Global talent management and the role of social networks

Dresselhaus, Lena (2010) Global talent management and the role of social networks.

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Abstract:Purpose of the research The purpose of this Master thesis is to contribute to the knowledge about global talent management (GTM) and the role of social networks. Current challenges and circumstances are responsible for the need of GTM within multinational corporations (MNCs). Elements, instruments as well as core objectives will be elaborated with this study. This will be achieved with the help of different expert groups. The goal of this research is to create a GTM model including social networks that intends to support MNCs on the implementation phase. In order to accomplish the research objectives, the following research question will be answered: How can social networks support MNCs in their GTM? Design methodology This research makes use of the Delphi method. This is especially a successful approach for exploring new concepts, like GTM and the role of social networks. Four principal characteristics can be determined for this technique: anonymity of Delphi participants, iteration, controlled feedback, and statistical aggregation of group response (Rowe & Wright, 1999). With the help of questionnaires, opinions of different expert groups (HR managers, HR researchers and Master students) will be collected in two rounds in order to answer the research questions. Findings The findings of the research result in differences and similarities among the three expert groups. They all assessed the necessity of GTM in MNCs. The HR managers and HR researchers scored the same elements and instruments which have to be implemented in a successful GTM system. But concerning the application of social networks, the participants have different views. Especially the Master students are open-minded about social networks and therefore, they advocate the use of this tool. The HR managers, however, are sceptical towards this new media and did not integrate social networks in GTM to a great extent until today. Conclusions A combination of the literature review and the findings of the questionnaires lead to a suitable GTM model for MNCs. Accordingly, the GTM model will comprise six elements, namely selection, identification, attraction, development, retention and motivation. With the application of the instruments “on the job training”, “cooperation with universities”, “off the job training” and “talentoriented career model” the organizational goals should be achieved. These goals are performance improvement, but also employee satisfaction and employer branding. Social networks function as a tool for the different instruments in order to fulfill the GTM elements and to achieve the GTM goals. Global talent management and the role of social networks Page 4 Master Thesis – Lena Dresselhaus Recommendations Recommendations can be given for the three participating expert groups. The Master students represent an essential target group of GTM. Thus, they have to be integrated in the process of GTM implementation in MNCs. They should always express their opinions and requirements towards their workplace. Besides, they are the people who grew up with social media and therefore, it should be their task to convince HR managers of the usability of social networks in GTM. The HR researchers already investigated this new HR issue, but they are just at the beginning of development. As a consequence, they should continue to focus on GTM and the role of social networks and also try to convince the HR managers of the effectiveness of this topic by conducting more research. The HR managers realized the importance of GTM in their MNCs, but they have to spend more time, more money and more effort into this HR topic as it reflects an essential opportunity for their organization. Besides, they should focus more on social networks, never mind that it does not belong to their daily routine. GTM and social networks are great tasks for them, but HR managers have to accept this challenge. It would be advisable to visit seminars and read more articles and books about GTM and social networks to gain more information. It is important that the HR managers are positive about this HR issue in order to implement a successful GTM model including the tool social networks. Limitations Limitations of this research can be outlined in form of the reliability. As the Delphi method represents an approach that only concentrates on a small number of participants, it is difficult to state that the results are applicable to any other MNC. Besides, the participation of the experts poses an obstacle. It is a great challenge to find enough participants of each expert group in order to accomplish this new methodology. Future research As GTM and the role of social networks is a relatively new HR topic, it is difficult to compare new findings with old findings. But as it is still an important issue to investigate, more and more research will be done in this research field and therefore, it will be possible to compare the findings in order to go more into detail. An interesting topic, resultant from this research, is the testing of GTM elements and instruments in practice. Therefore, theses aspects should be monitored in an MNC. It would also be attractive to focus on the measurement and best implementation forms of these components in future research. Besides, as lots of previous researches are considering Asian MNCs, it would be an important task of future research to investigate GTM and the role of social networks in European or American MNCs.
Item Type:Essay (Master)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:85 business administration, organizational science
Programme:Business Administration MSc (60644)
Link to this item:http://purl.utwente.nl/essays/60381
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