With the emergence of different markets, fast pace globalisation, issues in compliance etc., HRM no longer can stay put with their usual ways in terms of talent scouting for the right candidates, performance monitoring and such. As mentioned in the case study, many leaders are not well equipped with global awareness and understanding of other cultures to achieve success in the global marketplace. Therefore, HR transformation should focus on being more of an agile business-driven HR function by:
- promote a global mindset and apply global leadership to leadership programmes while providing continual development support
- invest in HR technology and use analytics to understand the current global talents issues
- provide suitable training and skills installation onto the HR for a better opportunity in handling business-driven mobility matters that could bridge mobility island and focus on business objectives
- incorporate talent acquisition expertise while promoting specialisation in jobs during recruitment for the right candidates as it could balance the supply-demand of talent in an organization
I agree, and well written!