ABSTRACT

Relative to companies that operate in a single country, multinational enterprises (MNEs) have a greater ability to source talent globally and to transfer talent internally to meet staffing needs. In recognising the development potential of international assignments, this chapter focuses on how MNEs can use global mobility to meet their global talent needs. However, the landscape of global mobility has shifted significantly in recent years with the emergence of several alternatives to the traditional long-term international assignment, meaning the nature of global mobility is more complex. The growing significance of these alternative types of international assignments over the last number of years has further increased the relevance of global mobility for global talent management (GTM). More than ever before, MNEs have a greater number of options when providing high-potential employees with the international experience necessary to prepare them for higher positions. Despite the inherent ties between global mobility and GTM, in practice, the level of integration between both functions has remained poorly developed. We begin the chapter by outlining how GTM is defined. We then discuss the role of international assignments in the development of global talent. Finally, we explore the potential of the integration of global talent and global mobility.