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Critical review - Book Report/Review Example

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Professor David Collings captures audiences’ interests by highlighting the key areas of concern in the understanding of GTM. The professor indicates that the areas of…
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Critical review
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Critical review

Download file to see previous pages... Collings also indicates how talent management issues are too critical to be left in the hand of human resource managers alone. In the review, areas of focus include the importance of GTM, problems encountered by managers when dealing with GTM issues, how human resource mangers deal with experienced people and talent pooling in business, challenges created by corporate roles, global mobility and general strength and weaknesses of professor’s presentation.
Professor David Collings goes ahead to answer questions in the audiences minds. Why is GTM so important to human resource managers? He clearly indicates that it is important for HRM to understand changes in the knowledge economy, changing experience in the global population, the aspect of globalization in the business industry and the level and rate at which mobility of individuals can affect labour requirements in business. Collings has clearly shown the importance of GTM to every HRM, which is always great challenge to them. According to Collings (2014), this brings a point of consensus that, in order to manage human resource effectively within a global setting, HRM must be conversant with globalization effects, demographic factors, labour mobility and economical changes around the globe.
The professor goes further to expound on the challenges which HRM face when handling issues of GTM. The listeners get to appreciate that HRM do not really understand what GTM is all about, and the objectives to pursue when handling talent management issues. Collings indicates that only 20% of HR managers had formal definition of GTM, but lack the knowledge about basic concepts of GTM. This reveals that many managers globally pursue GTM goals without knowing what they are really dealing with, and therefore their goals are not achieved effectively. Personally, I think HR managers are still perusing the traditional ways of competitive advantage ...Download file to see next pagesRead More
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