Managing talent on a global basis

If you have to continually deliver high value to stakeholders including associates, customer investors and society, then you must do things in the best way possible and that links up to innovation. And innovation essentially takes place in an environment of continuous learning. It is the responsibility of the organization to create an environment that is most conducive which in turn helps leadership to grow. Running an organization is about making sure that all the pieces work together and that is the fundamental tenet of leadership

Though everyone accepts the need to have a strong leadership pipeline, yet this is an ongoing struggle. Many organizations have stumbled from one initiative to another, from one competency model to another, from one process to another all desperately trying to find a way to cultivate their most important asset top talent.

One of the leading IT Companies in India is aiming to identify, empower, nurture and transform as many individuals into leaders as it can. The launch of its School of Leadership, as well as other leadership initiatives such as the full lifecycle leadership framework and web seminars involving distinguished and internationally faculty came about as part of their goal to strengthen leadership practices and its leadership pipeline.

Though the actual designing of system for managing talent on a global basis is usually done by the HR team, the CEO’S vision must anchor the effort to manage top talent.

The CEO is the chief role model of the organization. If the CEO is not an active participant in the process of leadership creation, then leadership simply will not happen.

The IT industry has also shown the way in the highly competitive practice of sourcing the ideas and talent from where they reside, irrespective of age or nationality. Today one needs to look at talent not in terms of “age” but in terms of competencies, experiences and business results that they have achieved to make themselves suitable for a role. In many technology organizations, such roles never have existed and therefore you choose people to fill the position based on potential to scale.

The new economy is filled with promise, and peril. In these exciting times those who are building new companies or leading change inside established companies enjoy unparalleled opportunities and encounter endless challenges in the form of leaders who will lead their organizations in the future. If you have to continually deliver high value to stakeholders including associates, customer investors and society, then you must do things in the best way possible and that links up to innovation. And innovation essentially takes place in an environment of continuous learning. It is the responsibility of the organization to create an environment that is most conducive which in turn helps leadership to grow. Running an organization is about making sure that all the pieces work together and that is the fundamental tenet of leadership

A growth leader is someone who accepts and embraces change; is interested and learns about other countries and cultures: stays at the cutting edge of technology; and someone who is extremely flexible and can move quickly with the fast pace of business.

Though everyone accepts the need to have a strong leadership pipeline, yet this is an ongoing struggle. Many organizations have stumbled from one initiative to another, from one competency model to another, from one process to another all desperately trying to find a way to cultivate their most important asset top talent.

A leading IT Company aims to identify, empower, nurture and transform as many individuals into leaders as it can. The launch of its School of Leadership, as well as other leadership initiatives such as the full lifecycle leadership framework and web seminars involving distinguished and internationally faculty came about as part of their goal to strengthen leadership practices and its leadership pipeline.

Though the actual designing of system for managing talent on a global basis is usually done by the HR team, the CEO’S vision must anchor the effort to manage top talent.

The CEO is the chief role model of the organization. If the CEO is not an active participant in the process of leadership creation, then leadership simply will not happen.

The IT industry has also shown the way in the highly competitive practice of sourcing the ideas and talent from where they reside, irrespective of age or nationality. Today one needs to look at talent not in terms of “age” but in terms of competencies, experiences and business results that they have achieved to make themselves suitable for a role. In many technology organizations, such roles never have existed and therefore you choose people to fill the position based on potential to scale.

The new economy is filled with promise, and peril. In these exciting times those who are building new companies or leading change inside established companies enjoy unparalleled opportunities and encounter endless challenges in the form of leaders who will lead their organizations in the future.

  • Smithadam220

    India’s BPO industry has evolved and matured to present higher-end services that require judgment-based analysis and domain expertise, rather than function-specific, rules-based performance parameters alone. As service providers strive to offer end-to-end services, we see BPO falling into different segments. At one end of the spectrum is the traditional rules-based transactional outsourcing; while at the other end is judgment-based transaction processing and full-service business process outsourcing.

    India has won its spurs as the world’s outsourcing destination of choice. Currently the country has a commanding share of the global outsourcing market.
    India is undoubtedly the most favored IT/BPO destination of the world. This raises the question why most of the big MNCs are interested in outsourcing their operations to BPOs in India. The answer is very simple- India is home to large and skilled human resources. India has inherent strengths, which have made it a major success as an outsourcing destination. India produces the largest number of graduates in the world. The name of India has become synonymous with that of BPOs and IT industry hence the name BPO India.

    Besides being technically sound, the work force is proficient in English and work at lower wages in comparison to other developed countries of the world. India also has a distinct advantage of being in a different time zone that gives it flexibility in working hours. All these factors make the Indian BPOs more efficient and cost effective. In order to meet the growing international demand for lucrative, customer-interaction centers, many organizations worldwide are looking to BPO India.

    A subset of outsourcing, Business Process Outsourcing (BPO) involves contracting the operations and responsibilities through a third party service provider. From the last couple of years, the BPO industry has evolved as the most substantial sector in the Indian market. India has emerged as the most favored location for all Bpo services across the globe. This has accelerated the Indian economy to the heights, progressively boosting the statistics depicting the growth in the years to come and it has been however forecasted that by 2020, more than 80% of the world of business process outsourcing services will be served by the Indian companies. Marked as the best place to attain superior quality services globally, the BPO industry is strengthening its foundation in India.