ISSN

2321-5763 (Online)
0976-495X (Print)


Author(s): Saritha Madipelli, Y. Chinappa

Email(s): saritha.madipelli@gmail.com , lasya2008@gmail.com

DOI: Not Available

Address: Saritha Madipelli1, Y. Chinappa2
1Assistant Professor, Department of Business Management, Kakatiya University, Lal Bahadur College, Warangal AP.
2Asst. Professor, Kothagudem Govt. College, Kothagudem AP
*Corresponding Author

Published In:   Volume - 5,      Issue - 2,     Year - 2014


ABSTRACT:
Organizations and people mutually depend upon each other. Employees get their livelihood from organizations. Organizations get their productivity and profits from the services offered by its employees. Organizations look to harness the full productivity from their work force and invest lot of money on human resources. In the different functional areas of organization like finance, production, marketing, personnel, research and development etc employees play a key role. The decisions regarding planning policies, setting objectives, plant location, layout, nature and size of business, type of products/services, number of employees, procurement of raw material and machinery, production policy, marketing strategies, attracting customers, etc have to be taken by the employees in the organization. Based on the position and designation of an employee he is involved in organizational activities. The operations in every department are done by human resources. Every sector like banking, insurance, information technology, information technology enabled services, pharmaceutical, medical, educational institutions, etc face the problem of talent attrition. The research paper tries to identify the causes and consequences of poor talent management and also proposes some remedial measures for effective talent management with the help of a chart.


Cite this article:
Saritha Madipelli, Y. Chinappa. Exploring the Causes and Consequences of Poor Talent Management: Remedial Measures. Asian J. Management 5(2): April-June, 2014 page 188-191.


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