Impact Of Talent Management Practices And Its Strategies In HRM

Talent Management(TM)can be considered a new and improved form of Human Resource Management(HRM).It breaks the imperfections of the traditional HRM and provides a new approach in terms of sustainability,systematic thinking and manageability to the HRM approach.TM is slowly becoming one of the fastest developing topics in HRM especially in the field of academics and in management.Despite all the scholarly article and published research there is still a very huge gap as to how TM works,its impact on employees,its practices and its implementations in different organizations and what are its impact on employees and usefulness in the field of HRM.In fact,there is a very little knowledge about TM implementation is development in organizations and its perceived outcomes.The first study was conducted in order to understand Talent,Talent Management(TM),its strategies,its impact on the working environment and also evaluating TM role in Human resource Management(HRM).Here in this study a systematic approach is followed in which first meaning of Talent,Talent Management,its strategies and its role on the working environment and HRM is studied by making use of qualitative analysis and using open ended questions.The research was conducted in government owned institution like educational institution where TM practices are very important.The strategies involved in TM interact with HRM generic strategies and thus helping to reduce employee's turnover.TM strategies with their expected outcomes and the effects of TM on HR,its perceived outcomes in the organizations in terms of employee's motivation,effective succession planning,employee branding,employees developmental policies like training and development,skill building process and impact of these polices on employees in terms of employees retention and employee branding all of these points are studied to give an in depth view about TM impact on HRM.In addition to TM practices and its meaning,research was also conducted by implementing TM in collaboration with E-HRM and using E-HRM as a tool for improving TM practices in organization.The second study was implemented in a telecom organization where E-HRM is used an essential tool for TM practices.The third study was about implementing TM in collaboration with Big Data technology was in order to create a smart TM system which will not only evaluate employees automatically but it will also help in recruiting and improve day to day functions of HRM.Nowadays TM is a prevalent topic among both scholarly articles and in academia.For a significant comprehension of the idea for TM a more profound definition of TM is needed,since the meaning of TM has effects on TM practices that are being implemented.The purpose of this research is to understand the role of TM in HRM and its effects on employees,its effect on the working condition and the working environment.The research is done on TM in order to grasp a reasonable comprehension of TM practices that are in place or practiced.Furthermore to discover the usefulness of E-HRM and big data in collaboration with TM.