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Global Talent Management

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Organizational Behaviour and Human Resource Management

Part of the book series: Management and Industrial Engineering ((MINEN))

Abstract

Talent management (TM) is now firmly pursued by organisations globally as a strategic imperative. Although the present talent shortage is a global challenge, it is more critical in emerging economies, particularly in sub-Saharan Africa. The enormous challenges associated with the attraction, development and retention of talent by firms operating in sub-Saharan Africa (SSA) call for the adoption of robust talent management (TM) strategy to navigate these challenges. However, the extant literature on talent management has failed to examine in detail the talent management practices of organisations in Africa to feed into the stock of global knowledge on talent management. This chapter therefore provides empirical evidence on talent management with a contextual focus on Multinational Enterprises (MNEs) in a sub-Saharan African country.

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Author information

Authors and Affiliations

  1. Talent Bank Project, Swansea University, Swansea, UK

    Oriaghe Raphael Oseghale

  2. School of Management, Swansea University, Swansea, UK

    John Mulyata & Yaw A. Debrah

Authors
  1. Oriaghe Raphael Oseghale
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  2. John Mulyata
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  3. Yaw A. Debrah
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Corresponding author

Correspondence to Yaw A. Debrah .

Editor information

Editors and Affiliations

  1. School of Economics and Management, University of Minho, Braga, Portugal

    Carolina Machado

  2. Department of Mechanical Engineering, University of Aveiro, Aveiro, Portugal

    J. Paulo Davim

Testing Your Knowledge

Testing Your Knowledge

1.1 Answer the Following Questions as True (T) or False (F)

  1. (1)

    With reference to Vaiman, Scullion and Collings’ (2012) work, GTM focuses on the organisational strategies, policies and practices that are designed to attract, select, develop and retain highly skilled and knowledgeable employees to fill important roles in the organisation’s global operations

  2. (2)

    Talent attraction involves workforce planning, employer branding and talent sourcing activities carried out by organisations to employ the highly skilled and knowledgeable employees required to create added-value

  3. (3)

    On-the-job and off-the-job training programmes are vital for employees to acquire the relevant competencies required to perform well in MNEs

  4. (4)

    TM is practised in only MNEs

  5. (5)

    The long-term talent retention strategies adopted by MNEs include the development of a talent management culture, career development opportunities, employee engagement and abuse and exploitation of employees

1.2 Answers

  1. 1.

    True (please see the section on global talent management)

  2. 2.

    True (please see the section on talent attraction)

  3. 3.

    True (please see the section on training and development)

  4. 4.

    False (please see the section on performance appraisal)

  5. 5.

    False (please see the section of employee retention)

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Oseghale, O.R., Mulyata, J., Debrah, Y.A. (2018). Global Talent Management. In: Machado, C., Davim, J. (eds) Organizational Behaviour and Human Resource Management. Management and Industrial Engineering. Springer, Cham. https://doi.org/10.1007/978-3-319-66864-2_6

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  • DOI: https://doi.org/10.1007/978-3-319-66864-2_6

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  • Publisher Name: Springer, Cham

  • Print ISBN: 978-3-319-66862-8

  • Online ISBN: 978-3-319-66864-2

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