ABSTRACT
"Talent" and "talent retaining and talent management" became key expressions in global business. Global talent management is carried out in the context of a dynamic environment. Among the many factors that shape the specific challenges and responses of particular firms are several major drivers, which include: globalization, changing demographics, demand for workers with needed competencies and motivation, and the supply of those needed competencies and motivation. Due in part to the existence of many drivers of the global talent challenges, there are many possible HR actions that firms can use in their global talent management initiatives. Several categories of possible HR actions that can be considered by multinational firms include: organizational linkages, location planning and management, attraction and selection, training and development, performance assessment, compensation, retention, reduction, and removal. Guthridge identified several barriers to the use of HR actions for global talent management.
