Talent Management

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Table of Contents
INTRODUCTION................................................................................. ....................2 Key Business Processes.........................................................................................2 The process of talent management..............................................................................2 Talent Management v/s Traditional HR Approach..............................................................2 The focus of talent management.................................................................................2 Knowledge Management.........................................................................................2 LITERATURE REVIEW:.............................................................................................2 PROBLEM IDENTIFICATION.......................................................................................2 OBJECTIVES............................................................................................... ..........2 NEED OF THE STUDY..............................................................................................2 RESEARCH METHODOLOGY...................................................................................... 2 PRIMARY DATA....................................................................................... ............2 SECONDARY DATA..............................................................................................2 STATISTICAL TOOLS:.................................................................................. ..........2 SAMPLING TECHNIQUES:......................................................................................2 ANALYSIS:..................................................................................................... .......2 HR PROFESSIONAL.............................................................................................2 EMPLOYEE........................................................................................................ 2 FINDINGS............................................................................................................. 2 HR MANAGERS................................................................................................... 2 EMPLOYEES............................................................................................ ..........2 RECOMMENDATIONS..............................................................................................2 CONCLUSION................................................................................................... .....2 LIMITATIONS.......................................................Error!

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ANNEXURE........................................................................................................... 2 BIBLIOGRAPHY................................................................................................. .....2

INTRODUCTION
This new age economy, with its attendant paradigm shifts in relation to the human capital, in terms of its acquisition, utilisation, development and

retention, has placed a heavy demand on today’s HR professionals. Today HR is expected to identify potential talent and also comprehend, conceptualise and implement relevant strategies to contribute effectively to achieve organisational objectives. Hence a serious concern of every HR manager in order to survive this ‘War for Talent’, is to fight against a limited and diminishing pool of qualified available candidates to replace valuable employees when they leave, dramatically underscoring the difficulty to attract, motivate and retain the best employees in an organisation. To analyse the reasons, we first need to understand what “TALENT” means. People have different views and definitions. According to Leigh Branham, vice president, consulting service at Right Management Consultants and author of the book, “Keeping People Who Keep You in Business”, a talent...
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