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人才对企业发展有何作用?-曼彻斯特论文代写

2016-12-26 | 来源:51due教员组 | 类别:更多范文

英国Dissertation代写论文精选:“人才对企业发展有何作用?”,这篇论文主要讨论了人才对企业发展的重要性。论文指出,对于企业的成功而言,拥有大量的人才是极为重要的,适当的人才能够为企业贡献力量,能够提出卓越的思想,并促进企业的发展。

 

Introduction

 

The purpose of this chapter is to provide this dissertation with a concise opening. It outlines the reasons for choosing this topic for research with a background study. In addition to the rationale of research, the research aims are also described, by clearly outlining the research questions. The research methodology used to achieve the research aims will be highlighted with a detailed methodological model. Finally to make it easier for the reader to understand the overview of the research, the structure of dissertation is explained.

 

In an interview with Fishman (1998), the McKinsey director Michaels who was a part of the McKinsey team's report titled 'The War for Talent' asserts that for a company's success talent is the key factor because in the right kind of culture talented people come up with superior ideas and appropriately implement them along with developing other people.

 

Apparently, talent has become the most important resource. Over the next few years people who are smart, talented, sophisticated, responsive and globally shrewd will be considered as the most important corporate resource. The gap between the demand and supply for talent will soon develop when the demand for talent will go up and the supply of it will be going down (Hiltrop, 1999; Fishman, 1998). This particularly seems to be the case with the Indian Information Technology (IT) and Information Technology Enables services (ITES) sector where there is a prevailing demand for highly skilled labour to accommodate the growing demand for IT services but apparently, there is a lack of right skilled workforce. Furthermore, due to the lack of rightly skilled people, high attrition rates and rapid technological developments in the Indian IT-ITES sector, the Human Resource (HR) professionals identified talent management as the critical issue to be addressed on priority basis (Simhan, 2006; ibef, 2009; Arora et al, 2001). Since the Indian IT-ITES sector has to face the challenge of managing the talent, talent management is an important human resource practice in this industry.

 

The case of India

 

In recent years India has witnessed a boom in the economy with developments in the service industry and the IT-ITES sector are emerging as main drivers of the economy. The year 2009 was a year of transformation in the Indian IT - ITES sector. An analysis by Nasscom shows that this sector grew by 12 percent in FY 2009. Furthermore, according to a study by Springboard Research, it is estimated that the Indian IT sector will continue to be the fastest growing in the Asia-Pacific region with an annual growth rate of 18.6 percent. It is even estimated that there will be up to 7 percent increase in the total computer sale by the end of year 2010 (Nasscom, 2009; ibef, 2009).

 

Companies intending to offshore their IT-ITES owing to the increasing cost pressures in US and Europe prefer India. IT-ITES include a variety of services from data processing to customer support, voice operation and activities relating to market analysis and research. Thus, the foreign firms looking to consolidate their presence in India outsource to third-party service providers. The Indian IT-ITES sector comprises of service related firms, foreign and domestic firms. If the same rate of growth continues then as per the Forbes research in India there will be a potential shortfall of approximately 235,000 IT-ITES professionals and demand will out-pace the supply (Simhan, 2006; Bhatnagar, 2007, Nasscom, 2009).

 

Though, Indian IT sector holds a powerful position, the technological innovation, uncertain economic conditions, fierce domestic and international competition increases the demand for industry-oriented professionals with appropriate skills. The companies offering specialized high end services with higher level of technologies prefer to retain their competitive advantage. Hence these firms have to carefully manage talent. Though, there are numerous employees who have the required technical skill for the job but they lack the cultural skills to fit into an organisation. Furthermore, the firms in ITITES sector at present have a major attrition problem due to low employee engagement (Bhatnagar, 2007; Budhwar and Bhatnagar, 2009).

 

Research aim

 

The aim of this research is to investigate the talent management practices of organisations in the IT-ITES sector in India and to investigate the extent to which these firms have adopted the best talent management practices identified in literature in this topic of HRM (Human Resource Management). Further, in case the finest talent management approaches are not being adopted, the researcher intends to identify the reasons for the same. In addition, there is lot of competition in IT-ITES sector as both the foreign and domestic organisations target the same talent pool. This study seeks to explore have the companies adopted more sophisticated methods in order to have the best people in the organisation. The importance of adopting finest approaches in this sector cannot be ignored, especially because there is a need to retain talented employees in a market where there is a shortage of skill a wide demand-supply gap Simhan (2006). In addition since both domestic and foreign companies target the same workforce, the labour market in this sector is extremely competitive, this has developed enthusiasm among the firms to implement the best practices in all the fields of management, to increase their performance and efficiency. Hence, to explore how talent management is implemented in a developing country India seemed to be a appropriate option (Budhwar and Bhatnagar, 2009).

 

Objectives

 

The purpose of this research is threefold. First, to discover the extent to which these firms follow the finest talent management practices outlined in literature. Second, to explore the extent to which the companies have adopted innovative approaches to manage talent and have these methods been helpful in the Indian context. Third, to evaluate if the foreign companies follow more refined talent management approaches compared to domestic companies and hence consider whether we can learn from foreign firms in terms of adopting finest talent management practices in the Indian context.

 

The above stated questions are important particularly in the IT-ITES sector as the Nasscom (2009) estimates reveal that this sector will face acute shortage of skilled workforce and thus it will be necessary for firms to implement best practices in talent management to maintain their competitive advantage by employing high quality workforce.

 

Research Methodology

 

The primary method for this research is interview to know the extent to which companies practice the finest and innovative talent management approaches. In order to obtain a better understanding about the current status on talent management approaches in Indian ITITES sector, the HR professionals at managerial level were interviewed. This is supported by secondary research mainly developed from journal articles that offer concepts, theories and in depth reviews, HR related publications. As Fisher (2007) asserts the information gathered using this secondary resources is analysed using primary research. The figure 1.1 demonstrates the methodological model of the research which helps in achieving the proposed research aims.

 

Methodological model

 

All the chapters in this dissertation are framed in accordance with research aims and objectives.

 

Structure of the dissertation

 

This outline of the research will try to provide a brief understanding to the reader on how the entire research is structured. In order to achieve the research objectives this research paper is divided into seven chapters. The chapters are as follows:

 

Chapter 1- Introduction

 

A concise introduction to the topic under study with an explanation of their specific aims and objectives are presented in this chapter. Further, with a help of a methodological model it also explains the research methodology adopted.

 

Chapter 2- Theoretical background and introduction on Talent Management

 

This research will start by presenting a theoretical background to Talent Management i.e. its definition and importance in organisations. This is followed by a comprehensive review of the best practices, innovative strategies including employer branding and usage of technology on talent management that are identified in literature.

 

Chapter 3: Research Questions

 

On the basis of the theoretical developments, this chapter explains the three research questions that the researcher wishes to explore.

 

Chapter 4- Research methodology

 

The research methodology used for collecting the data and its limitations is described in this chapter. In order to gain a in-depth understanding of the respondents attitudes and point of view. The data collected will be analysed in next chapter.

 

Chapter 5- Data analysis

 

The findings of the research are analysed and discussed in detail here. These findings attempt to give answers to the research questions developed by the researcher

 

Chapter 6- Conclusion and recommendations

 

In this chapter besides the managerial implications resulting from the study the conclusions drawn from the research are presented and recommendations for future research.

 

 

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