Managing Talent Case Study

Managing talent has emerged as one of the greatest problems faced by MNC’s in India.

Using three examples from industry, illustrate how organizations are managing talent in their organization?

In one of the interview by Mark Zuckerberg reveals his thought on talent “Hiring for talent is more relevant than hiring for experience.” He also mentioned Less-experienced new hires may be willing to take more risks and have more potential than people with good amount of experience while joining. Let us first understand what Talent Management is in an unsophisticated way before we discuss complexity of this word.

Every organization set their respective strategies and operational goals and objectives. To fulfill these objectives, goal and strategies

We often talk about human resource when discussing talent management. Human resource indeed plays a very important role and up to an extend talent management fits under HR agenda. The major reason can be because HR prime role is to attract recruitment, retain, promote and develop the resource in the organization.

Many books have been introduced, many research have been conducted to understand the key factor impacting talent in the organization. The War for Talent by McKinsey written in 2001 has done a lot in answering few difficult questions and so do a research of Richard Florida who is founder and director of the Software Industry Centre at Pittsburgh's Carnegie Mellon University. The War for Talent was written after lot of intensive case studies and surveying 13,000 executives at more than 120 companies. Therefore, came up with five key elements which would be helpful to win the war of managing managerial talent which includes EVP employee value proposition, build a long term recruiting strategy, investing in talent pool, etc. whereas, Richard Florida’s research talks about loyalty, salary and career opportunity in today’s temporary, insecure and mobile world. In my opinion, it’s about how you create a community of potential employees in your organization as successfully followed by Rusty Rueff, a senior vice president of HR at Electronic Arts who used internet technology to create a community of potential

The main focus was to keep the talent within the organization. Godrej 360 degree feedback was very successful, recognizing top talent globally, performance management, education and career development for employee in the organization. Since then Godrej recollected and never looked back. Now talent management is top on the agenda for the higher management. CEO says, keeping the good talent in the company which matches company’s culture, understands the business , go extra mile for the company is important. His thoughts clarify how serious efforts he invests in talent and man power. According to Godrej, top management tries to speak to every individual who is taken on board. Company’s right image is by its people and if you don’t get the right people, possibilities of you won’t get anything right is higher. To sustain organizational growth in today’s market it is important to keep investing in your employees and understand the job market intensively. They also started keeping talent data of top 100 employees. By this they derived next 500 employees who are at a very high stage of getting into top 100. The approach was effective and quite helpful for people and the organization grow