intentions like a book. They can get a good read on a person within minutes of meeting them and are able to instinctively pick up on things that everyone else in the room misses.
  11. Sometimes you just need that one ultra dependable and reliable friend that you always know that you can count on them no matter what.
  12. They are active and they don’t waste their time on unnecessary things. They love to multitask and they manage to accomplish a long to-do list in a day.

Negatives

  1. They can be a stubborn creature at times especially when they truly believe that they are right.
  2. They are not afraid to speak up – they always say what they think and it sometimes causes them trouble.
  3. Impatience is the root of all their problems. They can be incredibly impatient sometimes and they get frustrated when they feel like others are constantly slowing them down.
  4. They have a restless personality and are always on the go. If you can’t keep up with them they will find someone who can.
  5. It’s only when they are provoked that their aggressive side tends to come out but when it does… well lets just say you’re not going to want to be on the receiving end of it.

Overall great bosses, dependable friend, quick acting people who are wonderfully full of ideas, creativity and enthusiasm and leadership qualities.

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