A.K. Jha, Sanjay Awasthi, Shantanu Paul
email@example.com , firstname.lastname@example.org
Mr. A.K. Jha1, Dr. Sanjay Awasthi2, Dr. Shantanu Paul3
1H.O.D and Asst. Professor, Dept. of Management, Vivekanand Mahavidyalaya, Raipur (C.G.)
2H.O.D. and Asst. Prof., Dept. of Management, Pt. Harishankar Shukla College, Raipur
3H.O.D. and Asst. Prof., Dept. of Commerce, Pt. Harishankar Shukla College, Raipur
Volume - 5,
Issue - 2,
Year - 2014
In today’s global economy, companies must continually invest in human capital. In the role of business partner, HR leaders work closely with senior management to attract, hire, develop and retain talent. A talent management system must be worked into the business strategy and implemented in daily processes throughout the company as a whole. The term Talent Management was coined by McKinsey and Company following a 1997 study. For this research descriptive type of research design will be used. Research done on the value of talent management consistently uncovers benefits in these critical areas: revenue and talent quality. Three views are important for talent management. A second perspective on talent management focuses primarily on the concept of talent pools. Talent pool is a long term asset for organization today. Effective talent management system is fully based on the concept of talent DNA. In this regards talent DNA play an important role and fulfill aspiration of all corporate heads.
Cite this article:
A.K. Jha, Sanjay Awasthi, Shantanu Paul. Talent DNA- A Mechanism to Make Accurate Decision on Talent Needs. Asian J. Management 5(2): April-June, 2014 page 218-220.