The recent shift in HRM is because of social and economic factors such as globalization, increasing skills differential and rising competition in the emerging economies. As organizations continue to globalize, talent management across borders becomes a challenge that creates a need for more international and strategic-minded HRM functions. The nature of talent management becomes difficult because of the global war for talent, which requires organizations to locate, source, and allocate critical skills in their global value web.
Global mobility has therefore emerged as a key solution in managing these challenges as organizations seek to fashion out organisational structures that can effectively meet the dynamism of the global market environments and compete effectively. The role shift empowers HR to lead the connection between talent management and organizational goals, and between regional and international practices for talent to work effectively in the new world economy.
The Evolution Of HR Functions and Roles
- Strategic Integration: HR now plays the role of a strategic partner in planning the business by directing the employment of talents in the business. Global Mobility and Talent
- Management: HR has become increasingly involved in global mobility, whereby the talent is moved from one region to another to fill skills gap.
- Agility and Specialization: Global HR structures are not only changing at a greater pace, but are also becoming more functionally specialized, such as global mobility units or HR business partners.
- Use of Analytics and Technology: Highly leveraged skills and talent management requires constant measurement and the use of HR technology solutions for these purposes.
- Global Leadership Development: HR provides for local talent to acquire leadership skills, dismissing standard expatriate assignments with cultural sensitivity leadership training.