Competencies and (Global) Talent Management by Carolina Machado

By Carolina Machado

This e-book covers the most concerns at the learn of potential and skill administration in smooth and aggressive enterprises. The chapters express how organisations world wide are dealing with (global) expertise administration demanding situations and provides the reader info at the most modern study task with regards to that. cutting edge theories and methods are suggested during this publication, which supplies an interdisciplinary alternate of data, rules and evaluations in regards to the place of work challenges.

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Extra info for Competencies and (Global) Talent Management

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2014). Inpatriation as a key component of global talent management. In Global talent management (pp. 79–92). Springer International Publishing. 29. Reiche, B. S. (2011). Knowledge transfer in multinationals: The role of inpatriates’ boundary spanning. Human Resource Management, 50(3), 365–389. 24 C. Brewster et al. 30. , & Worm, V. (2005). Implications of short-term international assignments. European Management Journal, 23(6), 663–673. 31. Tansley, C. (2011). What do we mean by the term ‘talent’ in talent management?

Five questions were presented to each focus group with the purpose of generating discussion among the participants. The order of presentation varied, according to the dynamics established: 1. Which are the ten transferable skills you consider to be the most important and why? 2. What is the relevance of the transferable skills, when compared to the technical skills, for the competent job performance of young graduates and why? 3. How do you evaluate your ability in the transferable skills that you have identified as especially relevant?

47] concluded that there is a consensus between students and employers as to the transferable skills which are considered to be the most important in the labour market. Both groups attributed great value to instrumental skills, such as work planning and organization, problem-solving, information and communication technologies, personal relationships, and continuous learning. However, it is the employers who tend to evaluate more favourably the importance of transferable skills in everyday work, while students tend to underestimate them and consider technical skills to be essential.

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