ABSTRACT

PURPOSE

The purpose of this research was to conduct a study examining the global talent management practices applicable to firms operating in international IT and software industry with reference to leading global IT and software firm Infosys. The research was focused to answer following research questions: what are the foremost practices of global talent management; what are the best practices of global talent management; which global talent management approach has been adopted by Infosys in its international operations; how successful and effective is global talent management approach of Infosys in its international operations; and what changes Infosys requires in its global talent management practice.

RESEARCH DESIGN/METHODOLY

The design of this research was deductive as the focus of the research was answering the developed research questions with the help of the quantitative data collected. The research method applied in this research was quantitative and the quantitative data was collected using questionnaire survey. The survey was conducted approaching 30 managerial people operating in international operations of Infosys through telephone and e-mail. The collected data was analysed using both simple statistics and using Pearson Correlation analysis tool.

FINDINGS

Infosys is greatly successful in attracting best talent in its international operations. Employee value proposition model talent management approach as best practice is adopted by Infosys in global operations. For the most part global talent management approach of Infosys is highly effective and successful in its international operations. Changing demographics and supply of those needed competencies and motivation emerges as the major challenge in global talent management for Infosys. Creating local talent pools is greatly best practice for Infosys in its global operations. Global trends and diversity as talent response dimension should be most focused by Infosys in its global operations. Training and development as HRM dimension should be most focused by Infosys in its global operations.

LIMITATIONS/ RECOMMENDATIONS

The research was conducted using small sample of 30, which is not adequate considering this being a quantitative research. Moreover, qualitative research must have been conducted interviewing some expatriates working for Infosys in various countries. Therefore, future research should be conducted taking these two points.

VALUE

The findings of this research will help out Infosys not only to assess the current success and effectiveness of its global talent management, but plan for the future course of action.

TABLE OF CONTENTS

Title Page

Acknowledgement

Abstract

Chapter #1 :INTRODUCTION………………………………………………….        1-3

1.1       BACKGROUND AND RATIONALE…………………………………………….              1

1.2       AIMS AND OBJECTIVES……………………………………………………………..              3

1.3       RESEARCH QUESTIONS……………………………………………………………..              3

Chapter #2 :LITERATURE  REVIEW………………………………………..     4-18

2.1       INTRODUCTION………………………………………………………………………….              4

2.2       TALENT MANAGEMENT: DEFINITION AND CONCEPT……………              4

2.3       TALENT MANAGEMENT IMPLEMENTATION……………………………              5

2.4       EMPLOYEE RETENTION: DEFINITION AND CONCEPTS………….              7

2.5       GLOBAL TALENT MANAGEMENT: NEED AND PRACTICES…….            10

2.6       TALENT RESPONSE DIMENSIONS……………………………………………..            15

2.6.1    Staffing ………………………………………………………………………………            16

2.6.2    Training and Development…………………………………………………….            16

2.6.3    Performance Assessment ………………………………………………………            17

2.6.4    Compensation ……………………………………………………………………..            17

Chapter #3 :RESEARCH  METHODOLOGY……………………………….   19-25

3.1       INTRODUCTION………………………………………………………………………….            19

3.2       RESEARCH DESIGN……………………………………………………………………            19

3.3       RESEARCH METHOD: QUANTITATIVE AND

QUALITATIVE RESEARCH…………………………………………………………            20

3.4       DATA COLLECTION……………………………………………………………………            21

3.5       DATA COLLECTION METHODS………………………………………………….            22

3.6       SAMPLING PROCESS………………………………………………………………….            22

3.7       DATA ANALYSIS………………………………………………………………………..            23

3.8       ETHICS…………………………………………………………………………………………            23

3.9       RELIABILITY & VALIDITY…………………………………………………………            24

3.10     SUMMARY…………………………………………………………………………………..            24

Chapter #4 :DATA ANALYSIS AND
DISCUSSION…………………….. 26-45

4.1       INTRODUCTION………………………………………………………………………….            26

4.2       MAIN BODY………………………………………………………………………………..            26

4.2.1    Analysis of Multiple Option Questions Data………………………………………            26

4.2.2    Analysis of Likert Scale Questions Data…………………………………………….            40

4.3       SUMMARY…………………………………………………………………………………..            44

Chapter #5: CONCLUSION AND RECOMMENDATIONS…………….   46-48

5.1       SUMMARY OF FINDINGS…………………………………………………………..            46

5.2       RESEARCH QUESTIONS……………………………………………………………..            47

5.3       RECOMMEDATIONS……………………………………………………………………            48

BIBLIOGRAPHY……………………………………………………………………………………       49-54

APPENDIX   …………………………………………………………………………………………..       55-58

Questionnaire………………………………………………………………………………….            56

LIST OF TABLES

Table 4.1:        Need of Talent Management………………………………………………….            27

Table 4.2:        Attracting Best Talent…………………………………………………………..            29

Table 4.3:        Talent Management Best Practice…………………………………………..            30

Table 4.4:        Success of Global Talent Management…………………………………….            32

Table 4.5:        Challenges in Global Talent Management………………………………..            34

Table 4.6:        Creating Local Talent Pools as Best Practice……………………………            36

Table 4.7:        Talent Response Dimension……………………………………………………            37

Table 4.8:        HRM Dimension and Best Talent Practice……………………………….            39

Table 4.9:        Descriptive Statistics – Talent Needs and Talent Management……            41

Table 4.9.1:     Correlations – Talent Needs and Talent Management………………..            42

Table 4.10:      Descriptive Statistics – Global Talent Management and HRM

Dimensions Success………………………………………………………………            43

Table 4.10.1:   Correlation – Global Talent Management and HRM Dimensions

Success………………………………………………………………………………..            44

LIST OF FIGURES

Figure 2.1: Employee Value Proposition Model……………………………………………..              6

Figure 2.2: Employee Retention Model…………………………………………………………              8

Figure 2.3        …………………………………………………………………………………………..              9

Figure 2.4 : Framework for Global Talent Challenges and Global

Talent Management Initiatives……………………………………………….            12

Figure 4.1: Need of Talent Management……………………………………………………….            27

Figure 4.2: Attracting Best Talent………………………………………………………………..            29

Figure 4.3: Talent Management Best Practice………………………………………………..            31

Figure 4.4: Success of Global Talent Management…………………………………………            33

Figure 4.5: Challenges in Global Talent Management……………………………………..            34

Figure 4.6: Creating Local Talent Pools as Best Practice…………………………………            36

Figure 4.7: Talent Response Dimension………………………………………………………..            38

Figure 4.8: HRM Dimension and Best Talent Practice……………………………………            40