Talent Management Issues & Practices In Indian Organization To Retain Employees

 

Preliminary Research Proposal

 

 

 

 

 

 

 

“TALENT MANAGEMENT ISSUES & PRACTICES IN INDIAN ORGANIZATION TO RETAIN EMPLOYEES”

 

Area of Interest: Organizational Behavior

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

By

 

Khushandra Sharma

Sr. Manager-Training & Placements

Galgotias University, Greater Noida

khus.bly@gmail.com, 8755293250

 

 

 

 

Introduction

 

In current scenario, cut-throat competition has emerged the issue to reanalyze & reform the Talent Management practices to drive the business functions efficiently & effectively. The globalization has offered the multiple job opportunities to the market, where stopping people to look for a change is a big challenge. People now days are getting attracted towards the high-pay jobs, enriched job profile & short-terms growth. To keep employee stick to the organization is enormously difficult. This prevailing circumstance triggered tough challenge to HR Professional to retain the employee. Appropriate planned strategies and deliberate efforts in that direction is the need of the day for the sustainability of the business activity.

Employee retention is a critical part of discussion in Talent Management issues.  This is because when an employee leaves the organization it incurred cost for the organization from recruitment till the employee start working with the organization. In addition, it also disruption the working routines of the remaining employee and reduced the organization performance. Therefore, many organizations are exploring how they are able to retain the employee for a longer period of time.

 

Research Topic

I propose to document, what practices organizations are adhering in order to retain the employee & why the organizations are unable to retain their employee for a long. The gap has to be analyzed between Talent Management practices followed by the organization & Employees retention Issues. The analysis of gap will highlight the factors prompting issues in Talent Management. Hence, new & innovative practices can be suggested in the area of Talent Management for Employee Retention. I am hopeful that such understanding will allow the development of a generic model of the positive employee retention practices for Indian Organization.

Accordingly, the research title of the thesis is “Talent Management Issues & Practices in Indian Organization to Retain Employees”

 

Research Objectives

The purpose of this study is to examine and analyze the employee retention practices followed by Indian Organization.

The above broad objective is divided into the following sub objectives

• To examine the retention practices of Indian organization in the light of their impact on the organization

• To examine and analyze the tools available for retaining employees

• To suggests new and innovative practices in the area of talent management.

 

Literature Review

To develop the research idea, I have reviewed literature from the disciplines of philosophy, psychology, management theory and of course talent management practices.

The top five Employee retention in organization factors included: (Bhatnagar, 2007)

(1) exciting work/challenge;

(2) career growth/learning;

(3) relationships/working with great staffs and employees;

(4) fair pay; and

(5) supportive management/great manager and supervision

 

The success of organizations depends on employee retention which helps the organization in reducing employees turnover intention and enhancing organizational efficiency (mohsen, 2007).So, organizations pay more attention on retention and attraction rather than recruitments and selection to survive in competitive environment (Holland et al, 2007) and talent management plays an important role in this process. Talent management is one of the most important factors in ensuring sustainable organizational success (McDonnell 2011, p. 169).

Outline Plan & Research Methodology

Research is proposed to study the talent management practices followed by Indian Organizations to retain their employee. The organizations have been chosen from India because it’s well-known that Indian organizations are curiously looking for the innovative model of Talent Management to get rid from the prevailing issues of employee turnover. Somewhere or other, every organization is taking the consultancy services to improve the employee retention ratio. The Indian organization also chosen because I have senior management contacts inside of many organizations, which may ease the process of obtaining permission and gaining management support for the research work.

 

At this early stage I have yet to develop a research methodology however I am inclined to employ an exploratory research. It is my understanding that this research focuses on explaining the aspects of study in a detailed manner. It seems to me that this is an appropriate approach given the proposed research topic and preliminary questions; however, I would greatly appreciate some guidance in this area.

Sources of Data: Primary data will be collected by drafting questionnaires to the employees of the selected companies and secondary data will be collected from books, journals, articles and websites.

Sampling Technique: Judgmental or Convenience sapling technique will be used to collect the primary data. This is an exploratory research where the interest is in getting an inexpensive approximation of the truth.

Data analysis and tools: Analysis of the data will be conducted by using the frequencies and ratios and Chi-Square to test the hypothesis.

 

Potential Contribution of this Research

Potentially this research would assist in the development of a generic model of the positive employee retention practices for Indian Organization. This would assist the organizations to select appropriate practices (outcomes from research) and provide a basis for evaluating their existing talent management system. The new and innovative practices in the area of talent management will help them to manage the employee retention issues & bring the positive leads towards the employee’s satisfaction.

 

References

·       Bhatnagar, J. (2007). Talent management strategy of employee engagement in Indian ITES employees: key to retention. Employee relations, 29(6), 640-663

·       Irshad, Muhammad (2011), “Human Resource Practices and Employee Retention”, January 2011, PUB. January 2011, Vol. 4, Issue 1, pp. 8.

·       McDonnell, A. (2011). Still fighting the “war for talent”? Bridging the science versus practice gap. Journal of Business and Psychology, 26(2), 169-173.

·       Ramlall S. (2003), “Managing Employee Retention as a Strategy for Increasing Organizational Competitiveness”, Applied H.R.M. Research, vol. 8(2), pp. 63-72.

·       Holland, P., Sheehan, C., & De Cieri, H. (2007). Attracting and retaining talent: Exploring human resources development trends in Australia. Human Resource Development International, 10(3), 247-262.

·       Hartley, D. (2004). Digital Beat. T+D. 58 (3), 22-25.