Logo FedCSIS

Annals of Computer Science and Information Systems, Volume 24

Proceedings of the 2020 International Conference on Research in Management & Technovation

Logo PTI

Correlates of Talent Management: An Empirical Analysis

, ,

DOI: http://dx.doi.org/10.15439/2020KM6

Citation: Proceedings of the 2020 International Conference on Research in Management & Technovation, Shivani Agarwal, Darrell Norman Burrell, Vijender Kumar Solanki (eds). ACSIS, Vol. 24, pages 109–113 ()

Full text

Abstract. This paper attempts to measure talent management in India industry, using a standard questionnaire (Jayaraman et al. 2018). The data was obtained from a randomly drawn group of 378 managers from India's IT, telecommunication, power and Banking industries. The current study reports important co-relations among managers and talent management of age and hierarchy. ANOVA reported a significant difference in talent management between businesses and companies (technology and ownership) although the organisational life cycle position wasn't significant. This study concludes with implications for practioners and explores areas for further research.

References

  1. Alsakarneh, A., A., & Hong, S., C. (2015). Talent management in twenty - first century: theory and practically: International Journal of Applied Research .1(11),pp. 1036-1043.
  2. Březinová, Monika, and Jaroslav Vrchota. (2016). Selected Processes in SMEs, Targeting to South Bohemia Region and Trade Sector. Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis. 64(4) ,pp. 589–94.
  3. Chabault, D., Hulin, A., & Soparnot, R. (2012). Talent Management in Clusters. Organisational Dynamics, 41(4), pp. 327-335.
  4. Chen, S.-Y. (2012). A study of strategic talent management–workforce differentiation perspectives (Doctoral thesis). Retrieved fromfile:///C:/Users/IANM1564/Downloads/etd002112-170312.pdf.(Assesed on 25 Dec 2018).
  5. Collings, David G., Kamel Mellahi, andWayne F. Cascio. (2019). Global talent management and performance in multinational enterprises: A multilevel perspective. Journal of Management. 45(3), pp. 540–66.
  6. Festing, Marion, Lynn Schäfer, and Hugh Scullion. (2013). Talent management in medium-sized German companies: An explorative study and agenda for future research. The International Journal of Human Resource Management. 24(3), pp 1872–93.
  7. Hung, A. (2013). Understanding talent attraction: Perceived attractiveness of financial reward elements. Retrieved from https://open.uct.ac.za/bitstream/item/8711/thesis_com_2014_com_hung_a.pdf
  8. Hunt, Steven T. (2014). Common Sense Talent Management: Using Strategic Human Resources to Improve Company Performance. Hoboken: JohnWiley & Sons.
  9. 9.Järvi, Kati, and Violetta Khoreva. (2020). The role of talent management in strategic renewal. Employee Relations: The International Journal. 23(4), pp.231-245.
  10. Jayaraman, S., ParvaizTalib, P., & Ahmad, F. (2018),. Integrated Talent Management Scale Construction and Initial Validation. Sage Open. 8(3), pp. 1–12.
  11. Kerlinger, F. N. (1973). Review of research in education. F. E. Peacock.
  12. Krishnan, T. N., and Hugh Scullion. 2017. Talent management and dynamic view of talent in small and medium enterprises. Human Resource Management Review. 27(3), pp. 431–41.
  13. Latukha, Marina O. (2018). Talent development and a firm’s performance: Evidence from Russian companies. Journal of General Management. 43(2) pp. 51–62.
  14. Latukha, Marina, and Anna Veselova. 2019. Talent management, absorptive capacity, and firm performance: Does it work in China and Russia? Human Resource Management 58(2), pp. 503–519.
  15. Lawler, E. E., III. (2008). Talent: Making people your competitive advantage. San Francisco, CA US: Jossey- Bass.
  16. Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). War for Talent (Hardcover). Boston: Harvard Business School Press Books.
  17. Morley, Michael J., Hugh Scullion, David G. Collings, and Randall S. Schuler. 2015. Talent management: A capital question. European Journal of International Management. 9(2), pp. 1–8.
  18. Nategh M. (2005). Need to Create Bounderiless Organizations, Sanat Khodro journal. 7(1). pp. 155-168.
  19. Paul, N., (2013). Talent management: presentation retrieved at http://www.slideshare.net/NITCALICUT_SOMS/talent-management-slides
  20. Rana G.(2010). Knowledge Management and E-Learning Activities in the 21st Century to attain Competitive Advantage. Advances In Management, 3(5), pp.54- 56.
  21. Rana G., Sharma R., Singh, S. and  Jain, V. (2019). Impact of Employer Branding on Job Engagement and Organizational Commitment in Indian IT Sector. International Journal of Risk and Contingency Management , 8(3), pp.1-17.
  22. Rana, G. and Sharma, R. (2019), "Emerging human resource management practices in Industry 4.0", Strategic HR Review, Vol. 18 No. 4, pp. 176-181.
  23. Rana, G., & Rastogi, R. (2015). Organizational justice enhancing managerial effectiveness in terms of activity of his position, achieving results and developing further potential. Research on Humanities and Social Sciences, 5 (1), pp.24-31.
  24. Rana, G., Goel ,A., Garg, P.( 2010). “Upcoming Trends in Talent Management in Indian Organizations: Empirical Study”, HR Journal of Management, 3(1), pp. 16-24.
  25. Rana, G., R Rastogi,  Garg, P.(2016).Work Values and Its Impact On Managerial Effectiveness A Relationship In Indian Context. Vision (Sage Publication), 22(3), pp. 300 – 311.
  26. Rana,G., & Goel, AK (2017). Knowledge management process at BHEL: a case study International Journal of Knowledge Management Studies 8 (1-2), pp.115-130.
  27. Rana,G., & Sharma, R. (2019). Assessing Impact of Employer Branding on Job Engagement: A Study of Banking Sector. Emerging Economy Studies 5 (1), pp7-21.
  28. Sahai, S., & Srivastava, A.K. (2012). Goal/ target setting and performance assessment as tool for talent management, Procedia – Social and Behavioural Sciences, 37, 241-246.
  29. Sparrow, Paul R., and Heba Makram. 2015. What is the value of talent management? Building value-driven processes within a talent management architecture. Human Resource Management Review. 25(3), pp 249–63.
  30. Stahl, Günter, Ingmar Björkman, Elaine Farndale, Shad S. Morris, Jaap Paauwe, Philip Stiles Jonathan Trevor, and Patrick Wright. 2012. Six principles of e_ective global talent management. Sloan Management Review. 53(4), pp. 25–42.
  31. Sharma R., Singh S.P., Rana G. (2019) Employer Branding Analytics and Retention Strategies for Sustainable Growth of Organizations. In: Chahal H., Jyoti J., Wirtz J. (eds) Understanding the Role of Business Analytics. Springer, Singapore. https://doi.org/10.1007/978-981-13-1334-9_10.
  32. Sharma.R, Jain.V and Singh.SP(2018),'The Impact of Employer Branding on Organizationalcommitment inIndian IT Sector',IOSR Journal of Business and Management, Vol. 20, No. 1, pp. 49-54. https://doi.org/10.9790/487X-2001054954.
  33. Thunnissen, M., & Buttiens, D. (2017). Talent Management in Public Sector Organizations: A Study on the Impact of Contextual Factors on the TM Approach in Flemish and Dutch Public Sector Organizations. Public Personnel Management, 46(4), pp. 391–418.
  34. Tymon, W.G., Strumpf, S.A. & Doh, J.P. (2010). Exploring talent management in India: The neglected role of intrinsic rewards. Journal of World Business, 45(2), pp. 234-246.
  35. Vaiman, V., Scullion H., & Collings, D. (2012). Talent management decision making. Management Decisions 50 (5): 925-941.
  36. Wellins, R. S., Smith, A. B. & Erker, S. (2010). Nine Best Practices For effective talent management, White Paper: Pittsburgh, PA: Development Dimensions International (DDI).
  37. Wellins, R. S., Smith, A. B. & Erker, S. (2010). Nine Best Practices For effective talent management, White Paper: Pittsburgh, PA: Development Dimensions International (DDI).
  38. Yu, D. S. F., Lee, D. T. F., & Woo, J. (2004). Issues and challenges of instrument translation Western Journal of Nursing Research, 26(13), pp. 301-320.