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The interviews were conducted on the basis of a set of pre determined questions. There was a variation in order these questions were asked as there was a need of amending the questions depending on the flow of the conversation. This is advantageous as it gives the researcher the flexibility to add or omit questions depending on the activities existing in the organization. Thus make it easier for the researcher to give importance to 'why' instead of 'how' and 'what'.

Secondary research was developed mainly from journal articles that offer concepts, theories and in depth reviews. The information from reading the secondary sources about talent management was analysed further using the primary research for qualitative approach as a part of the pre-coded approach as suggested by Fisher (2007).

Interview Question

According to Fisher (2007) there are three fundamental stages to construct a questionnaire. They are as to identify the questions, to formulate the final questionnaire and to word the questions. The questions are framed with help of literature review (chapter 2). The literature review was focused to achieve the objectives and to formulate the interview questions more easily. All questions are framed with a deliberate effort to directly hit the objectives. The chosen wordings for questions are used with an additional care are taken to avoid hypothetical, leading questions, arrogant questions, double questions and uncertainty. A comprehensive set of questions were formulated for the interviews in such a way that they provide entire illustration of the talent management practices of the firms under research. The following figure describes the process involved in framing the research questions.

The questions for interview were classified under the following broad headings to facilitate an understanding and compare the Talent Management aspects identified in literature i.e. competency frameworks, talent management strategies, assessment techniques evaluation of the training effectiveness, and use of innovative talent management strategies.

Target Sample

The sample in a qualitative research provides mainly explanations of particular mindset and behavior than quantifying the degree of coverage in the population. According to various researchers (Fisher, 2007; Anderson, 20009; Bigham, 2008) and the National Centre for Social Research (2002), for qualitative samples the sample size is not required to be as large as the samples in a survey. They emphasise that it is neither desired nor required. However, it is definitely important that the sample in qualitative research is selected deliberately to cover the diversity and range present in the target sample. In this research the sample comprises of ten large size ITITES companies based in India which includes five foreign and five domestic companies.

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