The Global Talent Competitiveness Index

Evans, Paul; Rodríguez-Montemayor, Eduardo; Lanvin, Bruno

doi:10.4324/9781315474687-10

Cited by 15 publications

(9 citation statements)

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“…Vietnam has sustained its position as one of the fastest growing economies [4], catalysed by the "Doi Moi" economic reform policy of 1986. Vietnam has dropped down the Global Talent Competitiveness Index, where it is now ranked as 96 th out of 132 countries partly due to the relocation of relatively low/unskilled, low-wage manufacturing work from China [54]. The agricultural sector in Vietnam constitutes up to 25% of GDP, over 70% of employment [55], and 86% of Vietnam's poorest people identify as one of Vietnam's 54 ethnic minority groups [56].…”

Section: Context Of Study: Vietnam As An Emerging Economymentioning

confidence: 99%

The spatialization of decent work and the role of employability empowerment for minority ethnic young people in emerging economies

Wall,

Ngo,

Foster

et al. 2024

PLoS ONE

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Global rises in precarious labour conditions have prompted further empirical work in Decent Work, a special category of employment characterised by equitable pay, treatment, and healthy working conditions. Despite this, research has tended to be conducted in developed countries with privileged groups such as those with typical working arrangements and rely on psychologically framed individual characteristics to explain marginalising factors. We propose a more sociologically framed, spatialised perspective on Decent Work which posits that marginalising factors are spatially variable and determined but moderated by employability empowerment. We measure our propositions across three spatially different sites of Vietnam through (1) a survey of minority ethnic students and graduates (N = 1071) and (2) a survey of stakeholders involved in the recruitment and employment of this group (N = 204). We find support for most of our propositions and call for more spatialised empirical work in the field of Decent Work.

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Section: Context Of Study: Vietnam As An Emerging Economymentioning

confidence: 99%

The spatialization of decent work and the role of employability empowerment for minority ethnic young people in emerging economies

Wall,

Ngo,

Foster

et al. 2024

PLoS ONE

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“…AI governance is framed in terms of economic competition between countries and innovation clusters. The atomist perception of competition gives responsibility to all actors concerned; individuals, businesses, and governments are the “grand designers of [their] own destinies” (Lanvin & Monteiro, 2019, p. 39) but only as actors in economic competition. Seeing innovative firms as disruptors and governments as the actors responsible for promoting the innovation ecosystem (World Economic Forum, 2019b, p. 10), the governments' role is reduced to fostering the disruptive “superstar” companies and alleviating the pain of reskilling (World Bank, 2019, p. 9, 10, 12, 19; World Economic Forum, 2017, p. 4, 2019b, p. 10).…”

Section: Numerical Global Governance and Ai Policymentioning

confidence: 99%

“…The ranking producers' narratives on AI stress talent competition, understood as the ability of countries or cities to attract and foster “ talent ” (World Economic Forum, 2019c, p. 8; cf. Lanvin & Monteiro, 2019, p. 5; Oliver Wyman Forum, 2019b; World Bank, 2019, p. 10, 70). Openness is also associated with access to data (“open data”) as a raw material of services and applications and efficiency of government (Cornell University, INSEAD and WIPO, 2019, p. 22, 123; INSEAD, Adecco Group, and Google Inc., 2020, p. 92, 93, 102; Tortoise, 2019a) or as a requirement for “training AI models” (Oxford Insights, 2021, p. 72).…”

Section: Numerical Global Governance and Ai Policymentioning

confidence: 99%

Global indicators and AI policy: Metrics, policy scripts, and narratives

Erkkilä

2023

Review of Policy Research

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Artificial intelligence (AI) has become a global policy issue that is actively governed by international actors producing governance indicators. This article argues that despite the arguments about disruptions to governance and policy due to AI, the global rankings increasingly constitute a strong path dependence on AI policy, leading to conformity with existing policies and institutional practices of economic competitiveness. By analyzing the composition and data sources of global indices in competitiveness, innovation, human capital, and artificial intelligence, I will show how the global rankings now evolve by sharing data and concepts. Consequently, these metrics and related policy scripts promote the seeming continuity of current activities of global competitiveness. AI is discussed as a “revolution” but framed as a matter of “competitiveness,” “openness,” and “talent competition,” implying standard perceptions of economic competitiveness and innovation. There is also a narrative element in the policy script, as the future policies on AI are promoted with references to history that also project the past into the future. My article concludes that while path‐dependent policy indicators and related future narratives give a sense of orientation, they are problematic as they portray a seeming continuity of activities in times of disruptions, delimiting policy alternatives such as AI ethics.

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“…Luxembourg is a small country in Western Europe neighboring France, Germany and Belgium that has three official languages: Luxembourgish, French and German. On the one hand, according to the INSEAD's Global Talent Competitiveness Index, Luxembourg is an attractive destination for skilled talent (Lanvin and Evans, 2021) and has a long history of relying on foreign labor. Today, 70% of the country's working population is non-Luxembourgers, represented mainly by cross-border workers (STATEC, 2022).…”

Section: Research Contextmentioning

confidence: 99%

“…HSMs struggled to understand and adopt new corporate norms that also impacted their social integration experiences. This is somewhat surprising since Luxembourg is viewed as one of the most multinational countries in the world (Lanvin and Evans, 2021); yet, non-EU HSMs still experience difficulties in finding their own place. This finding could also be explained by the fact that foreign workers coming from EU countries represent the majority of workers in the country, and they typically tend to stick to their own groups, often excluding non-EU HSMs.…”

Section: Theoretical Contributionsmentioning

confidence: 99%

Being an “outsider in”: skilled migrants' career strategies in local organizations

Usanova

Zikic²,

Vaiman³

2023

JGM

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PurposeAlthough the literature on the careers of skilled migrants is growing, relatively little is known about their experiences inside host country organizations. This article is a replication and an extension of a study by Zikic et al. (2010) on career challenges and coping strategies of skilled migrants. In contrast to the replicated study, where the focus was on the unemployed pool of talented migrants, in this study, the authors look at the career experiences of those who are already employed. Similar to the study of Zikic et al. (2010), the authors seek to explore how migrants understand their careers and what approaches they use to enact career opportunities from the perspective of “insiders” in local organizations.Design/methodology/approachThe authors used a qualitative explorative approach. Based on 24 in-depth interviews with highly qualified specialists, who were hired for positions in Luxembourg corresponding to their professional profiles, the authors explore what challenges they face at the workplace and how they tackle them.FindingsThis research not only replicates the study of Zikic et al. (2010) but also extends the authors’ knowledge of the careers of skilled migrants in the context of local organizations. By focusing on employed skilled migrants, the authors open a “black box” of their career challenges and strategies and extend an earlier career typology (Zikic et al., 2010) into what happens within local organizations. In particular, this study identifies two major challenges that skilled migrants experience, namely, “trying to fit in” and “managing career mismatch”. Then, it shows three unique strategies that skilled migrants use to manage their careers. This allows us to cluster skilled migrants into three categories that the authors conceptualized, namely “workhorses”, “career rebels” and “career conformists”.Originality/valueThis study contributes to the literature on the careers of skilled migrants by theorizing the experiences of migrant careers after organizational entry. It also contributes to the talent management literature by providing nuanced insights into the challenges, strategies and profiles that this global talent has.

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The Global Talent Competitiveness Index

Cited by 15 publications

References 0 publications

The spatialization of decent work and the role of employability empowerment for minority ethnic young people in emerging economies

The spatialization of decent work and the role of employability empowerment for minority ethnic young people in emerging economies

Global indicators and AI policy: Metrics, policy scripts, and narratives

Being an “outsider in”: skilled migrants' career strategies in local organizations

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