Lenovo, TCS Iberoamerica, Standard Chartered Bank, and HCL Technologies have all made a concerted effort to keep those promises. A company’s culture should be meritocratic, value both individual and team accomplishments, and follow through on promises implied in recruitment. Purpose ought to benefit a job candidate’s home country and express the value of global citizenship. Opportunity should imply an accelerated career track-or at least a fast-paced acquisition of skills and experience. A desirable brand affiliation in conjunction with inspirational leadership appeals to eager young high potentials suddenly awash in possibilities. Recently they interviewed executives at more than 20 global companies to identify strategies for attracting talent in developing economies-where, they learned, brand, opportunity, purpose, and culture play out in particular ways. “This war for talent is like nothing we’ve ever seen before,” write the authors, who have spent decades studying talent management and leadership development.
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