A CEO asks the HR department to assist in identifying key personnel to help implement global growth. What is the HR department’s best response?

The CEO's request is strategic and forward-looking, focused on enabling global growth. The best response is equally strategic. Building a leadership pipeline is a comprehensive, long-term talent management strategy. It involves identifying high-potential employees, assessing their capabilities, and developing them through various experiences to fill future leadership roles required for global expansion. This proactive approach ensures a sustainable supply of capable leaders, directly supporting the organization's growth objectives.

B. Identifying employees to attend leadership development programs: This is a tactic and a component of building a pipeline, but it is not the complete strategic response.
C. Suggest replacement of expatriate employees: This is a specific, reactive measure that does not address the broader, long-term need for leadership to fuel growth.
D. Outsource recruitment to a global staffing firm: This is a tactical solution for immediate hiring needs, not a strategic approach to developing internal talent for sustained growth.

1. Stahl, G. K., Björkman, I., & Morris, S. (2012). Handbook of Research in International Human Resource Management (2nd ed.). Edward Elgar Publishing. Chapter 10, "Global Talent Management," discusses the strategic importance of developing a leadership pipeline for global operations, pp. 180-198.

2. Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313. https://doi.org/10.1016/j.hrmr.2009.04.001 (This article emphasizes building internal talent pools as a core strategic activity).