英语论文网

f five local private companies and five foreign companies was chosen in order to enable an investigation into their talent management approaches and a comparison of the same between the local and foreign businesses. The sample is focused on large size firms in terms of the number of employees i.e. the average company size is 4000 employees and all the firms under study employ a minimum at least 1000 employees each. The five foreign companies under research are Sapient, IBM , Dell Inc., Seimens and Capgemini and the domestic private companies were are Godrej-Infotech, HCL Technologies, Nipuna Services Ltd and, Company Y*. The designation of the interviewees ranged from senior executives to managers to heads of recruiting or human resources in their respective firms. An overview of the companies and the interviewees is presented in Table 4.1.

Profile of the IT-ITES companies and interviewees under study

In order to collect data the first step was to get in touch with human resources or HR and talent management departments of some IT-ITES firms. The priority of the researcher's priority was to get appointments with either Talent management Heads or the HR heads. However, in some firms they did not have a separate department to manage talent management department but the talent management activities were looked after by the senior HR managers and the people development teams. Moreover, in few companies the HR Heads were extremely hard pressed for time and so the managers or senior executives were chosen to be interviewed.

Pilot Study

A pilot test was conducted prior to sending the final questions to the potential respondents to ensure that the participant would not face any issues in understanding the question (Bigham 2008; Saunders et al., 2003) contends the need of a pilot study which enables assessment of the questions and helps the researcher to know if the interview questions designed are valid will successfully meet the research objectives with reliable information. The pilot study was done with Senior Executives from the Talent and HRM team via electronic mail and online discussion forum. This was followed by making some amendments in the questions to achieve relevant information in the research area. For a sample of the interview questions refer Appendix 1. Further, before the interview the list of the interview questions was sent to the interviewees by e-mail to give the interviewee some time to reflect on the questions. A cover letter was attached stating the purpose of the research and that it is a part of the researcher's coursework and highlighted that the research is not done on behalf of Nottingham Business School. Interviews began with reiterating the questions which were emailed to the interviewees prior to the interview. During the process of the interview, responses were written down and were not recorded because of the interviewees' were reluctant to have their policies on record. The interviews lasted from 25 to 45 minutes. Further, interviewees requested for their HR policies to not be explicitly mentioned against their company name names and two firms requested complete confidentiality (Company X and Company Y).

Limitations of the Res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。