Describe the underpinning social and economic reasons that brought about the recent transition in HRM.

The first reason is that emerging countries are transitioning to semi-developed. This has led to less reduction of talent from these emerging countries choosing to move to a developed country as they can find job positions within their home country. Developed markets now have a smaller pool and instead also face competition to secure their local talents from moving to emerging countries.

Secondly, past strategies that could be relied on no longer work. One example is assigning a expat to lead local operations is no longer an effective strategy. In today’s market, it highlights the weak leadership pool of the local leaders that the HQ has to send someone over to lead the local organisations.

Third would be the gaps in global mobility programs today. When moving to a different country, there are non-work related influences that need to be considered to make a global move a success. Familiarity of the employee with the local culture, the uprooting of the employees family to a different country & the acclimation of the employee to the country have an effect on how effective they are in their new job position. Employees who are struggling with adapting their personal life will see a spillover effect into their work life, leading to worse than anticipated results.

Identify the evolution of the recent HR functions/roles.

Talent acquisition teams need to work closer together with HR Business Partners to not only recruit new talents, but to ensure the recruited talents stay in the company long enough to contribute significantly. In a similar vein, employees participating in global mobility need to be managed post move to ensure they have acclimatized well and can contribute to the goals of the organization.

HR needs to be aware of regulatory requirements to avoid situations where regulatory restrictions prevent them from completing the hiring /move process for an employee.

HR also needs to be able to create an employee value proposition(EVP) that makes the company an attractive place to work & to stay. This involves meeting the engagement, development and set goals of individual(irregardless if they are a a mobility program employee or not)