Global Talent Management: 6 Keys to Unlocking Success

© Development Dimensions International, Inc., MMXIV. All rights reserved. 1

GLOBAL TALENT MANAGEMENT

6 KEYS TO UNLOCKING SUCCESS

© Development Dimensions International, Inc., MMXIV. All rights reserved.

As a talent management professional, you probably don’t

need anyone to tell you what the critical global talent

challenges are; you live them every day.

As a VP of Talent in a global manufacturing organization

recently told us:

“I know what I should do; I just need help doing it.”

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Research and our work with clients around the world

confirm that global organizations consistently face

three primary challenges:

1. Global Leadership\Development

2. Succession Management

3. Talent Acquisition

Nothing new so far…

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To meet the challenges and provide your organization

with competitive advantage through people, you need to

know the barriers that will wreck even the best-intentioned

programs. Foresight, anticipation, and planning will help

ensure project success.

If the challenges are not new, identifying global barriers

and removing them through a series of defined enablers

positively is.

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Organizations around the world utilize six primary levers

to break through barriers and enable project success.

Independent of product or solution, we call these levers

“enablers.”

1. Execution, process, and deployment

2. Consistency and scalability

3. Language and culture

4. Technology

5. Maximizing investment

6. Legal considerations

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#1

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Execution, Process, and Deployment



• Identify the organizational talent supply and

demand situation.

• Clarify the business case, gain stakeholder support.

• Decide what can be centrally controlled and what

should be devolved.

• Design, deploy, measure outcomes, adjust.

“The challenge is less about mandating differences,

more about managing differences.”

7 © Development Dimensions International, Inc., MMXIV. All rights reserved.

#1 Execution, Process,

and Deployment


When things go wrong, the tendency is to blame the content. Don’t.

Implementation and content go hand in hand, but the majority of focus should be on implementation.


Execution, Process, and Deployment

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#2

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Consistency and Scalability



Consistency of output is what the program should be

aiming for, not uniformity. Focus on output consistency

and how that will be scaled throughout a global project.

• Create multi-regional implementation teams.

• Define consistent standards, allow flexibility.

• Obtain clarity and perspective through data.

• Ensure teams have the skills and resources they need.

“View talent management as a journey rather

than a series of episodic events.”


#2 Consistency and Scalability

#3

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Language and Culture



Local culture runs as deep as a local language.

Deeper in fact. Work with it, not against it. Delivery

of programs in an acceptable language is important,

but cultural acceptance of the project is critical.

• Understand how individual activities will affect the

overall outcome.

• Know the cultural differences in your organization.

• Design a common leadership language.

“Beware of cultural bias that puts certain people

at an unintended disadvantage.”


#3 Language and Culture

#4

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Technology



Effective and efficient technology systems are central

to outcome success.

• Do local regions have the software, hardware,

budget, and capability to work with the systems?

• Improved access to data will help better decision

making only if the data is current, reliable, and

precise. What process is in place to ensure that?

• Consider your “cultural” context. Do people use

smartphones or desktops? What is the reaction to

online and Social learning?

“If a system isn't usable, then its capability doesn't matter.”


#4 Technology

#5

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Maximizing Investment



Don’t assume that something that sounds affordable

and logical at the head office will be seen that way in

a region. Consider:

• Local market affordability.

• How the project is funded—don’t assume that local

is always cheaper.

• Involving local stakeholders early.

• Measurement of effectiveness and how you will

prove ROI.


#5 Maximizing Investment

#6

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Legal Considerations



Contemplate legal, economic, and political

considerations early. Operating across borders adds

complexity—both direct and indirect. Understand:

• Intellectual property laws.

• Differing data protection laws.

• Legal position of Expat assignments.

• Influence of unions and work councils.

• Gender or other diversity targets.

“Ignorance is no defense against a poorly or illegally

implemented program.”


#6 Legal Considerations


A Quick Recap Think about the enablers as a set of tools to help you

break through the barriers and deliver effective global

talent programs:

1. Execution, process, and deployment

2. Consistency and scalability

3. Language and culture

4. Technology

5. Maximizing investment

6. Legal considerations

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Ready to take your organization’s global

talent management to the next level?

Email [email protected] and set up time with an expert.

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Global Talent Management: 6 Keys to Unlocking Success

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