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To sum up, it was eminent that employer branding was seen as an important attribute by both foreign and domestic companies as the labour market in India is highly competitive. Precisely the branding measures implemented by these ITITES companies were: hoardings, advertising, campus branding, creating awareness through community services and seminars. Hence both foreign and domestic firms have implemented innovative strategies. With regard to forecasting the talent management requirement it was found that all the foreign firms forecasted their future talent needs. In case of domestic only two companies took necessary steps to plan their workforce.

Thus, research question 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.

Chapter 6

Conclusions and Recommendations

The conclusion and recommendations which are a result of discussion and analysis of the research results from the previous chapter are presented in this chapter. Here the researcher intends to present a concise summary of the major findings and conclusions in accordance to the research question derived earlier in this research.

Conclusion:

A recap of the three main aims of this research is required before concluding. They research aimed to explore :

The extent of adoption of best practices in talent management practices.

Usage of innovative talent management strategies.

Differences in talent management practices of foreign in comparison to domestic firms in any.

This research was intended to answer three research questions and in order to formulate the conclusions this section will review the major findings of the research in relation to each research question.

Research Question 1: The extent of adoption of best practices in talent management practices

This research question will be studied under broad headings i.e. talent management strategy in place, CEO's involvement, alignment of business goals to talent goals, talent acquisition, development, and retention.

The ITITES firms are effectively managing their talent when compared their approaches to manage talent to the ones identified in the literature. Even the start up company had couple of the best talent management practices in place. It was noted that irrespective of whether firms having a explicit talent strategy, separate talent management unit every company seemed to be looking forward to acquire the best talent with a intention to develop and retain them.

On the whole it can be concluded that well established firms both domestic and foreign have most of the best approaches in practice. Some companies might not feel the need of excessively make an investment on various softwares or giving additional perks to manage talent but are definitely aware of the importance of talent management.

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