Reward management strategy how influences to organizational development⦁How to build talent staffing sourceMarion, D. & Michel, S. (2014) explained talent is the sum of a person's abilities, his or her intrinsic grifts, skills, knowledge, experience, intelligenc, judgement, attitude, character and drive. It also includes his or her ability to learn. At the international level, talent shortages are more severe. During the past decade, an internationally mobile group of employees, who can pick and choose where they work. As firms in employing markets also begin competing in the global economy, these people are in ever-greater demand. For example, Sinapore has had on an intensive recruitment programme for skilled foreigh workers, with more liberal criteria for eligibility to work in the country. Some 90,000 now work in the city-state, the majority from the US, UK, France, Australia, Japan and South Korea.Marion, D. & Michel, S. (2014) indicated several factors need to be taken into account to understand the market for skilled labour. Hays and Oxford Economics pooled their data to identify seven components that together give a better picture of skill shortages as below: Labour-market participation means the degree to which a country's talent pool is fully utilised, for example, whether women and older workers have access to jobs; labour -market flexibility means the legal and regulatory environment is faced by business, especially how easily immigrants can fill talent gaps; wage pressure overall means whether real wages are keeping pace with inflation; wage pressure in high-skill industries means which wages in high-skill industries outpace those in low-skill industries; wage pressure in high-skill occupations means rises in wages for highly skilled workers are a short -term indicaton of skills shortages, talent mismatches means the mismatch between the skills are needed by businesses and those available, are indicated by the number of long-term unemployed and job vacancies; educational flexibility means whether the educational system can adapt to meet the future needs of organizations for talent, especially in the fields of mathematics and science.Firms operating in knowledge-intensive industries depend on their most capable staff to help create value through intangible assets, such as patents, licences and technical know-how. In fact, globalisation and technological competition brings to much complexity of many jobs and occupations. Firms are now looking for individuals with an range of abilities that might include specialized skills, broader functional skills, industry expertise and knowledge of specific geographical markets. The skills include: digital skill means the fast growing digital economy is increasing the demand for highly skilled technical workers. Companies are looking for staff with social-media based skills, especially in " digital expression". Agile thinking means the regulatory and environment uncertainty, such as life sciences and energy and mining industry's talent knowledge, ability skill is needed for employee's personal effort and characteristic needs; interpersonal and communication skill, H R managers predict that co-creativity and brainstorming skills be greatly in demand, it will bring relationship building and teamwork skills; global operating skill means that ability to manage diverse employee is seen as the most important global operating skill, glocalisation ( where home-market products and services are tailored to the taste of overseas customers and innovation ( where staffs lead innovation and then the company applies these new ideas to mature markets).