David Gartside, Colin Sloman

[Globally] HR professionals will need to understand regional or country differences regarding the number, quality, and types of skills available, typical turnover rates, employment regulations, costs of labor, healthcare policies and costs, talent mobility policies, cultural norms and values, the strength of the employer brand, and the specific employment value proposition that will attract and retain people.

Based on these data and insight, HR will need to develop an overall workforce plan, becoming expert advisors to the business regarding where to “make” talent (by training people), where to “buy” talent (by hiring people with the desired skills), where to “move” talent (by developing stronger internal mobility programs for employees), and where to “borrow” talent (hiring contingent labor or partnering with another company such as an outsourcing provider to obtain the skills needed).