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demand-supply gap, inadequate suitability of manpower and skills shortages, it is necessary for IT-ITES firms to implement best practices in the areas of talent management. Nevertheless, no evidence is available in this area to verify if firms have actually adopted these practices. This has encouraged the researcher to study the degree to which the IT-ITES firms in India have adopted these talent management practices identified in the western context. The literature review revealed certain finest practices in talent management procedures. Hence, the first research question (RQ) is derived as follows:

Research Question 1: To what extent have IT-ITES firms in India adopted best practices in Talent management identified in literature?

Proposition 2

The review of the literature shows that firms are increasingly engaged in a war for talent in an extremely aggressive and sophisticated marketplace with their competitors hiring individuals who are particularly valuable to the company and retain them. The traditional approach no longer seems to be sufficient for companies to compete for the talented individuals (Taylor and Collins, 2000). This predominantly holds true in the Indian IT sector for both the foreign and domestic companies which are in constant competition with each other in this competitive labour market to get the best talent. With this arises the need of some innovative methods for managing talent. Therefore the second research question is:

RQ 2: To explore the extent to which foreign companies have adopted innovative approaches to talent management and have these methods have been helpful in the Indian context.

In addition, if innovative and new methods are not being implemented by the firms, the researcher will try to identify the underlying reasons for the same.

Proposition. 3

For the purpose of this research the target sample comprises of both foreign and domestic firms in the IT-ITES sector. Lawler et. al (1995) in their work on HRM observes that when compared to domestic firms, the HRM practices of foreign companies are more structured. Moreover at the foreign firms the approaches to management might differ and the employment methods are relatively more rationalised than the domestic firms. In accordance with this the researcher attempts to find out if there are any differences in the degree of adopting the best practices in managing talent between the foreign and domestic firms and thus reflect on whether we can learn lessons from foreign firms in terms of adopting of best practices in the Indian context. The third research question that emanates from this proposition is:

RQ 3: Do foreign IT-ITES firms follow more sophisticated talent management practices than the domestic IT-ITES firms?

The following chapters intend to provide answers to these three research questions which are a resultant of the theoretical developments in talent management.

Chapter 4

Research methodology

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