Global Talent, Essay Example

AON Corporation (NYSE:AON), which is the leading provider of management of risk and HR solutions in the world, shifted its business headquarters to London. The move led to the greater access of upcoming markets and took better advantage of tactical closeness to Lloyd and the market in London as one of the significant global centers of risk and insurance brokerage. Up to 20 staff members of AON, which included almost half of the committee of executives, was moved to London as part of the transfer. The team that was moved included Steve McGill, who was the CEO and chairman of AON Risk Solutions; Christa Davis, who was the Chief Financial Officer, and Peter Lieb, general Counsel and Executive Vice President. AON’s operation in London is also extensive with almost 10% of its 60,000 staff members based there (Silzer & Dowell, 2010).

Challenges that might be expected by an organization in case of relocation of an employee to a different country to stay and work include issues in the triumphant duplication of HRM practices across global countries that are geographically dispersed; international management of talents, diversity in culture, and compensation. The positive results for the organization transferring employees to another country include increased employment, competition, capital flows and investment, technical know-how spread, foreign trade, education spread, and ethical and legal effects (Ready, Hill & Conger, 2008).

The first tool that can be provided by a Human Resource professional to his workers in another country includes evaluating issues of psychology, like emotional maturity, flexible and adaptive thinking, languages, the expatriate experience, family support, the capability of learning new traditions and customs, and being open to various cultures (China Business Newsweekly, 2010). The second thing that can be provided by a Human Resource professional is extensive training for cross-cultural and business training for a particular host state prior to and after international assignments. A Human Resource professional may equally offer increased support to the family and spouse of the expatriate, which can take the form of elderly care, education assistance, and language training (Ready & Conger, 2007).

References

China Business Newsweekly. (2010). Towers Watson; Companies worldwide view talent as biggest obstacle to future growth, Towers Watson survey finds. China Business Newsweekly, 11.

Ready, R. A., & Conger, J. A. (2007). How to fill the talent gap: Global companies face a perfect storm when it comes to finding the employees they need. Wall Street Journal (Eastern ed.), R1, 4.

Ready, D. A., Hill, L. A., & Conger, J. A. (2008). Winning the race for talent in emerging markets. Harvard Business Review, 86(11), 62-70.

Silzer, R. F., & Dowell, B. E. (2010). Strategy-driven talent management: A leadership imperative. San Francisco: Jossey-Bass.