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• Functions of global career management

  49-64.

  Szondi Reka

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  Maintaining competitiveness is one of the long-term strategic goals for companies. Beside
  tangible and intangible assets, the value of human capital is continuously growing, due to
  changes in the labour market. A loyal, highly skilled employee makes a significant contribution
  to organizational success through competencies, experience, and skills. The career management
  system of multinational companies became more attractive by the possibility of international
  assignments, which is a very complicated process requiring complex planning. This system is
  considered global for several reasons: its transnational nature, international experience gained
  by the employees and the achievable career on a global scale for the individual (as a part of a
  successful process).
  Creating a global career management system thus involves a number of HR functions.
  Emphasis should be placed on finding suitable employees, selecting, onboarding, mentoring, on
  methods and the evaluators in the performance appraisal process, providing feedback on a
  regular basis and in an appropriate manner, achieving and maintaining motivation, developing
  competencies and supporting the balance in mental health.