This course develops students’ knowledge and skills in the multi-disciplinary field of inquiry as Global Talent Management and comparative HRM as well as skills for design-oriented research.|
Intended Learning Outcomes
After completing this course master's students are expected to be able to:
- Identify different definitions, views and perspectives on GTM;
- Discuss GTM challenges for countries and for MNCs, and how these can be addressed;
- Discuss the outcomes of global talent management for individual workers;
- Explain the conceptual and empirical power of (neo)institutional and culturalist theoretical perspectives in GTM research and practice;
- Develop a research proposal for a novel study into global talent management
Did you know that mistakes in hiring one employee cost organisations about 200.000 EUR per year? Did you know that employers today receive an average of 101 to 150 applications for each job opening? And – did you know that only 26 to 50 percent of those applicants meet the minimum requirements for the positions to which they apply? This means that to avoid ineffective onboarding and to be successful, organisations need to develop, attract and retain real talent. The process of finding the needle in the haystack becomes more difficult, with more hay to search through, and too few needles. So how can organisations overcome these challenges to ensure they can more easily review candidates’ credentials and hire the best people?|
Interested in such challenges? The Global Talent Management (GTM) course will provide you with knowledge and skills to find your way in positioning yourself as a talent and learning how to manage global talent.
During the course we will discuss questions like:
- What is “talent” and who is a “talented” employee in MNCs?
- How can MNCs best attract, develop and retain talent?
- How do individual employees respond to (not) being classified as talent?
- In what ways do countries (or regions) deal with talent management challenges such as labour market shortages?
- What are cultural and institutional differences in talent (management) across the globe and in which ways do MNCs react to these differences?
- What are the implications of sourcing talent through online labour platforms?
- Are there limitations to managing talented people in MNCs? What are they if any?
Final Assignment 50% (individual assignment); weekly assignments 50% (group assignments). The average grade must be ≥ 5.5, and for both the final assignment and weekly assignments applies: at least a 5.5 must be obtained