OVERCOMING INTERNATIONAL TALENT ACQUISITION AND WORKFORCE DEVELOPMENT CHALLENGES 1

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Running head: OVERCOMING INTERNATIONAL TALENT ACQUISITION AND WORKFORCE DEVELOPMENT CHALLENGES 1

OVERCOMING INTERNATIONAL TALENT ACQUISITION AND WORKFORCE DEVELOPMENT CHALLENGES 2

Option #2: Strategy 1: Overcoming International Talent Acquisition And Workforce Development Challenges

Woodrow Rowell

8/25/19

Option #2: Strategy 1: Overcoming International Talent Acquisition and Workforce Development Challenges

The international market demands that companies acquire talented workforce and develop them so that they can remain relevant in the business and organizational setting. However, there are various challenges which make to quite hard for the firms to hire and maintaining talented workforce. Some of the challenges include, a satisfying job environment, a gratifying salary, diversified workforce who are able to work in any country, and ability to better the skills of the workforce.

The enhancement of suitable hiring of people with talent requires that there be a multichannel sourcing of the workforce through both the social media and digital process because it allows a company to have great numbers of applicants that the company has to evaluate, compare and pick from (Oracle, 2017). Often, the interview process should cover all essential aspects of the expected duties and objectives the company. With the simulation systems and automated digital sources, organizations successfully source, assess, and hire top talent that boost acquisition of efficiency and effectiveness in the organization (Edmans, Gabaix, & Genter, 2017). Cloud solutions enhance multitiered screening and evaluation tools enhance interview and requisition of management to have recruiters and hiring process as positively impressive as possible. Once the workforce who are talented are hired, a company should work to train and offer them learning opportunities that will make them both more efficient in their line of specialization and related ones.

Additionally, the provision of high compensation is another thing a company should offer even though it is important the compensations suits within the budgetary estimates and is reliably assessed before one is offered the amount (International Labour Office, 2011). Such a process will discourage flaws and motivate every worker to do their best (Oracle, 2017). The threat is that the company has to be quite efficient in choosing the digital solution and assessing the workforce. Overall, the international HR management sector will increase performance, productivity, and boost the reputation of the company. The process can also enhance efficient global management of the workforce and generation of objectives in the international business.

References

Edmans, A., Gabaix, X. & Genter, D.. (2017). Executive Compensation: A Survey of Theory and evidence. 1-165. Retrieved from https://scholar.harvard.edu/files/xgabaix/files/executive_compensation.pdf

International Labour Office. (2011). A skilled workforce for strong, sustainable and balanced growth. 1-48. Retrieved from https://www.oecd.org/g20/summits/toronto/G20-Skills-Strategy.pdf

Oracle. (2017). Improve Hiring Quality, Efficiency, and speed with talent acquisition in the cloud. 1-12.

 

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