Human Resources Development Goals for International Companies

One of the biggest challenges international companies face today is finding the best ways to move their resources as effectively as possible. Most global companies have a clear plan of how to produce or distribute their goods across countries. However, one crucial component seems to be always left behind. We’re talking about human resources.

A lot of multinational businesses do a poor job when it comes to moving their human resources to new markets. In time, this lack of strategic thinking and focus can affect the company’s wellbeing.

With that in mind, let’s take a look at the goals that international companies should aim for to develop their human resources plan and keep up with the multiculturalism that dominates the business world today.


Build a Global Database of Your Human Resources

Regardless of the type of products or services you sell, the moment you expand your company to international borders, you need to start thinking about how you can source your human resources needs. If you’re an online tutoring business, for example, you can find an online math tutor regardless of your location. But, if you’re opening a brick and mortar store in a neighboring country, you need to ensure you have the talent you need to grow your business.

When you manage several strategic posts in different corners of the world, keeping track of all the top and middle managers is no simple task. That’s why you need to build your database while also keeping in mind that talent can raise from any company location. So, don’t limit yourself only to your headquarters.

Search Regularly for New Recruits

You are probably already employing this tactic in your country, but it is vital to apply it to your international branches as well. Recruiting locals in your international branches should be a primary focus if you want to take your business to the next level.

Think about it this way: your business will become stronger if you build each point strategically. So, focus on all the countries you operate in, not just the headquarters. You want to be seen as a desirable recruiter and attract local talent. Make sure also to offer exchange programs and connect your global branches to stimulate the movement of your human resources.


Advertise Your Newly Open Posts Internally

If you’ve identified the most promising talent in your company and managed to build a global database, then recruiting internally should be halfway done already.

By advertising top or middle management jobs to your employees, you are showing them that they have a bright future in your company and that you are confident in their skills. Take it a step further and promote newly open posts to your international branches as well. That way, you break the barriers between countries and stimulate your subsidiaries to be competitive.

However, that doesn’t mean that you should rule out recruiting outside talent. Hiring new people can help you bring new and fresh perspectives to your company, but making room for your employees on the career ladder can also be beneficial.

Know Who Your Leaders Are

While building your global HR database and knowing who the current leaders are it’s paramount for your human resource development, it’s not enough. You need to be one step ahead of the curve and prepare for the future. In other words, you should anticipate any shift in power dynamics and predict who may assume the leadership role in the future.

Get information about the employees that have management potential and see who is able and willing to move up the ladder. One of the simplest ways to gather this knowledge is to request these assessments from the current managers. In time, you can build a stronger internal database where people can register themselves. The ultimate goal is to let people express their ambitions directly instead of going through middle management to get recruited.


Keep Your Talented Employees

That is easier said than done. Of course, every company wishes to keep its best employees, but most of them don’t know how to stimulate them. In the end, their best managers usually leave for other opportunities.

If you want to keep your best employees, then offering them more money is not enough. Extrinsic motivation must be doubled by intangible rewards, such as pride in what the employee is doing or recognition amongst their peers. A combination of both external and internal rewards is what works best for people, and you must find the perfect balance.

Find out what motivates your employees and try to incorporate your global nature into the reward system. For example, giving managers the opportunity to relocate to another country may be an excellent motivator for some of them. Also, timing your rewards is very important too, as an incentive that comes too late might be useless.

Stop Favoritism towards the National Employees

We mentioned this rule already, but it’s worth repeating it: treat your branches equally. Due to cultural reasons, most companies tend to favor their national branches, but this can only damage your credibility and trustworthiness.

Ultimately, all the steps presented above will work if you focus on global subsidiaries as much as you do on your local ones. Of course, cost-wise and sometimes culture-wise, it is safer and easier to go to your national branch first. But do not let this be a perpetuated habit. Break it from time to time and get fresh insights from human resources abroad.


To succeed as a multinational company in a global market, you must show that you understand the values and culture of all the places you operate in. The best way to do that is to focus on developing a highly efficient human resources department. Your employees are an excellent asset that can bring local values to your company and help you learn how to win the local markets.

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