MANAGING THE MOBILITY OF HUMAN CAPITAL IN CONDITIONS OF MULTINATIONAL BUSINESS
Journal Title: Проблеми системного підходу в економіці - Year 2017, Vol 3, Issue 59
Abstract
The article defines importance of management the mobility of human capital in terms of transnational business. The basic trends of the world's leading multinational corporations through research the analytical materials of leading rating agencies are analyzed. The features of the concept of "human capital transnationalization" by the wording of its distinctive characteristics and forms are determined. The means of changing human capital in terms of transnational cooperation are discovered. The structure of management the mobility of personnel based on the need of costs processes for this process are grounded. The place of international mobility in attraction, retention and development of talent in the human capital management practices are established. Global Talent Competitiveness Index (GTCI) 2017 for identifying leaders and determine their benefits are analyzed. TNK need to work hard to closely link their global mobility programs with business planning and talent management. The purpose of these measures is to accelerate the response of the dynamic engine of economic growth and demographic phenomena such as population aging and the appearance on the market a new generation of employees. For the stability businesses need to decide personnel issue both in the short and long term, to meet the urgent need of specific competencies in certain markets and to ensure the flow of talent that will be needed in the future. Changes in the structure of labor inevitably entail consequences for recruitment strategies. The emergence of new approaches to mobility is a clear sign that organizations understand that one size cannot fit them all. Preferences of concrete workers have become a major factor in the company's strategy of international mobility. Millennium Generation is becoming more important in the eyes of employers who specifically orient their mobility strategy for this growing segment of the workforce. Some large organizations now offer international experience to their new recruits who came to them after university, that is the rational contribution to their overall development in the future.
Authors and Affiliations
O. V. Polous
Keywords
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