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Project Proposal
on
“A STUDY OF TALENT MANAGEMENT PRACTICES & ITS EFFECT ON
ORGANIZATIONAL PERFORMANCE:
A STUDY OF SELEC...
2
February 15, 2014
1.0 INTRODUCTION OF THE PROPOSED RESEARCH STUDY :
Since a group of Mckinsey consultants coined the phr...
3
Performance : The accomplishment of a given task measured against preset known
standards of accuracy, completeness, cost...
4
planning, but where HR will experience a real opportunity for contribution to t h e
organization is in the quality of im...
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6.0 OBJECTIVES OF THE RESEARCH STUDY :
 To study the effect of Talent Management Practices on Organizational
Performanc...
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Representative Sample :-
The selected employees drawn from the total number of employees of the
different sections of th...
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11.0 SIGNIFICANCE OF THE PROPOSED RESEARCH STUDY :
This proposed research study will cover the Talent Management Practic...
8
 Horvathova, P., 2009, Enterprise: Performance and Business Processes, Perspectives
of Innovations, Economics & Busines...
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Research Proposal on Talent Management

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Research Proposal on Talent Management

  1. 1. 1 Project Proposal on “A STUDY OF TALENT MANAGEMENT PRACTICES & ITS EFFECT ON ORGANIZATIONAL PERFORMANCE: A STUDY OF SELECTED EMPLOYEES IN VIJAYJYOT SEATS PRIVATE LIMITED (SAMSONS GROUP COMPANY)” Submitted to : The Maharaja Sayajirao University of Baroda for Partial Fulfillment for Award of M. Com. (Final) Specialization in Human Resource Management By Mr. ANANT LOMESHBHAI SHAH M. Com. (Final) Specialization in Human Resource Management Roll No.HF13-145 Under the Guidance of Dr. Umesh R. Dangarwala M. Com. (Bus. Adm.), M. Com. (Acct.), FCA, AICWA, M. Phil., Ph.D. Associate Professor, Department of Commerce and Business Management Faculty of Commerce The Maharaja Sayajirao University of Baroda, Vadodara
  2. 2. 2 February 15, 2014 1.0 INTRODUCTION OF THE PROPOSED RESEARCH STUDY : Since a group of Mckinsey consultants coined the phrase the war for talent in 1997 (see Michaels et al.,2001; Axelrod et al.,2002), the topic of talent management has received a remarkable degree of practitioner and academic interest. This relatively r e c e n t emphasis on Talent Management represents a paradigm shift from more traditional human resource related sources of competitive advantages literature such as those that focus on organizational elites, including upper echelon literature (Hambric and Mason, 1984; Miller, Burke and Glick, 1998), and strategic human resource management ( SHRM) (Huselid et al., 1997; Schuler, 1989; Wright and McMahon, 1992) towards the management of talent specifically suited to today's dynamics competitive environment. What is Talent ? Talent is the primary driver of any successful company. It is become increasingly obvious to most business owners and executive teams that, rather than being constrained by capital, companies are typically most constrained by Talent. The sum of a person's ability to learn and grow”. What is Talent Management ? “Talent management refers to the skills of attracting highly skilled / profitable / performing workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives.” "Corporations have learn that, depending on what your business strategy is and what challenges you may face, at any given time you need the right talent to execute that strategy or deal with that challenge " (Gebelein, 2006). BASIC TERMS OF PROPOSED RESEARCH STUDY : Talent : A group of people, such as employees, who have a particular aptitude for certain tasks. (www.businessdictionary.com) Management : Management in business and organizations means to coordinate the efforts of people to accomplish goals and objectives using available resources efficiently and effectively. (www.wikipedia.org) Practice : A method, procedure, process, or rule used in a particular field or profession; a set of these regarded as standard. (www.businessdictionary.com) Organization : An organization is a social entity that has a collective goal and is linked to an external environment.(www.wikipedia.org)
  3. 3. 3 Performance : The accomplishment of a given task measured against preset known standards of accuracy, completeness, cost, and speed. In a contract, performance is deemed to be the fulfillment of an obligation, in a manner that releases the performer from all liabilities under the contract. (www.businessdictionary.com 2.0 COMPANY PROFILE : The two Iron-men, in its true pioneering spirit, contemplated the manufacture of Artificial Leather in 1954 and initiated manufacturing of Artificial Leather cloth in Malad, Mumbai and marketing it all over the country through Ahmadabad, Bangalore, Kolkata and Chennai. In 1962 a plot was acquired at Kandivli, Mumbai and the manufacturing base was shifted here by the name of The National Leather Manufacturing Company (NLC). They imported Dornbusch coating lines and the best quality of Artificial Leather cloth became a reality! The years passed by and there was no looking back as the Group was growing in leaps and bounds. It was just a beginning for the team which was later strengthened when Late Shri. Gandalal’s son, Late Mr.Kantilal Shah and Late Mr.Amrutlal Motasha joined the business. Later, Mr.Arvind Motasha, son of Late Mr.VadilalMotasha also joined and the team was further strengthened. Vijayjyot seating components division is leading components manufacturer for Metro, Bus, Car, Cinema and Auditorium seats. The product line includes fabrication of Metal Frames (MS and SS), Polyurethane (PU) Foam and Upholstery / Trim Covers. We also manufacture and supply fully assembled Railway seats. Its seating components division provides one-stop solution to customers from design inception, proto-type sample, product development to commercial supplies. Facilities include Design center, Tool room, Weld shop with advanced technology like Multi Axis Bending Machine, Cutting & Sewing Machines and PU Machines. The plant is located in Halol, near Vadodara in state of Gujarat, INDIA. 3.0 REVIEW OF LITERATURE : Talent management is the additional management processes and opportunities that are made available to people in the organization who are considered to be ‘talent’ (Ashridge consulting,2007; Likierman, 2007). Talent management can be a planning tool for human resource management, as a planning tool talent management looks very similar to workforce
  4. 4. 4 planning, but where HR will experience a real opportunity for contribution to t h e organization is in the quality of implementation supporting the plan. Talent management is the systematic attraction, identification, development, engagement/ retention and deployment of those individuals who are of particular value to an organization, either in view of their ‘high potential’ for t h e future or because they are fulfilling business/operation-critical roles. (McCartney, 2006; Cappell,2008). In a competitive marketplace, Talent management is a primary driver for organizational success. HR leads the way for the organization to own, as an entity, the role of Talent management for organizational success(Lockwood, 2006). An International study of HAL (2007) show that 83 percent of Germany's managers and 95 percent of Nether-land's manager observe a direct leverage effect between Talent Management Practices and organizational success. (Bethke-Langenegger, et al.2010) Talent management has been major priority for many organizations and success of today's organizations directly link with use talents. Talent identification and development, which is known as talent management referred to the process by which t h e organization identifies employees who are capable to play leadership role in future. This approach emphasizes developing talent pools that have high leadership ability. On the other hand organization should pay attention to all members within organizations for talent management, and put middle managers responsible for recruitment staff. Successful organizations know their talent management needs because they have design an implemented a viable talent management strategy. But, i t still remain open "whether talent management practices lead to organization success or if organizational success provides the resources to invest in talent management practices"(Lewis and Heckman, 2006). 4.0 RATIONALE OF THE PROPOSED RESEARCH STUDY : The proposed research study would report on selected employee's feedback as well as expectations & experiences with regard to Talent Management Practices. It would also list out suggestions for an overall improvement for Organizational effective performance by offering Talent Management Practices that would be beneficial to its employees & Organization itself. The proposed study would make an attempt to find t h e impact of Talent Management Practices on effective Organizational performance. 5.0 SCOPE & COVERAGE OF THE RESEARCH STUDY : The research study would be undertaken to study & submit report on selected employees as offered by Talent Management Practices of the company. The r e s e a r c h study would measure & evaluate the effective organizational performance on the basis of employee's overall awareness, expectations & satisfaction or dissatisfaction as offered by the talent management practices of the company.
  5. 5. 5 6.0 OBJECTIVES OF THE RESEARCH STUDY :  To study the effect of Talent Management Practices on Organizational Performance.  To understand the importance of Talent Management in selected organization.  To examine Talent Management process which is being employed by the HR department of the organization and employee perception towards it.  To highlight suggestions for enhancing the level of Talent Management of the organization based on the data collected.  To study the role of Talent Management practices in driving organizational performance. 7.0 RESEARCH DESIGN OF THE PROPOSED RESEARCH STUDY : The research design of the proposed research study considering its objectives, scope & coverage would be Exploratory as well as Descriptive in nature. 8.0 RESEARCH METHODOLOGY OF THE PROPOSED RESEARCH STUDY : The research methodology mainly includes the following : 8.1 Sources of Information : The researcher would make the use of both primary data and secondary data sources of information the case may be. 8.1.1 Secondary Data: The secondary data will be obtained from published/unpublished literature on the topic and from journals, news papers, books, websites, magazines, case studies or any other relevant services. 8.1.2 Primary Data: The primary data will be obtained from the selected employees of VIJAYJYOT SEATS PRIVATE LIMITED. 8.2 Research Instrument : The researcher will be put to use structured non-disguised questionnaire, supported with personal interviews of the employees of VIJAYJYOT SEATS PRIVATE LIMITED. 8.3 Sampling Decisions :
  6. 6. 6 Representative Sample :- The selected employees drawn from the total number of employees of the different sections of the company would be selected as the Representative sample. Sampling Frame :- The representative sampling units in appropriate & justified size would be conveniently drawn from amongst different employees across various heterogeneous socio-economic age groups, occupations, educational qualifications, gender & income groups of employees as offered by the Talent Management Practices of the company. Sample Size :- Appropriate number of sample size will be put to use for the purpose of collecting primary data from the selected employees of different sections of the Company. Sample Design :- The sampling design is to be followed would be non-probability sampling based on quota sampling and convenience sampling. Sampling Media :- Sampling media would be in the form of Filling up of Questionnaire. 9.0 DATA ANALYSIS & INTERPRETATION : The collected information and primary data would be subjected to data analysis and interpretation, content analysis and statistical analysis. The collected primary data shall be pre-coded considering the designing of the structured Non-disguised questionnaire. The primary data would be scrutinized, edited and shall be validated and thereafter it would be presented in the forms of tables, charts, graphs and diagrams as the case may be. 10.0 CONCLUSIONS, FINDINGS & RECOMMEDATION OF THE RESEARCH STUDY : The study on the basis of analysis and interpretation of the data. Research findings will be drawn and necessary Recommendation.
  7. 7. 7 11.0 SIGNIFICANCE OF THE PROPOSED RESEARCH STUDY : This proposed research study will cover the Talent Management Practices which will help to find effective organizational performance. The employees will be aware of t h e talent management practices of the company. It will create awareness of Talent Management Practices to improve effective organizational performance and also to t h e different criteria of the VIJAYJYOT SEATS PRIVATE LIMITED. 12.0 LIMITATION OF THE PROPOSED RESEARCH STUDY :  The researcher proposed to use selected statistical tool which are relevant to the research study & thus having limited generalizability.  The Population under the study being limited may not result into generalizability.  The sample size selected by the researcher is limited.  The time factor in collecting the responses as in conducting the research study would be limiting factor.  The selected dimensions are taken up by the research which leads to limited applicability of aforesaid research. CHAPTERIZATION : CH-1 Introduction CH-2 Company Profile CH-3 Literature Review CH-4 Research Methodology CH-5 Data Analysis & Interpretation CH-6 Findings, Suggestions, Recommendations, Conclusions. SELECTED REFERENCES: BIBLIOGRAPHY :  Beheshtifar, M. & Nekoie-Moghadam, M., 2011, Talent management: A complementary process for succession planning, Life science Journal, 8(4), 474-478.  Hughes, J. & Rog, E., 2008, Talent management: A strtegy for improving Employee Recruitment, Retention and Engagement within Hospitality Organizations, International Journal of Contemporary Hospitality Management, 20(7),746.
  8. 8. 8  Horvathova, P., 2009, Enterprise: Performance and Business Processes, Perspectives of Innovations, Economics & Business, vol.3,p.77,www.pieb.cz.  Lockwood, NR., 2006, Talent management: Driver for Organizational success, SHRM Reseasrch Quarterly, pp. 2-4.  Eisakhani A.m, 2008, Organizations with Better Performance. Tadbir Journal. 192,2. WEBLIOGRAPHY:  http://www.businessdictionary.com/definition/talent.html (Accessed on :11-02-2014, Time :9:47 PM)  http://en.wikipedia.org/wiki/Management (Accessed on : 11-02-2014, Time : 9:50 PM)  www.hrmars.com/journals  www.ashridge.org.uk/360  www.ddiworld.com  www.vsrdjournals.com

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