1. Global Talent;; Solutions For the Talent Shortages in U.S.
Diane Uwamwiza, Katie Anderson
Faculty sponsor: Dr. Joni Anderson
Abstract
In today’s ever changing world, the demand for global talent
is constantly increasing and highly competitive.
Organizations are looking for talented, motivated individuals
that are eager to participate.There is a change occurring
when it comes to obtaining global talent; the U.S. is no longer
the employer of choice.This research project is focused on
identifying new trends and the current actions U.S.
companies are implementing to attract global talent. The
findings of this study are to facilitate new policies,
procedures and solutions that could be implemented in
Human Resource to attract the best global talent to the U.S.
Introduction
According to the Manpower Group, in a survey of
41,700 hiring employers world wide, 32% of the U.S.
employers reported that they are having difficulties filling
positions; resulting in an increase in labor shortages. As
companies expand their businesses globally, there is an
increase in the demandfor global talent to gain a
sustainable competitive advantage.This trend is expected
to continue for several years to come accordingto the
Journal of World Business (July 16, 2009). The U.S.
appears to have a decreasedtalent shortage in comparison
to other countries. The main issue that U.S. employers are
facing is a shortage of employees with the right skills,
knowledge, and abilities that fit the available positions.
Purpose of the Study
• The purpose of this research was to analyzethe
driving forces behind the lack ofsuitable talent in the
U.S. workforce and the solutions that global talent
can provide.
Discussion
Companies experiencing shortage should consider :
• Re-evaluating their recruitment strategies
• Be willing to accept change and develop plans
• Tapping into new sources of global talent
• Creating a culture of talent development
• Working with universities on their curriculum to
develop the skills and knowledge needed
Findings
• Talent shortageis due to the disconnect between
what employers need and the knowledge, skills, and
abilities ofcurrent applicants
• Untapped global talent pools
• Some companies are not looking for talent in the
right places
This might be a map.
Figure
2:
Graphic
Source:
Oxford
Economic
The Global Talent Crunch Over the next decade, it is estimated that the
growth in demand for college-educated talent will exceed the growth in
supply for most of the developed world. India’s educated workforce is
growing 2% annually, while America’s is shrinking 0.8% each year.
Figure 1
Acknowledgments
• We would like to thank Dr. Joni Anderson, Cindy
McDonough, and our classmates taking AdvancedHR for
their help and support in the process of this research.
References
1.Ram, M.L. (September 4, 2014). The global talent crunch.
Fortune. Retrieved from http://fortune.
com/2014/09/04/the-global-talent-crunch/
3. Overman, S. (2016).Tapping talent aroundthe globe. HR
Magazine, 46- 51.
4. Manpower Group. (2015). 2015U.S. Talent Shortage
Survey. [D://www.manpowergroup.us/campaigns/talent- ata
File]. Retrieved from httpshortage-2015/assets/pdf/2015-
Talent-Shortage-Whitepaper.pdf
Research Question
• What are the driving forces that causes shortages in
certain fields?
• What are the overall trends in global acquisition?
• What HR policies and procedures could be
implemented to fill the current shortage of talent?
Model- Expectancy Theory
Effort
• The employee believes
that effort will rest in
acceptable performance
Performance
• The employee
believes that
acceptable
performance will
produce the
desired reward
Reward
• The
employee
values the
reward