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Talent Management

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Talent Management
by swarravally
|Sr. No. |Contents |Page No. | |1 |Chapter 1: Introduction |7-11 | | | | | | |Object of the project | | | |
Introduction of study | | | |Objectives of the study | | | |Rationale of the study | | | |Scope of the Project | | |
|Limitations of the Study | | |2 |Chapter 2: Research Methodology |12-17 | | | | | | |Review of literature | | | |
Research Design and sample size | | | |2.3 Primary and secondary data and its sources | | | |2.4
Statement of hypothesis | | | | | | | | | | |3 |Chapter 3: Profile of the Organization |18-25 | | | | | | |3.1
Introduction of the organization | | | |3.2 Network/Products/Branches of organization | | | |3.3 Flow Chart
of the organization | | | |3.4 Mission of the organization | | | | | | |4 |Chapter 4: Introduction of Talent
Management |26-30 | | | | | | |4.1 Introduction of Talent Management | | | |4.2 Talent Management v/s
Traditional HR Approach | | | |4.3 Understanding Talent | | | |4.4 Human Capital Management | | | | | |
Talent Management Survey
Index
|Sr. No. |Name of Chapter |Page No. | |5 |Chapter 5: Talent Management |31-42 | | | | | | |Meaning and
Definition of Talent Management, Importance of Talent | | | |Management. | | | |Challenges of Talent
Management, | | | |How to Manage Talent? | | | |Steps involved in Talent Management Process | | |6 | |43-
49 | | |Chapter 6: Performance appraisal | | | |6.1 What is Performance appraisal? | | | |6.2 Methods of
Performance appraisal | | | |6.3 How performance appraisal conduct in Company Ltd. | | | | | | | | | | |7 | |
50-60 | | |Chapter 7: Career Planning | | | |7.1 Meaning, Definition and procedure of Career planning, | | |
|7.2 Benefits of Career Planning, | | | |7.3 How implement career planning in Company Ltd, Nasik. | | | |
7.4 Succession Planning: Meaning, Definition Importance. | | | |7.5 Implementation in Company of
succession planning. | | | | | | |8 | |61-69 | | |Chapter 8: Training and Development | | | |8.1 Training and
development: Meaning, Definition, | | | |Procedure, method. | | | |8.2 How training is necessary for
Development | | | |8.3 Method of training | | | |8.4 How training is conduct in Company ltd. Nasik? | | | |
Documentation and procedure for training in Company ltd. Nasik. | | |9 |Chapter 9: Conclusion and
testing of hypothesis |72-80 | |10 |Chapter 10: Suggestions and recommendations |81-85 | |11 |
Appendices |86-89 | | |I Questionnaire | | | |II Bibliography | |
Chapter 1
1. Introduction of the study
Talent Management
Talent management implies recognizing a person's inherent skills, traits, personality and offering him a
matching job. Every person has a unique talent that suits a particular job profile and any other position
will cause discomfort. It is the job of the Management, particularly the HR Department, to place
candidates with prudence and caution. A wrong fit will result in further hiring, re-training and other
wasteful activities. Talent Management is beneficial to both the organization and the employees. The
organization benefits from: Increased productivity and capability; a better linkage between individuals'

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efforts and business goals; commitment of valued employees; reduced turnover; increased bench
strength and a better fit between people's jobs and skills. Employees benefit from: Higher motivation and
commitment; career development; increased knowledge about and contribution to company goals;
sustained motivation and job satisfaction. In these days of highly competitive world, where change is the
only constant factor, it is important for an organization to develop the most important resource of all - the
Human Resource. In this globalize world, it is only the Human Resource that can provide an organization
the competitive edge because under the new trade agreements, technology can be easily transferred
from one country to another and there is no dearth for sources of cheap finance. But it is the talented
workforce that is very hard to find. Talent signals an ability to learn and develop in the face of new
challenges. Talent is about future potential rather than past track record. So talent tends to be measured
in terms of having certain attributes, such as a willingness to take risks and learn from mistakes, a
reasonable (but not too high) level of ambition and competitiveness, the ability to focus on ‘big picture’
issues, and an awareness of their own strengths, limitations and impact on others. Several talent
management processes need to be in place on a strategic level in order ensure its success. Such
processes/strategies include talent identification, recruitment & assessment, competency management,
performance management, career development, learning management, compensation, succession
planning etc. Talent management has a number of benefits to offer such as employee engagement,
retention, aligning to strategic goals in order to identify the future leadership of the organization,
increased productivity, culture of excellence and much more.
1.2 Objectives of Study:-
In the current scenario of cutthroat competition, every company has to survive to satisfy its customers by
providing them quality products and services. The summer training at Company, was undertaken with a
view to study certain fundamental as well as the commercial and operational aspects of the company.
The training involved the study of the following:
• To understand the entire procedure of Talent management
• To understand the need of Talent Management
• To study the accuracy and quality of work of employees by talent management procedure. • To suggest
possible improvement in Talent Management process.
1. Rationale of the study
The ‘talent’ in an organization refers to the current employees and their valuable Knowledge, skills and
competencies. Talent management (or succession management) is the ongoing process of analyzing,
developing and effectively utilizing talent to meet Business needs. It involves a specific process that
compares current talent in a department to the strategic business needs of that department. Results lead
to the development and implementation of corresponding strategies to address any talent gaps or
surpluses. Talent management for the HR Community is a priority of the HR Strategy for the HR
Community. Not only does the HR Strategy support the HR Community as its own professional group,
but it also recognizes and will support the role human resource professionals have to help their clients
become skilled, committed and accountable public servants. The implementation of a talent
management process that is transparent and equitable is expected to create an environment for people
to develop their skills in preparation for a range of future possibilities thereby preparing the workplace for
changing roles. The goal of this process is to map the business needs of the HR Community with the
potential and career development needs of our people in order to develop a comprehensive Talent
Management Plan.

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Talent Management by swarravally |Sr. No. |Contents |Page No. | |1 |Chapter 1: Introduction |7-11 | | | | | | |Object of the project | | | |Introduction of study | | | |Objectives of the study | | | |Rationale of the study | | | |Scope of the Project | | | |Limitations of the Study | | |2 |Chapter 2: Research Methodology |12-17 | | | | | | |Review of literature | | | |Research Design and sample size | | | |2.3 Primary and secondary data and its sources | | | |2.4 Statement of hypothesis | | | | | | | | | | |3 |Chapter 3: Profile of the Organization |18-25 | | | | | | |3.1 Introduction of the organization | | | |3.2 Network/Products/Branches of organization | | | |3.3 Flow Chart of the organization | | | |3.4 Mission of the organization | | | | | | |4 |Chapter 4: Introduction of Talent Management |26-30 | | | | | | |4.1 Introduction of Talent Management | | | |4.2 Talent Management v/s Traditional HR Approach | | | |4.3 Understanding Talent | | | |4.4 Human Capital Management | | | | | | Talent Management Survey Index |Sr. No. |Name of Chapter |Page No. | |5 |Chapter 5: Talent Management |31-42 | | | | | | |Meaning and Definition of Talent Management, Importance of Talent | | | |Management. | | | |Challenges of Talent Management, | | | |How to Manage Talent? | | | |Steps involved in Talent Management Process | | |6 | |43-49 | | |Chapter 6: Performance appraisal | | | |6.1 What is Performance appraisal? | | | |6.2 Methods of Performance appraisal | | | |6.3 How performance a ...
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