Strategic Compensation for Talent Group and Expatriates
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Abstract
80/20, is the rule, of Italian economist Pareto. Could be explained the success of organization that the achievement of firm depended on the minority of people in an organization. A minority group of people who creates strategies and lead organization for the competitive advantages. It is worth noticing that those were people who have high capabilities. They were called ‘talent group’. Hence, organization needs to attract and retain the talent group as long as they could by providing a compelling compensation and benefits (Taweesak, 1994). This is consistent with (Kallayanee, 2013) mentioned that the compensation for talent group, especially the executive is higher than other level in organization. Beneath this reason is the organization’s success was not equally come from everyone, but from the talent group. Those who have high responsibilities on strategic implementation, risk management in the fluctuated and disruptive environment, as well as, generating revenue and profit for the firm. The objective of this academic issue is stress on the theory and strategic practices. It could be use as a guideline for students majoring in human resources and human resource (HR) practitioners for applying in their job. Since, today the migration of workforces are augmented more freely for the job opportunity. In the meantime, organization also needs experts from abroad to run its business for the organizational capabilities and competitive advantages.
Article Details
บทความที่ได้รับการตีพิมพ์เป็นลิขสิทธิ์ของวารสาร สักทอง : วารสารมนุษยศาสตร์และสังคมศาสตร์ สถาบันวิจัยและพัฒนา มหาวิทยาลับราชภัฏกำแพงเพชร
ข้อคิดเห็นใดๆ ที่ปรากฎในวารสารเป็นวรรณกรรมของผู้เขียนโดยเฉพาะ ซึ่งมหาวิทยาลัยราชภัฏกำแพงเพชรและบรรณาธิการไม่จำเป็นต้องเห็นด้วย
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