Talent Management

Topics: Human resource management, Management, Talent management Pages: 21 (6277 words) Published: February 16, 2010
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...

Bibliography: 1. Six Ways to Mine Teen Talent," Andrea C. Poe, Society for Human Resource Management, March 2001 2. Winning the Best and Brightest: Increasing the Attraction of Public Service," Carol Chetkovich, The PricewaterhouseCoopers Endowment for The Business of Government, July 2001. 3. Attracting and Keeping The Best and the Brightest: Survey Results From Council for Excellence in Government Principals on How to Get, Develop and Retain Excellent People in Government Service," Council for Excellence in Government, 2002 4. Spherion® Emerging Workforce® Study," Spherion Pacific Enterprises LLC,2002-2003 5. Flexible Work Arrangements: The Demand Will Only Strengthen," Donna J. Bear, Human Resource Institute, September 2004 6. "Attracting and Retaining the Mature Workforce," Barbara McIntosh, Ph.D., Society 2004 7. Development, And Work Motivation," Ruth Kanfer, Phillip L. Ackerman, Academy Of Management Review, 2004. 8. Staying Ahead of the Curve 2004: Employer Best Practices for Mature Workers," Study Conducted for AARP by Mercer Human Resource Consulting, September 2004 9. Talent Management: Overview: Talent Management Series Part I," Nancy R. Lockwood, SPHR, GPHR, Society for Human Resource Management, July 2005. 10.Talent Management: Employee Engagement: Talent Management Series Part III," Nancy R. Lockwood, SPHR, GPHR, Society for Human Resource Management, July 2005. 11.Talent Management: Leadership Development: Talent Management Series Part II," Nancy R. Lockwood, SPHR, GPHR, Society for Human Resource Management, July 2005 12."Strategies for Recruiting Workers Over Age 50," Society for Human Resource Management, Cathy Fyock, December 2005. 13.Taking Action against the Quiet Crisis in Recruitment and Retention," AFT Public Employees, AFL-CIO. 2005
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