6 Best Practices on Global Talent Development

Four leading companies reveal how global assignments enhance talent development.

6 Best Practices on Global Talent Development Global assignments are critical for talent development in multinational companies. But how can you maximize that experience for employees working abroad? And how can you ensure they and their families have enough cultural-competence training? Read 6 Best Practices on Global Talent Development to find out.


At our spring event, DiversityInc convened a panel of executives from global companies who grapple with these issues and have devised successful business solutions for global talent development.


Nancy Calderon, Americas Region Chief Administrative Officer and U.S. National Partner in Charge of Operations, KPMG, No. 22 in The 2012 DiversityInc Top 50 Companies for Diversity

Linda Clement-Holmes, Chief Diversity Officer and Senior Vice President of Global Business Services, Procter & Gamble, No. 5 in the DiversityInc Top 50

Pat Rossman, Chief Diversity Officer, BASF, one of DiversityInc’s 25 Noteworthy Companies

Sarah King, Executive Vice President of Human Resources, Wyndham Vacation Ownership (Wyndham Worldwide is one of DiversityInc’s 25 Noteworthy Companies)

Here are their best practices for global talent development:

  1. Align global talent development with corporate business goals: Senior management should regularly review top talent globally as well as the diversity of slates for openings.
  2. Stay true to global values, especially on human rights, while respecting local cultures: Offering a wide range of diversity-training programs that address global cultural competence at a local level is important, especially regarding LGBT and women’s issues.
  3. Convince talented managers about the benefits of global assignments: Companies need to identify employees during the “sweet spot” of their career: early enough that life circumstances (i.e., family, homeownership, etc.) more easily allow for travel, yet late enough that the role is meaningful. 

Other best practices revealed in this article include providing global cultural-competence training and education for employees and their families before doling out assignments; helping ex-pats re-adjust at home; and leveraging multicultural and multinational resource groups. 

Click here to read this 1,396-word report, featuring case-study examples from these four global companies and additional video clips.

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For more on global diversity, read Ask DiversityInc: Who Has Global LGBT Groups?

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