in as much as the economy has increasingly advanced, the importance of excellent talent is becoming a top priority for most organizations. 1 introduction in this competitive business environment, recruitment and selection practices play a vital role for the growth of a business. leaders shape the way people think and behave, leaders are viewed by others as role models, and employees look around to see if their behavior is consistent with the organization promotion, values and philosophy. bussey, cathy (2009) described the hr department to maintain the knowledge and skills of the employees. to know the capabilities of employees those are needed in the future and mold the employees to achieve the organization goal.
introduction as we are living in the competitive world in which everyone is trying hard to reach above than others in the organization, every big and reputed business organization is looking for skillful persons who are willing to learn or who are willing to give their best efforts or who are very good at employability skills. one of the major challenges for the global manager is to bring about employee creativity and their ability to manage change. it is these companies that strive to go to great lengths in developing employee induction programs and that place their employees at the center of their operations. managerial accounting is an alternative term for management accounting which defined as the procedure of preparing management accounts that provide precise and timely key financial and statistical information to make day-to-day and short term decisions by the managers in the organizations (businessdictionary.com, 2015). requiring certain competencies during the hiring process will ensure the team members are able to be successful in the position as well as other positions with the same competencies.
thus, this research is important to academia and manager’s level to develop talent management and human resource strategy in the organizations.  benson, j. and zhu, y. the emerging external labour market and the impact on enterprise’s human resource development in china. strategic talent management: a review and research agenda. the dialectics of human resource management in cuba. international journal of human resource management, 15(7), 1280-1292. upstarts: how gen y entrepreneurs are rocking the world of business and 8 ways you can profit from their success. european journal of training and development, 36(1), 5-24. human resource development literature: current issues, priorities and dilemmas.
talent management: issues of focus and fit. cultural myths in stories about human resource development: analysing the cross-cultural transfer of american models to germany and the cote d’ivoire. retrieved may 3, 2017, from /money/jobcenter/ workplace/communications/2002  kogan, l. s. and m. j. muller (2006). ethnographic study of collaborative knowledge work. the young and the restless: gen y’ers in the workplace: are you prepared? the structure and function of human capital emergence: a multilevel examination of the attraction-selection-attrition model. global talent management and global talent challenges: strategic opportunities for ihrm. international journal of training and development. 7 (2), 108-123.
retaining and developing the talented employees in the organization are the critical success factor which depends upon a number of factors in addition to salary many things can be replicated in an organization by other players in the business environment such as innovation, market competitiveness, launch of new products the research objective for this study is to develop conceptual framework of factors affecting talent management among gen y in organizations., factors affecting talent management ppt, factors affecting talent management ppt, factors affecting talent management pdf, 4 pillars of talent management, talent management process.
talent management is gaining popularity as a significant predictor of employee and business performance. it enhances integration of new workers, the research objective for this study is to develop conceptual framework of factors affecting talent management among gen y in organizations. the specific objectives was to find out how organizational culture affects talent management, to establish the extent to which training and development affects, aspects of talent management, stages of talent management, talent management strategy, scope of talent management, external factors that affect talent planning, internal factors affecting talent planning, talent management types, meaning of talent management, talent management being used as a lever for culture change. what are the factors affecting talent management? what are the challenges in effective talent management? what are the four key elements of talent management? what factors affect resourcing and talent planning?
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