Just saw the following note on the Employee Relocation Council’s Newsroom:

“Staffing international organizations with enough skilled employees has become increasingly difficult, largely due to the complexity of competing in the global marketplace.

Daniel Hanyzewski, Nike Inc.’s global staffing director, says Nike could grow its business significantly more if it could effectively staff global management positions. Human resource managers must strike a balance between managers who have experience in emerging markets, but are not prohibitively expensive, as well as find employees willing to relocate their families to the emerging markets for 20 to 25 years.Global organizations must develop a global plan to address the shortage of skilled resources, and ensure they are competitive in emerging markets, such as Mexico, Brazil, Argentina, Poland, Turkey, South Africa, China, India, and South Korea. These markets will represent 7/8 of the global population in the next 30 years, and 93 percent of the world’s population growth will be in emerging markets over the next 20 years.

The key to the success of global managers hinges on them being used in an effective manner.Agilent Technologies uses Recruitsoft systems to assess the multi-cultural awareness and interorganizational abilities of candidates for global positions. Multi-cultural recruitment options and the variety of global assignments available means some employees may be more culturally adaptable than in the past, and are willing and able to help themselves and each other if given an opportunity. Technology has created many solutions to communication and work problems in global assignments, and the problems associated with expatriates can be minimized.”