What’s on your mind

The top 10 concerns of senior HR specialists with international remits

Issue 1 A terrifying gap between the experience levels of executives and their prospective 'heirs'

Solution The stars of tomorrow need to understand the wide range of issues that affect successful globalisation and how to work together in a global team across cultures. HR leaders need to get process updates regularly onto the board agenda.

Issue 2 Effective performance management

Solution All leaders must have a hard talent development performance measure included in their objectives in any performance review.

Issue 3 Talent retention

Solution Review the plans to upgrade talented individuals for each country and operating unit and to align them with the relevant business plan. Nurturing line talent 'sponsors' is critical.

Issue 4 Driving consistency in HR practices and policies across regions/countries. Cultural and other local differences can cause breakdowns in interactions and HR policies across a global organisation

Solution Consistency across the board for HR systems and processes, such as the competency framework - if people with a global line of sight in their careers are to be retained and organisations are to have cultural unity, consistency is needed.

Issue 5 Multi and inter-cultural leadership. Too few leaders have the business and leadership skills or global mindsets needed to think strategically and to manage effectively in a multinational/global enterprise

Solution Greater emphasis on understanding how nations and ethnic groups differ and sensitivity to these differences when working with multi-national teams. They also need to be able to think through the impact of local initiatives in the wider global context.

Issue 6 Measuring effectiveness of human capital strategies and systems

Solution Determine up-front what the outcomes must be from any HR investment and establish how they will be measured. A good performance management system is a key tool. Other measurement tools could include: ROI; in succession management, retention of high potentials; productivity; for behaviour change, 360û surveys and behavioural interviews.

Issue 7 Leveraging technology for leadership development

Solution HR proves its worth if systems enable e