Talent Economics

The fine line between winning and losing the global war for talent

HRM Solutions is proud to be the exclusive Middle East licensee of the Talent Economics Toolkit. Through this arrangement, we provide a select group of innovative leaders access to the tools and techniques needed to improve the strategic value of talent.


  • A set of transformational programs for HR and Business leaders, delivered via an effective mix of concept, discussion, analysis and skills practice.
  • Designed as a simple and practical application of economic frameworks to talent management.
  • Builds a bridge between the changing needs of global business and an increasingly fluid labor force.

What is Talent Economics?

An innovative and interdisciplinary viewpoint, which brings workforce analysis, management practice and business strategy together.

Talent Economics is a bestselling business book written by Gyan Nagpal. Published simultaneously in the UK, US and Asia, the book’s US edition went to number one on Amazon.com’s Hot New Bestsellers in HR list and was selected as one of the 30 best business books of the year by executive summary pioneer Soundview

A forward looking book, which profiles what the global talent pool may look like in 2020 and beyond, it has received positive reviews from CEOs, HR thinkers and Academics alike for its refreshing outside-in view on the current state of talent management.

Presenting data from 45 countries, Talent Economics uses economic inquiry – the study of how forces of supply and demand allocate scarce resources – as a discipline to present a picture of how the global workforce is changing and how this change is challenging current talent management practices. In doing so, Talent Economics calls for a new proactive and strategic approach to talent management, led by business leaders themselves.

Are You Ready To Reclaim Your Talent Strategy?

Every business operates within a unique talent context. Some are spread across the world and subject to vastly divergent ground realities in each location. Whether your business is global, regional or local; it is inseparably part of a rapidly shifting global talent landscape. It is imperative to understand this landscape better, and then use this understanding to clarify the future talent context of your business.

Once this is done, we can shift our precious talent dollars away from the flurry of reactive and programmatic initiatives in common use today, towards truly commercial talent strategy which balances internal ambitions with external realities. In practice, the Talent Economics toolkit is built on three principles:

  • Deep diagnosis provides some of the best & clearest starting points for talent strategy. Talent Economists always start with diagnosis from the outside-in. This is because talent dynamics vary. They differ by country, by industry and sometimes even by business lines within a company. It is for exactly this reason that we often see one-sized solutions miss their mark.
  • Talent strategy conversations must be simple, commercial and in the language of the business. They must also bring forth a clear investment hypothesis for the short and long terms. This is because in a global and open talent economy, every organization has a unique talent context and as a direct consequence, every organization must discover their own recipe of talent investments.
  • Talent strategy must be owned and executed within the business as opposed to HR. While HR is a key partner in execution, it is important that the strategy itself isn’t anchored in the margins. Successful talent strategy must be built, regularly reviewed and championed within executive teams.

Talent Economics as an operating construct, provides both the tools and process to guide executive team through strategy formulation and execution.