Can global talent management be good for society?
本文批评当前全球人才管理只关注高潜力员工和企业绩效，忽视社会影响，提出包容性方法并给出企业建议以促进社会凝聚力。
Current approaches to global talent management (GTM) tend to prioritize high-potential and high-performing employees and performance-focused goals realized inside organizational boundaries, with relatively little attention to societal impacts. We argue for an inclusive approach to GTM and focus on the social context for GTM and outcomes for society at large. We identify four types of GTM and draw direct links between GTM and social cohesion. Finally, we identify actionable recommendations for firms to implement in order to maximize the benefits of GTM and to reach beyond work settings to have a positive impact on the communities in which they operate.