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e to poor tax collections.
Lack of understanding of management in international organization, and as well lack of moral for public administrators who tend to run into decision making or corruption maneuvering.
Most of these countries have lack or Limited awareness on legal and regulatory of international organization, due to either few of international matters experts or poor regulations making even lack of seriousness on the matters regarding Global talent management.

Lower technologies in these countries which lead to lack of investors to invest into this countries technological backwardness, contribute to the failure of global talent management in these countries. Compared to China which in recent years have been doing great in technological advancement, as result china has won world attention to it, so in doing so the china global international awareness has increasingly high and talent management and investment has increased in high percentages.

研究问题

2. Research Issues
GTM in EAC countries operate either as individual enterprises /groups / clusters. Large number of organization in these countries formed different sectors exists in AEC, connected with the natural resource base of the region. Over the years, as there were no proper policy level focuses on these sectors regarding Global talent management (GTM), there is a potential for such sectors to create economical and social development.
In HR (Human resources) these natural sectors are sources of value addition, Proper management of these sectors could at least, lower the cost of the operation of global firms, the labor shortage problems are likely to be of continuing concern. Particularly in the rapidly emerging economies, such as China, India and Brazil (Jorek Gott and Battat, 2009).

Regardless of the size of the gap between the available and desired pool of talent globally, however, human resource location and relocation, and cost reduction through lower compensation levels are likely to become major global talent challenges over the next several years.
When EAC countries did not take Global talent management into serious war, the world had engaged into the matter for several past years so it whether or not the aforesaid trends sustainable is the matter for debate. This is primarily because the region is shaped by unity of contradiction which can be either an obstacle to facilitate the talent management.
Over the years, most international assignment programs were managed on a local, country-by country basis (which goes the same to EAC) with little coordination between the entities for policy or process. Today, these programs are managed in a “globally” centralized manner which leads us to the question as if EAC has engaged into these matter with globally centralized manner？Taking china as example to these question we can see how china has managed to attract global firm and companies such as SONY, SUMSANG, NOKIA, various vehicle companies such as HONDA and TOYOTA etc and also send local companies globally or international level such companies are LENOVO, HUAWEI banking services such as HSBC,ICBC and BANK OF CHINA which recently has even started to operate in some African countries as well.
China is now at a new stage, it has become one of the major players in t