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Incorporating the macro view in global talent management.pdf

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Incorporating the macro view in global talent management.pdf

Human Resource Management Review 25 (2015) 236–248 Contents lists available at ScienceDirect Human Resource Management Review journal homepage: /locate/humres Incorporating the macro view in global talent management Shaista E. Khilji a,?, Ibraiz Tarique b, Randall S. Schuler c,d a The George Washington University, 2134G Street, NW, Washington, DC 20052, USA b Pace University, Lubin School of Business, New York, NY 10038, USA c School of Management and Labor Relations, Rutgers University, Piscataway, NJ 08854, USA d Lancaster University of Management School, Lancaster LA1 4YX, UK article info Keywords: Macro global talent management Global talent management Governmental and nongovernmental organizations Immigration Diaspora Brain circulation Knowledge ?ows Inter-disciplinary research Macro view abstract We argue that the present scope of global talent management (GTM) is limited by its focus upon individuals and organizations, that leaves country effects and in?uences, as witnessed in the form of talent mobility, and respective governments direct involvement in attracting and developing national talent, unaddressed. We present a conceptual framework for macro global talent management (MGTM), which incorporates a macro view and supports interdisciplinary research. The framework draws our attention to the macro context in which GTM occurs as well as illuminates its multiple consequences traversing levels of analysis. It also captures the essence of complexities associated with managing talent globally. We offer directions for future research and discuss implications for managers and policy makers. We conclude with some contributions, limitations and conclusions. ? 2015 Elsevier Inc. All rights reserved. The origins of global talent management (GTM) can be traced back to the 1800s and to the ?elds of arts/entertainment management, sports management literatures, and early education (Tarique Schuler, 2010). Interest in talent management in the business context came in th