ABSTRACT
This chapter starts by discussing the need for highly deserving offshore center employees to reach the company's global top positions, by highlighting the considerable value they can add to the company. Next, it analyzes the constraints faced by offshore center employees in reaching these global top positions. The chapter then suggests the role to be played by head office (HO) senior management in grooming offshore center employees to be considered for global top positions, by offering them responsibilities that their HO counterparts normally handle. Further, it recommends the need to have balanced composition of selection committees and a fair selection process to decide the career growth of employees to global top positions, without any bias for or against their location. The chapter concludes by recommending against the practice in some companies of creating a quota for offshore center employees in company's global top positions, since such a strategy can weaken the company's global top management and technical teams.
