Global Talent Management Solutions (GTMS)

Japanese companies are facing the consequences of globalization for talent management. As the gravity of operations and revenue shifts from domestic to global, there is an urgent need for global talent management of both Japanese and non-Japanese employees.

The challenge is especially big for Japanese companies, as they have quite a unique human resource management system when it comes to performance evaluation, compensation schemes, job rotation and succession planning.

Masako Kato of Many Truths is a member of the “Global Talent Management Solutions Team” of itim international. Many Truths provides a wide range of GTMS together with this team to recruit, develop and retain global talents.

Intercultural Assessment/Development Centres (IAC/IDC)

One of the unique services of itim GTMS is an intercultural assessment/development centre (IAC/IDC). IAC/IDC assesses the intercultural competences of the candidates in addition to their cognitive ability, behavioral traits and professional motivation. Assessing and developing their ability to effectively operate in the global business stage is a key success factor of Global Talent Management.

Global Organizational Culture Management

Organizational culture is the way in which the members of a certain organization do things together, relate to each other and to the outside world. Organizational culture can be more or less functional in achieving organizational strategy. It is a powerful management instrument that can help an organization become more effective.

Organizational culture can be used to make change happen in various situations, for example:

  • When you want to get the best out of the new organization after a Cross-Cultural M&A

  • When you want to accelerate the implementation of a new strategy

  • When you want to enhance the diversity and innovation of your organization

We help our clients align their organizational culture with their strategy in order to strengthen its organizational effectiveness using the following phased approach:

  1. We assess the actual organizational culture of client through an on-line survey

  2. We assist the management of the client organization to formulate the optimal organizational culture required to achieve their strategy

  3. We make a gap analysis of the actual versus optimal cultures

  4. We assist the management of the client organization to design a culture change strategy

  5. We assist the management of the client organization in the change process

  6. After a certain time period, we re-assess the actual culture of the client organization in order to monitor changes

Assessment tool: The Hofstede Model © (

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