Global Leadership Producing Global Leaders. Case Study

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Precious startup capital can then be logistically provided to critical areas that otherwise would go unserved to accomplish a large amount of growth with less money. Even white collar functions such as customer service, sales, computers, finance and accounting operations can be outsourced to India or a number of overseas centers with large concentrations of Anglo speakers and readers. Companies are increasingly outsourcing more and more complex functions than ever before and can do so without compromising quality at a cut rate price (Lewin, Massini & Peeters, 2009, 1407)

How Public Policy Can Influence the Development of Global Leaders

Much of this will be accomplished under the aegis of human resources management (HRM). HRM has evolved in the United States to include a greater command of a number of issues that are associated with the 1) systemic character of HRM, 2) the role that context plays in shaping HR policies and practices, 3) the importance of demonstrating the effectiveness of HR policies and practices, 4) the value of addressing the concerns of multiple stakeholders, 5) the need for partnership in managing

human resources, 6) the complexity of managing human resources in multinational enterprises, and 7) the challenge of developing theories and frameworks that provide new and useful insights about how to address all of the above issues. (Schuler & Jackson, 2005, 1-2).

Frequently, great global leaders are made and not born. HR training is the key to this making of great leaders in a company and in academia where the HRM professionals learn the craft.

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Consistent HRM policies and procedures streamline the recruitment and training of key talent that will advance the company's agenda in a competitive and globalized world where good leaders have to possess the ability to think on their feet and outside of the box. In this mix strategic HRM and international HRM. In both of these fields, the training of leaders and their followers is best conducted using a systems approach that multi-tasks the training process with all of its requisite subcomponents. Many functions that previously were considered to be separate operations are now seen as from a holistic and organization wide perspective where HRM is concerned with making all of the requisite pieces fit together properly (ibid., 5).

HRM is now more responsible for organizational exercises in competency and vision and values (ibid., 5-6). These are global leadership professionals that can satisfy multiple stakeholders at once, both inside and outside of the organization (ibid., 8). This new HRM model is very much an investment in "human capital," recognizing that the most important asset in a company is its people. Equipment, buildings, etc. can be more easily replaced than rehiring and training competent people, in particular leaders. This with global leadership experience are worth their weight in gold and can not be replaced as easily. This is what HRM professionals call human capital management theory and whole classes and curricula are based upon this new body of knowledge (ibid., 13). Indeed, the HRM process can give the company an edge.....

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