Sonal Minocha is Chief Partnerships Officer and Professor of Management at Nexford University. Prior to this she was Pro Vice-Chancellor and Executive Dean at leading UK Universities. Her main career focus has been on building innovative approaches to university internationalisation and fusing ‘whole person development’ and employability into the learning paradigm. Dean Hristov is former Global Talent Research Analyst at Bournemouth University, United Kingdom. In this role he has worked as a key member of the cross institutional global team in the development and delivery of key international projects. As an established post-doctoral researcher, in this role Dean produced a number of research outputs related to student development and graduate employability, comprehensive approaches to university internationalisation and so forth. Dean was a key member of the University’s flagship, award winning student development programme—the Global Talent Programme. Dean holds a PhD in distributed leadership and organisational change at the Faculty of Management, Bournemouth University.

For many major organisations, Global Talent Management (GTM) is still a set of buzzwords, like Artificial Intelligence and Industry 4.0.  Organisations know that they are increasingly being forced to attract and retain talent in a globalised labour market, but their human resources policies and practices remain firmly rooted in a national mind set.  Recruitment and selection procedures implicitly assume that applicants are home-based, requiring "post codes" and "equality monitoring data" that make no sense to international candidates.  HR departments struggle to organise interviews for remote candidates in different time zones.  Most damning, "onboarding" procedures routinely fail to recognise the challenges facing new employees who have moved across national borders and cultural and linguistic boundaries to take up their jobs.This important new book brings GTM alive for a new generation of students and HR professionals, who will be building their careers in the new globalised world, rather than the set of nationally segmented labour markets that characterised their parents’ experience.  By drawing on perspectives from theory, practice and policy, Minocha and Hristov present GTM as a holistic approach to the recruitment, development and retention of talent in a borderless world.  This book represents the first serious attempt to mark out GTM as a distinct branch of management, rather than a sub-division of HR management.

• PrefacePart 1: Individuals as Global TalentChapter 1: Developing skillsets, mindsets and heartsetsChapter 2: Job seekers and job creatorsChapter 3: Understanding the cross-cultural and multi-generational workforceChapter 4: Thriving in the 4IR: workplace automation and artificial intelligencePart 2: Organisations as Hubs for Global TalentChapter 5: Organisational foundations for global talentChapter 6: Attraction, development and retention of global talentChapter 7: Performance, productivity and analytics in global talent managementPart 3: Global Talent Policy PerspectivesChapter 8: Demographic disruptions (re)shaping the global talent landscapeChapter 9: Global economic competitiveness and the role of global talentChapter 10: The role of global talent in shaping cities, regions and economiesChapter 11: The global talent mismatch and the role of education

Sonal Minocha is Chief Partnerships Officer and Professor of Management at Nexford University. Prior to this she was Pro Vice-Chancellor and Executive Dean at leading UK Universities. Her main career focus has been on building innovative approaches to university internationalisation and fusing ‘whole person development’ and employability into the learning paradigm. Dean Hristov is former Global Talent Research Analyst at Bournemouth University, United Kingdom. In this role he has worked as a key member of the cross institutional global team in the development and delivery of key international projects. As an established post-doctoral researcher, in this role Dean produced a number of research outputs related to student development and graduate employability, comprehensive approaches to university internationalisation and so forth. Dean was a key member of the University’s flagship, award winning student development programme—the Global Talent Programme. Dean holds a PhD in distributed leadership and organisational change at the Faculty of Management, Bournemouth University.

For many major organisations, Global Talent Management (GTM) is still a set of buzzwords, like Artificial Intelligence and Industry 4.0.  Organisations know that they are increasingly being forced to attract and retain talent in a globalised labour market, but their human resources policies and practices remain firmly rooted in a national mind set.  Recruitment and selection procedures implicitly assume that applicants are home-based, requiring "post codes" and "equality monitoring data" that make no sense to international candidates.  HR departments struggle to organise interviews for remote candidates in different time zones.  Most damning, "onboarding" procedures routinely fail to recognise the challenges facing new employees who have moved across national borders and cultural and linguistic boundaries to take up their jobs.This important new book brings GTM alive for a new generation of students and HR professionals, who will be building their careers in the new globalised world, rather than the set of nationally segmented labour markets that characterised their parents’ experience.  By drawing on perspectives from theory, practice and policy, Minocha and Hristov present GTM as a holistic approach to the recruitment, development and retention of talent in a borderless world.  This book represents the first serious attempt to mark out GTM as a distinct branch of management, rather than a sub-division of HR management.

• PrefacePart 1: Individuals as Global TalentChapter 1: Developing skillsets, mindsets and heartsetsChapter 2: Job seekers and job creatorsChapter 3: Understanding the cross-cultural and multi-generational workforceChapter 4: Thriving in the 4IR: workplace automation and artificial intelligencePart 2: Organisations as Hubs for Global TalentChapter 5: Organisational foundations for global talentChapter 6: Attraction, development and retention of global talentChapter 7: Performance, productivity and analytics in global talent managementPart 3: Global Talent Policy PerspectivesChapter 8: Demographic disruptions (re)shaping the global talent landscapeChapter 9: Global economic competitiveness and the role of global talentChapter 10: The role of global talent in shaping cities, regions and economiesChapter 11: The global talent mismatch and the role of education

Sonal Minocha is Chief Partnerships Officer and Professor of Management at Nexford University. Prior to this she was Pro Vice-Chancellor and Executive Dean at leading UK Universities. Her main career focus has been on building innovative approaches to university internationalisation and fusing ‘whole person development’ and employability into the learning paradigm. Dean Hristov is former Global Talent Research Analyst at Bournemouth University, United Kingdom. In this role he has worked as a key member of the cross institutional global team in the development and delivery of key international projects. As an established post-doctoral researcher, in this role Dean produced a number of research outputs related to student development and graduate employability, comprehensive approaches to university internationalisation and so forth. Dean was a key member of the University’s flagship, award winning student development programme—the Global Talent Programme. Dean holds a PhD in distributed leadership and organisational change at the Faculty of Management, Bournemouth University.

For many major organisations, Global Talent Management (GTM) is still a set of buzzwords, like Artificial Intelligence and Industry 4.0.  Organisations know that they are increasingly being forced to attract and retain talent in a globalised labour market, but their human resources policies and practices remain firmly rooted in a national mind set.  Recruitment and selection procedures implicitly assume that applicants are home-based, requiring "post codes" and "equality monitoring data" that make no sense to international candidates.  HR departments struggle to organise interviews for remote candidates in different time zones.  Most damning, "onboarding" procedures routinely fail to recognise the challenges facing new employees who have moved across national borders and cultural and linguistic boundaries to take up their jobs.This important new book brings GTM alive for a new generation of students and HR professionals, who will be building their careers in the new globalised world, rather than the set of nationally segmented labour markets that characterised their parents’ experience.  By drawing on perspectives from theory, practice and policy, Minocha and Hristov present GTM as a holistic approach to the recruitment, development and retention of talent in a borderless world.  This book represents the first serious attempt to mark out GTM as a distinct branch of management, rather than a sub-division of HR management.

• PrefacePart 1: Individuals as Global TalentChapter 1: Developing skillsets, mindsets and heartsetsChapter 2: Job seekers and job creatorsChapter 3: Understanding the cross-cultural and multi-generational workforceChapter 4: Thriving in the 4IR: workplace automation and artificial intelligencePart 2: Organisations as Hubs for Global TalentChapter 5: Organisational foundations for global talentChapter 6: Attraction, development and retention of global talentChapter 7: Performance, productivity and analytics in global talent managementPart 3: Global Talent Policy PerspectivesChapter 8: Demographic disruptions (re)shaping the global talent landscapeChapter 9: Global economic competitiveness and the role of global talentChapter 10: The role of global talent in shaping cities, regions and economiesChapter 11: The global talent mismatch and the role of education