|Tipo di tesi||Tesi di laurea magistrale|
|Titolo||The role of HR in the era of global mobility: using international assignment as a tool for talent management|
|Titolo in inglese|
|Struttura||Dipartimento di Economia|
|Corso di studi||Relazioni di lavoro (D.M.270/04)|
|Data inizio appello||2020-10-28|
|Disponibilità||Accesso limitato: si può decidere quali file della tesi rendere accessibili. Disponibilità mixed (scegli questa opzione se vuoi rendere inaccessibili tutti i file della tesi o parte di essi)|
|Data di rilascio||2060-10-28|
Il panorama economico mondiale sta rapidamente cambiando a causa di cambiamenti tecnologici, trasformazioni demografiche, globalizzazione dei mercati, crescente competizione e cambiamento nei bisogni dei clienti.
The world economic environment is rapidly changing due to technological changes, demographic transformations, market globalization, increasing competition and change in the customer needs. As a result of these changes, most organizations are starting transformation processes with the aim to rethink their overall strategies, business models and organizational models they have adopted. From a human resources point of view, these transformations require a shift in the employee’s skills. According to the forecasts of the Global Talent Economic Report 2021 by the Oxford Economic Papers, there will be four areas of expertise whose demand will grow in the coming years: - Digital skills - Agile thinking - Interpersonal and communication skills - Global operating skills Since 1990, there has been an increase in international migration and in particular the one relating to highly skilled workers. They play an important role in today's knowledge economy, because they are bearers of human capital. Not surprisingly, academic research increasingly emphasizes the fact that the greatest impact on labor markets is given not so much by the total number of people who move, but rather by the composition of these migratory flows in terms of skills. They are scientists, academics, managers, experts and professionals who for various reasons decide to move from their country of origin. This phenomenon is traditionally known as "brain drain". These terms clearly refer to the countries of origin that see themselves impoverished of the most important factor today: human capital. It has taken on an increasingly important role in today our economy, so much for that today we talk about knowledge economy. But if on one hand the movements of highly skilled workers have an enormous impact on the labor market and on the economies of individual states, often negatively in the case of the brain drain, on the other it is possible for multinationals to exploit this greater propensity to move and change of the new generations as an important learning and training opportunity. It is in this sense that international assignments can become an important tool not only for talent management but also for employer branding and for this reason can contribute to corporate successes in the future. So, it is time for global mobility to be seen as a strategic resource for companies. Business professionals should develop a clear vision of how to connect expatriate experience and talent management, and formulate effective practices that align talent, global mobility, and business goals.