The Talent Development Association (ATD) states that companies that offer comprehensive training programs have 218 percent more revenue per employee than companies without formalized training. In addition, 76 percent of employees say that a company would be more attractive if it offered additional training to its teams. Global talent acquisition strategies consider a model called the EGRP model. .
In many organizations, changes in work culture brought about by months of confinement and separation are clearly here to stay. A recent Gallup study, for example, indicated that 61% of Americans now prefer to work from home, while another showed that 89% of employees would like to work remotely part or all of the time. For example, employees are not just focusing on compensation packages to decide who to work for, but they are increasingly concerned with issues such as corporate social responsibility (CSR). The evidence supports this, as the study The Cone Communications Millennial Employee Study, for example, reveals that 64% of Millennials will turn down a job if their employer doesn't have a strong CSR policy.
In addition, the vast majority (83%) said they would be more loyal to an employer that focuses on environmental and social issues. Employers must make their values around these issues very clear from the start. Factors such as leadership style, focus on customer service, diversity, inclusion and equality will play an important role. And once new people are hired, the first 45 days are crucial to the employee experience, according to LinkedIn.
Employers should plan carefully to ensure that this works for everyone involved. The employer's role also extends to providing effective training programs. According to the Talent Development Association (ATD), companies that offer comprehensive training programs have 218% more revenue per employee than those that don't. In addition, three-quarters of Millennials believe that professional development opportunities are one of the most important aspects of business culture.
Training considerations also go hand in hand with career progression. In fact, 70% of employees would move to a company that offered more career development opportunities. Talent acquisition is the process of identifying and acquiring talented employees to form a qualified team that helps your company meet its needs and objectives. In charge of protecting the culture of a single company's company, the HCC ensures that the four guiding principles shape day-to-day operations and behaviors and help guide all aspects of what could be considered a company-wide talent management value chain.
If the latter doesn't pay off, 40% of those surveyed believe their CEOs will draw on talent from rival organizations. Therefore, planning a talent pool ensures that you have a more favorable perspective than contacting someone who doesn't know your company's objectives. Once these strategic foundations have been established, organizations can focus on the practical aspects of implementing their global talent acquisition strategy. As mentioned earlier, a global acquisition strategy works best when you have a pool of talented candidates who already know your company's mission and work culture.
Creating a strong global talent acquisition strategy can be a complex and time-consuming process, but it can lead to incredible growth. Tata's human resources and talent organization has specialized in determining the value (real and potential) of the people of the companies it acquires and in managing risks and capturing talent. In the coming years, the ability to create and retain a globally diverse workforce will be one of the key determining factors in separating companies with a vision of adaptation from those that are stuck in the past. Ensuring that all successful or unsuccessful candidates have a positive experience can have a strong impact on the brand's reputation and help keep talent in play for potential roles in the future.
Perhaps the most powerful way to do this is to create a talent strategy that endures and regenerates. This has allowed employers to attract top talent from around the world to fill skill gaps in their workforce. Similarly, a global talent acquisition strategy ensures that your human resources teams and related cross-functional teams have a thorough understanding of the direction in which talent acquisition takes globally. The purpose of having a strategy for your global hiring plans is to ensure that all human resources, recruiters, managers and other stakeholders are aligned with the company's global expansion objectives.