IntroductionOne of the most important advances in people management over the past two decades has been the emphasis on successfully managing individuals who are critical to the strategic success of the company, both at local and global. This emphasis has taken on the general label of “global talent management.” This paper discusses the role of global talent management in identifying key talent in a multinational organization and ensuring that the most talented employees have the opportunity to advance within the multinational. Talent Management In today's dynamic economy, organizations are dedicating a lot of effort to creating and maintaining an effective and cost-effective attraction, retention and engagement strategy. Multinational corporations are faced with the challenge of managing a global workforce in order to achieve a sustainable workforce. Managing an international workforce is challenging as it is mobile, mobile, diverse and not limited by geographical or cultural boundaries. Additionally, rapid changes in talent markets and workforce demographics, which influence how employers attract and retain employees, play a critical role. In reality, cost containment is the biggest challenge for various companies in different parts of the world. One of the major research topics in global talent management concerns talent shortages and the effect of talent shortages on human resource management in multinational corporations. Global talent management focuses on individuals with important talent levels such as knowledge, skills and competencies, who add value to an organization. Key drivers of global talent management, i.e. factors that influence how organizations attract, retain, develop, and mobilize talent with... middle of paper... culture and training. Conclusion This discussion has demonstrated how global talent management is an effective process for identifying key talent in the multinational organization and ensuring that the most talented employees have the opportunity to progress within the multinational. In essence, the discussion demonstrated that identifying talent involves recruiting the most talented people and placing them in important positions. Furthermore, connecting with educational institutions, which are producers of talent, is an effective strategy. When developing talent, you need to prioritize leadership development, promotion from within, and individual development that needs to be aligned with succession planning. Strategies for retaining talented employees include personalized career plans, flexibility in working arrangements, and attention to attrition rates across performance levels.