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egy in an organisation is identified as a best practice in chapter two. It is found to be an important factor for a talent management strategy is heighted in the literature to be a strategic practice (Wellions, Smith and Erker, 2009; Becker, Fineman and Freedman, 2004). The involvement of the CEO also points out that there is a talent management strategy in place. It has also been found that having a talent management strategy in place will improve the performance of employees delivering superior results. When asked how often do the CEO's and HR have a discussion on talent managing activities all the respondents replied on yearly basis for the reviews.

Linking talent management goals to your business goals

In the literature it was indentified that not only having a talent management strategy in place is important but it should be aligned with the business goals (Hewitt, 2008; Wellions et.al, 2009). When asked the respondents if they find it difficult to link the talent management goals to business goals. The respondents stated that since the CEO is involved it becomes easier to align the talent and business goals

Respondent B3 gave a isolated response that 'if the business requires then we do it . Respondent A3- 'our business is driven through people so we ensure the strategy is aligned', Respondent B2- ', the combined decision the HR and Business leaders take ensure that decisions made link to the corporate goals'

B5 and emphasised that they believe that business is driven by people and so linking the talent goals are difficult. All the other respondents found it challenging to align their talent goals to the long term corporate goals.

Though one of the respondent's response was not helpful. The rest of the responses reveal that if the CEO get involved in the activity of talent management strategy then the goals are often linked with business goals.

Talent Acquisition

Six companies said they give more importance to internal resources to any position that is available in the organisation but they even stated that in terms of quality of the skill requirements internal recruiting was not being of much help. But they agreed that it increases the employee morale and enhances employee's commitment (Bernardin, 2003) to the organisation. This will further decrease the attrition rate which is quite high in the Indian IT ITES sector (Bhatnagar, 2007).

On the contrary B5, A5, B4, A4 said they do not go for internal talent for high profiles as couple of job roles are very critical and needs talent from outside the organisation. Overall almost all firms were found to give preference to encourage employees and give growth to them which was identified as one of the best practices in recruiting literature. Another innovative practice to attract and acquire talent by innovative ways (Budhwar and Bhatnagar, 2007 and Reed, 2001) identified in the literature in discussed in the later part under innovative practices of managing talent.

Performance Management

The next best approach identified in the literature i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。