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To sum up after reading the literature it seems as though talent management is a complex process which needs further research. From the literature it is evident that an organisation must design a talent management strategy keeping in mind the organisational needs. Moreover, the study by Budhwar and Bhatnagar (2004) clearly shows the importance of talent management and formed a conceptual model they were successful in identifying the core practices required for a successful talent management approach in an organisation.

Innovative ways to manage talent.

Despite the advantages of traditional practices, companies have begun using the company image and various other innovative approaches with regards to their talent strategies. In a highly sophisticated market place where businesses are eager to acquire an individual with right competencies, there arises a need of innovative tools and techniques to overcome the shortage of key talent. Companies might create a competitive advantage by making an investment initially on developing suitable new approaches in order to replace the outdate approaches to manage talent. This is particularly suitable to the ITITES companies in India as the organisations might be able to attain a good return on investment by implementing innovative talent management strategies (Luszez and Kleiner, 2000, Taylor and Collins, 2000, Bhatnagar and Budhwar, 2009). The second research aim is thus to examine usage of these refined and innovative practices to manage talent and evaluate if these approaches have been successful in the Indian context. The ways identified in the talent management literature comprises of investing on technology by using softwares to track, measure and assess the efficiency and performance of the employees. In addition to technology employer brand was identified as a key element in managing talent making it evident that a positive employer brand is vital to acquire and retain the best talent. The real challenge is to keep the energy flowing and come up with creative and new ideas to face these circumstances where both employees and employers are in need of each other (McCartney, 2009, HR focus, 2006, Taylor and Collins, 2000).

Use of technology in Talent Management

Information technology has made its way rapidly into business in the past decade. This growth of technology has resulted in organisations managing the employee information to manage talent with the help of software tools. As Reed (2001) confides if an employee works till late in the evening might make him a hard worker but he might even be the slowest. In the current age where people are reviewed on their output than the input, technology plays a vital role in acquiring and retaining key employees. Through sophisticated data analytics, talent management strategy can be implemented easily. The tools help in tracking competency, retention, attrition and various other information needs relating to the employees and make it easier for the top management to take quick decisions with regard to its employees. In order to implement a strategic decision, talent management needs to be aligned with an integrated system of the company's information pertaining to its employees with the help 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。