Emerging Market Talent StrategiesCreating an effective global talent model |
In the past, global business and talent strategies typically ran in one direction: from north to south, from developed markets to emerging markets. But the BRIC economies (Brazil, Russia, India and China) have since matured as global growth engines and countries in the new tier of emerging markets, including Indonesia, Malaysia, the Philippines, South Africa, Thailand, Turkey and Vietnam, are establishing themselves as growing economies and growing sources of talent. As a result, the “north-to-south” model is becoming outdated. Companies looking for fresh new approaches to their most pressing talent challenges should consider “south-to-south” or “south-to-north” strategies, particularly as they extend their global reach further into Asia and Africa. Eventually, the lessons learned in BRIC countries and other emerging markets could drive talent strategies around the world.
Meet the authors
- Tom Morrison, Principal, Human Capital, National Service Line Leader, Talent, Performance, & Rewards, Deloitte Consulting LLP
- Jonathan Pearce, Tax Principal, Global Mobility Transformation Practice Leader, Deloitte Tax LLP
- Suzanne Kounkel, Principal, Strategy and Operations, Deloitte Consulting LLP
- Matt Szuhaj, Director, Strategy and Operations, Deloitte Consulting LLP
- Ina Gantcheva, Senior Manager, Human Capital, Deloitte Consulting LLP
"Given current economic and demographic trends, it likely won’t be long before emerging markets provide the majority of global talent. As this shift occurs, competition for talent will likely intensify."
Parag Saigaonkar, Regional Managing Director, US India Consulting | Deloitte Consulting India Private Limited, from his My Take in “Emerging Market Talent Strategies”
