Young Talent Programs in Global Talent Management Plans
Creating a global talent development plan is not cheap. Whether you’re planning to expand an existing program or launch a new one, you’ll need to attract corporate support for it. You’ll also need analytical tools to measure the return on investment of a massive investment. Then there are the digital and social learning aspects of a global talent management strategy. Let’s look at some of these challenges and find the best solution to these challenges.
First, we need to make sure that TIDS are based on sound research and are well-managed. The resources allocated to them will determine their success. A typical English category one soccer academy will invest between PS2.3 and PS4.9 million per year, while UK Sport puts around PS100 million into its talent program. This is significant money, but not available to all TIDS. It is important to note that recent summaries have highlighted the importance of a strong evidence base.
Secondly, different countries have different employment norms and laws. In India, for example, the average period between being hired and leaving is thirty to ninety days. This makes it extremely difficult to plan, recruit, and onboard a young talent. You can’t expect to have a foreign business up and running in a week or 45 days. It’s not feasible to build a successful team without a robust evidence base.
The Challenges of Including Young Talent Programs in Global Talent Management Plans
The third challenge is implementing a talent management strategy for a global organization. Many companies aren’t ready for the long-term commitment required to implement a comprehensive talent development strategy, and have little experience in doing so. But once you’re up and running, it’s easy to see how a global program can help. So what are the challenges? We’ll look at some of them.
First, you’ll need to understand how talent identification works in different sports. The main challenges are the age at which a young talent is identified and the opportunities available within a TIDS. Some organizations choose to include a young talent in their program, and others refuse to. The benefits to a global program are significant, but it’s not a simple task. There’s no universal solution to this problem, but it is vital to have an innovative and inclusive program.
One of the biggest challenges in integrating global talent management programs is the fact that the laws and employment norms of each country differ. In India, for instance, the notice period for a job is 30 days, and the notice period in most of the other countries can range from 90 days. As a result, it can be difficult to recruit, onboard, train, and manage a young talent program in a new country.
