Brain Drain

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With increasing globalization, organizations today faces the challenges of complex, dynamic, highly competitive and extremely volatile environment. In order to compete successfully in a global marketplace, many businesses have turned their heads on to alternative international labour concepts such as global talent flows and boundaryless career. This essay will focus on the effect of implementing global talent flows and boundaryless careers on how people would no longer feel tied to their country of birth. In order to analyse this, the definitions of all the key terms above will be clearly define with the use of academic journals. The data will then provide answer, whether people still feel tied to their country of birth in a globalized world. Globalization is a process where integration in areas such as economies, cultures, and societies. In a globalized world, the global economy is much more complex and dynamics, which means that it is harder for firms to earn a sustainable growth (Tarique and Schuler, 2010). Globalized world is characterized by its larger workforce, diverse workplace and much more educated. Globalization also means the internationalization of labour market which causes by air travel becoming increasingly accessible, and the increase in boundaryless careers, both between organisations and more recently between geographical locations (Jackson, Carr, Edwards, Thorn, Allfree, Hooks, Nicola and Inkson, 2005). The advantages of globalization in many businesses is using globalization to tap new resources, so it allows a higher level of production. However globalization cost countries to lose its culture and sovereignity, globalization leads to many underdeveloped countries exploited by the stronger countries, especially in terms of human resources (Tarique and Schuler, 2010). Every country should be ready to challenge globalization, as globalization is inevitable. The movement of labour into international businesses means that management of global workforce is becoming more and more critical for firms (Sheehan, Costa, Fenwick and De Cieri, 2006). This will affect how the business is conducted and also the need of effective global workforce management as a way of gaining and sustaining global competitive advantage (Tarique and Schuler, 2010). Therefore, international labour becomes important to strategic human resource planning, recruitment and selection. As stated above the emerging tends of global talent flows and boundaryless career is becoming more and more popular choice of international labour, as many organizations pay their attention toward employees who are capable and willing to grow and manage an expanding business in overseas. Global talent flows refer to migration of talent/skilled people from one country to another or in other words the decision of talented people who are educated/trained in one country to choose to develop their career elsewhere (Sheehan et al, 2006). Talent flow is supported by the terms boundaryless career, which will be described later in the essay. For example, De Cieri, Sheehan, Costa, Fenwick and Cooper (2009) illustrated talent flow that happens in Australia. Australia is considered to be a well-educated country, with 33 % of its population managed to reach tertiary education. However, despite of high education, Australia struggle to retained their skilled worker. According to Australian Bureau of Statistics, 1 million Australian workers out of total 11 million in Australia decides to go overseas to take mostly managerial positions (De Cieri et al, 2009). These numbers of amount of professionals could easily be the solutions of the current skill shortages that Australia face. Furthermore, global talent flows could mean robbing the poorer countries of their investment in education and robbing their skilled employees. The ability to do this will always haunt the weaker economies. (Jackson et al, 2005) For example, in New Zealand there are more skilled employees who leave the...
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