Global workforce

Creating an effective global workforce means knowing when to use “expats” when to use hires “locals” and to create a different new class of employees-the glopats. The strategy requires global H.R. leadership with standard systems along with local adaptation. The main underlying ideas are to fulfill the company's global human resources requirement through the feeder mechanisms at regional, national and local levels, and to leverage your current assets fully by actively engaging people in developing their own careers (Hedlund, G., & Rolander, D. (1990).

Leadership roles important in this scenario include participative leadership styles in which leader encourages the participation from the peer and employees. Steps of HR can be presented in below ten steps

Break all the "local national" glass ceilings by ending favoritism based on the nationality and relation of the employees
Tracing the lifeline of the company strategy

Building the company database and proper allocation of the talent in the company

Constructing the mobility pyramids in the form of Glopats, Globals, Regionals, mobile national locals, and Rooted national locals.

Identifying the company leadership capitals

Assessing the company bench strength and skills gaps

Recruiting regularly

Advertising the post internally also to attract the talent within the organization also

Institutes succession planning

The last but not the least concern is to retain the talent in the company.

What motivates the employee is that their manager works with them and show the path how can work be done in a better way. For the natural leader, they show their work first and become the example for others. If you try to impose your decision on your co-worker then you will lose the confidence of other on you. You should be a problem solver, not the problem creator.