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论文作者:www.51lunwen.org论文属性:硕士毕业论文 dissertation登出时间:2015-05-11编辑:felicia点击率:22675
论文字数:10935论文编号:org201505082041025996语种:英语 English地区:澳大利亚价格:免费论文
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摘要:在当今时代,企业的竞争归根到底是人才的竞争,人才的配置直接关乎企业的发展状况。本文简要论文人才对企业发展的重要性。
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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