Creation of a valid talent management system: A challenge for HRD practices Dr Rath Namita1, Rath Sujata2 1Assistant professor, Faculty Management Studies, Sri Sri University, Bidyadharpur, Cuttack, India. Email id: namita.r@srisriuniversity.edu.in, namitarath75@gmail.com 2Asst. Prof. Faculty Business Communication, Amity Global business School, Bhubaneswar, Odisha, India. Email id: sujata.rath1973@gmail.com Online published on 23 March, 2018. Abstract The purpose of this conceptual paper is to highlight the issues that are associated with identifying talent and analyzing the importance of talent as a major factor of employability. The hurt of talent is an ongoing process and in seen in both good and challenging times of an organization. Futuristic organizations have a number of innovative measures to get talent and retain it as well. Because this is where they get the edge in competition. Whether we are talking in terms of mobility programs or compensation strategies---talent is the key word. It is this human capital that helps in designing compensation programs and equity incentives in retaining key people in an organization. They help a firm meet their executive tax compliance obligations, manage their talent effectively and have a function's strategies alignment with a view to getting the support one needs to manage their most important resource. When organizations think of achieving superior results on a continued basis then it depends on investing on talent. But one thing is clear that organizations remain reluctant when committing themselves to this particular aspect. Even some of the top notch companies do not invest adequately. That is why many organizations are on the verge of a talent crunch. Researchers suggest that a paradigm shift in the thinking process can help overcome this burgeoning problem of talent crisis. Top Keywords Talent, Company, Programs, Investment, Crunch, Retain, Results. Top |