Talent Management: Factor Analysis in ICT Organizations, Practices and Employees Perceptions

Author(s) : Dr. N. Sundarapandiyan
ISSN : 0974 - 497
Year : February 2019 | Volume : 13 | Issue : 1/4

Abstract: Human Resource practitioners have to battle the general perception that human resources are just a function or a cost centre; it has no actual impact on the performance of organisations. All other functions’ performances can be assessed based on different types of indicators and tools, but the HR function is just seen as the qualitative measurements and is intangible. HR function and practice need to prove its worth by delivering solid evidence of the value additions by its services.

The main objective of this study is to find out the current talent management practices and perceptions of ICT Employees in India. From the literature reviews, it was found that the organizations have talent shortages. Especially the ICT organizations in India are at present facing 48% of talent shortage, which is higher than what was prevailing last 10 years. This study is framed with examining different models in sourcing, training, and retaining the top talents along with the related talent management and maintenance activities, such as talent sourcing, work-life balance, compensation plan, performance appraisal, rewards and recognition, learning and development, talent retention and succession planning.

A descriptive study was carried out, and original and factual data from the employees of ICT organisations to find out their perception on Talent Management practices and expectations of their organisations and evidence-based literature reviews were included in the study analysis. The study is based on primary data collected from employees of ICT organisations with the help of a pre-tested and structured questionnaire and corporate reports, most of which are global players. There were 363 responses screened out as error-free for data analysis. Collected data were analysed using statistical tools to bring out the talent management practices and the employees opinion on the important factors to be considered to maintain talent retention and proper succession planning.

Talent management strategies facilitate the organizations to play talent development, elevation towards their future key positions which could enhance the company’s services to their clients. The company’s talent management practices better enhance its futuristic corporate image, as most organizations today focus on their corporate branding.




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