SUBMITTED BY: NAZIA ANJALI RITIKA RICHA SHRUTI

Talent: consists of those individuals who can make a difference to organisational performance either through their immediate contribution or, in the longer-term, by demonstrating the highest levels of potential.

Talent management is the systematic attraction,

identification, development, engagement, retention and deployment of those individuals who are of particular value to an organisation. It is not sufficient simply to attract individuals with high potential. Developing, managing and retaining those individuals as part of a planned strategy for talent is equally important, as well as adopting systems to measure the return on this investment

According to a report from CIPDs 2006 learning and development survey, managing talent is not a very easy job and various factors influence the talent management strategies and policies of an organization

IT and ITES majors like Wipro and Infosys implement variable pay for retaining the employees and extracting the best performance from them Eicher Group which allows its employees to design their own compensation package which suits with their needs.

Infosys provides a group insurance scheme to its 13,000 employees in Bangalore and is also one of the first Indian software companies for introducing Employee Stock Option Plans (ESOP).
Similarly, many other Indian organizations design and develop innovative benefit packages for retaining their talent.

GEs growth strategy, they continue, is based on five pillars: technological leadership, services acceleration, enduring customer relationships, resource allocation and globalization. Effectiveness of Talent Management Strategies in Swiss Companies Wipro has designed a Life Cycle Stage Development programme, which selects the employees with the leadership potential and trains them in accordance with their level in the organization.

Few examples, who are working on talent management.