Integration of talent and mobility function: strategy for HR to manage business

Purpose In near future, population change and shift, aged workforce and retirement of baby boomer generations are going to bring huge shortage of talent and skilled labor across globe, especially in developed and emerging nations. Hence, this paper aims to link talent management and international mobility function in a strategic way to overcome the challenge that business world will be facing in terms of scarcity of talent. Design/methodology/approach In this paper viewpoint is expressed considering international texts and organizational research reports. Findings Changing demographics and skill gap economies across nations and compliance risk or regulatory challenge might have a direct impact on talent mobility. Further, talent mobility might have a reverse effect on assignee and family. No single stakeholder alone would tackle this problem. So, the educational institutions, business, government and non-governmental institutions need to collaborate and form a framework to deal with it. Research limitations/implications Viewpoint can be further refined through academic conceptualization and empirical validation. Practical implications Managers can incorporate framework suggested for managing talent during mobility. Originality/value A call for integrating talent and mobility function would encourage researcher for further refinement of the idea, through theoretical and empirical validation. Talent mobility has been discussed as a win − win situation for companies and nations across the globe.