TALENT MANAGEMENT PRACTICES WITH REFERENCE TO TALENT RETENTION IN INDIA

Authors

  • N. Sundarapandiyan Associate Professor, VIMS, Coimbatore
  • N.Sundarapandiyan Associate Professor, VIMS, Coimbatore
  • S. Babu Asst. Professor, M.R.Govt Arts College, Mannargudi, India

DOI:

https://doi.org/10.53555/bma.v2i4.1703

Keywords:

Talent Management, Talent Attraction, Sourcing, Talent Management, Talent Attraction and Sourcing, Talent Development, Talent Retention, Succession Planning., Talent Retention, Succession Planning.

Abstract

An organisational strategic plan defines an organisational direction and leads to an effective talent management planning. Planning of talents for the future of an organisation is not a onetime activity; it is a systematic continuous process. Talent Management includes Talent Attraction and Sourcing, Talent Development, Talent Retention and Succession Planning of an organisation. Organisational assessment brings out the gap between where the organisation is now and where it is expected to be in the future. This involves analysing the organisation’s strength, weakness, opportunity and threat and prioritising the corporate vision, mission and values. Based on this, there is a requirement to put in plan and map the talent requirements of today and finding future stars is the responsibility of corporate leaders in transforming the organisation’s success. This paper focuses on the Talent Management issues faced by corporates today and analysis of various possible practices to overcome the challenges for their organisational strategic transformation. This paper also suggests incorporating Talent Management in higher education courses to coach and develop and enhance the potential graduate’s competencies to meet the future organizational needs.

Downloads

Download data is not yet available.

References

Anderson, L.W., Krathwohl, D.R., Airasian, P.W., Cruikshank, K.A., Mayer, R.E., Pintrich, P.R., Raths, J., Wittrock, M.C. (2001). A Taxonomy for Learning, Teaching, and Assessing: A revision of Bloom's Taxonomy of Educational Objectives. New York: Pearson, Allyn & Bacon

Bersin and Associates,(2012), Research on the topic of Learning and Integrated Talent Management, the report for which is due to be published in Q4’2012.

Please see our ongoing research in this area by visiting www.bersin.com/library Carpenter, Mason, Talya Bauer, and Berrin Erdogan.Management and Organizational Behavior. 1. 1. Flatworld Knowledge 2014 , 409. Print

CIPD (2009) Redundancy: Factsheet, London: CIPD CIPD (2005) Flexible Working: Impact and Implementation, an employer survey. London:

CIPD.

Dave DeFilippo and Jessica Baker (2010), Talent Planning: Start With the Business Review,

Mediatec Publishing Inc.

Hirsh, W. (2000) Succession planning demystified. Brighton: Institute for Employment Studies.

Hertfordshire Country Council (2003) Human Resource Management International Digest Honey P and Mumford A (1986). The Manual of Learning Styles, Maidenhead: Peter Honey.

Joseph E. Stiglitz (2006) Making Globalization Work, New York: W.W Norton and Company Inc.

Lance A. Berger & Dorothy R. Berger (2003) The Talent Management Handbook, Creating Organisational Excellence by Identifying, Developing and Promoting your best people, New York: McGraw-Hill

Leaderonomics (2014) The Science of Building Leaders [www.leaderonomics.com – accessed on 12 February 2014]

Michaeles, E., Handfield-Jones, H.and Axelrod, B. (2001) The war for talent, Boston: Harvard Business School Press.

Rees, D. (2008) ‘Using compensation to win talent wars’, in Berger, L. and Berger, D. (eds) The Compensation Handbook, Maidenhead: McGraw-Hill. Stephen Pilbeam and Marjorie Corbridge (2010) People Resourcing and Talent Planning,

HRM Practice, FT Prentice Hall Finance Times.

Summar (2006) A framework for Attraction and Retention in the Government Secotr of Nova Scotia. NOVA SCOTIA

Towers Watson (2014) Global Talent Management and Rewards Survey Towers Watson (2014) The 2014 Global Workforce Study

Downloads

Published

2017-09-30

How to Cite

Sundarapandiyan, N., Sundarapandiyan, N., & Babu, S. (2017). TALENT MANAGEMENT PRACTICES WITH REFERENCE TO TALENT RETENTION IN INDIA. International Journal For Research In Business, Management And Accounting, 2(4), 31–37. https://doi.org/10.53555/bma.v2i4.1703

Issue

Vol. 2 No. 4 (2017): International Journal For Research In Business, Management And Accounting

Section

Articles

License

Copyright (c) 2017 Green Publication

Creative Commons License

This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

     All journals related to business, management, and accounting can be freely copied, circulated, and reprinted in Green Publication journals, as long as they are duly referenced by original authors. Green Publication follows CC licenses. “A Creative Commons (CC) license is one of the public copyright licenses that allows for the free reuse of an otherwise copyrighted "work." If an author wants to give others the right to publish, use, and build on a work created by the author, he may use a CC license.  Green publication use the CC 4.0 license. This license allows anyone to write, remix, tweak, and build on your work, even commercially, as long as the original creation is attributed to you”. This is the most appropriate license available. Recommended for increasing the distribution and use of licensed products.