PROBLEM OF THE STUDY

 Talent acquisition

IT TAKES Talent to spot Talent! A tone deaf will never be able to appreciate the music of
maestros. Only a seasoned jeweller would know that all that glitters is not real! And, only
those who can recognize the worth of a diamond can value it, for others it's just a stone!
Talent is doing easily what others find difficult.

In an organization, there is nothing more crucial than fitting the right employee in the right
position. Or else you would be trying to fit a square peg in a round hole. When people do jobs
that just don't suit their liking, inclination or temperament, the results, or rather the lack of
them will be disastrously obvious. Low productivity, dissatisfaction, low morale, absenteeism
and other negative behaviour will become typical till the employee is shown the door. Or
perhaps, there is another option - Talent Management

“A conscious, deliberate approach undertaken to attract, develop and retain people with the
aptitude and abilities to meet current and future organizational need”

Organization need to have a vision and a well defined strategy on hiring for the future.

India has become the outsourcing capital of the world and this has created its own set of HR
challenges. India’s biggest problem is that qualified graduates are becoming scarce. Despite
the large population, the supply of engineers cannot keep up with the sharply increased
demand. So, do we have the right talent within to attract and retain the best available talent?

 HR Outsourcing

Outsourcing is increasing its foothold on Indian soil by every passing day. More and more
organizations are now outsourcing HR services from service providers like IBM, Accenture,
HAY Group etc. The study here is conducted to determine why organizations are moving to
outsourced services from their in-house expertise. For this an organization needs to weigh
down the pros and cons of in-house services as compared to outsourced services and then
take the plunge. Properly applied, including concerns, outsourcing offers many benefits;
otherwise, it offers even greater risks.

The core question now is centered on whether the deepening global recession is going to
impact this market growth. It also needs to be found out that how are organizations coping up
with the current economic slow-down as more and more organizations are going for cost-
cutting, restructuring etc. For some organizations, the current scenario may appear as an
opportunity to outsource HR functions whereas for some it could appear to be an extremely
risky venture.

For an organization to outsource HR functions, it is often required by to share the private

information of their employees with the service provider. Here, legal issues like data privacy
and data security emerge. These issues need to be handled carefully since it may consist of
some sensitive information about an employee like his/her health 16 information, family
conditions etc. Organizations along with the service providers need to develop a solution so
that these issues can be handled appropriately.

Further, one needs to understand the internal scenario of the organization while an
outsourcing deal is being planned and implemented. It is important for an organization to
have full support of high-level management as it affects the level of employee satisfaction.