Global talent management and global talent challenges: Strategic opportunities for IHRM

The need for multinational firms to be as competitive in the global marketplace as possible has increased dramatically over the past twenty years. For international human resource management this has meant many strategic opportunities to international human resource management. An excellent example of such an opportunity is that which exists regarding the management of talent. This opportunity began to develop in the late 1990s with the advent of the challenge of “global talent management.” During the past few years this opportunity has expanded to include challenges dealing with talent shortages, talent surpluses, locating and relocating talent, and compensation levels of talent. Together, these conditions are all “global talent challenges”. In this article we describe these several global talent challenges and the strategic opportunities they present to firms and propose the implications of these for firms and for the field of international human resource management.     

Balancing individual and organizational goals in global talent management: A mutual-benefits perspective

Drawing from the talent management and global mobility literatures, there is simultaneous pressure to address both organizational goals to place talent internationally, and individual goals of self-initiated expatriation. This raises important questions for the future of global talent management (GTM): how might individual and organizational goals be balanced to the mutual benefit of both parties? Qualitative data from pilot studies in multinational corporations demonstrate a largely financially driven balancing act between self-initiated and organization-assigned expatriate assignments. Building primarily from psychological contract theory, this study builds propositions for future research, and explores the implications for global talent management practice.     

Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities

Although global mobility represents an important element of many multinational enterprise's (MNEs) global talent management systems, the two areas of practice have largely been decoupled in research and practice. The current paper aims to build a dialog around the integration of these two important areas of practice and illustrate how the integration of global mobility and global talent management can contribute to the success of the MNE. Human capital and social capital theories are introduced as theoretical frames for the integration of the two areas and global talent pools and routines for managing global staffing flows are introduced as key organizational routines that can maximize the contribution of global mobility to the MNE. The paper also considers challenges and opportunities for the integration of mobility and talent and outlines some directions for future study.     

Global talent management: A life cycle view of the interaction between human and social capital

We present a theoretical model that describes the interaction between social and human capital and the different forms that such an interaction may take – positive and negative. Extending the concepts of stocks and flows of knowledge, this model evaluates social capital flows against human capital stocks. When we compare these flows to the value of human capital, we are able to better understand how these resources can interact with each other, influence global talent development, and change over time. We discuss the implications for practices in global talent management in selecting, developing, and harnessing talent.     

The search for global competence: From international HR to talent management

This article describes the evolution of the search for global competence through a 50-year content analysis and review of published research in the field of International HR Management (IHRM), and more recently, Talent Management (TM), with special emphasis on the Journal of World Business. We present a detailed examination of the IHRM/TM content of the Journal of World Business from its inception in 1965 through 2014. To put the results of that review into perspective, we review key themes in global business and strategy from 1965 to the present, noting where IHRM/TM research and business trends correspond, diverge, and lag. Next, we present a brief history of IHRM and TM, showing how the emerging theme of TM offers challenges and promise for connecting future IHRM/TM research with emerging business, strategy, and social trends. We conclude with the implications of our findings for future research, and the importance of the search for global competence.     

Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective

In this conceptual paper, we adopt a social-exchange theory perspective to explain the impact of talent management (TM) on the psychological contract and its outcomes. This relationship is supposedly moderated by generational effects and associated differences in work-related values and preferences. Thus, often-neglected individual-level variables are included in the analysis. A framework and testable propositions are provided. As a result, we propose that in contexts where a war for talent prevails, the strong interest of Generations X and Y in training, development, and career advancement makes highly engaged and extensive TM activities even more crucial for retaining talented individuals than is the case for the so-called Baby Boomer generation.     

The war for talent: human capital challenges for professional service firms

Abstract

Professional service firms face particular human capital challenges. This study reflects on the distinctive characteristics of professional service firms through the concepts of knowledge intensity, low capital intensity and professionalized workforce. Based on in-depth interviews with 21 partners of Australian law firms, we provide empirical evidence on the war for talent challenges faced by professional service firms and in particular, law firms. The findings point to talent management challenges including reputation building and maintenance, employee autonomy, knowledge acquisition, revenue and profitability through internationalization, managing knowledge across borders, managing employee mobility, talent acquisition and retention, talent engagement, performance management and developing leadership capability. These challenges are important issues to be considered by professional service firms as they attempt to compete more effectively in global business contexts.     

Institutional and corporate drivers of global talent management: Evidence from the Arab Gulf region

This study analyses how talent management (TM) is molded by institutional and corporate drivers. We borrow from the vast institutional literature to understand how organizations adopt and implement TM practices within the Gulf Cooperation Council (GCC) context. This context is valuable not only because it tackles an under-researched region, but also because the type of variables found further our understanding of TM processes in non-Western contexts. Companies abide by localization rules to sustain their “legal” legitimacy, while trying to improve efficiency through actions that enhance their economic sustainability. Companies try to strike a strategic balance between local adaptation and global assimilation of their TM processes. We conclude by presenting a framework that portrays how various forces impact the TM process.     

Value co‐creation in online healthcare communities: The impact of patients’ reference frames on cure and care

The gradual transition of health care toward businesses during the past 50 years has converted passive patients into active customers. In our digital society, patients increasingly use online health communities to satisfy complex needs that healthcare professionals leave unmet, including the creation of cure‐oriented (i.e., functional) and care‐oriented (i.e., emotion) value. This research investigates patients’ reference frames (self versus other) as an information processing mechanism and their impact on value creation in online communities. The analysis of 1,687 online postings of a leading healthcare platform shows that self‐referencing is typical for information obtained through an individualistic, patient–doctor encounter; other‐referencing emerges when patients focus on the needs of their peers. Information gathered through the patient–doctor encounter and processed with a self‐referencing frame accordingly enhances cure‐related value, but limits care‐oriented value co‐creation. Other‐referencing does exactly the opposite: it creates a barrier to cure‐related value, but stimulates care‐related value. A patient's experience with the community largely moderates the impact of both self‐ and other‐referencing on cure‐ and care‐related value. These findings show that online health communities can identify and address unmet patient needs, but healthcare professionals still play a critical role in terms of ensuring information quality in online health communities.     

Negative brand meaning co‐creation in social media brand communities: A laddering approach using NVivo

Social media brand communities (SMBCs) have been heralded for their co‐creative, participatory potential whereby consumers actively contribute to the proliferation of meaningful brand avenues in a virtuously circular relationship with brands. Elevated loyalty and enhanced brand equity have been posited repeatedly as likely outcomes of a positively engaged community of brand aficionados. However, evidence to the contrary as negative brand co‐creation or brand co‐destruction has been progressively piling up in the extant literature. This paper contributes to the meaning co‐creation in SMBCs literature primarily on two grounds: first, by offering a methodological framework for adapting the laddering research technique in a mixed methods vein to SMBCs data in a thread‐specific context, by leveraging the analytical capabilities of NVivo CAQDAS software; second, by addressing bottlenecks in the applicability of the proposed methodology in light of negative brand co‐creation.     

Children as co‐researchers voicing their preferences in foods and eating: methodological reflections

There is an increasing and sustained interest in participatory research with children. We subscribe to these new perspectives by involving children as co‐researchers investigating their preferences when it comes to foods and eating. The overall aim of the research project Sustainable Eating Children's Way: Promoting Healthy Food Habits among Children 10–12 (Barn som medforskare i matlandskap) is to create an understanding of how children's food habits can develop in healthier and more sustainable ways. The specific aim of this paper was to discuss the methods used in the first phase of the project in order to find an answer to the question: ‘Is it possible to gain a deeper and more nuanced understanding of children's preferences in foods and eating?’ The research process in this project can be looked upon as two parallel processes: the overall one initiated by the senior research team and the one incorporating the children as co‐researchers. The children participating were 10‐year‐olds attending two classes in the fourth grade of a Swedish government‐funded school. We found the children knowledgeable and competent as co‐researchers. Involving children in the research processes and giving them freedom to explore is a promising way of letting their voices be heard in health promotion programmes.     

Inter‐Organizational Learning in Supply Chains: A Focus on Logistics Service Providers and Their Customers

The learning process between supply chain entities is explored from the perspective of senior third‐party executives. Through grounded theory, a theoretical framework emerged that extends our understanding of learning within a supply chain by identifying the major constructs and learning stages comprising the basic social process of inter‐organizational learning. This framework provides significant insights into the complex process employed in a supply chain to share, disseminate, and store information; co‐create knowledge; and to derive a competitive advantage.     

Mapping the impact of home‐ and host‐country institutions on human resource management in emerging market multinational companies: A conceptual framework

While there is a growing literature concerned with multinational companies from emerging markets (EMNCs), it does not contain a robust conception of how institutions shape human resource (HR) practices in such firms. We contribute to filling this gap through developing a framework of how institutions create a range of constraints and opportunities for EMNCs. Specifically, our framework contains three key elements of how MNCs from emerging markets interact with institutions: EMNCs develop approaches that to some extent reflect the perceived strengths and weaknesses of the institutions in the home country (institutional conditioning); the strategies of actors in EMNCs can overcome the weaknesses of the home country by drawing on institutions in other countries (institutional arbitrage); and the actions of EMNCs can reinforce, or create pressures for change in, the institutional context in the countries in which they operate (institutional change/consolidation). By mapping this set of strategies of EMNCs, we contribute to a fuller understanding of the relationship between institutions and HR practices, and we outline how the rise of EMNCs reshapes the global landscape by adding new kinds of firm behavior to capitalist diversity.     

Pop‐management literature: popular business press and management culture in Brazil

As in other emerging countries, the 1990s in Brazil were characterized by profound economic changes. The business press reflected and influenced this process. Newspapers and magazines grew and assumed an important role, disseminating values associated with neoliberalism and managerialism. In this paper, we aim to contribute to the understanding of the content produced by this media and how the readership reacts to this content. To accomplish these objectives, we used the method of fantasy theme analysis (Bormann, 1972) to analyze four business magazines, and we discuss how Brazilian culture mediates the assimilation of foreign ideas and managerial expertise. Our study also helps to understand how the pop‐management literature, disseminated by the business press, echoes and reinforces managerialism and management culture. Copyright © 2008 ASAC. Published by John Wiley & Sons, Ltd.     

Modes of production in home maintenance: accounting for the choice between formality,off the books and self‐provisioning

Households depend on the existence of a home, and therefore, maintenance plays an important social and economic role. Formal outsourcing is often overestimated here and alternative modes, such as informal outsourcing and do‐it‐yourself (DIY), are overlooked. This paper estimates and accounts for the choice of one mode of production in Flemish households. First, the different modes of production are quantified according to two different methods. Further, an explanation of the choice made is constructed. The complexity of maintenance work has an impact as well as the dimensions of social and cultural capital. Factors such as dexterity, occupational acquaintance with maintenance work, social trust and social contacts play a role. Finally, a model of a sequence of decisions is tested. This ramification mechanism shows that the primary choice is formal commissioning or not, inspired by technical complexity. The second choice between off‐the‐books outsourcing and DIY is influenced by the capital resources of the households.     

The law and ethics of big data analytics: A new role for international human rights in the search for global standards

The Economist recently declared that digital information has overtaken oil as the world’s most valuable commodity. Big data technology is inherently global and borderless, yet little international consensus exists over what standards should govern its use. One source of global standards benefitting from considerable international consensus might be used to fill the gap: international human rights law. This article considers the extent to which international human rights law operates as a legal or ethical constraint on global commercial use of big data technologies. By providing clear baseline standards that apply worldwide, human rights can help shape cultural norms—implemented as ethical practices and global policies and procedures—about what businesses should do with their information technologies. In this way, human rights could play a broad and important role in shaping business thinking about the proper handling of this increasingly valuable commodity in the modern global society.     

A new research framework for family resource management applied to financial preparedness of mid‐life working couplesa

In order to continue to move forward, the field of family resource management needs rich research programmes based on holistic, synergetic approaches. To this end, this paper presents a multi‐perspective research framework for designing family resource management research programmes using insights from five existing perspectives to understand families: life cycle stages, life spiral across generations, unplanned life transitions, the historical context of the course of one's life, and the different levels of influence on daily life ranging from the cosmos to the unknown (spheres of influence perspective). A modernization of the life cycle perspective is proposed as well to accommodate the gap between the full nest and the empty nest. We then use this new research framework to shape the development of a programme targeting retirement preparedness of mid‐life working couples with dependents (children and aged or infirm adults). We anticipate that deeper, more holistic insights into family resource management strategies can be gained from using this new research framework.     

A corporate entrepreneurship perspective of pre‐entry strategies for internationalization: A case study of a Chinese business conglomerate

The international expansion of Chinese firms is a remarkable phenomenon of contemporary international business. However, international expansion is particularly challenging for firms expanding from emerging market economies such as China because they have relatively few ownership advantages and suffer disadvantages. We apply a corporate entrepreneurship perspective to explore this under‐researched topic via a longitudinal case study of a large Chinese business conglomerate. Thirty‐one semistructured interviews and seven focus‐group discussions were conducted with 55 informants; company documents were also analyzed. We found sophisticated pre‐entry entrepreneurial initiatives are critical for successful internationalization, as they enable emerging market firms to overcome some constraints, leverage their assets, and build competences for international venturing.     

A study of e‐retailing management: analysing the expectations and perceptions of Spanish consumers

This article analyses various elements that influence the purchasing behaviour of online consumers. These elements include the aesthetic aspects of a web site and the interactive processes that take place at the time of purchase. The study analyses the expectations and perceptions of a sample of Spanish online customers. On the basis of these attitudes, the sample of respondents is segmented. In addition, the main factors that determine online service satisfaction are identified. The segments of respondents are then positioned with respect to these identified factors in online service quality. The analysis thus allows differentiation of both customers and service quality. The paper concludes with recommendations for online retailers who wish to operate a successful ‘virtual’ retail outlet.