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Lookup NU author(s): Dr Susan Kirk
This is the authors' accepted manuscript of an article that has been published in its final definitive form by Routledge, 2016.
For re-use rights please refer to the publisher's terms and conditions.
© 2015 Taylor & Francis.The results of this qualitative study of international talent show that although the acquisition of career capital through international assignments is perceived to be desirable both from an individual and organisational perspective, the global mobility needs and preferences of these two parties rarely coincide. This is due to the fact that individual mobility requirements come in cycles aligned to life cycle stages whereas organisational mobility needs ebb and flow like waves in response to perceived threats and opportunities. This presents opportunities and challenges for individuals in the acquisition and utilisation of career capital to balance work- and non-work-related demands in their global Kaleidoscope Careers. The role of human resource management (HRM) is to facilitate this process through mentoring, networking and other opportunities to engage in storying, enabling employees to accommodate their changing needs at different life cycle stages. Failure to offer such support can manifest itself in demotivation, business performance issues as well as difficulties in terms of diversity and inclusion. Thus this paper offers a contribution to academic literature in the field of career theory as well as international HRM professional practice.
Author(s): Kirk S
Publication type: Article
Publication status: Published
Journal: International Journal of Human Resource Management
Year: 2016
Volume: 27
Issue: 6
Pages: 681-697
Online publication date: 03/06/2015
Acceptance date: 01/01/1900
Date deposited: 31/01/2019
ISSN (print): 0958-5192
ISSN (electronic): 1466-4399
Publisher: Routledge
URL: https://doi.org/10.1080/09585192.2015.1042896
DOI: 10.1080/09585192.2015.1042896
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