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Global talent management: Literature review, integrative framework, and suggestions for further research


  • Tarique, Ibraiz
  • Schuler, Randall S.


The environment for most organizations today is global, complex, dynamic, highly competitive, and extremely volatile, and is likely to remain so for years to come. In addition to these external conditions, most organizations are also facing several global challenges including those related to: talent flow; the managing of two generations of employees, viz., older or mature workers and younger workers; and a shortage of needed competencies. One major result of these challenges for organizations is that they have to be global and that they have to be systematic in managing their human capital if they wish to have any hope of gaining and sustaining a competitive advantage in the years ahead. Many human resource practitioners and consultants (HR professionals) are now recognizing this, especially those that operate globally, the multinational enterprises. Academics are also showing a strong interest as evidenced by their work in the new area referred to as "global talent management". In this article we review that academic work and attempt to organize that literature by creating an integrative framework for understanding and advancing further research in global talent management. To guide this research our framework highlights several selected challenges in global talent management, and several drivers of those challenges. It also highlights the potential role of IHRM activities in addressing those selected challenges. A discussion of possible criteria of global talent management effectiveness completes the framework. Hopefully this integrative framework may guide further academic research on global talent management and might also inform the work of HR professionals.

Suggested Citation

  • Tarique, Ibraiz & Schuler, Randall S., 2010. "Global talent management: Literature review, integrative framework, and suggestions for further research," Journal of World Business, Elsevier, vol. 45(2), pages 122-133, April.
  • Handle: RePEc:eee:worbus:v:45:y:2010:i:2:p:122-133

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    References listed on IDEAS

    1. Caligiuri, Paula & Tarique, Ibraiz, 2009. "Predicting effectiveness in global leadership activities," Journal of World Business, Elsevier, vol. 44(3), pages 336-346, July.
    2. Mila B Lazarova & Jean-Luc Cerdin, 2007. "Revisiting repatriation concerns: organizational support versus career and contextual influences," Journal of International Business Studies, Palgrave Macmillan;Academy of International Business, vol. 38(3), pages 404-429, May.
    3. Rugman, Alan M., 2003. "Regional strategy and the demise of globalization," Journal of International Management, Elsevier, vol. 9(4), pages 409-417.
    4. Carr, Stuart C. & Inkson, Kerr & Thorn, Kaye, 2005. "From global careers to talent flow: Reinterpreting 'brain drain'," Journal of World Business, Elsevier, vol. 40(4), pages 386-398, November.
    5. Beechler, Schon & Woodward, Ian C., 2009. "The global "war for talent"," Journal of International Management, Elsevier, vol. 15(3), pages 273-285, September.
    6. Lazarova, Mila & Caligiuri, Paula, 2001. "Retaining repatriates: the role of organizational support practices," Journal of World Business, Elsevier, vol. 36(4), pages 389-401, January.
    7. James P Johnson & Tomasz Lenartowicz & Salvador Apud, 2006. "Cross-cultural competence in international business: toward a definition and a model," Journal of International Business Studies, Palgrave Macmillan;Academy of International Business, vol. 37(4), pages 525-543, July.
    8. Randall S. Schuler & Susan E. Jackson, 2005. "A Quarter-Century Review of Human Resource Management in the U.S.: The Growth in Importance of the International Perspective," management revue. Socio-economic Studies, Rainer Hampp Verlag, vol. 16(1), pages 11-35.
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