Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Talent management refers to the skills of attracting highly skilled workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives.
Recruitment and selection in talent managementSeta Wicaksana
“People decisions are the most difficult decisions in organisations. The ability to make the right decisions about people represents the most reliable source of competitive advantage because few organisations have it” Peter Drucker
Is your organization utilizing talent and competency management methods to its fullest potential? Take the quiz to find out if you should take action and start benefiting today.
In 1997, McKinsey and Company released the War for Talent and awakened a new wave of interest in organizations to attract, develop, retain, and maximize the performance of their talent. Two decades later, the war drums are still beating and the battle continues to rage. With effectiveness in HR and Talent Management mostly unchanged over the past decade, organizations are looking for ways to innovate and disrupt Talent Management practices.
During this session, Zac Upchurch will share research conducted by the Talent Strategy Group. It outlines the surprisingly long journey of Talent Management, the state of Talent Management today, and how Talent Management can innovate to add value to the organization unlike ever before.
The definition of talent management is the meticulously planned, strategic process of bringing on the right personnel and assisting them in reaching their full potential while keeping organizational objectives in mind.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Talent management refers to the skills of attracting highly skilled workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives.
Recruitment and selection in talent managementSeta Wicaksana
“People decisions are the most difficult decisions in organisations. The ability to make the right decisions about people represents the most reliable source of competitive advantage because few organisations have it” Peter Drucker
Is your organization utilizing talent and competency management methods to its fullest potential? Take the quiz to find out if you should take action and start benefiting today.
In 1997, McKinsey and Company released the War for Talent and awakened a new wave of interest in organizations to attract, develop, retain, and maximize the performance of their talent. Two decades later, the war drums are still beating and the battle continues to rage. With effectiveness in HR and Talent Management mostly unchanged over the past decade, organizations are looking for ways to innovate and disrupt Talent Management practices.
During this session, Zac Upchurch will share research conducted by the Talent Strategy Group. It outlines the surprisingly long journey of Talent Management, the state of Talent Management today, and how Talent Management can innovate to add value to the organization unlike ever before.
The definition of talent management is the meticulously planned, strategic process of bringing on the right personnel and assisting them in reaching their full potential while keeping organizational objectives in mind.
Effective Human Capital Management Strategies To Maximize Success | Enterpris...Enterprise Wired
Effective Human Capital Management strategies not only attract top talent but also nurture and retain them, ultimately contributing to organizational growth and sustainability.
Complete guide on how Human Capital Management works - FlexC.pdfFlexC Work
Let's start with a definition of "human capital" to get a better understanding of HCM. Human capital is the economic value created by factors such as a worker's experience, skills, knowledge, and abilities.
Human capital, unlike tangible assets such as buildings and equipment, is an intangible asset. Both tangible and intangible assets, however, have economic value. Other human capital assets that have economic value include:
Physical and mental health of the employee
Personal beliefs and values
Work Ethics
Education
Human capital can also be measured, developed, and provide a return on investment (ROI).
Human capital management is a collection of organisational practices associated with the acquisition, management, and growth of an organisation's human workforce or human capital. The goal is to optimise and maximise the economic, or business, value of an organisation's human capital in order to gain a competitive advantage.
Successful human capital management allows the organisation to pursue human capital initiatives with success.
Learn more with FlexC.
Visit: https://www.flexc.work/blogs/future-of-human-capital-management
Unlocking Productivity and Satisfaction_ 12 Employee Engagement Examples that...CIOWomenMagazine
Explore various employee engagement examples: 1. Open Communication Channels, 2. Recognition and Rewards Programs, 3. Flexible Work Arrangements, 4. Professional Development Opportunities, etc.
2. Introduction
Talent management is defined as the
methodically organized, strategic process
of getting the right talent onboard and
helping them grow to their optimal
capabilities keeping organizational
objectives in mind.
The process thus involves identifying
talent gaps and vacant positions,
sourcing , onboarding the suitable
candidates and growing them within the
system and developing needed skills so
that they can achieve the overall goals of
the organization.
3. Practices of corporates
Organizations which wish to attract the best of talents and retain employees across
all levels must have an integrated approach to talent management.
Talent management practices are holistic in nature and aim at supporting such
practices which improve the communication of goals and performance expectations
across different levels in an organization. These practices and strategies can be
categorized into the following heads:
• Developing the existing talent pool
• Maximizing employee satisfaction
• Attracting talent visibility
• Planning in advance for succession
• Acting upon the performance reviewed
The practices which help in attracting and retaining the best of talent in an organization
are pay, benefits, learning and development and a proper work environment which can
be group centric or individual and the benefits can be tangible or intangible.
4. Pay: This is the most determining
factor for retaining the talent pool in
which should be kept competitive. IT
majors like Wipro and
pay for retaining the employees and
best performance from them. Flexible
another effective tool for encouraging
performers for example Eicher
its employees to design their own
package which suits with their needs.
Benefits: Benefits which provide social
and futuristic security to the
a major tool for retaining the best
organization. For example, Infosys
insurance scheme to its 13,000
Bangalore and is also one of the first
companies for introducing Employee
Plans (ESOP). Similarly, many other
organizations design and develop
packages for retaining their talent.
Learning and Development: It enables
the retention of the most competent
and ambitious employees in the
organization and at the same time
provide a competitive advantage by
building the intellectual base in an
organization. For example, Wipro
provides ample learning opportunities
to its employees for developing their
leadership potential. Wipro has
designed a Life Cycle Stage
Development program, which selects
the employees with the leadership
potential and trains them in
accordance with their level in the
organization.
Organizational Culture: A healthy work
environment boosts the morale and
spirit of the employee and strengthens
the bond of relationship between the
management and the employees. Work
culture is influenced by the
organizational communication system,
feedback mechanism and the effective
implementation of recognition and
rewards. Many Indian organizations
have taken innovative initiatives for
maximizing employee satisfaction and
improving the overall organizational
productivity.
5. Talent Management in the contemporary
scenario has received increasing importance
from the corporate world and have been
acknowledged as the key for providing a
competitive edge and a leadership advantage
by developing the top talents and resources in
an organizations.
For competing and staying ahead in the
competitive battle, business leaders plan and
implement best practices in talent
management for acquiring the best of the
talent pool from the market and capitalizing
proactively on the available opportunities.
Effective talent management strategies should
be long term focused and have various
feasibilities or alternatives for making the best
of the available opportunities.
6. Anticipating change and creating an adaptable workforce: In today’s fast changing
competitive world, business leaders are in search of talents who can quickly adapt with the
change, proactively anticipate change and adapt with it, can cope up with the challenges
and be constantly updated with the latest developments and corporate practices.
Talent management identifies the potentiality of future plans and the strengths of the
employees needed to be developed thereon. To get a clear picture of the potentiality of the
employees, it is necessary to get the picture of workforce and thus the talent management
processes. The employee profiles including their education, experience, certificates,
interests, job duties and responsibilities, performance history should be constantly updated.
The Talent Management strategy should be aligned with the overall corporate practices and
the future business goals, as it would result in superior productivity, focused approach and
an integrated involvement from all the functional departments. Goal alignment creates a
sense of employee ownership and accountability amongst the employees, thus improving
their commitment towards their job and overall motivation.