Global Expansion, Essay Example

 Introduction

Global expansion is a challenging yet lucrative phenomenon that provides many benefits for organizations with the means to be successful on a larger scale. It is necessary for organizations to develop strategies that will enable them to identify, recruit, and secure top talent in order to facilitate global expansion and achievement. Human resources personnel must utilize these strategies to ensure that the level of talent within the firm is appropriate for the needs of a global economy. Approaches to talent management must convey realistic expectations and demonstrate a competitive advantage for organizations (Farndale et.al, 2010).

Analysis

The development of new perspectives to expand talent management must utilize human resources personnel in order to identify talent that is experienced and appropriate for the needs of the organization (Farndale et.al, 2010). In some ways, global “war” to obtain the most experienced talent is in place and is highly competitive and almost cutthroat in nature; therefore, it is necessary to develop models that are collaborative and innovative in nature in order to accomplish the desired objectives with talent management (Beechler and Woodward, 2009). From this perspective, it is evident that there are significant opportunities for global expansion and growth for organizations when the appropriate talent is available to fill different positions; however, this must be accomplished by using a strategy that will support the recruitment of the most talented personnel for the available positions (Beechler and Woodward, 2009).

Talent management in the era of global expansion requires significant innovation in order to accomplish these goals (Lewin et.al, 2008). The best talent is typically expensive and requires significant support from the organization from a budgetary perspective; however, it is believed that overall, recruiting this level of talent will provide many benefits to organizations because their ideas and perspectives regarding business growth are innovative and unique, thereby setting themselves apart from others (Lewin et.al, 2008). With the recruitment of talent at this level, it is likely that organizations will achieve tremendous success because they possess the human capital that is required to expand globally in a successful manner (Lewin et.al, 2008). Organizations must utilize this talent wisely so that their expansion efforts in the global marketplace are successful and profitable over time (Lewin et.al, 2008).

Talent management must reflect the importance of human resources in this practice, using their knowledge, core strengths, and other capabilities in an effort to produce effective outcomes for organizations (Kim and McLean, 2012). Talent recruitment for global firms requires human resources personnel to not only identify the appropriate talent, but to motivate and train them to communicate effectively with employees and clients from different cultures on a global scale (Kim and McLean, 2012). It is important to address these concerns and to take the steps that are necessary to address multinational challenges and other issues that are relevant within the global marketplace (Kim and McLean, 2012). These efforts are likely to produce effective outcomes and support the continued growth of organizations on a global scale (McLean and Kim, 2012).

Conclusion

Achieving global expansion within organizations is a complex process; therefore, it requires an effective understanding of the roles and responsibilities of human resource personnel in recruiting the appropriate talent to fulfill global objectives. These efforts require a balance between competitiveness and collaboration in order to establish a precedent for long-term success and growth as the organization expands to the global marketplace. These efforts will produce successful results and enhanced productivity for global organizations at unprecedented levels.

References

Beechler, S., and Woodward, I.C. (2009). The global “war for talent.” Journal of International Management, 15, 273-285.

Farndale, E., Scullion, H., and Sparrow, P. (2010). The role of the corporate HR function in global talent management. Journal of World Business, 45, 161-168.

Kim, S., and McLean, G.N. (2012). Global talent management: necessity, challenges, and the roles of HRD. Advances in Developing Human Resources, 14(4), 566-585.

Lewin, A.Y., Massini, S., and Peeters, C. (2008). Why are companies offshoring innovation? The emerging global race for talent. Forthcoming Journal of International Business Studies, retrieved from https://offshoring.fuqua.duke.edu/pdfs/conference2009/Lewin%20Massini%20Peeters%20JIBS%20paper.pdf