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Global Talent Development Case Study
Global Talent Development Case Study
Order ID 53563633773 Type Essay Writer Level Masters Style APA Sources/References 4 Perfect Number of Pages to Order 5-10 Pages Description/Paper Instructions
Global Talent Development Case Study
Caught in the Crosshairs
Global Talent Development Case Study
Please read the COMPETENCIES & APPLICATIONS on page 589 titled: Global Talent Development and discuss the followings:
How may a company define talent development? Is getting assigned to a overseas assignment necessary for the development of an individual?
Does it add any value to the organization and its development, and does it contribute to an increase in market share and global presence?
Global Talent Development Case Study
Based on the readings, is it necessary to have a leader who understands the nuances of the global market? Is there a need to expose leaders to different cultural environments?
Global Talent Development Case Study
Peer:
Global Talent Development Case Study
please start this hello Ranee For a global firm, the most brilliant strategies will not improve competitiveness unless the company has well-trained employees throughout the world to carry them out. A global look at training is important as firms establish and expand operations worldwide. For U.S. employers, the challenge has increased because of the decline in specialized, skilled, and technical workers. Considering the number of global employees with international assignments, training is part of global competitive success. Groysberg & Lee & Price & Cheng (2018 ) did a study and they mentioned that Strategy provides clarity and focus for collective action and decision making. It relies on plans and sets of choices to mobilize people and can often be enforced by both concrete rewards for achieving goals and consequences for failing to do so. Ideally, it also incorporates adaptive elements that can scan and analyze the external environment and sense when changes are required to maintain continuity and growth. Leadership goes hand-in-hand with strategy formation, and most leaders understand the fundamentals. Culture, however, is a more elusive lever, because much of it is anchored in unspoken behaviors, mindsets, and social patterns. Margery & Yan (2012) mentioned Leading and managing distributed resources in today’s workplace means understanding the nuances and complexities globalization has imposed. This means that resources may reside in many locations and in order for work to be completed it may require using staff or contractors from around the world. An example may be a United States based software development company that needs Flash programmers for a project and realizes using local resources is often too expensive. References :
Global Talent Development Case Study
Peer 2
Employee skill and competency development is the goal of talent development. Employees may develop their careers by taking advantage of learning opportunities and resources provided by their employers. Companies use talent development as a business strategy to keep their most competent personnel. One of the most effective methods to ensure that a company has the leadership it requires for a successful future is to develop talent. Talent is scarce in many businesses. Every firm has gaps, and skill is becoming increasingly rare; therefore, it must be controlled (What is talent development, 2017). According to Stange (2019), the HR team oversees all essential components of an efficient talent development strategy, from recruiting to performance management to succession planning and beyond, and plays a significant role in talent development. To assist speed talent assessments and employee development, HR should scale its expertise and experience. They should provide progress updates, share survey data, and analyze employee comments to support the leadership team’s talent development commitments. HR may also offer training to managers on how to gather and use personnel data. By establishing clear standards and protocols, HR should seek to make every business employee feel more comfortable with internal talent mobility. Eatough (2021) discussed in his article that talent development boosts output and productivity. Employees that have undergone talent development have a better understanding of their responsibilities and have the skills and tools they require. This allows them to make fewer mistakes and work more efficiently. Employee involvement improves as a result of relevant training, as does their performance. Also, talent development attracts the best candidates to improve legal compliance. Customer satisfaction improves as a result of employee development. Employee engagement and performance improve as a result of talent development initiatives. To link the three types of managers throughout the business, leaders, particularly those of international corporations, must have a global mentality. Organizations with managers who can communicate effectively across cultures are also better equipped to handle the trade-off between local adaptability and global uniformity, according to Büchel and Sorell (2018). They came up with solutions that combined the logic of the international standard with the operational and regulatory requirements of the local environment. A strong leader adjusts national cultural norms to the target culture and leads by example in fostering an inclusive environment. A leader who can detect these cultural variances and establish the proper tone across the team or business will flourish (Swaminathan, 2016). Coaching may help workplace leaders become more cross-culturally aware by exploring and challenging their own and their companies’ entrenched assumptions, perceptions, and belief systems. Coaching abilities may help leaders build rapport, trust, and clarity with and within their teams. Listening attentively, asking open and questioning questions, and exhibiting empathy without judgment are critical coaching abilities that may help a leader encourage and enhance cross-cultural fluency (Effective global leaders need to be culturally competent, 2021).According to Developing a global mindset (2021), a Global Mindset is critical for success, especially for global leaders who operate in culturally varied international contexts. Global leaders must communicate with and persuade individuals from many nations. These global executives also can promote diversity and inclusion in corporate culture and provide practical, strategic solutions for their multinational businesses.
Global Talent Development Case Study
RUBRIC
QUALITY OF RESPONSE NO RESPONSE POOR / UNSATISFACTORY SATISFACTORY GOOD EXCELLENT Content (worth a maximum of 50% of the total points) Zero points: Student failed to submit the final paper. 20 points out of 50: The essay illustrates poor understanding of the relevant material by failing to address or incorrectly addressing the relevant content; failing to identify or inaccurately explaining/defining key concepts/ideas; ignoring or incorrectly explaining key points/claims and the reasoning behind them; and/or incorrectly or inappropriately using terminology; and elements of the response are lacking. 30 points out of 50: The essay illustrates a rudimentary understanding of the relevant material by mentioning but not full explaining the relevant content; identifying some of the key concepts/ideas though failing to fully or accurately explain many of them; using terminology, though sometimes inaccurately or inappropriately; and/or incorporating some key claims/points but failing to explain the reasoning behind them or doing so inaccurately. Elements of the required response may also be lacking. 40 points out of 50: The essay illustrates solid understanding of the relevant material by correctly addressing most of the relevant content; identifying and explaining most of the key concepts/ideas; using correct terminology; explaining the reasoning behind most of the key points/claims; and/or where necessary or useful, substantiating some points with accurate examples. The answer is complete. 50 points: The essay illustrates exemplary understanding of the relevant material by thoroughly and correctly addressing the relevant content; identifying and explaining all of the key concepts/ideas; using correct terminology explaining the reasoning behind key points/claims and substantiating, as necessary/useful, points with several accurate and illuminating examples. No aspects of the required answer are missing. Use of Sources (worth a maximum of 20% of the total points). Zero points: Student failed to include citations and/or references. Or the student failed to submit a final paper. 5 out 20 points: Sources are seldom cited to support statements and/or format of citations are not recognizable as APA 6th Edition format. There are major errors in the formation of the references and citations. And/or there is a major reliance on highly questionable. The Student fails to provide an adequate synthesis of research collected for the paper. 10 out 20 points: References to scholarly sources are occasionally given; many statements seem unsubstantiated. Frequent errors in APA 6th Edition format, leaving the reader confused about the source of the information. There are significant errors of the formation in the references and citations. And/or there is a significant use of highly questionable sources. 15 out 20 points: Credible Scholarly sources are used effectively support claims and are, for the most part, clear and fairly represented. APA 6th Edition is used with only a few minor errors. There are minor errors in reference and/or citations. And/or there is some use of questionable sources. 20 points: Credible scholarly sources are used to give compelling evidence to support claims and are clearly and fairly represented. APA 6th Edition format is used accurately and consistently. The student uses above the maximum required references in the development of the assignment. Grammar (worth maximum of 20% of total points) Zero points: Student failed to submit the final paper. 5 points out of 20: The paper does not communicate ideas/points clearly due to inappropriate use of terminology and vague language; thoughts and sentences are disjointed or incomprehensible; organization lacking; and/or numerous grammatical, spelling/punctuation errors 10 points out 20: The paper is often unclear and difficult to follow due to some inappropriate terminology and/or vague language; ideas may be fragmented, wandering and/or repetitive; poor organization; and/or some grammatical, spelling, punctuation errors 15 points out of 20: The paper is mostly clear as a result of appropriate use of terminology and minimal vagueness; no tangents and no repetition; fairly good organization; almost perfect grammar, spelling, punctuation, and word usage. 20 points: The paper is clear, concise, and a pleasure to read as a result of appropriate and precise use of terminology; total coherence of thoughts and presentation and logical organization; and the essay is error free. Structure of the Paper (worth 10% of total points) Zero points: Student failed to submit the final paper. 3 points out of 10: Student needs to develop better formatting skills. The paper omits significant structural elements required for and APA 6th edition paper. Formatting of the paper has major flaws. The paper does not conform to APA 6th edition requirements whatsoever. 5 points out of 10: Appearance of final paper demonstrates the student’s limited ability to format the paper. There are significant errors in formatting and/or the total omission of major components of an APA 6th edition paper. They can include the omission of the cover page, abstract, and page numbers. Additionally the page has major formatting issues with spacing or paragraph formation. Font size might not conform to size requirements. The student also significantly writes too large or too short of and paper 7 points out of 10: Research paper presents an above-average use of formatting skills. The paper has slight errors within the paper. This can include small errors or omissions with the cover page, abstract, page number, and headers. There could be also slight formatting issues with the document spacing or the font Additionally the paper might slightly exceed or undershoot the specific number of required written pages for the assignment. 10 points: Student provides a high-caliber, formatted paper. This includes an APA 6th edition cover page, abstract, page number, headers and is double spaced in 12’ Times Roman Font. Additionally, the paper conforms to the specific number of required written pages and neither goes over or under the specified length of the paper.
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