We define the core model as a set of common settings and common referential data. The core model forms the common denominator shared by all countries. For example, when managing recruitment, a group may decide that all applications should include a cover letter. On the other hand, some settings will not be part of the core model as they are relevant to specific countries and not others: for example, only candidates applying in the United States will have to answer Equal Employment Opportunity questions specific to American legislation.
To provide a different example focused on appraisal, an organization may decide to use the same evaluation form worldwide, but allow each country to create their own skills catalogue. The shared part, that all countries must implement is referred to as the core model.


The point, at this stage, is to determine the talent management foundation that all countries in the organization need to have, in order to properly work together, sharing the same HR procedures and information. The core model will also structure global reporting and statistics when steering a talent management initiative across the globe.

The core model may be light or more detailed, depending on the level of autonomy the organization wants to allow…


Want to know more about how to have a successful international roll-out?

Download White Paper


[Ebook] 14 Ways to Create an Attractive Employer Branding and Positive Candidate Experience