Introduction:
The recession is healthy, from time to time. The recession helps to stop the businesses, which are not bringing value added and the human capital is transferred to more vital businesses at lower costs. In the companies, which survive the recession, the HRM Role is very important. The recession is very dangerous for the companies. During the times, when the business grows dramatically, the HRM Function introduces different policies, which are focused on spending money. The company was able to carry all the costs and the employees started to take the policies as the standard.
The HRM Function can serve as the navigator and facilitator for employees, but the HRM Vision for the recession has to be defined and clearly communicated and explained to HRM employees. The HRM Management has to communicate the full story as the HRM Employees have usually access to confidential information and they can build a good picture of the organization’s health very quickly. The HRM Vision for the Recession should be about the trust and honesty. The HRM Employees have to understand the need to make changes and to make the cuts in the procedures they introduced and run for the organization. The HRM Management has to be proud to announce the cutting of job positions in the HRM Function and to explain the reasons for selecting the employees to be fired. The HRM Vision for the Recession can play a significant role in the success of the HRM Function in the recession. The HRM Management Team has to set it as a priority and the vision has to be transformed into actions quickly.
Talent Management, as the name itself suggests is managing the ability, competency and power of employees within an organization. The concept is not restricted to recruiting the right candidate at the right time but it extends to exploring the hidden and unusual qualities of your employees and developing and nurturing them to get the desired results. Hiring the best talent from the industry may be a big concern for the organizations today but retaining them and most importantly, transitioning them according to the culture of the organization and getting the best out of them is a much bigger concern.
Objectives of the Study:
• 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.
• To identify various upcoming challenges of talent management
• To establish upcoming trends in talent management.
• To identify the ways to retain the best talent.
The study will contain the analysis of five companies: Coca Cola, Dell, Wipro, L’Oreal and IBM.
Number of Pages of Project Report: 126
Package Includes: Synopsis/Project Proposal + Project Report
Project Format: Document (.doc)
Table of Contents of Project Report:
Chapter 1: Introduction
1.1. Executive Summary
1.2. Meaning of Project
1.3. Objectives of the Project
1.4. Problem identification
1.5. Research methodology
1.6. Literature review
1.7. Hypothesis
Chapter 2: Talent Management
2.1 Introduction
2.2 Benefits of Talent Management
2.3 Financial Benefits of Talent Management
2.4 Principles of Talent Management
2.5 Process of Talent Management
2.6 Talent Management Consulting / Outsourcing
2.7 Talent Management – Opportunities and Challenges
2.8 Current Trends in Talent Management
2.9 Myths about Talent Management
2.10 Talent Management system
2.11 Talent Management strategy
2.12 People problem in Talent Management
2.13 Talent Management as a profession – Unleashing the gifts and talents of Human
2.14 Employee Value Proposition – Meaning and its importance
2.15 Application of Talent Management in current economic condition
2.16 Recruitment and Retention
2.17 Return in investment on Talent Management
2.18 Talent Management for new generation
2.19 War for talent in Global Economy
2.20 Talent market place
2.21 Talent Management and poaching talent
2.22 Talent Management and succession planning
2.23 Achieving competition advantage through Talent Management
2.24 Performance Management – Internal component of Talent Management
2.25 Talent Management – upward is not the only way forward
Chapter 3: Talent Management in Companies
3.1 Talent Management in Coca Cola
3.2 Talent Management in Dell
3.3 Talent Management in Wipro
3.4 Talent Management in L’Oreal
3.5 Talent Management in IBM
Chapter 4: HRM and its role in Talent Management
4.1 Introduction
4.2 Importance of HRM
4.3 Scope of HRM
4.4 Processes in HRM
4.5 Strategic HRM
4.6 Global HRM
4.7 HR challenges – how to cope up with them efficiently
4.8 Role of HRM in Talent Management
Chapter 5: Data Analysis
5.1 Introduction of Data Analysis
5.2 Questionnaire
5.3 Testing of Hypothesis
Chapter 6: Findings
Chapter 7: Recommendations
Chapter 8: Limitations
Chapter 9: Conclusion
Chapter 10: Bibliography
