Talent Identification and Talent Selection of International Software Competencies within Multinational Automotive Corporations

摘要

Background: The digitalization of the automotive industry demands automotive MNCs to expand their portfolio of software competencies. Theimproved global competition of talent has increased the importance of GTM, and the ability for HR practitioners to identify and select international and adequate software competencies.Purpose: The purpose of the thesis is to investigate how HR practitioners of automotive MNCs identify and select international software talents to maintain an adequate competence basis.Research: Question How does HR practitioners of automotive MNCs identify and select international software talent to maintain an adequate competence basis required to manage the digitalization of the automotive industry?Methodology: The research design of this thesis is based on a qualitative case study where the specific case represents an automotive MNC operating globally. In order to answer the research question and to fulfil the purpose of the thesis, the empirical data have been collected by semistructured interviews with relevant staff and managers employed at the Product & Quality unit by the MNC of study. An abductive researchprocess was chosen due to its ability of collecting and reviewing theories and empirical data mutually alongside the undertaken research.Conclusion A well-reasoned strategy for identifying and selecting international software talents has revealed absent by the R&D departments of study.Besides, a mutual undertaking of GTM is lacking as part of these processes in order for the automotive MNC to maintain an adequatecompetence basis resulting from the ongoing digitalization of the automotive industry.Recommendations: The R&D departments of study need to seek an equal understandingand definition of GTM between recruiting managers and their supporting instances. HRBPs should further be provided increased authority in the talent identification and selection among international software candidates, thus extending their operational support to become more strategically. In addition, a more Agile mindset need to be fostered in order for recruiting managers to act more flexible and effective in their identification and selection of international software competencies.