Here’s a follow up to our Expectations for Employment High in Singapore entry. Are talent management practices universal? Or do retention and motivation factors vary by business region?

ISR’s white paper How To Retain & Motivate Your Talent: Results of ISR’s Asia Pacific Talent Survey reveals how management culture influences retention. They surveyed 3,000 employees in 120 companies and found that talent engagement rates vary dramatically across the region. In the Asia Pacific region, employees expect:

• leaders to demonstrate that decisions are consistent with the values and objectives of the organisation;
• leaders to encourage an environment of constant learning; and
• that all employees are treated with respect.

ISR also found that talent management practices are key to attracting, retaining, and engaging high performers:

“In addition to the Talent management practices that engage high performing employees, Leadership and Company Brand or Image are also revealed as key drivers of Talent engagement. These findings should encourage companies around the region to continue to focus on building an attractive employment brand.”

Your employment brand experience starts with your career sites. The front ends of your talent management systems should be tailored to the region you are targeting. You need globally consistent automated processes to drive efficiency. But you also must have the local flexibility in your global foundation to achieve success.