Talent Mobility Research Articles

Facilitating credentialing and engagement of international physician-migrants during the COVID-19 crisis and beyond.

Physicians who migrate globally face a daunting series of time-consuming, labor- and resource-intensive procedures to prove their clinical competency before being allowed to practice medicine in a new country. In this commentary, we describe licensing barriers faced by physician-migrants based on the authors' experiences, and reflect also on rapidly implemented measures to address COVID-19 pandemic related workforce shortages. We offer recommendations for potential reductions in bureaucratic regulatory barriers that prohibit mobilization of international medical graduate talent. Licensing boards and authorities should strive for standardized, competency-based basic professional recognition. Professional medical societies are well-positioned to guide such competency-based recognition as a more organized, international collaborative effort across specialties. The COVID-19 pandemic facilitated cross-state and international licensing in some regions, highlighting a key opportunity: streamlining professional recognition requirements is achievable.

US-China Tensions and Talent Mobility: Evidence from Air Traffic Data

We provide a quantification of the impact of the recent US-China political tensions on talent flows from China to the US through the lens of monthly air passenger traffic data. By exploring variations across origin countries and geographical locations of US airports as well as differences over time, we find that the tensions, which escalated since 2018, have led to a more than 10% drop annually in the number of trips made from China to US airports near universities with a significant presence of Chinese students. A further investigation reveals that the decline in passenger inflows is driven mainly by the loss of passenger arrivals in August -- the peak time for international student travels to the US -- and is consistently steeper than the decrease for airports near tourist destinations during the same period. These findings offer fresh and updated evidence on the detrimental impact a hostile political climate could have on international talent mobility between two major economic and scientific powers, which is only part of all possible losses to both sides.

Global talent management: A view beyond developed markets

This study aims to identify the main drivers, activity domains and outcomes of global talent management (GTM) in emerging market organizations. Through a structured keyword search and subsequent elimination of papers, 27 top peer-reviewed journal publications (out of 137 articles on talent management) are selected and thoroughly analyzed using mixed research techniques. Using VOSviewer software, I identify the four major clusters in GTM literature: TM in EMs, global talent mobility, TM in multinational corporations, and human resource management in a “global war for talent” context. I further conduct a structured content-analysis-based literature analysis and provide a much-needed overview of the underlying organization theories used in previous EM research to explain the GTM phenomenon. I additionally reveal the key GTM system components and determine the main demand-supply factors and outcomes of GTM implementation. Lastly, based on the study’s findings and subsequent discussions, I offer insights into future research avenues.

Brain Drain, Talent Mobility And Academic Networking

Talent is the key to economic development and the network built among talents is the resource crucial for national competitiveness. Talent is highly mobile and a more talented individual tends to show higher tendency to move on and respond to better economic opportunities. Therefore, managing talent is a challenging job. This paper examines the evolution of brain drain to talent mobility and also analyses talent networking for a special group of talent, that is, academics. The purpose of this paper is to explore the nature and patterns of academic networking, and the challenges in forming and maintaining this network.

Developing A Mobile Web for Innovative University Assessment System: Thailand Talent Mobility Programme

<p class="0abstract">Empirical research methods were used to study the Thailand Talent Mobility Programme and critical factors effecting participation in the project; from the perspectives of academic researchers in Science, Technology, and Innovation, in order to strengthen the competitiveness of technological innovation in Thailand. On the basis of questionnaire surveys of 58 universities and 17 research institutes, 613 academic researchers across the country responded the survey. All responses were analyzed through factor analysis and regression analysis methods. We conducted a thorough study of the impact of all factors to successful programme participation. This research study also identifies recommendations and solutions for successful personnel sharing models in Thailand. A mobile web for innovative university assessment system is also introduced as a supporting tool.</p>

Complex network analysis for international talent mobility based on bibliometrics

Purpose This paper aims to explore international talent mobility and identify its negative/positive factors. Design/methodology/approach Bibliometric data from Scopus are explicated to model the mobility network and providing a more comprehensive posture. In addition, by using indicators of complex network, significant features of international talent mobility are described quantitatively. After that, by introducing a kind of improved gravity model with multiple linear regression, the authors identify factors to explain international talent mobility flows. Findings With the analysis of international talent mobility in complex network, the overall network is not balanced. A small part of developed countries and developing countries with good emergency attract and drain a lot of talents and talents usually moving between these countries, the amount of talents leaving or entering into other countries is very limited. Furthermore, according to multiple linear regression, it is found that the share of migrants in population is the major negative factor for international talent mobility, and the factors of destination countries is more significant than original countries. Originality/value The result of this paper may support further research studies and political suggestions for cultivating, attracting and retaining scientific and technological talents in the world.

Global Student and Talent Flows: Reexamining the Brain Drain Equation

At a time when the student mobility landscape is poised to undergo significant changes, this article argues that it is time to revisit the brain drain issue and examine the fundamental ethics, assumptions, and power dynamics that underpin student mobility, thus ensuring that the mobility of students and talent is based on principles of access, equity, and inclusiveness.

The Analysis and Prediction of Spatial-Temporal Talent Mobility Patterns

The Analysis and Prediction of Spatial-Temporal Talent Mobility Patterns

The new talent management challenges of Industry 4.0

PurposeThe transformational changes to business environments brought about by the fourth industrial revolution create a perfect storm for strategic human resource management, prompting a need to explore the implications of this context for talent management theory and practice. The paper aims to discuss these issues.Design/methodology/approachIn-depth interviews were conducted with HR directors and senior leaders within engineering-led organisations to explore current challenges experienced across each stage of the talent pipeline: attraction and recruitment, training and development, career development, talent mobility and succession planning.FindingsThe speed of technological change brought about by Industry 4.0 had created a significant gap between current capability of employees and the rapidly evolving requirements of their roles, prompting a need to consider new and more effective approaches to talent development. Middle managers are increasingly recognised as overlooked critical talent within this context of unprecedented change, given their essential role in change management. In addition, whilst lateral hiring remains a common talent management practice, in the case of Industry 4.0 this equates to fighting a war for talent that does not exist.Practical implicationsThis study suggests that there is a need for evolution of talent management theory and practice towards a more dynamic, systems-thinking orientation, acknowledging the interrelated nature of different talent management activities.Originality/valueThis paper provides an in-depth insight into the impact of the unprecedented change brought about by Industry 4.0 on contemporary talent management practice, considering how theory and practice might need to evolve to enable individuals and organisations to keep up with the rate of technological change.

Regional economic status inference from information flow and talent mobility

Novel data has been leveraged to estimate the socioeconomic status in a timely manner, however, direct comparison on the use of social relations and talent movements remains rare. In this letter, we estimate the regional economic status based on the structural features of two networks. One is the online information flow network built on the following relations on social media, and the other is the offline talent mobility network built on the anonymized résumé data of job seekers with higher education. We find that while the structural features of both networks are relevant to the economic status, the talent mobility network in a relatively smaller size exhibits a stronger predictive power for the gross domestic product (GDP). In particular, a composite index of structural features can explain up to about 84% of the variance in GDP. The result suggests that future socioeconomic studies should pay more attention to the cost-effective talent mobility data.

The Spinoff Advantage: Human Capital Law and Entrpreneurship

The term entrepreneur comes from the French word entreprendre, which signifies “one who undertakes innovations.” That underlying innovative nature typifies entrepreneurship’s vital role in our economy, contributing to both economic growth and industry progress. Many states affirmatively support entrepreneurship through tax credits, subsidies, and awards, as well as by sponsoring incubators and accelerators. And yet, despite this public policy favoring entrepreneurship, human capital law – which lies at the intersection of intellectual property, employment regulation, and contract law – has developed in ways that often curtail that very same entrepreneurial activity. Post-employment restrictions, both contractual and regulatory, particularly limit the ability of the most experienced professionals to found, or even join, new ventures. This chapter explores the discordant, contradictory nature of state policies favoring both entrepreneurial venture and human capital law and argues against the counter-productive expansion of restrictions on talent mobility. It first discusses the general disadvantage startups face in litigation brought by incumbents as well as the rise in intellectual property disputes and their effects on entrepreneurship. The chapter then presents the particular cost of human capital legal disputes on entrepreneurial spinoffs, that is, companies founded by former employees of competitors.

Innovative Learning in the Age of Industry Revolution 4.0

In 2018 the Indonesian Ministry of Industry (KPRI) released a document ‘Making Indonesia 4.0’, in response to the Fourth Industrial Revolution (4IR), setting out the Indonesian aspirations, the five focus sectors, the ten national priorities, the economic benefits, the job creation, and the next steps to ensure Indonesia’s future development. While all the ten priorities are important, of specific interest to education are: priority 5 that aims to advance network and digital platforms; e.g. 4G to 5G, Fiber speed 1Gbps, Data center and Cloud, and; priority 7, which aims to redesign the education curriculum and create a professional talent mobility program using a STEAM approach. A transformation of the schooling system is needed which is different to a reform as reform concentrates upon the existing structure and system whereas a transformation works to create different systems and structures. The basis for success lies in the hands of Indonesian teachers and lecturers. This paper will also discuss developments in brain research, and the teaching behaviours that are conducive to producing students with higher order and creative thinking skills and the ability to solve complex problems.

Multilevel Collaborative Networks and Organisational Innovativeness of Public Agencies in ASEAN

In this study, existing multidimensional and cross-correlated aspects of contributing factors of public innovation and organisational innovativeness in literature are reviewed and the effects of internationalmultilevel collaborative network on organisational innovativeness of public agencies in ASEAN are discussed. Based on the ASEAN Talent Mobility programme as a case study, it can be concluded that international cross-sectoral collaborations of public-private-academia partnership can lead to new initiation, new channel of collaborative research, best practice exchanges, and in turn lead to new top down policy implementations and impact the structure and administration of the associated government agencies. The resulting changes create positive impact to the organisation mandate and performance. Key findings and insights gained from this study can be used to derive network and external linkage innovativeness factor for the future development of measurement framework model and multidimensional construct of organisational innovativeness of public agencies in developing countries.

Im/mobile highly skilled migrants in Qatar

ABSTRACTMost studies on the mobility of highly skilled migrants have been examined with a framework of global talent mobility and under conditions of neoliberal governance and economic globalization. In this study we challenge the notion of the hypermobile knowledge worker. Utilizing mixed methods, we examine the factors that attracted highly skilled migrants to Qatar and the conditions under which they might leave in the future. Rather than finding a group of footloose migrants attracted primarily to high-wage jobs, a lack of taxation or amenities, and with multiple alternative locations of residence, we find that highly skilled migrants exist on a spectrum of immobility. More significantly, this immobility depends on the migrant’s region of origin. For Asian and Western migrants immobility is attributed to the Kafala system or employer sponsorship, which hinders occupational and spatial mobility and ties workers to their sponsors. Arab highly skilled migrants are especially affected by lack of security and stability in their home countries, which makes these workers involuntarily immobile. The former group seem to be willing to accept a reduced level of agency and mobility for high income, whereas for the latter security and stability are more fundamental to their decision to come to Qatar.

China's Free Trade Ports: Effective Action Against the Threat of De‐globalization

AbstractWith sluggish external demand and increasing trade protectionism by the USA and the European Union, China is facing severe challenges in implementing its deeper, ongoing reforms. To respond actively to such challenges, the Communist Party of China's 19th National Congress proposed to “promote a new pattern of all‐round opening up.” In particular, the establishment of free trade ports is considered an important means to realize deeper integration with the world economy. This paper discusses the background, the motivation, the possible challenges as well as a feasible path for the successful implementation of free trade ports in China. Based on the international experience, the construction of free trade ports in China requires freer trade in goods, high mobility of talent and free capital flow.

Selection Versus Incentives in Incentive Pay: Evidence from a Matching Model

Higher incentive pay is associated with higher firm value. I introduce a model of CEO-firm matching to disentangle the two confounding effects that drive this result. First, higher incentive pay directly induces more effort; second, talented CEOs sort into firms pay higher incentive pay. I find that both effects contribute to the result, with the selection effect accounting for almost one-quarter of the total effect. The relative importance of the selection effect is the largest in submarkets with high talent mobility and in more recent years.

Interregional mobility of talent in Spain: The role of job opportunities and qualities of places during the recent economic crisis

This paper seeks to extend our knowledge of the drivers behind talented workers’ mobility within the Spanish urban system and the patterns they may follow. For this purpose, the stock and flows of creative workers (selected on the basis of either the industry-based or occupational approaches) are studied at different spatial scales while also considering the influence of local characteristics as a source of attracting and retaining forces. The study is based on the analysis of a quite novel longitudinal micro-database from the Spanish Social Security office. Under the conditions of lower mobility of creative workers compared with other geographical contexts – a trend worsened by the economic crisis – we show that job opportunities, especially in connection with workers’ social networks, emerge as the most influential attracting factor. Thus, beyond the classic idea that agglomeration economies benefit all residents, we found evidence that the biggest cities, and Madrid in particular, had become ‘escalator regions’, propelling the careers of young creative workers that had been attracted to them. On the contrary, the influence of urban amenities seems limited to the retention of talent. This research aims to contribute to dealing with the challenge of upgrading local productive forces after the economic crisis and to develop tailor-made talent attraction and retention strategies

University-Industry Linkages in the Disaster Resilience Sector: A Case Study of Thailand

Abstract University-industry linkages in the Disaster Resilience Sector in Thailand were studied at two main levels: the national level and the institutional level. Comparisons were made of specific data such as the linkage structures, lessons learnt, policies and barriers, between Thailand and developed countries such as the United Kingdom. This analysis was done to identify the key elements, factors and contexts in constructing and maintaining university-industry linkages in various spectrums and approaches, and to apply these to the Disaster Resilience Sector. These results can be further developed as guidelines for universities in developing countries that wish to develop university-industry linkages. The study also addressed a specific university-industry linkage called ‘secondment plan’ which includes university policies on the detachment of university staff from their regular work or position in the university for temporary assignment in industry sectors. For this part, the Talent Mobility Project, a governmental project that supports Thai university staff, particularly academic staff, in doing cooperative work with the industry sector, was analysed. This project is the responsibility of the National Science Technology and Innovation Policy Office (STI) of Thailand. The weakness and the strengths of this project were identified through interviews with senior staff of STI, Science Park and Naresuan University. The results have been developed into a guidelines model for universities in developing countries.

An Empirical Study of Policy Implementation of Thailand Talent Mobility Programme

<p>This paper empirically examines the national policy deployment of talent mobility programme aiming to leverage innovation atmosphere in private sector as a part of national strategy to escape middle income country status. The main policy mechanism is to facilitate universities and research institutes to develop their internal regulations in accordance with the Cabinet approval such that their talents can be legally mobilised to conduct research or project in private companies for competitiveness improvement. Moreover, clearing houses or service centres were established to eliminate the gap between industry and university, whereas training programmes were also developed for capacity building purpose, especially for staffs in those centres. Lastly, facilitation resources such as management, research fund, and compensation were mutually supported by government agencies including National Science Technology and Innovation Policy Office and Office of the Higher Education Commission. Based on data collection from the talent mobility projects executed during 2014 to 2016, key success factors and barriers were observed and subsequently the policy recommendations were proposed for improving the programme implementation in future.</p><h4><strong> </strong></h4><p><strong>Keywords:</strong> Talent Mobility, STI Policy, GEDP</p>

Integration of talent and mobility function: strategy for HR to manage business

PurposeIn near future, population change and shift, aged workforce and retirement of baby boomer generations are going to bring huge shortage of talent and skilled labor across globe, especially in developed and emerging nations. Hence, this paper aims to link talent management and international mobility function in a strategic way to overcome the challenge that business world will be facing in terms of scarcity of talent.Design/methodology/approachIn this paper viewpoint is expressed considering international texts and organizational research reports.FindingsChanging demographics and skill gap economies across nations and compliance risk or regulatory challenge might have a direct impact on talent mobility. Further, talent mobility might have a reverse effect on assignee and family. No single stakeholder alone would tackle this problem. So, the educational institutions, business, government and non-governmental institutions need to collaborate and form a framework to deal with it.Research limitations/implicationsViewpoint can be further refined through academic conceptualization and empirical validation.Practical implicationsManagers can incorporate framework suggested for managing talent during mobility.Originality/valueA call for integrating talent and mobility function would encourage researcher for further refinement of the idea, through theoretical and empirical validation. Talent mobility has been discussed as a win − win situation for companies and nations across the globe.