Comments on: Talent Management…George W Bush Style? http://talk.ochrehouse.com/global-resourcing/talent-management%e2%80%a6george-w-bush-style/ Fri, 03 Feb 2012 15:18:13 +0000 hourly 1 http://wordpress.org/?v=3.1 By: Jacob Sten Madsen http://talk.ochrehouse.com/global-resourcing/talent-management%e2%80%a6george-w-bush-style/comment-page-1/#comment-25 Jacob Sten Madsen Sun, 31 Jan 2010 13:46:13 +0000 http://talk.ochrehouse.com/?p=37#comment-25 Two, to some degree complimentary discussions about this subject and on the ROI and future of RPO can be found in Linkedin groups: Recruitment Process Outsourcing, and EMEA recruiters knowldege sharing group Two, to some degree complimentary discussions about this subject and on the ROI and future of RPO can be found in Linkedin groups: Recruitment Process Outsourcing, and EMEA recruiters knowldege sharing group

]]> By: Barry Diamond http://talk.ochrehouse.com/global-resourcing/talent-management%e2%80%a6george-w-bush-style/comment-page-1/#comment-23 Barry Diamond Sat, 30 Jan 2010 12:31:21 +0000 http://talk.ochrehouse.com/?p=37#comment-23 Chris,you are absolutely right. The Bush approach was a disaster (and well beyond Talent Management). I look forward to your follow up on this subject. Chris,you are absolutely right. The Bush approach was a disaster (and well beyond Talent Management).

I look forward to your follow up on this subject.

]]> By: Fraser Murray http://talk.ochrehouse.com/global-resourcing/talent-management%e2%80%a6george-w-bush-style/comment-page-1/#comment-20 Fraser Murray Fri, 29 Jan 2010 10:44:56 +0000 http://talk.ochrehouse.com/?p=37#comment-20 I totally agree with all Chris has said there. There are clearly benefits in a global approach, provided it gives local control in the assessment, recruitment and development of talent, where cultural nuances are taken into account. We regularly see instances where the global move turns into a failed transplant. However we have also seen many where the global transfer has led to improved global processes, shared best practice and influence back to Head Office etc. Those that succeed tend to have effective assessment, practical application of psychometrics as part of the interview and development process to help ensure not only a skills/potential match but also a cultural fit. The support of a trained internal mentor in BOTH countries, and effective professional coaching during the transition period, seems to be a common differential in those that manage to achieve global deployment of top talent. I look forward to hearing about your case studies and am happy to help if anyone wants to email. I totally agree with all Chris has said there. There are clearly benefits in a global approach, provided it gives local control in the assessment, recruitment and development of talent, where cultural nuances are taken into account. We regularly see instances where the global move turns into a failed transplant. However we have also seen many where the global transfer has led to improved global processes, shared best practice and influence back to Head Office etc.

Those that succeed tend to have effective assessment, practical application of psychometrics as part of the interview and development process to help ensure not only a skills/potential match but also a cultural fit. The support of a trained internal mentor in BOTH countries, and effective professional coaching during the transition period, seems to be a common differential in those that manage to achieve global deployment of top talent.

I look forward to hearing about your case studies and am happy to help if anyone wants to email.

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