HCI Summit Ends on a High Note – Global Talent Management Panel Discussion

Posted on March 12, 2008. Filed under: 1, HCI Summit, Trends |

Amanda here.  It’s the last session of the Summit and I’m sad to see it end, but we’re not going to go out without a bang!

Today’s panel discussion on Global Talent Management, “Attracting, Developing and Retaining Global Talent” is being moderated by Bill Craib, Vice President of HCI Communities here at the Human Capital Institute. The chock-full of talent panel includes Haiyan Wang, Managing Director of the China India Institute (see my blog post about the session she presented yesterday); Annette Merritt Cummings, VP and National Director of Diversity Services at Bernard HODES Group; Michael Beygelman, Senior VP at Adecco and Bertrand Dussert, Executive Director Human Resources at UBS AG.

00000001 Today we’re going to focus on three parts of global talent management: acquiring global talent, the local side of global talent management and global HRO & RPO. 

Attracting/Acquiring Global Talent

Is talent acquisition and talent management the same thing?

Mike – The key to talent management is to make sure you have the right talent acquisition strategy. It’s about recruiting vs talent management and like an addition to a house, they will never match 100%. It’s critical to have a holostic strategy in place to ensure a positive candidate experience and branding first with talent acquisition THEN you get into talent management. The two are not the same but they have to be a continuum.

Global vs regional acquisition.

Bertrand – Integrated strategy is the difference between the two. Regional is just that. Regional. They understand the local markets. A credible global strategy has to have some regional to it, yes, but you have to understand the overall, big picture market and take logistics, time differences, and all the little things into it.

China. Why is there so much talk about the war for talent?

Haiyan – This is very much on minds of CEOS. A recent survey reported that 40% of average Americans name China the most powerful economy in world – not true. China has 1.5 billion people and in the lands of plenty there are pockets of scarcity. There is a supply side and demand side. There is a pouring in of multi national companies and all of them are trying to grab the same talent pool, thats the demand. The supply? There are 800 million people ready to work, and it’s  cheap labor. Where an accounting manager in the U.S would get paid $45K a year, in China they get paid 10K a year. A manufacturing worker is paid $1/hour in China as opposed to $20/Hour in the U.S. Quality?  This year there are 5 million college graduates in China vs. 1 million 5 years ago. The scarcity lies in the accounting field, middle management and  insurance professionals. The skills that are the most scarce are creativity, teamwork and English communication.

Audience? 1/2 of the audience has global operations today.

What’s the biggest challenge for acquiring global talent?- Language skills and finding people with creative skills.

Bill asks: The number of fast cities not in the U.S are mostly overseas. How do we keep the people who came from overseas to stay?

Audience member from American University – We HAVE people here ready to work from overseas. We’re not hiring them. Another audience member: Do we need to bring in talent? Where are our students of today spending their time and where are they being educated? They are the weakest in math skills etc.. we have to produce more American students that want to work in the workforce, we’re forced right now to look outside the country in order to be competitive.

Haiyan says that the generation now in China is a lot more “worldy” than of her generation at the same age. There is more a convergence across cultures with attitudes and lifestyles. The national boundary is coming down more and more. Bertrand agrees and adds that we have to change the way we recruit Gen Y and X it has to be “edgier” and the promises have to shift from money alone. That requires an internal culture shift. Mike adds that the way you reach these people also has to be creative. Before a candidate has even applied they have checked Facebook, google etc and know all about you!

The Local Side of Global Talent Management

Haiyan- The difference is that with product you can divy it up any way you want. But you cant do that with HR management and that’s the same everywhere, you have to give people specific feedback, you have to have the right consequences etc… no matter where you are. But the WAY you do it does. For instance, in China, feedback should be done face to face in private vs. the US who’s workers tend to have more of a thick skin. Giving praise is the same thing. Consequences – In China getting a visa to go to the U.S. for training, means a lot for instance. Haiyan believes that the global and integration aspect is more dominant than the local one.

Mike agrees in part. There are things that are important in certain markets and areas that are not important in the U.S. You can have a global framework etc… As opposed to policies and then you rationalize at the local level what activity guides your principles. It’s not a-typical for people to be in a country for a few years and the common bond that keeps people here is irrelevant to the country they work in because they all have the same guiding principles.  Haiyan adds that people come to your company because you have the best brand or the best HR department etc… And respect what you can bring in so you can’t cater to all the local differences or you will lose the branding that attracted them in the first place. Bertrand – You have to be aware of the different dynamics that are in the different locations. Once you pull people in the door you have to be consistent. You have to have a global framework down to the same furniture and computers. The outside of the UBS buildings may look different but once you’re in it always feels and looks the same no matter where you are.Of course when recruiting you have to be sensitive to your surroundings outside of the building. 

Language barrier question form audience: How do you bridge the gap between local workers and those who re-located? The panel all agrees that English (even poor English adds Haiyan) is the global language for business.

RPO & HRO in the Global Environment

Bertrand – One fundamental and unique aspect about RPO is the outcome ribbon value change. If you spend 90% of your time finding and trying to hire the right candidate but don’t actually close them then who cares, there wasn’t any value. You HAVE to close,  RPO is outcomes driven. For Bertrand he couldn’t find a  global RPO provider that was differentially competitive so he went local. But with HRO you may be able to go global. For example payroll – no one cares if the look of your paycheck looks different as long as the money is there! Mike agrees 100% and adds an observation – Its very hard to outsource everything. That requires a lot of change. It may make more sense for you to outsource the recruitment activity rather than HR or if you have an amazing brand it may be the opposite. You have to tailor it to your company. Bertrand adds that if you do do a piece and part approach make sure to decide what responsibility for the outcomes your company has vs. the provider.

That’s it folks. It was a wonderful Summit. I hope I see you all back here next year and some new faces of those of you who couldn’t make it this year. The lights are dimming around me so I guess it’s time to say goodbye. 

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2 Responses to “HCI Summit Ends on a High Note – Global Talent Management Panel Discussion”

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The Summit was such a great experience! I would reccomend attendance to get great perspective and insight on the many areas of HR. I especially enjoyed the Talent Acquisition and Management subjects. A few of the sessions were not what I expected, but brought welcome information in the HR area.

I especially enjoyed each day’s keynote speaker, and was especially intrigued my Dr. Pferrer’s comments about values and ability.

Thanks for a great summit and I look forward to seeing you all next year.

M. Christine Watanabe
http://www.aloharecruiting.com

Amanda – thanks so much for taking us all with you through the conference. Really appreciated the real-time updates.

Bryan


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