Adhigrahan
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This document discusses talent management strategies for the 21st century. It addresses adapting to uncertainty in talent demand by employing people in small batches from multiple sources rather than all at once. It also discusses improving returns on investment in developing employees. Companies are saving costs by reducing internal training and having employees contribute to development program costs. Employees sign contracts to repay costs if leaving before a set time, and companies stay in contact with employees after they leave.
Adhigrahan
- 1. Talent Management for the Twenty First Century Group 5 Janmey Patel 202 Shashank Mohore 228 Aniket Gupta 229 Parandeep Singh Chawla 231
- 2. Flow of Presentation Adapting to the uncertainty in Talent Demand Improving the Return on Investment in Developing Employees 22 November 2012 LBSIM-Finesse 2
- 3. About the Case 22 November 2012 LBSIM-Finesse 3
- 4. Adapting to the uncertainty in Talent Demand Employing people in small batches rather than employing a whole chunk at a single time. Not to rely on just one source for the supply of the desired candidates. 22 November 2012 LBSIM-Finesse 4
- 5. Improving the Return on Investment in Developing Employees Companies today are saving on by reducing cost incurred due to training employees internally. Companies generally ask employees to contribute towards the cost incurred in these development programs. Employees engaged in these development programs are made to sign a bond or contract that if they leave the organization before a stipulated time period they will have to pay back the cost. To be in contact with the employees even after they leave the organization. 22 November 2012 LBSIM-Finesse 5