This case study examines the key dilemmas in talent acquisition at organizations. It discusses perspectives from HR specialists and industry leaders on issues such as whether talent acquisition or retention is more important, developing accurate job descriptions, attracting talent without an established brand, and unrealistic candidate expectations. A primary dilemma highlighted is finding the right balance between talent acquisition and retention. The case also explores how industry differences impact talent acquisition approaches and how evolving education models pose challenges for organizations in acquiring talent. The goal of the case study is to analyze talent acquisition strategies and consider potential solutions to common dilemmas faced by companies.
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
The document discusses talent management strategies at Tata Consultancy Services (TCS). It describes how TCS focuses on attracting, developing, and retaining talent through programs like Ignite, which trains non-technical graduates, and Academic Interface Programme to build a talent pool. TCS also conducts various training programs and invests over 6% of annual revenues in learning and development. This strategic focus on employees has helped TCS maintain low attrition rates and a motivated workforce, positioning it as a leader in the IT industry for talent management.
This document is a student assignment on the topic of talent management. It includes an introduction to talent management, the need for talent management, challenges in talent management, the role of HR, and examples of talent management practices at Accenture and Infosys. The conclusion discusses future trends in integrated talent management.
In a Dynamic environment, human resources are
one of the important sources of the organizational
Enlargement which also helps to take fighting edge. Human
resource system contributes towards the empirical
enlargement through facilitating the change & by
developing the competencies of the employees. Talent
Management is the key for improved business performance
& for the empirical enlargement of an organization. The
linkage between talent management and Empirical
Enlargement will help to attain higher organizational
performance. Many studies have been conducted regarding
how companies can gain a empirical fierce edge through
their human resources & proper knack management.
Having talented employees helps the firms drive and boost
for organizational success. knack management is of strategic
importance & by developing the talent, organizations may
develop strong leadership teams which will help to take
fierce edge and that will enable the organization to achieve
its goals & organizationalsuccess.
INFLUENCE OF TALENT MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE A STUD...IAEME Publication
By implementing talent management strategy, organizations would have the option to retain their skilled professionals while additionally working on their overall performance. It is the course of appropriately utilizing the ideal individuals, setting them up for future top positions, exploring and dealing with their performance, and holding them back from leaving the organization. It is employee performance that determines the success of every organization. The firm quickly obtains an upper hand over its rivals in the event that its employees having particular skills that cannot be duplicated by the competitors. Thus, firms are centred on creating successful talent management practices and processes to deal with the unique human resources. Firms are additionally endeavouring to keep their top/key staff since on the off chance that they leave; the whole store of information leaves the firm's hands. The study's objective was to determine the impact of talent management on organizational performance among the selected IT organizations in Chennai. The study recommends that talent management limitedly affects performance. On the off chance that this talent is appropriately management and implemented properly, organizations might benefit as much as possible from their maintained assets to support development and productivity, both monetarily and non-monetarily.
A Study On Talent Management Strategies In IT IndustryDustin Pytko
This document discusses talent management strategies in the IT industry. It begins with defining talent management and outlining the benefits, which include retaining top talent and developing employees. It then describes the key steps in the talent management process, including workforce planning, recruiting, onboarding, performance management, training, succession planning, compensation, and skills gap analysis. The objectives of the study are to understand the concept of talent management and strategies used in the IT sector in India. Secondary data is collected from journals, websites and books. Several studies on talent management strategies in the IT industry are reviewed.
A Study on Talent Management and its Impact on Organization Performance- An E...Dr. Amarjeet Singh
This document summarizes a study on talent management and its impact on organization performance. It begins by defining talent management and explaining why it has become increasingly important for organizations. It then discusses two key aspects of talent management: talent acquisition and talent retention. Regarding talent acquisition, the document notes that acquiring the right talent is challenging due to a shortage of skilled workers and changing job requirements. It emphasizes treating acquisition as a strategic process rather than just filling openings. For talent retention, the document stresses that engagement is important for keeping talented employees. Overall, it analyzes how effective talent management can help improve an organization's performance by enhancing employee engagement and productivity.
Dear Readers
I have taught this course to my students of MBA-VI trimester pursuing their majors in HRM at IMS Unison University, Dehradun (India). The contents in this comprehensive presentation have been taken (majorly) from the book titled TALENT MANAGEMENT: A CONTEMPORARY PERSPECTIVE, edited by Prof. Mamta Mohapatra and Prof. Swati Dhir. I am hopeful to express that it will be beneficial to both academics as well as scholars aspiring to teach/understand the fundamentals of Talent Management. Wishing you all the best and happy learning!
Warm regards
Nishant Chaturvedi
[Uploaded on 11th July 2022]
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
The document discusses talent management strategies at Tata Consultancy Services (TCS). It describes how TCS focuses on attracting, developing, and retaining talent through programs like Ignite, which trains non-technical graduates, and Academic Interface Programme to build a talent pool. TCS also conducts various training programs and invests over 6% of annual revenues in learning and development. This strategic focus on employees has helped TCS maintain low attrition rates and a motivated workforce, positioning it as a leader in the IT industry for talent management.
This document is a student assignment on the topic of talent management. It includes an introduction to talent management, the need for talent management, challenges in talent management, the role of HR, and examples of talent management practices at Accenture and Infosys. The conclusion discusses future trends in integrated talent management.
In a Dynamic environment, human resources are
one of the important sources of the organizational
Enlargement which also helps to take fighting edge. Human
resource system contributes towards the empirical
enlargement through facilitating the change & by
developing the competencies of the employees. Talent
Management is the key for improved business performance
& for the empirical enlargement of an organization. The
linkage between talent management and Empirical
Enlargement will help to attain higher organizational
performance. Many studies have been conducted regarding
how companies can gain a empirical fierce edge through
their human resources & proper knack management.
Having talented employees helps the firms drive and boost
for organizational success. knack management is of strategic
importance & by developing the talent, organizations may
develop strong leadership teams which will help to take
fierce edge and that will enable the organization to achieve
its goals & organizationalsuccess.
INFLUENCE OF TALENT MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE A STUD...IAEME Publication
By implementing talent management strategy, organizations would have the option to retain their skilled professionals while additionally working on their overall performance. It is the course of appropriately utilizing the ideal individuals, setting them up for future top positions, exploring and dealing with their performance, and holding them back from leaving the organization. It is employee performance that determines the success of every organization. The firm quickly obtains an upper hand over its rivals in the event that its employees having particular skills that cannot be duplicated by the competitors. Thus, firms are centred on creating successful talent management practices and processes to deal with the unique human resources. Firms are additionally endeavouring to keep their top/key staff since on the off chance that they leave; the whole store of information leaves the firm's hands. The study's objective was to determine the impact of talent management on organizational performance among the selected IT organizations in Chennai. The study recommends that talent management limitedly affects performance. On the off chance that this talent is appropriately management and implemented properly, organizations might benefit as much as possible from their maintained assets to support development and productivity, both monetarily and non-monetarily.
A Study On Talent Management Strategies In IT IndustryDustin Pytko
This document discusses talent management strategies in the IT industry. It begins with defining talent management and outlining the benefits, which include retaining top talent and developing employees. It then describes the key steps in the talent management process, including workforce planning, recruiting, onboarding, performance management, training, succession planning, compensation, and skills gap analysis. The objectives of the study are to understand the concept of talent management and strategies used in the IT sector in India. Secondary data is collected from journals, websites and books. Several studies on talent management strategies in the IT industry are reviewed.
A Study on Talent Management and its Impact on Organization Performance- An E...Dr. Amarjeet Singh
This document summarizes a study on talent management and its impact on organization performance. It begins by defining talent management and explaining why it has become increasingly important for organizations. It then discusses two key aspects of talent management: talent acquisition and talent retention. Regarding talent acquisition, the document notes that acquiring the right talent is challenging due to a shortage of skilled workers and changing job requirements. It emphasizes treating acquisition as a strategic process rather than just filling openings. For talent retention, the document stresses that engagement is important for keeping talented employees. Overall, it analyzes how effective talent management can help improve an organization's performance by enhancing employee engagement and productivity.
Dear Readers
I have taught this course to my students of MBA-VI trimester pursuing their majors in HRM at IMS Unison University, Dehradun (India). The contents in this comprehensive presentation have been taken (majorly) from the book titled TALENT MANAGEMENT: A CONTEMPORARY PERSPECTIVE, edited by Prof. Mamta Mohapatra and Prof. Swati Dhir. I am hopeful to express that it will be beneficial to both academics as well as scholars aspiring to teach/understand the fundamentals of Talent Management. Wishing you all the best and happy learning!
Warm regards
Nishant Chaturvedi
[Uploaded on 11th July 2022]
Writekraft Research & Publication LLP.
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www.writekraft.com
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
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We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
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Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research & Publication LLP.
We are one of the leading PhD assistance company that deals in helping PhD scholars in their Thesis, Research paper writing and publication work. We are providing custom PhD Thesis written for you exactly the way you want along with a Turnitin plagiarism report.
For more Information Contact us@ admin@writekraft.com
Or Call us @ 7753818181, 9838033084
www.writekraft.com
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Benefits Of An Effective Leadership Program EssayJessica Lopez
Tanglewood is a large retail company with stores across 12 regions locally and overseas. As many senior employees retire, Tanglewood must develop a talent management strategy to fill vacated leadership roles. An effective strategy would identify and develop high-potential employees internally and implement training programs to prepare them for promotion. A standardized approach across regions is needed while allowing for cultural differences locally. Attracting and retaining talented staff globally will help Tanglewood compete internationally.
Employee Profile & Perception of Talent Management in Indian Organizationsiosrjce
This document discusses talent management in Indian organizations. It begins with an abstract that outlines how talent management is important for organizations but can also create perceptions of unhealthy competition among employees. The document then provides background on talent management and discusses how factors like age, gender, education level, and work experience can impact an employee's perception of talent management practices. A survey of four different industries in India found that age, education, and region most significantly affected perceptions, while gender, experience, and job role did not have as large an impact. The document advocates for further study of talent management in India.
Talent management refers to the processes that organizations use to attract, develop, and retain employees with high potential or who are critical to the organization's success. It involves identifying key talent, developing their skills through training and career opportunities, and implementing programs to encourage talent retention. An effective talent management strategy is important for long-term organizational performance and is integrated into the overall business strategy rather than being solely the responsibility of the human resources department.
The document discusses the challenges that organizations face in attracting and retaining top talent in a dynamic business environment. It notes that the availability of skilled workers is declining globally while demand is increasing, leaving companies competing intensely for talent. The imperative for organizations is to take a strategic and customized approach to talent management focusing on components like high potential development, leadership, and performance management in order to achieve competitive advantage.
HR Challenges in Managing Technological ChangesDr. Pinki Insan
The document discusses various challenges faced by human resource managers in managing technological changes. It notes that as technology advances, HR must help employees keep up with changes to avoid risks of being left behind. Key challenges include dealing with employee resistance to change, ensuring a skilled workforce through training programs, managing privacy/security with new tech, and retaining talent in a competitive environment. The document stresses the important role of HR in facilitating changes while supporting employees.
Talented employee attraction in hyderabad electronic retail marketingprjpublications
The document discusses talent management practices in the electronic retail industry in Hyderabad, India. It administered a questionnaire to sales managers, promoters, and team leaders working in electronic retail. Key findings include that over 90% of respondents were aware of company policies and procedures, around 64% felt their organization had employee-centered HR policies, and 73% were satisfied with their working hours. The conclusion is that electronic retail in Hyderabad is attracting and retaining talented employees through satisfactory policies, hours, and workloads. This allows the sector to maximize profits from experienced staff. The literature review discusses how talent management is critical for competitive advantage and retaining top performers.
Talented employee attraction in hyderabad electronic retail marketingprjpublications
The document discusses talent management practices in the electronic retail industry in Hyderabad, India. It administered a questionnaire to sales managers, promoters, and team leaders working in electronic retail. Key findings include that over 90% of respondents were aware of company policies and procedures, around 64% felt their organization had employee-centered HR policies, and 73% were satisfied with their working hours. The conclusion is that electronic retail in Hyderabad is attracting and retaining talented employees through satisfactory policies, hours, and workloads. This allows the sector to maximize profits from experienced staff. The literature review discusses how talent management is critical for competitive advantage and retaining top performers.
Hr challenges in managing technological changesDr. Pinki Insan
The document discusses various challenges faced by human resource managers in managing technological changes. It notes that technical changes can cause anxiety in employees who fear their roles will be replaced. HR managers must develop strategies to address this resistance to change and help employees see technology as beneficial. Additionally, HR faces difficulties finding and training workers who are adept with new technologies. They must provide training to current employees and motivate new hires to develop technical skills. Managing information privacy and security is another challenge as technologies advance. Overall, adapting to technological changes requires efforts from HR to support employees through training programs and address anxieties about changes.
CHAPTER 2
BUILDING COMPETITIVE ADVANTAGE THROUGH
INTEGRATED TALENT MANAGEMENT
Marcia J. Avedon, Gillian Scholes
The business world is more dynamic today than ever before with an
accelerating pace of new technologies, increasing globalization of markets
and competition, changing regulatory requirements, and increasingly
commonplace mergers, acquisitions, and divestitures. In this tumultuous
environment, organizations must continually renew their organizational
capability to achieve competitive advantage. However, it is increasingly
challenging to find the talent needed to compete in this dynamic business
environment.
The availability of educated, working-age talent is shrinking in many of
the world’s labor markets (Zolli, 2007). Multinational companies are
moving work to developing lower-cost countries, only to find the talent
wars and wages subsequently escalating in those countries (Qihan &
Denmat, 2006). Skilled leaders and other professionals, with the
capabilities to enter new markets, create new business models, and
innovate new technologies, are highly sought after (Michaels, Handfield-
Jones, & Axelrod, 2001). Consequently, the demand for talent is
outstripping the supply. As a result, top performers in key talent pools
typically have multiple employment opportunities at any point in time. In
addition, senior leaders, including CEOs, are in their jobs for shorter
periods of time (Lucier, Kocourek, & Habbel, 2006), and employees
generally no longer expect lifetime employment with one company.
Leadership and employee development, through experience and
education, still takes considerable time and effort and will never be a
quick fix. This set of complex, changing business and talent realities
creates the imperative for companies to focus on talent in a strategic,
systemic, and customized manner.
The ability for a firm to create an integrated system that yields a continual
flow of talent ready to address specific strategic and operational
opportunities may be the single-most enduring competitive advantage.
While organizations often find that their strategies, products, services, or
markets require change, the need to have relevant, differentiated talent to
achieve these business goals remains constant. However, the specific
talent strategies need to adapt accordingly. Several recent surveys of both
chief executive officers and chief human resource officers confirm that
attracting, developing, and retaining talent is a top concern (Donlon,
2007; HR Policy Association, 2007). One CEO identified the point well
(Donlon, 2007): “We are the most highly regulated industry in the world,
and we have the most compliance issues in the world. So, those are risks,
but our single biggest issue is human capital. We are losing it really fast
and that is really scary.”
This chapter provides definitions, models, and examples for creating a
dynamic, customized, and integrated talent management system. We do
not .
The document discusses human resource development in the IT industry. It analyzes HR functions like recruitment and selection, training and development, performance management, and compensation management at companies like Accenture, Oracle, and Wipro. It details their recruitment strategies that leverage tools like social media and their campus placement programs. It also describes their training programs for new hires and ongoing skills development. Their compensation structures include annual leaves, medical benefits, and performance-linked bonuses. The objective is to understand how these companies engage employees through effective HR strategies.
The document is a project report submitted to the Indian Institute of Planning and Management on talent management at IBM. It includes an abstract that discusses the importance of talent management for organizations in today's competitive environment. It outlines the objectives of studying talent management's impact on organizational productivity at IBM. The report contains sections on IBM's company profile, the research methodology used including primary and secondary data collection, a literature review on talent management, and a questionnaire used in the study. The findings from the questionnaire indicate that talent management increased productivity at IBM through job alignment, talent identification and development. Effective talent management practices like rewards, training and performance appraisal ensured IBM had a skilled, motivated workforce. Challenges in implementing talent management related to job alignment
Buy-Custom-Essays-Online.Com Review Revieweal - Top Writing ServicesSara Alvarez
The document provides instructions for requesting writing assistance from HelpWriting.net. It outlines a 5-step process: 1) Create an account with an email and password. 2) Complete a 10-minute order form providing instructions, sources, and deadline. 3) Review bids from writers and select one based on qualifications. 4) Review the completed paper and authorize payment if satisfied. 5) Request revisions until fully satisfied, and the company guarantees original, high-quality work or a full refund.
Research Paper Executive Summary Q. How Do I WrSara Alvarez
1. The play Cyrano de Bergerac by Edmond Rostand tells the story of Cyrano, who has a large nose and is unable to reveal his love for Roxane. He instead helps the handsome but dim Christian woo her.
2. Both Christian and Cyrano sacrifice their own needs and desires to help Roxane find love. Christian dies in battle, realizing Roxane truly loves Cyrano.
3. Cyrano also hides his feelings and eventually dies, teaching that true love requires sacrificing oneself for another's happiness.
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Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
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Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
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NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
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Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
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Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
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GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
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We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
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Writekraft Research & Publication LLP.
We are one of the leading PhD assistance company that deals in helping PhD scholars in their Thesis, Research paper writing and publication work. We are providing custom PhD Thesis written for you exactly the way you want along with a Turnitin plagiarism report.
For more Information Contact us@ admin@writekraft.com
Or Call us @ 7753818181, 9838033084
www.writekraft.com
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
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Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
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In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
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NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
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We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
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Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
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Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
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In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
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We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
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Subjects/Areas We Cover:
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Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
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In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
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NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
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Benefits Of An Effective Leadership Program EssayJessica Lopez
Tanglewood is a large retail company with stores across 12 regions locally and overseas. As many senior employees retire, Tanglewood must develop a talent management strategy to fill vacated leadership roles. An effective strategy would identify and develop high-potential employees internally and implement training programs to prepare them for promotion. A standardized approach across regions is needed while allowing for cultural differences locally. Attracting and retaining talented staff globally will help Tanglewood compete internationally.
Employee Profile & Perception of Talent Management in Indian Organizationsiosrjce
This document discusses talent management in Indian organizations. It begins with an abstract that outlines how talent management is important for organizations but can also create perceptions of unhealthy competition among employees. The document then provides background on talent management and discusses how factors like age, gender, education level, and work experience can impact an employee's perception of talent management practices. A survey of four different industries in India found that age, education, and region most significantly affected perceptions, while gender, experience, and job role did not have as large an impact. The document advocates for further study of talent management in India.
Talent management refers to the processes that organizations use to attract, develop, and retain employees with high potential or who are critical to the organization's success. It involves identifying key talent, developing their skills through training and career opportunities, and implementing programs to encourage talent retention. An effective talent management strategy is important for long-term organizational performance and is integrated into the overall business strategy rather than being solely the responsibility of the human resources department.
The document discusses the challenges that organizations face in attracting and retaining top talent in a dynamic business environment. It notes that the availability of skilled workers is declining globally while demand is increasing, leaving companies competing intensely for talent. The imperative for organizations is to take a strategic and customized approach to talent management focusing on components like high potential development, leadership, and performance management in order to achieve competitive advantage.
HR Challenges in Managing Technological ChangesDr. Pinki Insan
The document discusses various challenges faced by human resource managers in managing technological changes. It notes that as technology advances, HR must help employees keep up with changes to avoid risks of being left behind. Key challenges include dealing with employee resistance to change, ensuring a skilled workforce through training programs, managing privacy/security with new tech, and retaining talent in a competitive environment. The document stresses the important role of HR in facilitating changes while supporting employees.
Talented employee attraction in hyderabad electronic retail marketingprjpublications
The document discusses talent management practices in the electronic retail industry in Hyderabad, India. It administered a questionnaire to sales managers, promoters, and team leaders working in electronic retail. Key findings include that over 90% of respondents were aware of company policies and procedures, around 64% felt their organization had employee-centered HR policies, and 73% were satisfied with their working hours. The conclusion is that electronic retail in Hyderabad is attracting and retaining talented employees through satisfactory policies, hours, and workloads. This allows the sector to maximize profits from experienced staff. The literature review discusses how talent management is critical for competitive advantage and retaining top performers.
Talented employee attraction in hyderabad electronic retail marketingprjpublications
The document discusses talent management practices in the electronic retail industry in Hyderabad, India. It administered a questionnaire to sales managers, promoters, and team leaders working in electronic retail. Key findings include that over 90% of respondents were aware of company policies and procedures, around 64% felt their organization had employee-centered HR policies, and 73% were satisfied with their working hours. The conclusion is that electronic retail in Hyderabad is attracting and retaining talented employees through satisfactory policies, hours, and workloads. This allows the sector to maximize profits from experienced staff. The literature review discusses how talent management is critical for competitive advantage and retaining top performers.
Hr challenges in managing technological changesDr. Pinki Insan
The document discusses various challenges faced by human resource managers in managing technological changes. It notes that technical changes can cause anxiety in employees who fear their roles will be replaced. HR managers must develop strategies to address this resistance to change and help employees see technology as beneficial. Additionally, HR faces difficulties finding and training workers who are adept with new technologies. They must provide training to current employees and motivate new hires to develop technical skills. Managing information privacy and security is another challenge as technologies advance. Overall, adapting to technological changes requires efforts from HR to support employees through training programs and address anxieties about changes.
CHAPTER 2
BUILDING COMPETITIVE ADVANTAGE THROUGH
INTEGRATED TALENT MANAGEMENT
Marcia J. Avedon, Gillian Scholes
The business world is more dynamic today than ever before with an
accelerating pace of new technologies, increasing globalization of markets
and competition, changing regulatory requirements, and increasingly
commonplace mergers, acquisitions, and divestitures. In this tumultuous
environment, organizations must continually renew their organizational
capability to achieve competitive advantage. However, it is increasingly
challenging to find the talent needed to compete in this dynamic business
environment.
The availability of educated, working-age talent is shrinking in many of
the world’s labor markets (Zolli, 2007). Multinational companies are
moving work to developing lower-cost countries, only to find the talent
wars and wages subsequently escalating in those countries (Qihan &
Denmat, 2006). Skilled leaders and other professionals, with the
capabilities to enter new markets, create new business models, and
innovate new technologies, are highly sought after (Michaels, Handfield-
Jones, & Axelrod, 2001). Consequently, the demand for talent is
outstripping the supply. As a result, top performers in key talent pools
typically have multiple employment opportunities at any point in time. In
addition, senior leaders, including CEOs, are in their jobs for shorter
periods of time (Lucier, Kocourek, & Habbel, 2006), and employees
generally no longer expect lifetime employment with one company.
Leadership and employee development, through experience and
education, still takes considerable time and effort and will never be a
quick fix. This set of complex, changing business and talent realities
creates the imperative for companies to focus on talent in a strategic,
systemic, and customized manner.
The ability for a firm to create an integrated system that yields a continual
flow of talent ready to address specific strategic and operational
opportunities may be the single-most enduring competitive advantage.
While organizations often find that their strategies, products, services, or
markets require change, the need to have relevant, differentiated talent to
achieve these business goals remains constant. However, the specific
talent strategies need to adapt accordingly. Several recent surveys of both
chief executive officers and chief human resource officers confirm that
attracting, developing, and retaining talent is a top concern (Donlon,
2007; HR Policy Association, 2007). One CEO identified the point well
(Donlon, 2007): “We are the most highly regulated industry in the world,
and we have the most compliance issues in the world. So, those are risks,
but our single biggest issue is human capital. We are losing it really fast
and that is really scary.”
This chapter provides definitions, models, and examples for creating a
dynamic, customized, and integrated talent management system. We do
not .
The document discusses human resource development in the IT industry. It analyzes HR functions like recruitment and selection, training and development, performance management, and compensation management at companies like Accenture, Oracle, and Wipro. It details their recruitment strategies that leverage tools like social media and their campus placement programs. It also describes their training programs for new hires and ongoing skills development. Their compensation structures include annual leaves, medical benefits, and performance-linked bonuses. The objective is to understand how these companies engage employees through effective HR strategies.
The document is a project report submitted to the Indian Institute of Planning and Management on talent management at IBM. It includes an abstract that discusses the importance of talent management for organizations in today's competitive environment. It outlines the objectives of studying talent management's impact on organizational productivity at IBM. The report contains sections on IBM's company profile, the research methodology used including primary and secondary data collection, a literature review on talent management, and a questionnaire used in the study. The findings from the questionnaire indicate that talent management increased productivity at IBM through job alignment, talent identification and development. Effective talent management practices like rewards, training and performance appraisal ensured IBM had a skilled, motivated workforce. Challenges in implementing talent management related to job alignment
Similar to A Case Study On Talent Acquisition At Organisations (20)
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The document provides instructions for requesting writing assistance from HelpWriting.net. It outlines a 5-step process: 1) Create an account with an email and password. 2) Complete a 10-minute order form providing instructions, sources, and deadline. 3) Review bids from writers and select one based on qualifications. 4) Review the completed paper and authorize payment if satisfied. 5) Request revisions until fully satisfied, and the company guarantees original, high-quality work or a full refund.
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1. The play Cyrano de Bergerac by Edmond Rostand tells the story of Cyrano, who has a large nose and is unable to reveal his love for Roxane. He instead helps the handsome but dim Christian woo her.
2. Both Christian and Cyrano sacrifice their own needs and desires to help Roxane find love. Christian dies in battle, realizing Roxane truly loves Cyrano.
3. Cyrano also hides his feelings and eventually dies, teaching that true love requires sacrificing oneself for another's happiness.
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A Case Study On Talent Acquisition At Organisations
1. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-13, Issue-1, (February 2023)
www.ijemr.net https://doi.org/10.31033/ijemr.13.1.2
6 This work is licensed under Creative Commons Attribution 4.0 International License.
A Case Study on Talent Acquisition at Organisations
Dr. Rajesh Kumar Pandey1
and Subodha Sarangi2
1
Associate Professor, SSR IMR, Silvassa, Permanently Affiliated to SPPU, Pune, INDIA
2
Manager HR & Admin, Gulf Oil Lubricants India Ltd., Silvassa, INDIA
1
Corresponding Author: rajesh.pandey@ssrimr.edu.in
ABSTRACT
Talent Management is an essential element of
Organisational Development. Talent Management broadly
has two sets: Talent Acquisition (TA) and Talent Retention
(TR). Talent acquisition deals with the strategies, tactics
and processes for identifying, recruiting and finally
retaining (TR) the human resources a company needs. The
TA attract various dilemma highlighted in the case right
from the TA vs TR discussion to Acquisition tolerance &
opportunities in the Market. This case study on Talent
Acquisition is an illustrative & appraisal case whereby the
Authors have presented the thoughts of Industry
representatives and created an opportunity of deliberation
upon the dilemma surrounding the TA. The Case study
aims to equip the readers with understanding on the
essentials of Talent Acquisition. The case presents the
dilemma associated with the Talent Acquisition at
Organisations. It further entails to deliberate upon the
Talent Acquisition element for Organisations and potential
way out to the dilemma associated. Overall, the analysis of
the case shall attract an understanding of the domain of
Talent Acquisition at the Organisations. Talent Acquisition
& Retention are the core of Companies today, hence
Industry at large will be a party to the benefits of learning
from the case. The case study has strong relevance to
benefit the Management Education Students and budding
entrepreneurs.
Keywords— Talent Management, Talent Acquisition,
Talent Retention, Learning & Development
I. CASE INTRODUCTION
Employee Management has been the focus
since ages perhaps since the advent of Organisational
constitution. Employees are the only Asset that
appreciates its value hence the rationale behind
managing & grooming employees signifies the efforts
taken in this direction. The Talent Management
approach for Organisations has been an imperative factor
for success. Talent Acquisition & Talent Retention are
key constituents of Talent Management. A fair Talent
Management planning benefits both the Organisation
and the Employees. This process certainly attracts
challenges in the form of operational and administrative.
These challenges are tackled with strategic planning &
impactful implementation. Talent Management efforts
are very subjective in nature although they may be
achieved through matrix designed by consultants but
essentially the results have to submerge at Management
level as well as Individual level. This stands pretty
challenging.
In Organisations, the personalized approach is
required to assess the skills & abilities of employees and
mapping out their career paths. In today’s highly
competitive global economy, the war for talent has
crossed regional & national boundaries and has evidently
become global. With increasing globalization and
proliferation of competitors, it is the responsibility of the
Organisations to make, build and nourish their talent
pool that decides their survival in the long run. Here
comes the important deliberation point i.e., whether the
Talent that is acquired requires major attention or the
acquired Talent being properly retained requires more
attention? Does the quality of Talent Acquisition have
the major role to play or is the Retention matrix that
creates wonders? Such and many more dilemma
opportunities are there with the Organisations. One
school of thought certainly is the proponent of the notion
that a well recruited candidate has more opportunity to
be a better contributing Employee. Be it Acquisition or
Retention, effectively the Employee / Talent
Management is essential. Talent management is a
medium to meet the Organisational goal and gain
sustainable advantage.
II. TALENT ACQUISITION
The Talent Management approach for
Organisations has been an imperative factor for success.
Talent management is a medium to meet the
Organisational goal and gain sustainable advantage.
Talent Acquisition & Talent Retention are key
constituents of Talent Management. A fair Talent
Management planning benefits both the Organisation
and the Employees. This process certainly attracts
challenges in the form of operational and administrative.
Talent Management efforts are very subjective in nature
although they may be achieved through matrix designed
by consultants but essentially the results have to
submerge at Management level as well as Individual
level.
Talent acquisition deals with the strategies, tactics
and processes for identifying, recruiting and retaining the
human resources a company needs. It includes
developing, implementing and evaluating programs for
sourcing, recruiting, hiring and orienting. It usually falls
under the human resources (HR) field or umbrella, and
the process contains five steps. The principal phases of
2. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-13, Issue-1, (February 2023)
www.ijemr.net https://doi.org/10.31033/ijemr.13.1.2
7 This work is licensed under Creative Commons Attribution 4.0 International License.
talent acquisition are sourcing, attracting, interviewing,
recruiting, and conducting employee on-boarding. Talent
acquisition monitors the pre on-boarding phase, while
HR handles the post on-boarding steps after recruitment
and hiring have ended. TA considerably requires an area
of expertise to explore and it does have the potential to
contribute to the success of Organisation’s HR
Effectiveness. Talent acquisition deals with the
strategies, tactics and processes for identifying,
recruiting and retaining the human resources. Talent
Acquisition is a medium to meet the Organisational goal
and gain sustainable advantage.
III. TALENT ACQUISITION:
ORGANISATIONAL PERSPECTIVE
Talent Management being the imperative factor
for Organisations, the Talent Acquisition plays a Vital
role in the aim of Organisational efficiency. The
Organisations in the wake of better acquisitions, at times
keep changing their processes of acquisition. One of the
essential elements is not to change the process of
acquisition every now then. The Clarity on job
description & job specification will help in better Talent
Acquisitions. The HR Specialist at a leading Lubricant
Manufacturing company Mr. Anand Sathaye states that
Talent Acquisition has evolved over the years and the
impact of Covid shall have its influence on Talent
Acquisition. The Industry in every phase has faced the
Skill scarcity and Industry has the onus of bridging the
gap. The recent pandemic led to extra work across the
Industries. The situation led to improvised Learning
ability of employees and Industries had to make
investment on Learning & Development (L&D). It
certainly had a high cost impact. During Covid
candidates had to work from home and that attracted
numerous challenges as well that led to several avenues
of acquiring Talent. The Industries certainly have high
attrition as a challenge. At present additional offers in
hand with candidates due to markets disruption is posing
threat. At the same Moonlighting is receiving contracting
reactions. Largely Industry is finding it to be a threat.
Majorly the thought today on Talent Acquisition shall
encompass the impact of the recent pandemic. Talent
Acquisition shall have a larger role to play in order to
stabilize the Company affairs and support Growth
perspective.
Leading HR Specialist Ms. Anita Chhabria
representing a Lubricant Manufacturing company states
that in HR one essentially recruits, rewards, and retains
Talent. So, it’s the combination of attracting the right
talent and retaining them for sustainable benefit. But
that’s the beginning of the challenge. The career growth
internally also contributes to keep the person motivated
and allowing the right growth opportunities on the way.
Though the advent of technologies like facial
recognition, temperature and body language linked
analysis for a cultural fit can be an aid but cannot replace
human intervention. People still can gauge better with
the behavioural attributes then a machine can ever, just
be driven by the iris movement. Talent Acquisition (TA)
attracts a huge intellectual, beyond machines.
Ms. Anita further states that working for TA is
like a double-edged sword. The team is always working
on a back foot from business perspective guided by the
manpower planning but constantly under pressure from
agencies and candidates. They are the face of the
organization and hence need to be groomed sufficiently
to give confidence in the organization, system,
processes, and benefits offered. Social media is another
black box which has come to become an integral part of
the hiring process. The LinkedIn invites to candidates,
the tweets and Instagram posts can help build the
reputation or tarnish it as well in a single upload. TA
team also requires additional grooming as social media
champions to highlight the most enticing offerings from
the organization. Ms. Anita concludes that the deep
rooted impact of the right hire or wrong hire is felt
through the lifecycle of that individual. One can engage
with various recruitment consultants to find the right
candidates globally. So, TA function at times gets
diluted to only have the documentation and transactional
process done.
Leading HR Specialist & Retired person Shri.
Rangnath Nalbalwar demonstrates his huge experience
& states that Talent Acquisition (TA) is certainly a
massive task for the Organisations although the same is
becoming more automated & hence eventually the
momentum of TA may have a threat of getting
deteriorated. He firmly states that Attrition shall always
exist; its medium or reason may differ. Attrition may not
have a huge influence on the ways of Talent acquisition.
Mr. Rangnath stated his insight that the society
experienced a huge growth in Education, probably faster
than Industrial growth. Hence one of the key challenges
for Industries is accommodating the ever-changing
Education model & justifying the incorporation of
Employees with varied educational sphere. Re-
evaluation of each position at the Organisation may be a
good effort by Organisations today in order to streamline
Talent Acquisition. Re-writing the Job Descriptions &
making it attract the Talent shall support the TA
momentum.
Mr. Rangnath adds to his thoughts that
Competency based Interview is a myth today.
Organisation will have to customize their TA approach.
While sharing his experience, he referred to a Talent
Acquisition Cell kind of approach for the Organisations.
The era of getting Job & respective celebrations, isn’t the
same today. A job for an employee has become regular
course of affair and getting retained is more Employee
perspective today rather Employer driven. Industry wise
the attrition & retention programmes may differ. The
Information Technology (IT) Industry may have
absolutely different game plan as against the
Manufacturing Industry with respect to tackling attrition
as the turnover rates differ hugely. He further adds that
3. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-13, Issue-1, (February 2023)
www.ijemr.net https://doi.org/10.31033/ijemr.13.1.2
8 This work is licensed under Creative Commons Attribution 4.0 International License.
in the manufacturing sector, identifying the talent who is
willing to make career in manufacturing is a main
challenge today. Organisation in order to make the TA
effective will have to plan the Multiskilling approach for
their Employees.
Leading Entrepreneur Ms. Sarita Das, Co-
Founder & CHRO of a Gurgaon based Firm states Talent
Acquisition team is playing a critical role in building any
organization or sustaining the business, however, this
most of the time is seen as a transactional work rather
than a strategic one. Each member in TA team must keep
themselves updated with latest tools / technology /
articles like any other domain to ensure that they are
following the best practices and are aware of the current
scenario and not becoming irrelevant by practicing
ancient age process. Ms. Sarita further states that the
biggest dilemma we have experienced is to attract Talent
when you don’t have established brand. Brand
Positioning is essential for Organisations. Even if you
are somehow able to onboard by selling your Vision,
Mission & convincing the candidates based on your
roadmap, you still end up facing the uncertainty of high
dropout rates. TA team is constantly faced with
situations where skill set and compensation expected is
not in sync and specially on niche jobs, technology
(AI/ML/Data Science) etc. Commitment and
Professional Ethos are on a decline and hence you end
up rolling out more offers than what you actually intend
to onboard which is creating / leading to false narrative
of high demand of a particular skill set. Unrealistic
Compensation Expectation posses a big challenge to the
TA. Further the Pressure to meet the Turn Around time
(TAT) to onboard a candidate leading to compromising
on quality, fitment of the candidates becomes the
challenge.
She states further that Value Preposition is very
imperative. Most of the companies are offering market
benchmark salaries and follow Lead practice rather than
Lag. Also, offering Insurance benefits, wellbeing
practices, Fun factor, Engagement initiatives, L&D, the
next question now is the overall Value proposition which
is perceived by the prospective employees. What is the
offering which not many organizations have decided yet.
That’s next aspect we all need to start think about. In
addition to the above thoughts, Robust Business Model
is the next big thought. Volatility in business has always
had direct impact on Employees (existing or Future) and
Covid, Fear of recession, Decline in funding have all
started raising question on robustness of business
Models and TA team is the first one who must have
visibility and understanding to be able to pitch the
candidates and be able to respond to the queries or
concerns. Technology is making the hiring more
scientific, efficient and helping to improve the quality
and experience for prospective employee since first
connect. She believes, identifying what is working and
not for our organization should be a continuous process
and evolving.
The HR Specialist Mr. Sharad Patil states that TA
is surrounded by several dilemma, one of the prominent
one is having Perfect Job description of the Role. It takes
lot of experience for an organisation to master on the Job
Analysis front. Getting the Right Fit for the Job is an
struggling affair. TA also get surrounded with the
dilemma upon over expectations of Functional Leader
from the Role and Candidate. The TA functionality has
also witnessed that over the period Candidates have main
motto to change job based on Salary matters and not
much interested in role to be delivered. Especially the
Millennials have unrealistic job expectations.
IV. TALENT ACQUISITION:
DILEMMA ASSOCIATED
Talent Acquisition certainly gets surrounded
with the respective dilemma. A few dilemma heighted
through the case are listed below:
One of the primary dilemmas is Talent
Acquisition Vs. Talent Retention. There is
different school of thoughts which believes that
either TA is important & other thought
mentions TR is important.
The next dilemma is associated TA process
whereby the role for TA is defined hence at
times Organisations become rigid to change.
Also the Brand positioning matters for
Organisations and hence meeting the brand
context is essential.
Another dilemma highlights the Role fitment
aspect where the role & the candidate don’t fit,
such situations are witnessed in a compromised
cultural arrangement.
Every Organisation considering the practicality
of the situation at times has to create a tolerance
in terms of the TA fitment aspect. The extent of
tolerance may require extreme brainstorming.
Also the Opportunities in the market for the
aspiring candidate is in abundance. The TA
process may have threat of the same.
Finally the Dilemma may be associated
differently with different industry. Industry
wide the TA process and the respective plans
may change.
4. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-13, Issue-1, (February 2023)
www.ijemr.net https://doi.org/10.31033/ijemr.13.1.2
9 This work is licensed under Creative Commons Attribution 4.0 International License.
Chart No. 1: Dilemma surrounding TA
Source: Authors Study
This case study on Talent Acquisition is an
illustrative & appraisal case whereby the Authors have
presented the thoughts of Industry representatives and
created an opportunity of deliberation upon the dilemma
surrounding the TA. TA considerably requires an area of
expertise to explore and it does have the potential to
contribute to the success of Organisation’s HR
Effectiveness. Talent acquisition deals with the
strategies, tactics and processes for identifying,
recruiting and retaining the human resources. Talent
Acquisition is a medium to meet the Organisational goal
and gain sustainable advantage. Talent Acquisition (TA)
attracts a huge intellectual, beyond machines.
V. TEACHING NOTES FOR THE
CASE
Teaching Objectives
The following Teaching Objectives may be
considered concerning the case:
1. To equip the participants/readers with
understanding on the essentials of Talent
Acquisition.
2. To present the dilemma associated with the
Talent Acquisition at Organisations.
3. To deliberate upon the Talent Acquisition
element for Organisations and potential way
out to the dilemma associated.
VI. LEVEL OF ANALYSIS
The present case is a type of Teaching case with
a focus on the Illustrative & Appraisal Case approach.
The analysis attracts an understanding of the domain of
Talent Acquisition at the Organisations. This case is
suitable for the case study approach at the Commerce &
Management Students level. To be specific B Com, BBA
Final Year students & Management Students shall have a
deserving benefit out of this General Management case.
Executive MBA Students & Management Consultants
with special reference to the HR Consultancy owners
would also be major beneficiaries. Talent Acquisition &
Retention are the core of Companies today, hence
Industry at large will be a party to the benefits of
learning from the case.
VII. CASE ASSIGNMENTS
As part of the case study delivery, participants
may be assigned certain tasks pre & post-delivery of the
case.
Pre-discussion Task: Gather a fair understanding
of Talent Acquisition issues & resolutions through
observations, meeting Industry representatives,
reading journals & books in Library and through E-
Sources
Post discussion Task: Conduct a review of further
literature about the theme of the case & practical
exposure through meeting further industry
representatives & consultancy services. Post-
5. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-13, Issue-1, (February 2023)
www.ijemr.net https://doi.org/10.31033/ijemr.13.1.2
10 This work is licensed under Creative Commons Attribution 4.0 International License.
discussion schedule shall also include a discussion round on a few questions about the case.
Potential Solution to Dilemma
Dilemma Option Details
Dilemma – 1
As part of Talent Management, TA is essential as it is a onetime effort with respect to a
candidate hiring, however TR is a recurring effort. Focus on TA
Dilemma – 2
Defining the Role in the form of Job Analysis is essential as the same will be a guiding
force to TA. Focus on Job Analysis
Dilemma – 3
Role fitment certainly is an area of concern for Organisations, even a good TA may result
into flop execution hence focus on role fitment & do not compromise on the culture of
organisation.
Dilemma – 4
Acquisition Tolerance need to be strategically decided as it may lead to compromising
situations in terms Employee performance. Focus on TA
Dilemma – 5
Candidates are having Opportunities in Job Market and hence decision making have to
prompt on TA. Focus on TA
VIII. BROAD DISCUSSION QUESTIONS
Q.1: Discuss the essentials of Talent Management in
light of the case.
Q.2: “Talent Acquisition & Retention are part of Talent
Management however the both have a vast
difference.” Elaborate the statement.
Q.3: Talent Acquisition has its own share of challenges.
Discuss the challenges while highlighting the
impact of challenges on Organisational
effectiveness.
Q.4: “The Talent Acquisition may have a different way
out in different Industries’. Discuss while
enumerating the key difference between Industries
upon Talent Acquisition.
IX. PROPOSED SESSION PLAN
The case study delivery on the academic front
may have the following session plan:
Action sequence Session Details Duration
Action – 1
Pre-Case Discussion
State the objectives of the Case
Announce the students to gather understanding
on Talent Management at Organisations.
3 Days
before the
discussion session
Action – 2
Case Discussion
Nominate specific sections for students to
narrate (Soft copy Display / Hard Copy
distribution)
Appoint a set of 3 students to record the key
points
Allow the appointed students to narrate the key
points after the case narration
Facilitator to conclude with major learning
from the case and the case implications
1 ½ Hour
6. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-13, Issue-1, (February 2023)
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11 This work is licensed under Creative Commons Attribution 4.0 International License.
Action - 3
Post Discussion
Submission of written responses to the
discussion questions for the case
Select a set of two teams comprising 4
students each (during Action -2) and assign the
task of presenting the same case one by one in
front of the class. (Action -3)
Open the forum for discussion & conclusion of
the case.
3 days post the
discussion
15 minutes
presentation time
for each team
30 minutes
Action – 4
Case study Test
The case may be presented with a precise draft
(case let) as a question of General
Management Strategic Subject
A 20 marks allocation to the case with 30
minutes time slot
As per the
Examination
Schedule
Teaching Aid
Projector to display the Soft copy of the Case and handover of the
same through respective online mode.
Black / White teaching Board for facilitator & student presenters
X. POTENTIAL BENEFITS OF THE
CASE
▰ The Students of Management Education will
benefit out of this case where by the potential
for the students will be to learn the essence of
TA and be industry ready with respect to the
Talent Management element.
▰ The Executive of Existing Companies shall
have a good read to the case and assess the
current situation at their respective
Organisations with respect to the TA & overall
Talent Management.
▰ The Startups may get benefitted from the case
in order to get ready to tackle the Talent
Management related issues in their respective
Organisation.
REFERENCES
[1] Armani, V. V. (2004). Effective talent
management. The ICFAI University Press.
[2] Jha, R. (2012). Innovation in tapping leadership
talent. Human Capital, 16(1).
[3] Chhabria, A. (2022, Oct). Interview on talent
acquisition. (S. Subodha, & R. Pandey,
Interviewers).
[4] Das, S. (2022, Nov). Interview on talent
acquisition. (S. Subodha, & R. Pandey,
Interviewers).
[5] Nalbalwar, R. (2022, Nov). Interview on talent
acquisition. (S. Subodha, & R. Pandey,
Interviewers).
[6] Patil, S. (2022, Nov). Interview on talent
acquisition. (S. Subodha, & R. Pandey,
Interviewers).
[7] Sathaye, A. (2022, Oct). Interview on talent
acquisition. (S. Subodha, & R. Pandey,
Interviewers).