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Journal articles on the topic 'Talent Acquisition Strategy'

Author: Grafiati

Published: 7 June 2025

Last updated: 2 August 2025

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1

Das, Gopa. "Talent Acquisition: It’s evolving Pattern." IRA-International Journal of Management & Social Sciences (ISSN 2455-2267) 6, no. 1 (2017): 45. http://dx.doi.org/10.21013/jmss.v6.n1.p7.

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<div><p><em>It is rightly said that “Change is the only CONSTANT thing in the world”, rightly so human beings or rather HUMAN RESOURCES are continuously evolving with respect to time. Employees of the organization are termed as Talent’s and every organization is having a deep urge to acquire the best of the best talents for their organization .With the emergence of new trends and the introduction of new tools, the talent acquisition process is dynamically evolving. Talent acquisition has emerged as a key business imperative for organization s for its role in sourcing the righ

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Walford-Wright, Gavin, and William Scott-Jackson. "Talent Rising; people analytics and technology driving talent acquisition strategy." Strategic HR Review 17, no. 5 (2018): 226–33. http://dx.doi.org/10.1108/shr-08-2018-0071.

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Purpose This paper aims to study the opportunities that have been created through technological advancement in the talent acquisition industry and how this links to strategic HR management (SHRM) and business strategy. It focuses on how an organisation can embrace the world’s leading technology and compose a unique technology stack to overcome its challenges in talent acquisition. Design/methodology/approach This paper opted for a blend of qualitative and quantitative data gathered through interviews, online questionnaires and the literature review of relevant secondary data. The justification

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Sharma, Kritika. "A Study on Talent Acquisition Among HR Professionals Working in Various IT Service." International Scientific Journal of Engineering and Management 04, no. 06 (2025): 1–9. https://doi.org/10.55041/isjem04118.

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Abstract -: A fierce hiring landscape and rising demand for highly skilled labor are changing the very definition of talent acquisition. Talent acquisition specialists have a challenging task ahead – how do you ensure that talent acquisition is an ongoing, continuously monitored activity? Could the latest tools and technologies simplify talent acquisition processes? In this primer, find out what talent acquisition is and the best practices for talent acquisition at your enterprise. Talent acquisition is defined as the process of developing a full-fledged strategy to attract and recruit top tal

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Fadilla, Adji Muhammad. "STRATEGI BRANDING HUMAS KOTA BANDUNG DALAM MEMBANGUN CITRA MELALUI TALENT PADA INSTAGRAM @humas_bandung." Indonesian Journal of Digital Public Relations (IJDPR) 2, no. 2 (2024): 77. http://dx.doi.org/10.25124/ijdpr.v2i2.7230.

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Strategi branding Humas Kota Bandung telah mengalami perubahan yang signifikan dengan adanya perkembangan media sosial, terutama Instagram. Dalam usaha untuk membangun citra yang positif, Humas Kota Bandung telah memanfaatkan talent lokal pada platform Instagram. Penelitian ini bertujuan untuk menganalisis strategi branding Humas Kota Bandung dalam membangun citra melalui talent pada Instagram. Penelitian ini menggunakan pendekatan kualitatif dengan metode deskriptif. Teori branding yang digunakan dari Wheeler dengan menggunakan empat unit analisis yakni: (1) strategy acquisition; (2) strategy

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Hidayati, Nanda, Setyowati Subroto, Siske Anani, Sitti Husna Noviana Djou, and Maman Musa. "The Influence of Recruitment Strategy, Employee Morale, and Compensation Packages on Talent Acquisition in Technology Companies in Indonesia." Eastasouth Management and Business 2, no. 03 (2024): 274–85. http://dx.doi.org/10.58812/esmb.v2i03.256.

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This study examines the effect of recruitment strategy, employee morale, and compensation package on talent acquisition in technology companies in Indonesia through a quantitative analysis. Data were collected from 150 employees using a structured questionnaire, and analysis was conducted using Structural Equation Modeling (SEM) with Partial Least Squares (PLS). The results indicate significant positive relationships between recruitment strategy, employee morale, compensation package, and talent acquisition. Effective recruitment strategies, positive employee morale, and competitive compensati

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Kumar A. P., Santosh. "Aligning Talent Acquisition Practices to Strategic Business Objectives." NHRD Network Journal 12, no. 3 (2019): 261–69. http://dx.doi.org/10.1177/2631454119888092.

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In this article, I outline five different ways in which the talent acquisition function can contribute to strategic business objectives. First, it is necessary to hire employees who are empathetic to the business values, as talent which is able to empathetically connect to end users of business propositions can build enduring value. Second, while building firm-specific human capital has been seen as a difficult project, appropriate talent acquisition practices could signal how specific forms of human capital can flourish in unique organisational ecosystems. Third, talent acquisition can help i

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RUCHITRA, V., and DR R. THAMILSELVAN. "Talent Acquisition and Retention in HR Strategies." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 04 (2025): 1–9. https://doi.org/10.55041/ijsrem44588.

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Employing human resources strategies focuses on talent acquisition and retention systems since they serve as vital elements to navigate current business environments. The most successful talent acquisition and retention organizations understand the complexity of workforce management activities through their skilled reaction to competitive labour market conditions. A complete HR strategy needs proper attention to talent acquisition alongside retention because multiple HR functions need to work in coordination. Talent acquisition under modern practices combines decision-based workforce developme

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de la Torre, Rocio, Laura O. Calvet, David Lopez-Lopez, Angel A. Juan, and Sara Hatami. "Business Analytics in Sport Talent Acquisition." International Journal of Business Analytics 9, no. 1 (2022): 1–20. http://dx.doi.org/10.4018/ijban.290406.

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Recruitment of young talented players is a critical activity for most professional teams in different sports such as football, soccer, basketball, baseball, cycling, etc. In the past, the selection of the most promising players was done just by relying on the experts’ opinion, but without a systematic data support. Nowadays, the existence of large amounts of data and powerful analytical tools have raised the interest in making informed decisions based on data analysis and data-driven methods. Hence, most professional clubs are integrating data scientists to support managers with data-intensive

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Alden Nelson, Angeline Angeline, Angela Adriyanti Yang, Dennis Yang, Leonard Suryadi Yusuftan, and Whitney Ong. "TALENT ACQUISITION DAN TALENT ON BOARDING PADA INDUSTRI PARIWISATA DI BINTAN." Jurnal Cakrawala Ilmiah 2, no. 4 (2022): 1505–22. http://dx.doi.org/10.53625/jcijurnalcakrawalailmiah.v2i4.4338.

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This research was made to know and analyze the Talent Management Model, Talent Management Study to Talent Management Mapping from companies in the tourism sector, spesifically resort in Bintan island. The method used in this research is a method of searching data from the internet and available materials. For data analysis, the author will use the components mentioned to analyze how the companies of tourism sector in Bintan island manages its talent from planning, attracting, developing, and retaining to transitioning. Then the author gets the companies using a combination of 2 strategies for

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Cunningham, Ian. "Talent management: making it real." Development and Learning in Organizations: An International Journal 21, no. 2 (2007): 4–6. http://dx.doi.org/10.1108/14777280710727307.

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PurposeTo explore ways in which organizations can take a systemic stance on talent management.Design/methodology/approachThe article is based on work done in a variety of organizations plus research in HR functions.FindingsThe need is for a systemic approach to talent management. Just focusing on talent acquisition is misguided and unhelpful.Practical implicationsThe article has real practical implications for leaders/managers and learning and development professionals in setting up a functional strategy for talent management.Originality/valueThe article will be of value to managers and learni

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Pandita, Deepika. "Twitting for Talent by Linking Social Media to Employer Branding in Talent Management." International Journal of Human Capital and Information Technology Professionals 12, no. 2 (2021): 1–12. http://dx.doi.org/10.4018/ijhcitp.2021040101.

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This paper reconnoiters and gives importance to how social networking has been tactically applied as a current means by many companies for branding their companies and inventive talent acquisition approaches in India. This research backs to the arenas of the domain talent management and has crucial suggestions for industry practitioners concerning the practicality of social network websites (SNWs) to organizational branding, talent management. Interviews were taken, which was a qualitative way of getting responses from 78 focussed group discussion with HR professionals working in information t

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P., Madhanagopu* V. Tamilselvi** &. Dr. B. Velmurugan***. "A STUDY ON EMPLOYEE TALENT MANAGEMENT ALAGENDRA SPINNING MILL PRIVATE LIMITED MADURAI DISTRICT: AN ANALYTICAL STUDY." International Journal of Multidisciplinary Research and Modern Education (IJMRME) 9, no. 1 (2023): 133–36. https://doi.org/10.5281/zenodo.8074363.

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These days organization’s talent is its primary source of competitive advantage. Performance of organization depends upon performance of its employees. If employees of an organization possess unique competence, that will differentiate them from their competitors. In this competitive environment retention of talented workforce is a major task for HR managers along with acquisition. Talent management is a very complex and critical task. Right Talent acquisition makes organization strategy more strong. The current global economic situation has increased overall job-seekers in employment mar

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Behera, Bhagavan. "Employee Referrals –The Best Leveraged Talent Acquisition Strategy amid Recession." IOSR Journal of Business and Management 14, no. 1 (2013): 01–10. http://dx.doi.org/10.9790/487x-1410110.

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Si, Xiangzhangyi. "A Study on the Impact of Talent Introduction Policies on Urban Mobility - A Literature Review." Journal of Education, Humanities and Social Sciences 39 (November 7, 2024): 154–60. http://dx.doi.org/10.54097/6nm3v086.

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China is currently in a period of profound economic transformation, where the role of human resources in regional economic and social development has become increasingly pivotal. As the economy shifts towards a more innovative and knowledge-intensive model, the demand for high-skilled talent has risen sharply. In response to this trend, local governments have implemented various talent introduction policies aimed at attracting and retaining talent to promote high-quality economic development. This paper reveals the relationship between the implementation of talent acquisition policies and the

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Kamlesh, Kumar Maurya, and Manisha Agarwal Dr. "EMPLOYER BRANDING INTERNALLY: STRATEGY TOWARD INCREASING ORGANIZATIONAL COMPETITIVENESS AND TALENT RETENTION." International Journal of Human Resource & Industrial Research 2, no. 5 (2015): 01–07. https://doi.org/10.5281/zenodo.10691979.

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<strong><em>Purpose – </em></strong><em>It has been observed by the extensive literature review and through observing new work trends that the employer branding concept has an emphasis on employees" attitudes and behaviors in respect of choosing the organization or to continue with the same with positivity. Talent acquisition practitioners now a day"s starts believing on the talent development apart from talent attraction which given rise to internal branding of employer branding, which argue for a wider range of alignment between the employees" values and those of the brand employer. Ho

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EKERUO, CHUKWUDI, IFEANYI JUDE OSUOHA, HENRY ORJI, and STANLEY CHIBUEZE NNAMDI. "TALENT MANAGEMENT AND ORGANISATIONAL GROWTH: A STUDY OF SELECTED MANUFACTURING FIRMS IN ABA, ABIA STATE." GPH-International Journal of Business Management 05, no. 06 (2022): 09–15. https://doi.org/10.5281/zenodo.6797541.

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Talent management and growth of manufacturing firms are research carried out to evaluate the effects of talent acquisition, talent retention, and career development on a firm’s profits and market expansion. The researcher obtained a sample of two hundred and thirty-six (236) respondents from three manufacturing firms in Aba, Abia using questionnaire. The sample was collected by random technique while the three organizations were judgmentally chosen based on their possession of some desired characteristics. Analysis of variance and multiple regression was performed on the data using versi

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Chu, Xin, Fei Cao, Long Jiao, Jinxue Wang, and Yumei Jiao. "Optimal Allocation of Higher Education Resources Based on Data Mining and Cloud Computing." Wireless Communications and Mobile Computing 2022 (March 9, 2022): 1–9. http://dx.doi.org/10.1155/2022/7067676.

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With the explosion of information and ever-increasing information resources, humanity has entered a brand-new cloud computing era. We are confronted with a brand-new problem: how to quickly and accurately extract the required information from vast information resources. It is even possible to argue that university educational administration is inextricably linked to university teaching accomplishments. The teaching data mining (DM) technology was created in order to extract the required information from vast information resources. People’s ability to find data using cloud computing technology

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Abinesh, Mr, and Dr R. Jeya Rani. "Building A Magnetic Workplace: The Power of Employer Branding in Attracting Top Talent." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 04 (2025): 1–9. https://doi.org/10.55041/ijsrem43973.

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Employer branding has emerged as a crucial strategy in the competitive landscape of talent acquisition. This paper explores the impact of employer branding on recruitment, examining how it influences job seekers' perceptions, attracts top talent, and contributes to overall organizational success. The study synthesizes existing literature and empirical research to provide insights into the components of effective employer branding and its role in shaping recruitment outcomes. Key challenges and strategies for implementing successful employer branding initiatives are also discussed, highlighting

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Khatib, Abdul Karim Khatib. "A REPORT ON RECRUITMENT AND SELECTION PROCESS OF ACCENTURE”." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 08, no. 05 (2024): 1–5. http://dx.doi.org/10.55041/ijsrem34793.

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This report provides an in-depth analysis of the recruitment and selection process at Accenture, a leading global professional services company. Accenture's recruitment strategy is characterized by its emphasis on talent acquisition, diversity, and innovation. The selection process involves multiple stages, including application screening, assessments, interviews, and background checks, designed to identify candidates who align with Accenture's values and culture. The report highlights the use of technology and data analytics in optimizing recruitment outcomes and enhancing candidate experienc

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Utomo, Atyoko, Dian Indiyati, and Gadang Ramantoko. "Talent Acquisition Implementation with People Analytic Approach." Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences 4, no. 1 (2021): 204–15. http://dx.doi.org/10.33258/birci.v4i1.1584.

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The current human resource (HR) fulfillment conditions in this company are still quite low. This can be seen from the percentage of HR fulfillment of approximately 60% of the total HR needs. The strategy of fulfilling human resources through the recruitment and selection process must be done quickly and optimally. The problem that arises is related to the optimization of the talent acquisition process carried out, so that the results obtained are in accordance with the target and have quality that meets the required. In this study, data analysis was used using the random forest method. The met

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Prof., Pushpa Hongal, and Uttamkumar Kinange Dr. "A Study on Talent Management and its Impact on Organization Performance- An Empirical Review." International Journal of Engineering and Management Research 10, no. 1 (2020): 64–71. https://doi.org/10.31033/ijemr.10.1.12.

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<strong>These days organization’s talent is its primary source of competitive advantage. Performance of organization depends upon performance of its employees. If employees of an organization possess unique competence, that will differentiate them from their competitors. In this competitive environment retention of talented workforce is a major task for HR managers along with acquisition. Talent management is a very complex and critical task.  Right Talent acquisition makes organization strategy more strong.  The current global economic situation has increased overall jobseeker

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Mohapatra, Mamta, and Priyanka Sahu. "Building a Sustainable Talent Acquisition Model in a Dynamic Business Environment." International Journal of Human Capital and Information Technology Professionals 9, no. 3 (2018): 42–52. http://dx.doi.org/10.4018/ijhcitp.2018070103.

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This article describes how rapid globalization, changes in the technology landscape, and changes in the way people manage organizations, have increased the need for competent workforce who could be a source of sustained competitive advantage for the organization. Thus, companies specifically in IT/ITES sector are investing huge amount of time, money and resources to build their talent acquisition strategy. Recruitment has mostly been a reactive approach and organizations generally scout for candidates only when there is vacancy. This article attempts to introduce the concept of sustainable tal

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T, ANAINA, and MEGHA K. MURTHY. "An Analysis on Exploring the Role of Social Media in Talent Acquisition Field and its Leverage on Digital Platforms at Caasdi Global, Bangalore." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 08, no. 12 (2024): 1–9. https://doi.org/10.55041/ijsrem40176.

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This study explores the role of social media in the talent acquisition process, focusing on its impact and leverage within digital platforms at CAASDI Global, Bengaluru. With the increasing reliance on digital tools, social media platforms have emerged as powerful channels for recruiting, offering companies an opportunity to reach a diverse and global talent pool. The research examines how CAASDI Global has incorporated social media into its recruitment strategies, assessing the effectiveness of platforms like LinkedIn, Twitter, and Facebook in attracting top talent. By analysing recruitment d

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Phillips-Wren, Gloria, Ralph Doran, and Kristen Merrill. "Creating a value proposition with a social media strategy for talent acquisition." Journal of Decision Systems 25, sup1 (2016): 450–62. http://dx.doi.org/10.1080/12460125.2016.1187398.

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Bernadette Bristol-Alagbariya, Latifat Omolara Ayanponle, and Damilola Emmanuel Ogedengbe. "Operational efficiency through HR management: Strategies for maximizing budget and personnel resources." International Journal of Management & Entrepreneurship Research 6, no. 12 (2024): 3860–70. https://doi.org/10.51594/ijmer.v6i12.1743.

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Human resource (HR) management efficiency is pivotal for maximizing budget and personnel resources in today's competitive business environment. This paper explores strategies to enhance operational efficiency through comprehensive HR management practices. It discusses the importance of strategic HR planning in aligning HR activities with organizational goals, cost-effective recruitment and talent acquisition methods, and optimizing employee performance and development. The paper highlights innovative recruitment strategies, the integration of technology in talent acquisition, and the significa

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Lavkush Mishra. "A Study of Talent Management and Its Impact on Performance of Organizations." Integrated Journal for Research in Arts and Humanities 2, no. 4 (2022): 56–59. http://dx.doi.org/10.55544/ijrah.2.4.57.

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Today, an organization's main source of competitive advantage is its talent. Employee performance affects the organization's performance. If workers at a business have specialized knowledge that will distinguish them from their rivals. In this cutthroat Keeping, brilliant workers in the workplace is a difficult challenge for both acquisition and HR managers. Management of talent is difficult and important work. Acquisition of the right talent strengthens the organization's strategy. Organizations use talent management as a business strategy to retain their most skilled workers and enhance perf

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Karbhari Gethe, Rajashree. "Extrapolation of talent acquisition in AI aided professional environment." International Journal of Business Excellence 1, no. 1 (2021): 1. http://dx.doi.org/10.1504/ijbex.2021.10046997.

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Savov, Radovan, Drahoslav Lančarič, and Jana Kozáková. "Size of the Company as the Main Determinant of Talent Management in Slovakia." Journal of Risk and Financial Management 13, no. 3 (2020): 50. http://dx.doi.org/10.3390/jrfm13030050.

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Nowadays, all sources in the reproduction process are easily substituted, thus the most important factors in reaching a competitive advantage are human resources. Talent management is the process oriented to enrich higher the ability of employers to increase their quality and productivity. Globalization has changed the structure of the companies in Slovakia, depending on the size of the company. This paper compares how the size of the company influences the main phases of the talent management process (strategy, identification, assessment, development, retaining). A scaled questionnaire was ap

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Stutty Srivastava. "Transforming Talent Acquisition: How AI is shaping modern HRM." International Journal of Science and Research Archive 13, no. 2 (2024): 1236–44. http://dx.doi.org/10.30574/ijsra.2024.13.2.2252.

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The study investigates the profound influence of artificial intelligence (AI) on the process of recruiting in contemporary human resource management (HRM) methodologies. As organizations strive for efficiency and accuracy in talent acquisition, Advanced artificial intelligence technologies, including machine learning algorithms, predictive analytics, and natural language processing, are revolutionising conventional recruitment approaches. This study provides a comprehensive overview of how AI enhances recruitment efficiency, improves decision-making, and addresses challenges related to fairnes

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CHAUHAN, HARSHVARDHAN. "AN IMPACT OF TALENT ACQUISITION AND RECRUITMENT THROUGH SOCIAL MEDIA." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 08, no. 04 (2024): 1–5. http://dx.doi.org/10.55041/ijsrem32710.

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The SAIL industry can utilize social media to attract new employees. Recruiters can engage job seekers and develop two-way contact through social networking sites. Corporations find social media an appealing recruiting strategy due to the decreased costs. Nevertheless, data regarding job-seekers' perspectives on social media and their capacity to research available positions is lacking. In this prospective research, we will poll job-seekers to find out how they feel about a company's employment brand, website, and overall appeal. To discover, acquire, evaluate, and hire candidates to fill posi

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Shrivastava, Roopal. "Talent Management and Effectiveness of Recruitment Process: A Study of Higher Education Institutions in Central India." International Journal of Professional Business Review 7, no. 6 (2022): e0841. http://dx.doi.org/10.26668/businessreview/2022.v7i6.841.

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Purpose: The present study aims to investigate the influence of talent management on effectiveness of recruitment process undertaken in higher education institutions in Central India. This paper has clarified the meaning of talent management and why is it crucial. It had explained factors which are important for its effective implementation. Theoretical framework: For this, teachers working in higher education institutions in Central India were selected and data was collected from the selected teachers with the help of a structured questionnaire. The study is based upon various literature revi

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Purwar, Parul. "Preparing for Big Data in Financial Services: Infrastructure, Talent, and Strategy." European Journal of Computer Science and Information Technology 13, no. 16 (2025): 1–10. https://doi.org/10.37745/ejcsit.2013/vol13n16110.

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The financial services industry is experiencing a significant transformation driven by big data technologies and advanced analytics. This article examines how financial institutions are adapting their infrastructure, talent strategies, and operational frameworks to effectively leverage data-driven insights. It explores the critical components of robust data architecture, including cloud computing, data lakes, and real-time processing capabilities. The discussion extends to talent acquisition challenges and organizational models that support effective data science implementation. The article fu

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Kumar, M. Roshan, Shruti Daga, and Husain Nandurbarwala. "Workforce Optimization for Quick Commerce Dark Stores: Talent Sourcing and Workforce Modelling Strategies." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 08, no. 10 (2024): 1–6. http://dx.doi.org/10.55041/ijsrem37902.

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Quick commerce (Q-commerce) has transformed the retail and e-commerce sectors by enabling ultra-fast delivery of goods through hyper-local logistics and dark stores. The operational success of this model hinges on a structured workforce strategy that supports efficient scaling and agility. This paper explores innovative workforce optimization techniques that focus on organizational design, talent sourcing, and workforce modelling, referencing industry leaders like Flipkart, Zepto, Instamart, and Blinkit. The study identifies the vital roles within dark stores and the approaches to talent acqui

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Shweta Bhadauria and Indu Shukla. "Integrating CSR Values into Recruitment and Selection Strategies." International Research Journal on Advanced Engineering and Management (IRJAEM) 3, no. 04 (2025): 1441–48. https://doi.org/10.47392/irjaem.2025.0234.

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This research paper explores the integration of Corporate Social Responsibility (CSR) values into recruitment and selection strategies. As organizations increasingly recognize the importance of CSR in their overall business strategy, there is a growing need to align human resource practices with these values. The study examines the current state of CSR integration in recruitment and selection processes, identifies best practices, and proposes a framework for effectively incorporating CSR values into talent acquisition strategies. Through a comprehensive literature review, case studies, and pri

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BECKWITH, Jason, Stephen GOLDRICK, William NIXON, and Stavros KOURTZIDIS. "A Quantitative Methodology to evaluate the cost of Human Capital acquisition. BioPharma Industry Model." Journal of Human Resource Management - HR Advances and Developments 28, no. 1 (2025): 116–36. https://doi.org/10.46287/laor4407.

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Purpose: - This study introduces a novel quantitative methodology to measure talent efficiency and its direct impact on business financial success, addressing a gap in traditional recruitment cost models. Existing frameworks often focus on static cost-per-hire metrics, neglecting the long-term business impact of recruitment efficiency. By integrating predictive modelling with financial benchmarking, this research provides a strategic tool for workforce planning and talent acquisition optimisation. Aim(s): - The primary aim is to develop a predictive model linking talent efficiency to business

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Mohamed Yusof, Yau’Mee Hayati, Awanis Romli, and Azira Abdul Aziz. "A Post Evaluation on Decision Support System for Roles Selection in Supporting Talent Development Intervention Programme in Malaysia Public Higher Education Institution." Journal of Advanced Research in Applied Sciences and Engineering Technology 62, no. 4 (2025): 185–200. https://doi.org/10.37934/araset.62.4.185200.

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This study focuses on the importance of leadership continuity in higher education institutions (HEIs) and the challenges faced in identifying suitable successors for leadership positions. The objective is to present the Multi-Criteria Tacit Knowledge Acquisition Framework (MC-TKAF) to support talent development intervention programs in Malaysian HEIs. The framework is grounded in cognitive apprenticeship, socialisation, and informal learning theory, which are used to acquire knowledge from experts to address talent limitations among novices. The study utilises the Fuzzy Delphi approach to obta

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K., M. Chethana, and Delrose Noronha Sonia. "A Descriptive study of Talent Management practices followed by Wipro Ltd." International Journal of Case Studies in Business, IT, and Education (IJCSBE) 6, no. 2 (2022): 611–23. https://doi.org/10.5281/zenodo.7395973.

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<strong>Purpose: </strong><em>Talent management comprises of HR procedures used to recruit, train, inspire, and keep high-performing personnel is known as talent management.</em><em> The challenge of managing talent is crucial and extremely hard. Acquisition of the right talent strengthens organisational strategy. For an organisation, the biggest difficulty is no longer just recruiting outstanding employees, but also keeping them. However, Wipro's HR Talent Management is a cloud-based tool that helps HR teams find, develop, and keep people. It is built on the dependable and highly scalable

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Jacob Olufemi, Fatile, Salami I. Afegbua, and Emma Etim. "Talent Management and Public Sector Performance: An Assessment of Lagos State Ministry of Education, Nigeria." Journal of Social Sciences Research, no. 69 (September 30, 2020): 845–55. http://dx.doi.org/10.32861/jssr.69.845.855.

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Nurturing talented workforce is becoming of increasing importance to both public and private sector organizations, as it is easier for an organization with a talented and well-managed workforce to achieve its short and long term aims and objectives than an organization without it. The thrust of this study is to examine the effects of talent management on performance in the public sector, using the resource-based theory (RBT) that clearly states how a valuable, non-substitutable, rare and difficult to imitate employee adds to the competitive advantage of an organization. This kind of employee h

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Mohammed, Dr Abdul Quddus. "Changing Dynamics of Talent Management: Analyzing the Impact of Business Environmental Factors." Journal of Social Sciences Research, no. 52 (February 15, 2019): 583–95. http://dx.doi.org/10.32861/jssr.52.583.595.

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Talent management process makes sure that the organization has sufficient supply of talented employees to meet the organizational goals. However, this aspect is important for organizations especially in the wake of the ever-changing business environmental factors such as political, social and economic factors. To undertake a critical examination of the changing dynamics in the field of talent management, the following research focuses on an analysis of the impact of political, economic and socio-cultural changes on the talent management process in oil and gas companies in GCC. As such, the mai

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Dr., Neha Mehra, and Yadav Anjali. "Innovative Recruitment: AI, Gamification, and Hybrid Models in Talent Acquisition." Journal of Research and Review in Human Resource Management & Labour Studies 2, no. 2 (2025): 54–60. https://doi.org/10.5281/zenodo.14958401.

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<em>The field of recruitment is experiencing a paradigm shift, driven by technological advancements and evolving workforce expectations. This research paper explores emerging trends such as AI-driven hiring, gamification, and hybrid recruitment models. By analyzing their effectiveness, challenges, and strategic implications, the study provides insights into the future of talent acquisition in a dynamic global job market. The integration of artificial intelligence (AI) in recruitment, along with interactive assessments and hybrid models, has redefined traditional hiring methods. This paper eval

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Newby, Leah, and Chris Howarth. "How Specsavers attracts and nurtures outstanding talent." Strategic HR Review 11, no. 4 (2012): 193–98. http://dx.doi.org/10.1108/14754391211234904.

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PurposeThe aim of this paper is to detail the innovative campaign co‐developed by Words&Pictures and Specsavers to raise the caliber of Specsavers' profile in the optics profession among university optometry graduates, to produce a continuous flow of talent within the company, and to give customers the best service.Design/methodology/approachAdopting a collaborative approach, Specsavers' canvassed the opinions of its employees and joint venture partners to develop a new HR strategy to attract and nurture outstanding talent. In order to implement the new strategy, Specsavers turned to Words

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Sharma, Pooja, Sanjay Bhattacharya, and Avi Jain. "Talent trouble at a start-up: the case of TechShlok." Emerald Emerging Markets Case Studies 13, no. 2 (2023): 1–13. http://dx.doi.org/10.1108/eemcs-05-2023-0150.

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Learning outcomes This case study aims to understand the criticalities of hiring in a knowledge-based start-up; the various ways of retaining talent in a knowledge-based start-up; the competency requirements of human resource professionals in start-up organizations; the trade-off between business profitability and the R&D drive of the company; and the various organizational structures available for a knowledge-based start-up. Case overview/synopsis Ayush Jain, a first-generation entrepreneur, is facing a challenge with his start-up, TechShlok. TechShlok is an IT solution provider with its

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Ліпич, Любов. "СТРАТЕГІЇ РЕКРУТИНГУ ТАЛАНОВИТИХ ПРАЦІВНИКІВ У КОНТЕКСТІ УПРАВЛІННЯ ТАЛАНТАМИ". Economic journal of Lesya Ukrainka Volyn National University 2, № 42 (2025): 117–24. https://doi.org/10.29038/2786-4618-2025-02-117-124.

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Introduction. An important task for a company seeking to maintain or improve its competitive position in the market is the effective management of talented employees. This article examines the issue of recruiting talented workers as a key element of the talent management process. Purpose. The aim of the article is to identify strategies for recruiting talented employees and to analyze the conditions for their implementation in the context of talent management. Methods. The following research methods are applied: analysis and synthesis of scientific literature, systematization, and theoretical

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Park, Kui-Hwa. "A Study on Startup Mergers and Acquisitions for Digital Transformation of Logistics Companies." Korea International Trade Research Institute 20, no. 1 (2024): 161–76. http://dx.doi.org/10.16980/jitc.20.1.202402.161.

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Purpose – The purpose of this study is to analyze the acquisition motivations of startups by incumbent logistics companies, and explore how they affect the digital transformation of incumbent logistics companies. Design/Methodology/Approach – This study used a thematic analysis method to refine data on logistics company and startup mergers and acquisitions, and adopted an open coding procedure to ensure qualitative rigor. The research process consisted of coding primary data from Internet articles and interviews for terms containing acquisition objectives or motives, and grouping them accordin

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Paulino, Emmanuel, Lou-Rena Boquila, Glessie M. Basa, and Paulo Noel Mazo. "Human Resource Strategies, Productivity and Retention in Chinese Small-Medium Enterprises: Insights for Training Program." Journal of Business and Management Studies 6, no. 6 (2024): 274–85. https://doi.org/10.32996/jbms.2024.6.6.13.

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The relationship between HR strategy and its impact on employee turnover and productivity in SMEs is examined in this study. Although there is no concrete proof that HR strategy alignment with business objectives is related to productivity, the study's correlational, quantitative methodology shows that strategic HR activities, including employee engagement, performance review, and skill development, greatly increase productivity. Effective HR strategies lower turnover, including communication, career development, onboarding, and personnel acquisition. According to the findings, HR strategies s

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Paraskumar, Patel. "Strategies for Managing Growing Data Volumes in Analytics: Emphasizing Recent Data and Utilizing Data Warehouses." European Journal of Advances in Engineering and Technology 7, no. 7 (2020): 60–65. https://doi.org/10.5281/zenodo.10890006.

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<strong>ABSTRACT</strong> The paper discusses the challenges of managing growing data volumes in analytics and proposes a strategy to address these challenges. The strategy involves emphasizing recent data and utilizing data warehouses. The paper reviews existing literature on data growth and its impact on analytics, traditional and contemporary data management strategies, and the evolution of data warehousing. The paper also highlights the challenges faced by organizations in managing growing data volumes, including scalability, data quality, integration, performance, security, cost managemen

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Bukhari, Syed Murtaza Kamal, and Riyaz Ahmad Rainayee. "Employer Branding and Talent Retention: A Study of the Health Sector in Jammu and Kashmir." International Journal of Management and Development Studies 13, no. 4 (2024): 29–37. https://doi.org/10.53983/ijmds.v13n4.004.

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In the contemporary business environment, employer branding has become a popular strategy for the acquisition and retention of employees. Besides aiming to acquire the desired talent, it strives to retain the existing talent within the organisations. This study assesses the impact of employer branding on employee retention among frontline workers in the health sector of the J&K union territory of India. Data was gathered through a questionnaire method using a judgmental sampling technique. A total of 392 Valid responses were received out of the 583 questionnaires distributed. To assess the

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Matthias and Pfister. "Recruiting For a Better Tomorrow: How Sustainable Practices Are Shaping the Future of Talent Acquisition." 15TH GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES ON 14 - 15 SEPTEMBER 2023, NOVOTEL BANGKOK PLATINUM PRATUNAM, THAILAND 15, no. 1 (2023): 95. http://dx.doi.org/10.35609/gcbssproceeding.2023.1(95).

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Demographic change and the lack of young qualified applicants positions the recruitment process as a core component of an organization and increasingly forces companies to evaluate their attractiveness as employers. A shift in interests among young, qualified applicants raises the question of whether the integration of sustainable values into the business model, strategy, and brand of small and medium sized companies (SMEs) can increase its attractiveness as an employer (Holt, Marques, & Way, 2012). The literature shows that the effects of sustainability on organizational determinants are

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Trunina, Iryna, Kateryna Pryakhina, and Maryna Bilyk. "Strategic Management of a Company’s Employer Brand: Experience of International Companies." Marketing and Management of Innovations 15, no. 3 (2024): 71–85. http://dx.doi.org/10.21272/mmi.2024.3-06.

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This article examines the strategic management of employer branding in multinational companies and its significantly positive impact on talent acquisition and retention. In today’s competitive global marketplace, a robust employer brand is essential for organisations aiming to distinguish themselves and retain top talent. The concepts of employer brand development, talent acquisition, and employee loyalty assessment are challenging to monitor in the current domestic business environment. This raises the question of how companies with successful employer brands have developed their strategies a

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Kaleem, Mahmoud. "The Influence of Talent Management on Performance of Employee in Public Sector Institutions of the UAE." Public Administration Research 8, no. 2 (2019): 8. http://dx.doi.org/10.5539/par.v8n2p8.

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Talent management is the discipline of using strategic human capital planning to improve the value of business and induce it for enterprises organizations to achieve their objectives. It refers the organization&rsquo;s ability to recruit, reward, organize, and retain most talented employees available in job market. In the modern era it has become very important and necessary skill for the workforce to acquire the one&rsquo;s good skills, cognitive abilities, knowledge, and potential to do well for the business strategy to function more appropriately. Talent management is the training s

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