ODL-Managing People

Emerging markets, growing globalization, competition, and the skills gap are the top concerns facing global mobility business strategies. The quick pace of company changes, changes toward growth economies and opportunities, flatter workplace structures as well as new roles due to specialization, various type of leadership styles, and increased rivalry for talent are all problems faced by corporate talents and HR. HRM cannot continue to operate in the same manner as before in terms of talent assessment and performance analysis. This is because many corporate leaders, for example, lack the global knowledge and comprehension of various cultures necessary to succeed in the global business. As a result, HR transformation should focus on becoming a more agile business-driven HR function by providing appropriate training and skill installation onto HR for a better opportunity in handling business-driven mobility matters that could bridge mobility island and focus on business objectives as well as incorporate talent acquisition expertise while promoting specialization in jobs during recruitment for the right candidates as it could balance the supply-demand of talent in an organization