In this chapter we argue that inpatriation serves as an alternative to the traditional approach of managing talents through expatriates. Although the advantages that can be derived from inpatriation are not well-researched, we posit that this approach can nevertheless contribute towards the success of an organization’s GTM strategies. Rooted in the assumption that an organization needs to exploit every source of talent available to it in order to gain competitive advantage, this chapter traces the unique advantages that inpatriation can provide compared to other forms of talent management. We illustrate the importance of inpatriation as a key component of GTM and discuss the difficulties associated with it by presenting a case study of an MNC headquartered in France.
CERDIN, J.L. and SHARMA, J.K. (2014). Inpatriation as a Key Component of Global Talent Management. In: Global Talent Management – Challenges, Strategies, and Opportunities. 1st ed. Springer, pp. 79-92.