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Article

Sovanjeet Mishra

In near future, population change and shift, aged workforce and retirement of baby boomer generations are going to bring huge shortage of talent and skilled labor across…

Abstract

Purpose

In near future, population change and shift, aged workforce and retirement of baby boomer generations are going to bring huge shortage of talent and skilled labor across globe, especially in developed and emerging nations. Hence, this paper aims to link talent management and international mobility function in a strategic way to overcome the challenge that business world will be facing in terms of scarcity of talent.

Design/methodology/approach

In this paper viewpoint is expressed considering international texts and organizational research reports.

Findings

Changing demographics and skill gap economies across nations and compliance risk or regulatory challenge might have a direct impact on talent mobility. Further, talent mobility might have a reverse effect on assignee and family. No single stakeholder alone would tackle this problem. So, the educational institutions, business, government and non-governmental institutions need to collaborate and form a framework to deal with it.

Research limitations/implications

Viewpoint can be further refined through academic conceptualization and empirical validation.

Practical implications

Managers can incorporate framework suggested for managing talent during mobility.

Originality/value

A call for integrating talent and mobility function would encourage researcher for further refinement of the idea, through theoretical and empirical validation. Talent mobility has been discussed as a win − win situation for companies and nations across the globe.

Details

Strategic HR Review, vol. 16 no. 6
Type: Research Article
ISSN: 1475-4398

Keywords

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Article

Yinqiu Wang, Hui Luo and Yunyan` Shi

This paper aims to explore international talent mobility and identify its negative/positive factors.

Abstract

Purpose

This paper aims to explore international talent mobility and identify its negative/positive factors.

Design/methodology/approach

Bibliometric data from Scopus are explicated to model the mobility network and providing a more comprehensive posture. In addition, by using indicators of complex network, significant features of international talent mobility are described quantitatively. After that, by introducing a kind of improved gravity model with multiple linear regression, the authors identify factors to explain international talent mobility flows.

Findings

With the analysis of international talent mobility in complex network, the overall network is not balanced. A small part of developed countries and developing countries with good emergency attract and drain a lot of talents and talents usually moving between these countries, the amount of talents leaving or entering into other countries is very limited. Furthermore, according to multiple linear regression, it is found that the share of migrants in population is the major negative factor for international talent mobility, and the factors of destination countries is more significant than original countries.

Originality/value

The result of this paper may support further research studies and political suggestions for cultivating, attracting and retaining scientific and technological talents in the world.

Details

International Journal of Innovation Science, vol. 11 no. 3
Type: Research Article
ISSN: 1757-2223

Keywords

Content available
Article

Yun-na Liu and Zhiyu Liu

With the development of social economy, the problem of female labor force and talent ecology mechanism has become increasingly prominent. They do not assign jobs according…

Abstract

Purpose

With the development of social economy, the problem of female labor force and talent ecology mechanism has become increasingly prominent. They do not assign jobs according to their abilities, but decide their duties according to their interpersonal relationships. The uneven distribution of human resources makes the difference, the impact of the female talent social mobility tends to solidify and the social strata between the contradictions are deepening.

Design/methodology/approach

This paper mainly investigates the current situation of female talents social mobility to solve the problem of the social mobility of female talent, and evaluates the main factors that affect female talents social mobility by analyzing the flow of ordinary female labor, enterprise female talents and educational female talents.

Findings

Society should pay attention to the social mobility of female talent, carry out comprehensive ecology mechanism in time, take different methods to the management of female talents in different industries, remove the obstacles that affect the social mobility of female talents and create a good ecology mechanism of female talent.

Originality/value

This paper provides corresponding suggestions and countermeasures on the ecology mechanism of female talents social mobility.

Details

Ecofeminism and Climate Change, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2633-4062

Keywords

Content available
Article

Susan Kirk

The purpose of this paper is to explore the interplay between identity and global mobility in the careers of senior, female talent, uniquely taking into account the…

Abstract

Purpose

The purpose of this paper is to explore the interplay between identity and global mobility in the careers of senior, female talent, uniquely taking into account the perceptions of both female and male participants. In addition, the role organisations can play in enabling women to overcome these identity constraints is identified.

Design/methodology/approach

This interpretivist study draws on data from 38 in-depth interviews with senior managers in a large, multinational organisation to elicit a rich picture of how such careers are enacted.

Findings

Findings reveal how identity conflicts function as a glass border for globally mobile, senior female talent. Ways in which talent can access positive identity narratives to inform global mobility choices are identified.

Research limitations/implications

The limitations of this study include the relatively small sample size and the single case design of this research. The findings, however, offer insights into the identity work of globally mobile, female talent across different contexts.

Practical implications

Organisations can facilitate access to identity narratives through mentoring, face-to-face forums and via the internet to enable globally mobile, female talent to make more informed global mobility choices.

Originality/value

Drawing on identity theory, this paper examines how identity work for globally mobile, female talent has more fluid interpersonal boundaries than for men, creating on-going identity struggles. In highlighting how identity narratives can act as a means of breaching the glass border and facilitating global mobility for female talent, a contribution is made to existing debates in the fields of identity, gender studies and global talent management.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 7 no. 3
Type: Research Article
ISSN: 2049-8799

Keywords

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Article

Sari Silvanto and Jason Ryan

The global migration and movement of talent plays an important role in the economic growth and competitiveness of many nations. In coming decades, it is anticipated that…

Abstract

Purpose

The global migration and movement of talent plays an important role in the economic growth and competitiveness of many nations. In coming decades, it is anticipated that there will be increased competition between countries to attract the best and brightest. The World Economic Forum (2011) has recommended using nation branding strategies to attract talent. In response to this recommendation, the purpose of this paper is to propose a strategic framework and terminology for branding nations to attract highly skilled workers. Based on a review of the literature, it recommends five strategic vision drivers that can help countries brand themselves in an appealing and compelling way to talented professionals. This paper also recommends the term “relocation branding” to describe the practice of branding nations, regions and cities to attract talent.

Design/methodology/approach

This paper examines the literature on nation branding and talent mobility to propose a conceptual framework of five vision drivers for branding destinations to attract talent. It also discusses how these vision drivers can be used in the context of an overall branding initiative and campaign.

Findings

This paper finds that the determinants of talent mobility are complex and overlapping. Highly skilled temporary and permanent migrants have a broad range of concerns and interests when they voluntarily choose a country to live and work in. This paper argues that, given these complexities, a more tailored and multidimensional understanding of talent mobility is necessary to effectively craft a branding strategy that will appeal to the highly skilled. A clear vision, demonstrating an understanding of the challenges of moving between countries, has to be integrated into the brand from the outset.

Originality/value

This paper is one of the only in-depth studies of nation branding for the purpose of attracting temporary and permanent skilled migrants. The value of this paper is significant as it provides a framework for strategically creating and positioning nation brands to attract highly skilled workers.

Content available
Article

Arianna Fang-Yu Lin

As an emerging market of international education, Asian countries ambitiously launched internationalization initiatives and strategies to attract international talent

Abstract

Purpose

As an emerging market of international education, Asian countries ambitiously launched internationalization initiatives and strategies to attract international talent. Since the 1990s, Taiwan's government has implemented various internationalization policies. Partly affected by the political forces of neighboring China, Taiwan's government launched the New Southbound Policy (NSP) as the main regional strategy in 2016. One of the aims of this strategy was to promote mutual talent mobility between Taiwan and New Southbound Policy countries (NSPC). The purpose of this study is to explore how the NSP influences the student mobility scheme in Taiwan.

Design/methodology/approach

This study adopted the qualitative document analysis to investigate and compare the major Asian countries' internationalization focus and summarize Taiwan's internationalization development process and policy priorities. Moreover, a qualitative approach was adopted in order to collect data from 2005 to 2018 to examine Taiwan's student mobility scheme under the policy change.

Findings

Under the influence of the NSP after 2016, the student mobility scheme between Taiwan and NSPC could be categorized into five categories in accordance with the mobility rate. Although the nation-driven policy was considered powerful, the unbalanced flow between Taiwan and NSPC became severe.

Research limitations/implications

The study lacked statistics on the degree level of outbound Taiwanese students going to NSPC. It could not compare the student mobility scheme between Taiwan and NSPC by degree level.

Originality/value

The research looked at the initiatives Asian countries have developed in order to raise higher education internationalization and regional status, which shed light on the national/regional approaches under the global change.

Details

Higher Education Evaluation and Development, vol. 14 no. 2
Type: Research Article
ISSN: 2514-5789

Keywords

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Article

Brynne Herbert

The purpose of this paper is to focus on the current transformation occurring in the global workforce due to changing demands from employees and how they stay engaged in…

Abstract

Purpose

The purpose of this paper is to focus on the current transformation occurring in the global workforce due to changing demands from employees and how they stay engaged in the workplace. Companies realize that appealing to talent with benefits and good pay is no longer enough, and it is time to embrace new tactics to attract and retain personnel.

Design/methodology/approach

CEO Brynne Herbert of MOVE Guides, a leading company in relocation management, looks at how companies have leveraged talent mobility to engage employees and the fragmented, manual processes they use that are no longer suitable for global organizations looking to streamline relocation and offer employees a simpler, more powerful approach.

Findings

The author explores how companies can use technology, like Software as a Service (SaaS), to take aim at optimizing their talent mobility programs and eradicate their inefficient and time-consuming manual operations. Using survey data, a case study from international bank Société Générale and other findings, Brynne discusses how the financial juggernaut was able to implement a cloud-based SaaS platform that updated their HR, finance and payroll and management.

Originality/value

Leveraging technology to attract and engage talent will be ever important in today and tomorrow’s global landscape. Therefore, the companies that move the fastest – and the most strategically – to get the right talent to the right place at the right time will have the competitive edge.

Details

Strategic HR Review, vol. 15 no. 2
Type: Research Article
ISSN: 1475-4398

Keywords

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Article

Denis Tolkach and Vincent Wing Sun Tung

This paper aims to evaluate the career patterns and global mobility trajectories of hospitality and tourism graduates that are relevant for global knowledge and local…

Abstract

Purpose

This paper aims to evaluate the career patterns and global mobility trajectories of hospitality and tourism graduates that are relevant for global knowledge and local talent management.

Design/methodology/approach

This study maps and assesses the public profiles of over 2,000 hospitality and tourism graduates from five institutions each from a different territory using a popular online professional network.

Findings

The findings highlight a network of worldwide mobility from hospitality and tourism graduates of the five institutions. The findings also suggest five different types of mobility trajectories (i.e. stateside, intra-regional, continental, inter-regional and global) and career patterns (i.e. rooted, prospector, seeker, two-homes and wanderer).

Research limitations/implications

Geographical mobility of graduates in tourism and hospitality is one of the less studied phenomena; however, it is important to understand due to growing concerns regarding globalization of the workplace and internationalization of education.

Practical implications

This study provides insights into how knowledge transfer and talent management could be impacted by the global graduate movements.

Originality/value

This is one of the first studies to date to combine mobility trajectories with a classification of career patterns to provide implications relevant for global knowledge and local talent management.

Details

International Journal of Contemporary Hospitality Management, vol. 31 no. 10
Type: Research Article
ISSN: 0959-6119

Keywords

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Article

Nicole Böhmer and Heike Schinnenburg

The purpose of this paper is to further develop Global Talent Management (GTM) and the career literature by conceptualizing a model that uses widely discussed contemporary…

Abstract

Purpose

The purpose of this paper is to further develop Global Talent Management (GTM) and the career literature by conceptualizing a model that uses widely discussed contemporary career concepts such as boundaryless career, protean career and kaleidoscope career, with a special focus on gender issues and contextual impact factors. This model contributes to the understanding of how GTM in multinational enterprises (MNEs) can be designed to fit lifelong career courses and to reduce talent scarcity by increasing the deployment of female talent.

Design/methodology/approach

The authors develop a theoretical model of a talent’s lifelong development of career orientations, and draw insights from many discreet literature bases. Through a review of the relevant literature, this paper synthesizes a holistic approach to understand why MNEs need a tailor-made GTM with a particular focus on gender and a life phase-specific career orientation with strong local responsiveness.

Findings

The Dynamic Career Cube is a hermeneutic model that helps to visualize the individual career course of talented employees and the fit of talent’s career orientations and GTM.

Research limitations/implications

A research agenda that includes a retrospective analysis of biographies, especially considering contextual factors such as culture and role stereotypes, is proposed as a starting point for research in this field.

Practical implications

The design and implementation of current GTM must be questioned to fit the contextual factors and to currently match the needs of talented male and female employees throughout their lifelong career course. Tailor-made GTM measures depending on the career phase are proposed.

Originality/value

The paper provides a novel synthesis of the existing research and literature on GTM, gender and careers. By showing the complexity of individual career decisions that are influenced by internal and contextual factors, the paper emphasizes the importance of flexible, locally responsive and gender-inclusive GTM. The paper is useful for academics who seek insight into a talent’s decision-making process and practitioners who manage talent globally.

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Article

Sari Silvanto, Jason Ryan and Vipin Gupta

This paper aims to develop a clearer understanding of the role of business education and business schools in fostering global mobility. As business schools seek to educate…

Abstract

Purpose

This paper aims to develop a clearer understanding of the role of business education and business schools in fostering global mobility. As business schools seek to educate managers who can work globally and adjust to new business and cultural environments, it is important to assess which specific dimensions of business education, such as the location of the school and its curriculum, play a significant role in fostering greater global mobility among business graduates. This also helps how business schools potentially influence global talent flows.

Design/methodology/approach

This study uses an empirical research methodology in the form of a multivariate analysis to examine a sample of 91 business schools that are accredited by Association to Advance Collegiate Schools of Business (AACSB) in the 2015 Financial Times Global MBA Ranking.

Findings

This study finds that international mobility of MBA graduates is mediated both by the design of the curriculum and the location of the business school. MBA graduates from leading business schools that offer greater levels of international experiential learning are more likely to pursue overseas careers after graduation. MBA graduates from leading business schools that are located in economically globalized locations, by contrast, are often more likely to remain in the country where they studied after graduation to pursue local employment opportunities.

Originality/value

This paper contributes to the knowledge of how business education influences the international mobility of business graduates and how it influences global talent flows.

Details

Journal of International Education in Business, vol. 10 no. 01
Type: Research Article
ISSN: 2046-469X

Keywords

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