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.
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.
Talent management a solution to brain drainTapasya123
Over the years, India has become a major supplier of skilled and talented young people to the
developed countries the skilled Indians prefer US Green Cards and EU Blue Cards over the notso-
attractive pay checks and average living conditions of a developing country like India
Talent Management is a strategy which serves as a solution to Brain Drain, that a company
employs to attract, retain and develop employees in order to achieve objectives of the
organization .Most of the organizations are planning ahead to handle an inevitable talent
crisis, to ensure that they have the right people to do the right jobs, when needed. Many
challenges are associated with the changing and competitive nature of work and the
workplace environment are very real for every organization. Rapid changes require a skilled,
knowledgeable and talented workforce with employees who are adaptive, flexible and focused
on the future.
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.
Talent management a solution to brain drainTapasya123
Over the years, India has become a major supplier of skilled and talented young people to the
developed countries the skilled Indians prefer US Green Cards and EU Blue Cards over the notso-
attractive pay checks and average living conditions of a developing country like India
Talent Management is a strategy which serves as a solution to Brain Drain, that a company
employs to attract, retain and develop employees in order to achieve objectives of the
organization .Most of the organizations are planning ahead to handle an inevitable talent
crisis, to ensure that they have the right people to do the right jobs, when needed. Many
challenges are associated with the changing and competitive nature of work and the
workplace environment are very real for every organization. Rapid changes require a skilled,
knowledgeable and talented workforce with employees who are adaptive, flexible and focused
on the future.
Focus on Human Resource as Improvement of the Flexible Manufacturing Operatio...ijtsrd
Focus on human resource in organizations regarded as a tool for organizations growth and profitability, strategic innovation, organizational and customer-oriented changes. This article attempts to explain the imperative strategic plan collective by patterns of thinking. The importance of strategic, long-term policy and imperative strategic plan collective is very clear to planners. Imperative strategic managers like to follow a similar and routine imperative strategic behavioral pattern. Imperative strategic plan collective, normally taken, as a part of imperative strategic planning, therefore also tends to run in cycles of around last years. Implementing tailored organization can give a competitive advantage and help foster goodwill toward focus on human resource approach. Studies on corporate organizational imperative strategic have possessed an increasing growth. This paper proposes a learning organization expectations method that considers tailored organization information. In todays tailored organization al environment, there are usually several products and services to fulfill certain functions. The rise of intense competition among the domestic and global markets has revealed the crucial role of organizational imperative strategic in actualization and maintenance of competitive privilege development in the imperative strategic organizations. Dr. Nasser Fegh-hi Farahmand"Focus on Human Resource as Improvement of the Flexible Manufacturing Operation of Organization" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-1 | Issue-4 , June 2017, URL: http://www.ijtsrd.com/papers/ijtsrd2187.pdf http://www.ijtsrd.com/management/hrm-and-retail-business/2187/focus-on-human-resource-as-improvement-of-the-flexible-manufacturing-operation-of-organization/dr-nasser-fegh-hi-farahmand
Talent management and its impact on employee engagementShoaib Lalani
The purpose of this research is to find out how important is the relationship between the talent
management strategies and employee engagement. This paper is based on the academic literature
review of the popular research studies therefore it is a conceptual paper. The paper also includes
perception and opinion of Head of the Human Resource Department regarding the topic.
Human resource development strategy in a small to medium business enterpriseService_supportAssignment
The significance of human resource has gained tremendous focus in the recent times. At the level of macro-environment, theories related to endogenous growth have suggested tat human capital accumulation is constituted of the main macro-economic growth engine. It is this important feature of HRM that makes organizations all across the world to address it and learn how to improvise it by strategic means. Small to medium enterprises in Australia play a pivotal role in modernized economies accompanied through a rich scientific research flow on economies of entrepreneurship and small businesses (Karami et al 2008). However, not much literature is present on the Human resource practices and its objectives within small to medium enterprises
Importance of Human Resource Management in 21st Century12inch
Human beings are the most important resource of an organization. These are the people who plan all the activities and then they carry on all the activities. And managing human beings is the toughest duty of the manager as no two persons are alike. Every individual has separate values, aspirations, motivations, assumptions, goals, etc. Today we are discuses about Importance of human resource management in 21st century
Assess the purpose of strategic human resource management activities in an organisation & evaluate the contribution of strategic human resource management to the achievement of an organization’s objectives
Be able to develop human resource plans for an organisation
Critically evaluate how a human resources plan can contribute to meeting an organization's objectives
Understand human resources policy requirements in an organisation
Explain the purpose of human resource management policies in organisations
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.
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.
Focus on Human Resource as Improvement of the Flexible Manufacturing Operatio...ijtsrd
Focus on human resource in organizations regarded as a tool for organizations growth and profitability, strategic innovation, organizational and customer-oriented changes. This article attempts to explain the imperative strategic plan collective by patterns of thinking. The importance of strategic, long-term policy and imperative strategic plan collective is very clear to planners. Imperative strategic managers like to follow a similar and routine imperative strategic behavioral pattern. Imperative strategic plan collective, normally taken, as a part of imperative strategic planning, therefore also tends to run in cycles of around last years. Implementing tailored organization can give a competitive advantage and help foster goodwill toward focus on human resource approach. Studies on corporate organizational imperative strategic have possessed an increasing growth. This paper proposes a learning organization expectations method that considers tailored organization information. In todays tailored organization al environment, there are usually several products and services to fulfill certain functions. The rise of intense competition among the domestic and global markets has revealed the crucial role of organizational imperative strategic in actualization and maintenance of competitive privilege development in the imperative strategic organizations. Dr. Nasser Fegh-hi Farahmand"Focus on Human Resource as Improvement of the Flexible Manufacturing Operation of Organization" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-1 | Issue-4 , June 2017, URL: http://www.ijtsrd.com/papers/ijtsrd2187.pdf http://www.ijtsrd.com/management/hrm-and-retail-business/2187/focus-on-human-resource-as-improvement-of-the-flexible-manufacturing-operation-of-organization/dr-nasser-fegh-hi-farahmand
Talent management and its impact on employee engagementShoaib Lalani
The purpose of this research is to find out how important is the relationship between the talent
management strategies and employee engagement. This paper is based on the academic literature
review of the popular research studies therefore it is a conceptual paper. The paper also includes
perception and opinion of Head of the Human Resource Department regarding the topic.
Human resource development strategy in a small to medium business enterpriseService_supportAssignment
The significance of human resource has gained tremendous focus in the recent times. At the level of macro-environment, theories related to endogenous growth have suggested tat human capital accumulation is constituted of the main macro-economic growth engine. It is this important feature of HRM that makes organizations all across the world to address it and learn how to improvise it by strategic means. Small to medium enterprises in Australia play a pivotal role in modernized economies accompanied through a rich scientific research flow on economies of entrepreneurship and small businesses (Karami et al 2008). However, not much literature is present on the Human resource practices and its objectives within small to medium enterprises
Importance of Human Resource Management in 21st Century12inch
Human beings are the most important resource of an organization. These are the people who plan all the activities and then they carry on all the activities. And managing human beings is the toughest duty of the manager as no two persons are alike. Every individual has separate values, aspirations, motivations, assumptions, goals, etc. Today we are discuses about Importance of human resource management in 21st century
Assess the purpose of strategic human resource management activities in an organisation & evaluate the contribution of strategic human resource management to the achievement of an organization’s objectives
Be able to develop human resource plans for an organisation
Critically evaluate how a human resources plan can contribute to meeting an organization's objectives
Understand human resources policy requirements in an organisation
Explain the purpose of human resource management policies in organisations
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.
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.
HR Strategies to Retain Employees and Building Their Competencyijtsrd
The search for best ways to attract, develop and utilize organizational people the deliverable from the management of strategic human resources is strategy execution. HR practices help accomplish business objectives among the wide range of organizational processes relating to developing, retaining and utilizing high performing employees is employee operational and functional competencies. HR strategies modified hiring practices and career paths to ensure multi competence. The deliverables from management of contribution are increased employee commitment and competence, but also its influence to change, meet employee expectations, and increase financial performance. The principal thrust of this study therefore is to review prior literature with the aim of unraveling such employee competencies that significantly impact the management of talent in the workplace. Using a non empirical approach, the review of extant studies reveals that the skills, knowledge and abilities of employees influence on individual and organizational objective. In this study reveals recruitment and selection, training and development, workforce planning and career paths, compensation and succession planning for employee sustainable. The paper concludes that tying core competencies with concept of HR strategies and retention means of upgrading and retaining their valuable workforce. To achieve this, the paper recommends the building of competency, the identification and possession of high performing behaviors the development of competency related researches. Rajendra Prasad G R | Dr. Manjunath, K. R "HR Strategies to Retain Employees and Building Their Competency" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd35899.pdf Paper URL : https://www.ijtsrd.com/management/strategic-management/35899/hr-strategies-to-retain-employees-and-building-their-competency/rajendra-prasad-g-r
Employee Profile & Perception of Talent Management in Indian Organizationsiosrjce
IOSR Journal of Humanities and Social Science is a double blind peer reviewed International Journal edited by International Organization of Scientific Research (IOSR).The Journal provides a common forum where all aspects of humanities and social sciences are presented. IOSR-JHSS publishes original papers, review papers, conceptual framework, analytical and simulation models, case studies, empirical research, technical notes etc.
The Global Head of Human Resources at Bilcare Research, Anu Mhaisalkar, answers some key questions regarding the role of an HR leader operating in an international business in the current economic crisis.
IMPACT OF PERFORMANCE MANAGEMENT ON SUCCESSION PLANNINGindexPub
Motivation: HR in an organization faces various challenges in business environment, such as Building Capabilities, Improving Productivity, Building Performance Culture, Talent Management, Succession Planning for Key Leadership and Critical Roles, Developing Accountability and Ownership, Human Capital Management and transforming HR function into developmental Role from the legacy driven HR, etc. Succession Planning is the process of identifying and developing individuals, who have potential to hold the key leadership position in an Organization, whereas Performance Management includes assessing and improving upon the performance of an employee to meet the organizational goals. There are several Management Practices, which are adopted widely in Industry to make a successful Succession Planning. Workforce and Talent Management is one of them. The health of an organization majorly depends on the proper placement of people, which is a combined outcome of Talent Identification, Talent Development and Talent Retention. Performance Management plays a vital role in Talent Identification. It also has an impact on Talent Development and Talent Retention. The key idea of succession planning suggests that the right person to be placed at the right position at the right time. Succession planning is becoming a challenge these days in the corporate world. Organizations are often not found prepared with their successors to occupy the key positions as and when required. The positions are either kept vacant for a substantial period or more than one role is assigned to a single person. Identifying the right talent for the key positions from outside the organization and recruiting them is a much more difficult task at the eleventh hour. This has a significant impact on organizational health and in turn to organizational sustainability. Organizations must last longer than people. Role of organization continues even when the people move out. Employees must superannuate after attaining a certain age. Also, organizations must have a contingency plan for sudden vacancy arises out of attrition, health hazards and death of employee. Succession planning is the strategy to ensure that a suitable person is made available during exigencies. Employees are developed for taking on higher responsibilities and for the new roles that may emerge in future. The placement of Key Leadership positions can be executed either by inviting the talent from outside or developing the talent in-house. The latter is always in demand keeping in view the core values of the organization and the impact on loyalty and organizational culture in a long run. It is preferable to develop the in-house talent pool to reduce dependency on recruitment of experienced people from outside for the critical roles. It brings the talent acquisition cost low and contributes as a motivating factor for the team as well. The acceptability of a person placed at Top / Key Leadership Positions is high when these are occupied
An Empirical Study of Human Capital Management and Employee Capabilitiesijtsrd
Human capital management HCM considers employees to be capital, which means that investing in them makes sense now will help the organization grow in the future. Human capital management assists company in hiring the right personnel. This will prevent from hiring employees that are unfit for the company. Workers abilities bring an organisation with an improvement in the forum. When workers progress to expand new abilities and develop on actual ones, this converts into enhanced growth and quality, secure climate company will cultivate the improvement over its challengers. The sensibility of a company is its capability to advance in feedback to consumer interest. Knowledgeable and proficient workers are more likely to feel more confident about their job position in the organisation because not only are they able to provide acquainted aid, they feel their point of view is appreciated.Employees skills, refinement, and involvement in an organisation are referred to as human capital. Because a talented workforce can lead to increased productivity, the talents have a monetary value. The human capital strategy recognises that not everyone possesses the same set of skills or experience. Also, the aspect of work can be enhanced by contributing to people’s discipline. This paper explores totally different aspects of human capital management and worker capabilities within the current state of affairs. Akriti Singh | Dr. Javed Alam "An Empirical Study of Human Capital Management and Employee Capabilities" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-4 , June 2022, URL: https://www.ijtsrd.com/papers/ijtsrd50318.pdf Paper URL: https://www.ijtsrd.com/management/other/50318/an-empirical-study-of-human-capital-management-and-employee-capabilities/akriti-singh
ASSESSING THE ROLE OF ATTRITION IN A DIVERSE WORKPLACE ENVIRONMENTIAEME Publication
The world of work is shifting from an agriculture-centered to an Industrial one,
from self-employed workers to salaried employees and our modern economies are
slowly transitioning towards collaboration and competition. Today, the boundaries of
contemporary organizations are blurring; information technologies are allowing
individuals and companies to set base away from cities; shared working spaces are
triggering new forms of collaborations between individuals and corporations. The
main purpose of this research is to find out the main causes which increase the
employee turnover in BPO companies and to find out the way to control attrition. The
study is descriptive in nature. The study was carried out in BPO companies. Mixed
methodology was used in this study. For analysis purpose chi-square, Rank
correlation and percentage method has been used.
Total Ionization Cross Sections due to Electron Impact of Ammonia from Thresh...Dr. Amarjeet Singh
In the present paper, we have employed modified Khare-BEB method [Atoms, (2019)] to evaluate total ionization cross sections by the electron impact for ammonia in energy range from the ionization threshold to 10 MeV. The theoretical ionization cross sections have been compared to the available previous theoretical and experimental results. The collision parameters dipole matrix squared M_j^2 and CRP also have been calculated. The present calculations were found in remarkable agreement with the available experimental results.
A Case Study on Small Town Big Player – Enjay IT Solutions Ltd., BhiladDr. Amarjeet Singh
Adequately trained Manpower is a problem that affects the IT industry as a whole, but it is particularly acute for Enjay IT Solution. Enjay's location in a semi-urban or rural area makes it even more difficult to find a talented employee with the right skills. As the competition for skilled workers grows, it becomes more difficult to attract and keep those workers who have the requisite training and experience.
Effect of Biopesticide from the Stems of Gossypium Arboreum on Pink Bollworm ...Dr. Amarjeet Singh
Pink bollworm and Lepidoptera development quickly in numbers which is a typical animal group that produces around 100 youthful ones inside certain days or weeks. This assault influences the harvests broadly in the tropical and sub-tropical temperature areas. Thus, to keep up with the yield of harvests the vermin ought to be kept away by utilizing pesticides. The unnecessary measure of the purpose of pesticides influences the dirt, land, and as well as human well-being, and contaminates the climate. Thus, an ozone-accommodating biopesticide is extracted from the stems of the Gossypium arboreum. Thus, the extraction of biopesticide from the stems of Gossypium arboreum demonstrated that the quantity of pink bollworm and Lepidoptera is diminished step by step in the wake of showering the arrangement on the impacted region of the plant because of the presence of the gossypol.
Artificial Intelligence Techniques in E-Commerce: The Possibility of Exploiti...Dr. Amarjeet Singh
E-Commerce has transformed business as we know over the past few decades. The rapid increasing use of the Internet and the strong purchasing power in Saudi Arabia have had a strong impact on the evolution of E-Commerce in the country. Saudi Arabia is yet another country that will release artificial intelligence power to fuel its growth in the economic world. Recently, artificial intelligence (AI) applications that can facilitate e-commerce processes have been widely used. The impact of using artificial intelligence (AI) concepts and techniques on the efficiency of e-commerce, particularly has been overlooked by many prior studies. In this paper, a literature review was conducted to explore and investigate possible applications of AI in E-Commerce that can help Saudi Arabian businesses.
Factors Influencing Ownership Pattern and its Impact on Corporate Performance...Dr. Amarjeet Singh
This study on factors influencing Ownership pattern and its impact on corporate performance has used five industries data viz Automobile industry, IT industry, Banking industry, Oil & Gas industry and pharmaceutical industry for five years from 2017 to 2021. First the factors influencing ownership pattern was identified and later its impact on corporate performance was analysed. Multiple Regression, ANOVA and Correlation was used in SPSS 28. Percentage of independent directors on the board and size of the company has significant impact on Indian Promotor holding and non-institutional ownership has significant impact on corporate performance.
An Analytical Study on Ratios Influencing Profitability of Selected Indian Au...Dr. Amarjeet Singh
Every country with a well-developed transportation network has a well-developed economy. The automobile industry is a critical engine of the nation's economic development. The automobile industry has significant backward and forward links with every area of the economy, as well as a strong and progressive multiplier impact. The automotive industry and the auto component industry are both included in the vehicle industry. It includes passenger waggons, light, medium, and heavy commercial vehicles, as well as multi-utility vehicles such as jeeps, three-wheelers, military vehicles, motorcycles, tractors, and auto-components such as engine parts, batteries, drive transmission parts, electrical, suspension and chassis parts, and body and other parts. In the last several years, India's automobile sector has seen incredible growth in sales, production, innovation, and exports. India's car industry has emerged as one of the best in the world, and the auto-ancillary sector is poised to assist the vehicle sector's expansion. Vehicle manufacturers and auto-parts manufacturers account for a significant component of global motorised manufacturing. Vehicle manufacturers from across the world are keeping a close eye on the Indian auto sector in order to assess future demand and establish India as a global manufacturing base. The current research focuses on three automotive behemoths: TATA Motors, MRF, and Mahindra & Mahindra.
A Study on Factors Influencing the Financial Performance Analysis Selected Pr...Dr. Amarjeet Singh
The growth of a country's banking sector has a significant impact on its economic development. The banking sector plays a critical role in determining a country's economic future. A well-planned, structured, efficient, and viable banking system is an essential component of an economy's economic and social infrastructure. In modern society, a strong banking system is required because it meets the financial needs of the modern society. In a country's economy, the banking system plays a crucial role. Because it connects surplus and deficit economic agents, the bank is the most important financial intermediary in the economy. The banking system is regarded as the economy's lifeline. It meets the financial needs of commerce, industry, and agriculture. As a result, the country's development and the banking system are intertwined. They are critical in the mobilisation of savings and the distribution of credit to various sectors of the economy. India's private sector banks play a critical role in the country's economic development. So The financial performance of private sector banks must be evaluated carefully.
An Empirical Analysis of Financial Performance of Selected Oil Exploration an...Dr. Amarjeet Singh
After the United States, China, and Japan, India was the world's fourth biggest consumer of oil and petroleum products. The nation is significantly reliant on crude oil imports, the majority of which come from the Middle East. The Indian oil and gas business is one of the country's six main sectors, with important forward links to the rest of the economy. More than two-thirds of the country's overall primary energy demands are met by the oil and gas industry. The industry has played a key role in placing India on the global map. India is now the world's sixth biggest crude oil user and ninth largest crude oil importer. In addition, the country's portion of the worldwide refining market is growing. India's refining industry is now the world's sixth biggest. With plans for Reliance Petroleum Limited to commission another refinery with a capacity of 29 MTPA next 16 to its 33 MTPA refinery in Jamnagar, Gujarat, this position is projected to be enhanced. As a consequence, the Reliance refinery would be the biggest single-site refinery in the world. Based on secondary data gathered from CMIE, the current research examines the ratios influencing the profitability of selected oil exploration and production businesses in India during a 10-year period.
Since 1991, thanks to economic policy liberalization, the Indian economy has entered an era in which Indian businesses can no longer disregard global markets. Prior to the 1990s, the prices of a variety of commodities, metals, and other assets were carefully regulated. Others, which were not rolled, were primarily dependant on regulated input costs. As a result, there was no uncertainty and, as a result, no price fluctuations. However, in 1991, when the process of deregulation began, the prices of most items were deregulated. It has also resulted in the exchange being partially deregulated, easing trade restrictions, lowering interest rates, and making significant advancements in foreign institutional investors' access to the capital markets, as well as establishing market-based government securities pricing, among other things. Furthermore, portfolio and securities price volatility and instability were influenced by market-determined exchange rates and interest rates. As a result, hedging strategies employing a variety of derivatives were exposed to a variety of risks. The Indian capital market will be examined in this study, with a focus on derivatives.
Theoretical Estimation of CO2 Compression and Transport Costs for an hypothet...Dr. Amarjeet Singh
SEI S.p.a. presented a project to build a 1320 MW coal-fired power plant in Saline Joniche, on the Southern tip of Calabria Region, Italy, in 2008. A gross early evaluation about the possibility to add CCS (CO2 Capture & Storage) was performed too. The project generated widespread opposition among environmental associations, citizens and local institutions in that period, against the coal use to produce energy, as a consequence of its GHG clima-alterating impact. Moreover the CCS (also named Carbon Capture & Storage or more recently CCUS: Carbon Capture-Usage-Storage) technology was at that time still an unknown and “mysterious” solution for the GHG avoiding to the atmosphere. The present study concerns the sizing of the compression and transportation system of the CCS section, included in the project presented at the time by SEI Spa; the sizing of the compression station and the pipeline connecting the plant to the possible Fosca01 offshore injection site previously studied as a possible storage solution, as part of a coarse screening of CO2 storage sites in the Calabria Region. This study takes into account the costs of construction, operation and maintenance (O&M) of both the compression plant and the sound pipeline, considering the gross static storage capacity of the Fosca01 reservoir as a whole as previously evaluated.
Analytical Mechanics of Magnetic Particles Suspended in Magnetorheological FluidDr. Amarjeet Singh
In this paper, the behavior of MR particles has been systematically investigated within the scope of analytical mechanics. . A magnetorheological fluid belongs to a class of smart materials. In magnetorheological fluids, the motion of magnetic particles is controlled by the action of internal and external forces. This paper presents analytical mechanics for the interaction of system of particles in MR fluid. In this paper, basic principles of Analytical Mechanics are utilized for the construction of equations.
Techno-Economic Aspects of Solid Food Wastes into Bio-ManureDr. Amarjeet Singh
Solid waste is health hazard and cause damage to the environment due to improper handling. Solid waste comprises of Industrial Waste (IW), Hazardous Waste (HW), Municipal Solid Waste (MSW), Electronic waste (E-waste), Bio-Medical Waste (BMW) which depend on their supply & characteristics. Food waste or Bio-waste composting and its role in sustainable development is explained in food waste is a growing area of concern with many costs to our community in terms of waste collection, disposal and greenhouse gases. When rotting food ends up in landfill it turns into methane, a greenhouse gas that is particularly damaging to the environment. Composting is biochemical process in which organic materials are biologically degraded, resulting in the production of organic by products and energy in the form of heat. Heat is trapped within the composting mass, leading to the phenomenon of self-heating. This overall process provide us Bio-Manure.
Crypto-Currencies: Can Investors Rely on them as Investment Avenue?Dr. Amarjeet Singh
The purpose of this study is to examine investors’ perceptions about investing in crypto-currencies. We think that investors trust in crypto-currencies is largely driven by crypto-currency comprehension, trust in government, and transaction speed. This is the first study to examine crypto-currencies from the investor’s perspective. Following that, we discover important antecedents of crypto-currency confidence. Second, we look at the government's role in crypto-currencies. The importance of this study is: first, crypto-currencies have the potential to disrupt the current economic system as the debate is all about impact of decentralization of transactions; thus, further research into how it affects investors trust is essential; and second, access to crypto-currencies. Finally, if Fin-Tech companies or banks want to enter the bitcoin industry may not attract huge advertising costs as well as marketing to soothe clients' concerns about investing in various digital currencies The research sheds light on indecisiveness in the context of marketing aspects adopted by demonstrating investors are aware about the crypto.
Awareness of Disaster Risk Reduction (DRR) among Student of the Catanduanes S...Dr. Amarjeet Singh
The Island Province of Catanduanes is prone to all types of natural hazards that includes torrential and heavy rains, strong winds and surge, flooding and landslide or slope failures as a result of its geographical location and topography. RA 10121 mandates local DRRM bodies to “encourage community, specifically the youth, participation in disaster risk reduction and management activities, such as organizing quick response groups, particularly in identified disaster-prone areas, as well as the inclusion of disaster risk reduction and management programs as part of youth programs and projects. The study aims to determine the awareness to disaster of the student of the Catanduanes State University. The disaster-based questionnaire was prepared and distributed among 636 students selected randomly from different Colleges and Laboratory Schools in the University
The Catanduanes State University students understood some disaster-related concepts and ideas, but uncertain on issues on preparedness, adaptation, and awareness on the risks inflicted by these natural hazards. Low perception on disaster risks are evidently observed among students. The responses of the students could be based on the efficiency and impact of the integration of DRR education in the senior high school curriculum. Specifically, integration of the concepts about the hazards, hazard maps, disaster preparedness, awareness, mitigation, prevention, adaptation, and resiliency in the science curriculum possibly affect the knowledge and understanding of students on DRR. Preparedness drills and other forms of capacity building must be done to improve awareness of the student towards DRRM.
The study further recommends that teachers and instructor must also be capacitated in handling disaster as they are the prime movers in the implementation of the DRRM in education. Preparedness drills and other forms of capacity building must be done to improve awareness of the student towards DRRM. Core subjects in Earth Sciences must be reinforced with geologic hazards. Learning competencies must also be focused on hazard identification and mapping, and coping with different geologic disaster.
The 1857 war was a watershed moment in the history of the Indian subcontinent. The battle has sparked academic debate among historians and sociologists all around the world. Despite the fact that it has been more than 150 years, this battle continues to pique the interest of historians. The war's causes and events that occurred throughout the conflict, persons who backed the British and anti-British fighters, and the results and ramifications, are all aspects of this conflict. In terms of outcomes, many academics believe that the war was a failure for those who started it. It is often assumed that the Indians who battled the British in this conflict were unable to achieve their goals. Many gains accrued to Indians as a result of the conflict, but these achievements are overshadowed by the dispute over the war's failure. This research effort focuses on the war's achievements for India, and the significance of those achievements.
Haryana's Honour Killings: A Social and Legal Point of ViewDr. Amarjeet Singh
Life is unpredictably unpredictable. Nobody knows what will happen in the next minute of their lives. In this circumstance, every human being has the right and desire to conduct their lives according to their own desires. No one should be forced to live a life solely for the benefit and reputation of others. Honour killing is defined as the assassination of a person, whether male or female, who refuses to accept the family's arranged marriage or decides to move her or his marital life according to her or his wishes solely because it jeopardizes the family's honour. The family's supreme authority looks after the family's name but neglects to consider the love and affection shared among family members. I have discussed honour killing in India in my research work. This sort of murder occurs as a result of particular triggers, which are also examined in relation to the role of the law in honour killing. No one can be released free if they break the law, and in this case, it is a felony that violates various regulations designed to safeguard citizens. This crime is similar to many others, but it is distinct enough to be differentiated in the report. When the husband is of low social standing, it lowers the position and caste of the female family, prompting the male family members to murder the girl. But they forget that the girl is their kid and that while rank may be attained, a girl's life can never be replaced, and that caste is less valuable than the girl's life and love spent with them.
Optimization of Digital-Based MSME E-Commerce: Challenges and Opportunities i...Dr. Amarjeet Singh
The impact caused by the Covid-19 Pandemic on Micro and Small and Medium Enterprises (MSMEs) was so severe and fatal
that not a few went out of business. The heavy burden is borne by MSME actors due to social restrictions imposed by the
government, the declining purchasing power of the people, a product that continues to decline until capital runs out. Plus
inadequate knowledge in carrying out marketing strategies and product innovations are the main trigger for the lack of
enthusiasm for MSME actors as well as bankruptcy. MSME digitalization-based e-commerce is an opportunity and the right
solution in dealing with the obstacles caused by the impact of Covid-19, as well as a challenge for MSME actors to design old
ways in new ways through digital business.
Modal Space Controller for Hydraulically Driven Six Degree of Freedom Paralle...Dr. Amarjeet Singh
This paper presents the Modal space decoupled control for a hydraulically driven parallel mechanism has been presented. The approach is based on singular values decomposition to the properties of joint-space inverse mass matrix, and mapping of the control and feedback variables from the joint space to the decoupling modal space. The method transformed highly coupled six-input six-output dynamics into six independent single-input single-output (SISO) 1 DOF hydraulically driven mechanical systems. The novelty in this method is that the signals including control errors, control outputs and pressure feedbacks are transformed into decoupled modal space and also the proportional gains and dynamic pressure feedback are tuned in modal space. The results indicate that the conventional controller can only attenuate the resonance peaks of the lower eigenfrequencies of six rigid modes properly, and the peaking points of other relative higher eigenfrequencies are over damped, The further results show that it is very effective to design and tune the system in modal space and that the bandwidth increased substantially except surge (x) and sway (y) motions, each degree of freedom can be almost tuned independently and their bandwidths can be increased near to the undamped eigenfrequencies.
It is a known fact that a large number of Steel Industry Expansion projects in India have been delayed due to regulatory clearances, environmental issues and problems pertaining to land acquisition. Also, there are challenges in the tendering phase that affect viability of projects thus delaying implementation, construction phase is beset with over-runs and disputes and last but not the least; provider skills are weak all across the value chain. Given the critical role of Steel Sector in ensuring a sustained growth trajectory for India, it is imperative that we identify the core issues affecting completion of infrastructure projects in India and chalk out initiatives that need to be acted upon in short term as well as long term.
A blockchain is a decentralised database that is shared across computer network nodes. A blockchain acts as a database, storing information in a digital format. The study primarily aims to explore how in the future, block chain technology will alter several areas of the Indian economy. The current study aims to obtain a deeper understanding of blockchain technology's idea and implementation in India, as well as the technology's potential as a disruptive financial technological innovation.
Secondary sources such as reports, journals, papers, and websites were used to compile all the data. Current and relevant information were utilised to help understand the research goals. All the information is rationally organised to fulfil the objectives. The current research focuses on recommendations for enhancing India's Blockchain ecosystem so that it may become one of the best in the world at utilising this new technology.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
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Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...
A Study on Talent Management and its Impact on Organization Performance- An Empirical Review
1. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-10, Issue-1 (February 2020)
www.ijemr.net https://doi.org/10.31033/ijemr.10.1.12
64 This work is licensed under Creative Commons Attribution 4.0 International License.
A Study on Talent Management and its Impact on Organization
Performance- An Empirical Review
Prof. Pushpa Hongal1
and Dr. Uttamkumar Kinange2
1
Assistant Professor, MBA Department, Kousali Institute of Management Studies, Karnatak University, Dharwad, INDIA
2
Professor, MBA Department, Kousali Institute of Management Studies, Karnatak University, Dharwad, INDIA
1
Corresponding Author: hongal.pushpa@gmail.com
ABSTRACT
These days organization’s talent is its primary source
of competitive advantage. Performance of organization
depends upon performance of its employees. If employees of
an organization possess unique competence, that will
differentiate them from their competitors. In this competitive
environment retention of talented workforce is a major task
for HR managers along with acquisition. Talent management
is a very complex and critical task. Right Talent acquisition
makes organization strategy more strong. The current global
economic situation has increased overall jobseekers in
employment market worldwide, but there is still notable talent
shortage in different sectors and different countries, this leads
to increase the problem of “Talent Mismatch”.As today’s
corporate world requires a person with multitasking skill,
talent acquisition is becoming very difficult. As a result,
finding the “right” person for a particular job is becoming
more challenging. Not only acquisition even retention of
talented workforce has become greatest challenge for
organization. Today’s changing landscape of business requires
its HR to act more strategically to build employee engagement
which is a great tool for talent management. Talent
Management focuses on how individuals enter; move up
across or out of the organization. Talent Management will
succeed with the support of strong organization structure. As
better talent can change the future of business, Talent
Management has to be given predominant role in
organization. If organization implements talent management
strategies effectively, that enhances employee’s engagement
which in turn helps to improve organization performance.
Higher the employee engagement higher the productivity. This
present study aims to identify the relationship between talent
management and organization performance. This study is
based on empirical research evidence build by literature
reviews carried out in this direction. Researcher is intended to
use different articles, research papers and literatures in order
to identify the positive relationship between talent
management and organization performance. This empirical
research paper will provide insights to HR managers to build
Talent management as a Strategic tool to build employee
engagement and thereby improving organization
performance.
Keywords-- Talent Retention, Employee Engagement,
Organization Performance, Competencies
I. INTRODUCTION
The war of Talent is on…..
“Companies must therefore make talent management a top
priority – create and continuously refine their employee
value proposition, and source and develop talent
systematically” (McKinsey & Co.)
Yes the war of Talent Management has begun...
Talent is a primary source of competitive advantage for
today’s corporate world. The rise in knowledge economy
has resulted in more focus on acquiring and retaining
talented workforce. The best talent is most critical to
achieve best results. An effective talent management system
builds the winning organization by proper utilization of
strategies framed at different levels. Winning organization’s
competitive advantage depends upon the ability to
effectively hire, retain, deploy and engage talent at all
hierarchical levels. Research proves that organization can
build its sustainable competitive advantage by investing in
talented workforce today. Organizations intending to apply
talent management have to strategically analyze its
relevance.
II. OBJECTIVE AND METHODOLOGY
Objective of this paper is to understand talent
management, importance of talent management in
leveraging competitive advantage of organization. This
paper also provides insight on how talent management
initiatives can complement organization’s recruitment and
retention policy.
“A Study on Talent Management and its impact on
Organization Performance- an Empirical Review” This
study aims at understanding the importance of talent
management practice in improving organization
performance. As in today’s world, identifying right talent,
retaining them is the biggest challenge. Success of
organization depend upon organizations ability to acquire,
retain and develop right talent. This study is based on
secondary data, collected from different sources such as
books, articles, websites etc.
2. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-10, Issue-1 (February 2020)
www.ijemr.net https://doi.org/10.31033/ijemr.10.1.12
65 This work is licensed under Creative Commons Attribution 4.0 International License.
Limitations of the Study
This present study is based only on secondary data
and time spent for conducting this research is too short and
using of non statistical tools to analyze and interpret the
data may not be applicable to whole market.
Talent management is defined by many authors. Such as:
“Talent management involves individual and
organizational development in response to a changing and
complex operating environment. It includes the creation and
maintenance of a supportive, people oriented organization
culture.”
“Talent Management basically requires proper
diagnose of the current employee attitudes and
organizational culture and than targeting the problem
through a suitable strategy”.
“How organization can make the best use of talent
of people they employ”
“A conscious, deliberate approach undertaken to
attract, develop and retain people with the aptitude and
abilities to meet current and future organizational needs.”
All above definitions clearly say that talent
management is one of the strategic activity which deals
with not only attracting but retaining qualified workforce.
In globalize market environment it is really very difficult
for HR managers to manage talent in most effective
manner. Talent management is considered as one of the
very important challenge for HR mangers.
Why Talent Management Is Gaining So Importance?
The concept of talent management was not new.
This concept has emerged in 1990s. But this function was
not considered as more important for HR Managers. It was
just considered as one of the additional responsibility to HR
Manager. But in today’s competitive environment corporate
have given special importance for talent management in
their organization structure.
Talent management is the most crucial factor in
the development of organization. As
The best talent can change the future of business.
Talent management brings together Human
resource and management initiatives.
Hewitt Best Employers in Asia 2005 study
clearly shows that best employers record over 60
percent higher revenue growth, 30 percent higher
growth in revenue per employee and half the
recruitment costs of the rest.
Surveys have showed clearly that there is a
relationship between best talent and better
organization result. A 2007 study from the
Hackett Group found companies that excel at
managing talent post earnings that are 15 percent
higher than peers
The context in which business operates has
become more complex. New product, changing
technology, new market etc. are already putting
pressure on business. Talented workforce can
easily solve all these problems.
According to a survey done by the All India
Management Association (AIMA), 90 per cent of
Indian companies have talent retention problems.
In present talent hungry market place As many study’s
clearly shows that today’s organization are facing problems
regarding talent retention and acquisition, talent
management has become one of the very important
challenge for HR practioners. In the last decade many
organizations have faced problems regarding acquiring the
right talent, increasing retention rate, decreasing attrition
etc. HR Manager has to diagnose the problem of employees
and then can start treatment. For all these reasons Talent
Management has become the greatest challenge for HR
managers.
Talent management basically involves acquiring,
retaining and managing the best talent. Talent management
in today’s context has become strategically important.
Talent management refers to the process of integrating new
workers, developing and retaining current workers and
attracting highly skilled personnel to work for your
company. It is indispensable for survival and sustainable
development of any business organization
In today’s organization talent Acquisition is considered
as one of the most challenging problem for HR managers.
To win this “War of Talents”, talent acquisition and talent
retention is most important.
III. TALENT ACQUISITION
Many business executives have rightly said that
talent is more critical factor in both domestic and global
front. Talent acquisition is the long term strategic approach
to Recruitment. It includes identifying, attracting,
developing, engaging & retaining qualified workforce.
Talent acquisition involves all the sub processes around
finding, attracting and engaging highly talented individuals
into your organization. Today more organizations have
identified Talent acquisition as a strategy to align with
organizational goal. The need for qualitative recruitment
has become the essence of Talent management strategy.
As per the survey conducted by Deloitte
Consulting in the year 2007, the biggest challenge for
organization was hiring the right people to meet their
strategy objective and retaining them.
Acquiring the right talent is always difficult.
Talent should match job requirement and must be possible
to achieve strategic goal of organization. Today world job
market is facing problem of “Talent Shortage” [i.e. talent
not matching job’s skill set and requirement]. No proper
match between demand and supply of right talent.
Today’s corporate require a person with multitasking skill.
Organizations have developed more specific and refined
3. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-10, Issue-1 (February 2020)
www.ijemr.net https://doi.org/10.31033/ijemr.10.1.12
66 This work is licensed under Creative Commons Attribution 4.0 International License.
skill set for different positions. Organizations do change job
descriptions depending upon situations and targets. This has
made finding the perfect candidate for the right job more
difficult. It clearly shows that not the availability of
employee but availability of skilled employee is very
difficult. Therefore organization has to consider “Talent
Mismatch” as the most critical task. organiastions are also
thinking to teach new skills and techniques to their
prospective candidates. This makes Talent Acquisition task
very difficult for HR managers.
Acquisition of talent will not happen only at the
time of need. Organization must follow this as a continuous
process. Traditional recruitment occurs when a vacancy
arises. When an individual resigns or retires or promoted.
The organizations recruit under pressure. Compromised are
made Talent acquisition is to get away from the “fill in the
box” thinking to one that is more pro-active and much
closer to building the skill sets required to achieve success.
Traditional recruitment is just filling open positions.
Talent acquisition takes a long term view of not
only filling positions of today, but also identify talents for
future openings. These future positions may be identifiable
by looking at the succession management plan or by
analyzing the attrition. Today, talent acquisition systems
encompass the entire pre-hire life cycle, from candidate
acquisition and interview management to contact
management and company career site branding. Today’s
organizations are using new technology in its acquisition
plan such as social networking, video tools, job matching
search engine’s etc.
Key Findings from Bersin & Associates report,
"Talent Acquisition Systems 2009: Facts, Practice
Analysis, Trends, and Provider Profiles."
“Over the last year, the talent acquisition market
has changed dramatically. During this down economy,
companies are taking the time to rethink their current talent
strategies. Solution providers have responded by increasing
their partnerships and product offerings. Changes include
innovation aimed at replacing the resume, expansion by
solution providers into global markets, availability of free
products and services in talent acquisition, integration with
social networking sites, and market consolidation. ”
To replace traditional resume innovative solution providers
have emerged in the market now. Such as Video Resume,
Vipe Power Jobfox have replaced traditional resume. Talent
acquisition system providers such as oracle, ADP,Silk Road
etc. Social media is also playing dominant role in this such
as LikedIn, Facebook, Twitter etc.
The Talent acquisition plan: the plan mainly
includes the following core components;
Development of an existing talent inventory
Identification of the talent needs of current
industry to support future growth
Measurement of the gap between the two
Implementation of specific strategies to close the
talent gap to meet the needs of existing industry
and attract new business
Identification of barriers to talent retention and
implementation of action steps to resolve those
obstacles.
The action plans for Talent acquisition plan:
Larger goal of organization: to create a stronger economic
platform through the acquisition of strong industries and the
expansion of existing industries.
Focal point: represents a center of activity which identifies
barriers and quantifies the existing inventory of talent &
create solutions to reach the larger goal.
Action plans that connect strategies to the larger goal are
as follows:
Build an existing talent
Create peer – to – peer strategy sessions
Illustrate the significance of global exposure to
industries of interest
Introduce new talent perspectives in educational,
political & business arenas.
Increase the community’s commitment to new
standards in the workforce
Design & implement programs to encourage in-
migration & retention.
Integrate industry needs in key talent recruitment
& retention into city’s growth goals.
Create targeted, change initiatives to close the
talent gap.
This plan & action plans for talent acquisition varies
from organization to organization and also depends upon
the job specifications.
Talent Acquisition - As a Strategy
Historically organizations have not treated the
recruitment process as one of strategic importance, but
latterly many are now waking up to the reality that the
world has changed dramatically. No more can the
organization pick and choose between several great
candidates for one position. Several changes in our
connected world have tipped the scales in favor of the
highly talented individual looking for a new opportunity.
Technology has made job easy for both employer and
employee. Technology and acquisition strategy is
mentioned above. It has brought significant advantages for
organizations.
A recent survey conducted by Accenture in
collaboration with the economist Intelligence Unit found
that companies are increasingly turning to global sourcing
and delivery in lower cost
Organizations need to integrate their talent
acquisition system with their existing human resource
management system (HRMS) and third-party recruitment
4. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-10, Issue-1 (February 2020)
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67 This work is licensed under Creative Commons Attribution 4.0 International License.
providers—during implementation. For a talent acquisition
system investment to be effective, it needs to be integrated
with third-party solutions such as background check
providers, assessment providers, and job board distributors.
Unfortunately, too many companies make technology
decisions on an ad hoc basis and fail to recognize the
importance of being able to share data among systems until
it is too late.
Based on all the research we have compiled over
the last few months, we believe that Talent Acquisition
needs to be addressed at the most senior levels within all
organizations - big or small, public or private. This means
that Talent Acquisition needs to fit 'hand in glove' with
overall organizational strategy. It needs to have the
appropriate level of resources behind it; it needs to be
monitored and reported on at all board meetings and it
needs to involve many people within the organization who
attribute to it the importance that the organization requires.
The realities of today's demographics have
elevated the issue of talent attraction and retention to
become a critical leadership concern, receiving significant
attention. Given the projected labor market and
demographic trends, an organization's approach to talent
acquisition can become a key differentiator and source of
competitive advantage. The changing market has revealed
that prevailing "one size fits all" HR practices are no longer
effective. Organizations must develop specific people
strategies for their most critical segments that directly align
with and support the business strategy. While individual
approaches are customized to the needs of each
organization, all approaches are based on key critical
success factors. This course focuses on the issues and
challenges organizations face in attracting and retaining key
talent. While introducing participants to emerging
recruitment trends in the industry, this course will also
provide participants with a selection of tools and best
practices from which to draw as they design their own
strategy to win the war for talent.
The talent acquisition systems market continues to
experience growth. Organizations recognize the
opportunities to streamline the entire recruitment process
and the benefits of investing in new talent acquisition
systems. More than ever, companies are looking to prepare
for the future—and the inevitable hiring surge that will
occur—and are focused on becoming leaner and smarter
around their technology choices. Providers of talent
acquisition systems are responding with more complete
solutions for identifying, selecting, and on boarding
candidates.
Talent Retention and Employee Engagement
Talent Management practices and policies that
demonstrate commitment to human resources result in more
engaged employees and lower turnover. Consequently,
Employee Engagement has a substantial influence on
employee productivity and talent retention. Employee
Engagement and Talent Management combined can make
or break the bottom line (Lockwood,2006).
In today’s competitive arena retaining of talented
workforce is the greatest challenge for Human Resource
Department. Now more than ever in the history of business,
it is imperative for the organizations to manage people well.
The shift from industrial age to the knowledge worker’s age
is sweeping the country, in fact the whole world. In today’s
information economy, people’s knowledge, skills, and
relationships are an organization’s biggest asset and main
source of competitive advantage. In order to have a
sustainable competitive advantage organization should have
highly talented workforce. Many surveys say that on any
given day, 76% of the workforce is seeking other
employment opportunities… There are many arguments
which says that Talent acquisition is more difficult than
retention & vie versa. But in our opinion Talent retention is
more difficult task as organization has to create loyalty
among employees People related costs have risen to more
than two thirds of organizational spending. Increasingly,
talent attraction and retention is viewed as a significant
driver of shareholder value and bottom line results.
According to a study completed by the Corporate
Leadership Council (Driving Performance and Retention
through Employee Engagement, 2004), employees who are
committed perform 20% better and are 87% less likely to
resign. The process of building Employee Engagement is
on-going. Effective Employee Engagement fosters an
environment of stimulation, development and learning,
support, contribution and recognition (Lockwood).
Lockwood (2006) concludes that it is the work
experience and ultimately, the Organizational culture that
determine Employee Engagement and retention of talent.
Effective Talent Management requires strong participatory
Leadership, Organizational buy-in and Employee
Engagement (Lockwood,2006).
Attracting and selecting the talent are only the start
and can appear to be the simplest of the phases. Although
pay and benefits may initially attract employees, top-tier
Organizations have now realized the importance of
Employee Engagement. Engagement is much more than
satisfaction. A satisfied employee is happy with current
pay, benefits and atmosphere. This contentment may cause
hesitation to show any extra initiative or achievement; thus,
it creates a worker who is comfortable with the statusquo.
Alternatively, engaged employees demonstrate
virtuous qualities like:
1. Innovation & creativity
2. Taking personal responsibility to make things happen
3. Authentic desire to make the company successful as well
as the team
4. Having an emotional bond to the Organization and its
mission and vision
5. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
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68 This work is licensed under Creative Commons Attribution 4.0 International License.
Why Retention is so Important?
Company Reputation: Maintaining company
reputation is an effective way to attract the talented. The
organization with the using of talented employees, there is a
chance to improve its goodwill and reputation.
Costly for organization: turnover of employees is
costly for organization. The cost of employee turnover is
from 40% - 100% of an employee's annual salary, when we
consider productivity, recruiting costs, reduced efficiency in
transition and time. Worker shall continue to escalate. Each
and everyday good employees quit their employees for
better jobs.
Productivity: A talented employee is self
motivated, self driven towards the work, he acts as a
motivator to other employees in work life. That increases
total productivity of the organization.
What Makes Employee to Quit?
All companies irrespective of size, region are
facing severe problem regarding talent retention. Though
many employees say that “pay “as one of the of the factor
to change their present job, several other reasons were also
associated with this. They are:
Lack of recognition
Pay not matching with work
Dissatisfaction about perk
Lack of growth opportunity
Lack of relationship with management and
colleagues
Pay and other facilities
No scope for learning new skills
No development scope
Ineffective mentorship
lack of adjustment with work atmosphere
Lack of proper allocation of authority ad
responsibility
How to Retain Talent?
As talented workforce is an asset for organization,
it is one of the greatest challenges for HR not only to attract
but also to retain the talented workforce. Organizations can
use a combination of four strategies viz., pay, benefits,
learning and development and work environment to create
and retain a pool of talented employees for the organization.
Successful companies assign the same importance to
employer branding as they give to product branding which
help them in becoming an employer of choice. They are
continuously innovating and inventing new ways to keep
talented employees stick to the organization which is
changing the face of talent management in India.
Pay
Pay is the one of the most influencing factor in
keeping talent in the company. It should be kept
competitive to ensure that the employees do not defect to
competitors. As monetary aspect plays predominant role in
keeping employee moral, organization has to keep “Pay”
matching with industry standard. It participated in a market
to market exercise done by agencies that surveys
compensation trends. It also carries out continuous quick
market exercises to validate trends in the market place and
findings of Benchmarking exercises.
IT & ITES players are using variable pay as a
strategic tool not only to retain but also for taking the best
out of their employees. At Wipro, variable component in
pay at higher levels is between 30-50 percent whereas at
lower levels, it varies between 7-15 percent. At Infosys,
Variable pay varies from 10-30 percent, whereas at Polaris
Software, it varies from 5 percent at lower levels to 25
percent at senior-most level.
Many organizations today actively differentiate
high performers, and in the 2005-06 study high performers
received double the salary increase of an average
performer. Sectors also display differentiation in their
appetite for variable pay. Hewitt’s research also shows that
the services sectors offer variable pay more than capital
intensive sectors. The success of a services company lies in
its people, and therefore service-oriented organizations are
more willing to include a higher variable pay component in
their compensation structures
In India, some 10-15 percent of companies allow
executives to make their own mix of salary packages. Take
the case of Eicher Group which has adopted a flexible pay
system in which all managerial employees can design their
own compensation package based on their individual needs
like car, furnishings, etc. Eicher Group (HR) Head, Ramesh
Shankar believes that this flexibility in compensation
structuring helps satisfy individual needs better at different
stages in his career or life. Some other companies, such as
Marico and Accenture have similar approach.
The reward management system is playing
important role in employee retention.
Benefits
Employee benefit is an area in which employers
need to look while framing the retention strategy. Welfare
of employees is one factor which creates loyalty among
employees. Welfare such as free medical & transport
facilities, company accommodation, life insurance, savings
and investment plans, employee stock option plans (ESOP),
paid holidays, tax assistance, credit cards and the list is
endless.
Infosys has a group insurance scheme for its
13000 employees in Bangalore where each employee is
covered to the tune of Rs.10 Lakhs. The provider of this
policy is LIC. The insured employees did not have to
undergo any prior medical examination. It is also the first
Indian software company to have an Employee Stock Offer
Plan (ESOP). Under the plan, about 110 top performers
have been offered 152,000 warrants, which can be
exercised to buy the company’s shares within the lock in
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period of five years. Infosys provides Bus Service from
Bangalore city to the Infosys Office to protect employees
from a 60-minute harrowing drive through the crowded
roads
TCS offers a number of benefits to employees
such as loans for housing, personal computers, durable
consumer goods, and automobiles; medical insurance for
employees and family; Air fares for spouse and two
children; medical insurance coverage; bank extension
counters; welfare trust facilitation for higher education and
retirement benefits
Learning and Growth
The importance of Learning & Growth in order to
retain ambitious employees cannot be undermined
especially when the competitors have a well established
training system. Learning and growth opportunity not only
attracts and retain talented workforce but also develops
competitive skill among them. According to Prashant
Sachdeva, Business Analyst, IT & Research, Elixir Web
Solutions, “With the face of business changing &
knowledge worker increasing in almost all organizations,
the factor that currently retain people are opportunities to
learn and grow.”
TCS invests about 4 percent of its annual
revenues in Learning and Development, to build
competency capital within the company in cutting edge
technologies, domain and functional areas. TCS strive to
create leaders at all levels of the organization. TCS offer a
basket of Leadership Development Programs. TCS also
encourages associates to attend various programs at premier
B Schools across the globe.
Work Culture
Work atmosphere is one of the factors which
influences employee retention at organization. Factors such
as organizational climate & culture, communication system,
participation & recognition, recreation, etc form the
working environment etc are the major factors which binds
employees long term relationship with organization. A
healthy corporate culture of caring for the workers,
community and environment will strengthen the social-
spiritual values, leading to a positive work climate of
empowered and supported workers.
TCS has an open door policy in which any
employee can approach the CEO or the top management
with work related problems. Open-house sessions and
engagement programmes allow the employees at all levels
meet and discuss various work issues. Employees can also
take part in one-on-one sessions where they can interact
privately with senior management.
At Infosys, InSync is the internal communication
program focused on keeping the Infoscion abreast of latest
corporate and business developments, and equipping him or
her to be a "brand ambassador" for the company. Feedback
system also plays a major role in building positive work
culture in organizations as it provides a channel by which
the problems and grievances can be heard by the top
management and also a medium by which top management
can be updated by the market conditions by the employees
which are indirect contact with the market.
Maintaining Image
If organization has a better image it can attract
talented workforce.. Identifying the talented employees,
provide excellent package and challenging environment are
the indicators of corporate image.
Conduct Exit Interviews
Organizations strictly conduct exit interviews and
identity reasons for turnover. The information must be
ideally used to plan good retention strategy.
Concentrate on Development
Organizations adopt new policies and technologies
for development. Give freedom to new employees and build
a long-term relationship.
Employee Information
Organizations must maintain employee
information; particularly new employees should be kept in
mind even after the recruitment process over. This
information will help in identifying their strengths and
setting targets.
Employee Engagement: A Tool for Talent Management
For several years now, 'employee engagement' has
been a hot topic in corporate circles. It's a buzz phrase that
has captured the attention of workplace observers and HR
managers, as well as the executive suite. Employee
engagement is the key driver in enhancing productivity of
organization by attracting and retaining talented workforce.
Productivity of organization is measured not only in terms
of employee satisfaction but in terms of employee
commitment to their organization. Employees are said to be
engaged when they show positive attitude towards their
work.
Employee engagement is the level of commitment
and involvement an employee has towards their
organization and its values. An engaged employee is aware
of business context, and works with colleagues to improve
performance within the job for the benefit of the
organization. The organization must work to develop and
nurture engagement, which requires a two-way relationship
between employer and employee.’ Thus Employee
engagement is a barometer that determines the association
of a person with the organization.
Several research and studies were conducted on
employee engagement issue. Different studies have come
up with different issues. Some of them have concentrated
on cognitive issue and some are on emotional issue. Some
studies have accepted on following as key drivers in
employee engagement issue.
Trust and integrity– how well managers
communicate and 'walk the talk'.
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Nature of the job –Is it mentally stimulating day-
to-day?
Line of sight between employee performance and
company performance – Does the employee
understand how their work contributes to the
company's performance?
Career Growth opportunities –Are there future
opportunities for growth?
Pride about the company – How much self-esteem
does the employee feel by being associated with
their company?
Coworkers/team members – significantly influence
one's level of engagement
Employee development – Is the company making
an effort to develop the employee's skills?
Relationship with one's manager – Does the
employee value his or her relationship with his or
her manager?
Many studies have highlighted different issues, but all
of them have considered “direct relation with manager” as
the most influencing factor in keeping employee engaged.
Some studies have listed out following points:
Provide variety: Tedious, repetitive tasks can
cause burn out and boredom over time. If the job
requires repetitive tasks, look for ways to
introduce variety by rotating duties, areas of
responsibility, delivery of service etc
Conduct periodic meetings with employees to
communicate good news, challenges and easy-to-
understand company financial information.
Managers and supervisors should be comfortable
communicating with their staff, and able to give
and receive constructive feedback.
Indulge in employee deployment if he feels he is
not on the right job. Provide an open environment.
Communicate openly and clearly about what's
expected of employees at every level - your vision,
priorities, success measures, etc.
Get to know employees' interests, goals, stressors,
etc. Show an interest in their well-being and do
what it takes enable them to feel more fulfilled and
better balanced in work and life.
Celebrate individual, team and organizational
successes. Catch employees doing something
right, and say "Thank you."
Be consistent in your support for engagement
initiatives. If you start one and then drop it, your
efforts may backfire. There's a strong connection
between employees' commitment to an initiative
and management's commitment to supporting it.
Some of the advantages of Engaged employees are:
Engaged employees will stay with the company,
be an advocate of the company and its products
and services, and contribute to bottom line
business success.
They will normally perform better and are more
motivated.
There is a significant link between employee
engagement and profitability.
They form an emotional connection with the
company. This impacts their attitude towards the
company’s clients, and thereby improves customer
satisfaction and service levels
It builds passion, commitment and alignment with
the organization’s strategies and goals
Increases employees’ trust in the organization
Creates a sense of loyalty in a competitive
environment
Provides a high-energy working environment
Boosts business growth
Makes the employees effective brand ambassadors
for the company
A highly engaged employee will consistently
deliver beyond expectations. In the workplace
research on employee engagement (Harter,
Schmidt & Hayes)
All these above points clearly show that employee
engagement is one of strategy in talent management.
Organization can develop a strategic model to manage
talent.
Employer
Branding
Talent
Attraction
Talent
Sourcing
Talent
Development
Talent
Retention
Talent
Management
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71 This work is licensed under Creative Commons Attribution 4.0 International License.
IV. CONCLUSION
Talent management is identified as one of the most
HR challenge to critically meet the business demands
beyond tomorrow. It is indispensable for survival and
sustainable development of any business organization.
Neglect of talent management is suicidal for the
organization particularly in the current business scenario of
high competition.
In present talent-hungry marketplace, one of the
greatest challenges that organizations are facing is to
successfully attract, assess, train and retain talented
employees. Talent Management is the end-to-end process of
planning, recruiting, developing, managing, and
compensating employees throughout the organization.
Human resource is the only one resource which makes any
organization different from others. It creates competitive
advantage and also helps to build sustainable growth for
corporate. Corporate throughout the globe are also facing
the problem of talent shortage. Many jobs do not have right
employees with proper skill sets. Attracting a right talent
and also retaining them in a corporate is a greatest
challenge for today’s HR managers. Therefore talent
management is a great and complex task for mangers.
Employer branding and employee engagement can be used
as a strategic tool to retain and mange talents.
In the “War of Talents”, Talent has won. Therefore
Corporate today consider Talent Management as a Strategic
weapon in the battle of Talents.
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