Name Roll no

DeepaChoudhary 1811050
Richa Pandya 1811213
Riya Adhikari 1811287
Janki Solanki 1813051
BhumiJadeja 1914016
Kruti Patel 1811012

TALENT MANAGEMENT
GROUP 13
Final Project
Literature review on Talent Management with the Help of HRIS
Technology System

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Introduction:

The main aim of this paper is to identify the role of Talent Management and to identify the
importance of it in Human Resource Management. Armstrong “Talent management is the
processes of ensuring that talented people are attracted, retained, motivated and developed in
line with the needs of the organization”
In the modern world and in increasing competitive Talent has been an important for all the
corporate companies and it leads to competitive advantage for the companies in the modern
world. The increasing demand of talent management has given rise to more knowledge and
focus on the recruiting and retaining the talented workforce in the organisations. However in
the full competition to get best talent is very important in order to achieve the organisation
targets and goals. A proper and effective Talent management system creates the competitive
advantage for the organisation by framing different strategies and its utilization at all the
levels. As organisation’s effectiveness and advantage depends how the organisation recruit
the employees, retain, and how the employees are engage at all the levels of the organisation.
However after deep research it was proved that the organisation can build and sustain in the
competition by having and investing in the organisation talent workforce, which will lead an
organisation to compete and analyse its position in the corporate world. The performance of
the organisation depends on the employee’s performance and how the employees of the
organisation are unique and different from the competitor’s employees. . Information and
technology is a pioneer attribute that has helped us to reshape the workplace of an
organization. It is always important in an organization to perform smoothly and efficiently
and helps make the things become easy and in a good flow. Technology helps in fast
communication between the employees and their superiors therefore decrease the wastage of
the time. The information and technology is important to maintain the productivity standards
of the company as per Brynjolfsson and Brown (2005) it was identified that information and
technology tends to increase the productivity of the company but with certain changes in the
organisational structure and business skills and practices and all organisations are keen in
increasing the productivity but at the same time they also want to reduce their cost at the
minimum possible amount. Information and technology can do really well once combined
with skills, practice and human resource all this works in sync with each other. Information
and technology possess some kind of problems to the privacy of the employees however the
productivity has an increment and therefore a positive effect. The privacy concerns like
monitoring of the employees activities and practices, examining and retrieving private emails,

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monitoring each and every website visited by the employees may create a sense of distrust
and stress within the employees but it is also relevant to keep a check on the safety and
security of the employees so this kind of systems are required also it is required because this
provides you with the information that employees are working and not just wasting time
during work hours and also it keeps a check on the safety and security of the employees. It is
relevant to balance both the safety and security of the employees in terms of its continuous
growth and development as it is an important assessment tool but we also need to respect the
privacy of employees therefore the monitoring should be done along with addressing the
privacy issues as it creates distrust among the employees. [ CITATION Pre10 \l 16393 ]

Literature Review:

In the organisation Human Resources plays different important roles in different departments
such as employees recruiting, selection, payrolls, employee relations, training and
development etc. However, there is vital role for HR is to manage talent workforce in the
organisation. And it also leads to fulfil the goals or objectives of the organisation.

Talent management is defined by many authors. Such as:

“Talent management involves individual and organizational development in response to a
changing and complex operating environment. It includes the creation and maintenance of a
supportive, people-oriented organization culture.”
“Talent Management basically requires proper diagnose of the current employee attitudes and
organizational culture and then targeting the problem through a suitable strategy”.
“How organization can make the best use of talent of people they employ”
“A conscious, deliberate approach undertaken to attract, develop and retain people with the
aptitude and abilities to meet current and future organizational needs.”
From the above definition it is clear that, Talent Managements is the continuous process in
the organisation which includes employee’s selection and recruitment, retention of quality
employees, training and development of the employees and providing continuous motivation
to the employees that leads to improvement in the employee’s performance. The main
objective of talent management is recruit and retain them in the organisation for the long run
and its result’s in company’s growth. And each company has different strategies for talent
management.[ CITATION Akh18 \l 16393 ]

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According to Afolabi and Abidoye (2011:14) Information and Communication Technology is
defined as ‘the usage of electronic devices such as computers, telephones, internet and
satellite systems to store, retrieve and disseminate information in the form of data, text image
and others’. As per the research paper it was identified that the information and
communication technology is an important attribute to improve the productivity and
profitability of the employees in the fast moving world ICT has become a necessity to
integrate the functions of the employees and carry out the work smoothly and efficiently and
it is required in the workplace as the absence of ICT would lead to chaos and confusion in the
workplace.

In reality “creativity means something that is done by creative people and the ability that
such creative people are born with. Besides that, there are people with normal capabilities
who are able to create something after having the desired exposure to the domain, time and
environment. According to Amabile (1997), the creativity of individuals and teams has three
major components. They are expertise or domain skills, creative thinking skills, and intrinsic
task motivation”. Creativity basically refers to the newness and originality of doing a task in
the terms of employees that is very efficient and speedy so that it enhances the productivity.
It requires time as well as suitable environment to carry out various tasks. The employer
keeps a track on the activities performed the databases of the employees including the
performance video recordings of the activities helps to keep a track on the performance and
its day to day achievements, voice recordings, important information and the time spent on by
each employees it is debatable topic the continuous monitoring of the employer on the
employees may make them feel distrustful and may not be able to focus completely on the
work and creativity as it may happen that the new radical idea may get filtered out of mind
when the employees is always thinking that he is continuously being monitored by his
superior so monitoring is good but there should always a balance between the employee
creativity and employee monitoring to bring out the best results. [ CITATION Pra21 \l 16393 ]

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Evolution of Talent Management:

Talent Management is not new concept , the talent management was prevailing long back in
the 1980’s and 1990’s organisation and it was part of the HR function and from that it was
“Strategic HR” was came into existence. During this period it was found that HR has much
more important acquiring the right people, training and development them and developing the
job roles and organisation structure and providing motivation to the employees for appraising
them and retaining them in the organisation. Earlier “Head of the employees” became the HR
and had more important role in the organisation strategy and implementing them.[ CITATION
Dav18 \l 16393 ]

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HRIS – Human Resource Information System Model:

This concept relates through the one of the most important theoretical model of Human
Resource Information System (HRIS) is a tool or a software that is used to datafy the
informations regarding data management, data entry and data tracking of all the employee in
the organisation. It is a kind of one stop destination for the employers as it helps them
manage various databases including payrolls management, it involves tracking of the leaves
of the individual employee, time and labour, work schedule, electronic signature, protocol
compliance and customised reports of the employees. It would provide a bundle of benefits to
the employer that would help keep a check on the performance of employees.

The components of HRIS work system includes the following:

 Database management- the database management is a very pioneer solution as it

includes ready to access information about its employees including the emergency
contact details, qualifications of the employees, current contact details, task
performed by each employee, performance review score in the metrics that is very
important to an human resource manager to integrate the safety and security of its
employees it involves proper storage of data that would help to reduce the paper work
in the organisation and thereby improving the efficiency to work.

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 Time and labour – it is very difficult and time consuming to calculate the hours
deployed by each employee is an organisation therefore HRIS provides the hours
deployed by each individual employee in the organisation that could directly be linked
with the payrolls of the employees which would reduce the paperwork and decrease
the time it is done with the help of biometrics or with the help of log on time of the
employees.

 Payroll – Payroll is a very important human resource function that helps the
employers to easily upgrade the hours deployed by each of the individual employee
and the absent rate of the employee and the salary is deposited in sync with the hours
deployed by each individual employees. This makes the process much easy and faster
also it reduces the errors in the payment as it reduces the human intervention and also
deal with the taxes at multiple levels in the organisation.

 Employee Benefits- Employee benefits management includes all the information

regarding the communication of the employees in terms of queries, feedbacks, data
and other necessary information and not only medical and retirement benefits. Open
communication between the employees add to the efficiency of the employee in order
to help them communicate faster as well as effectively that would lead to transparency
between the employee and the organisation and also it would make an easy flow for
the operations at the organisation. Employee’s gets motivated when they are
addressed quickly at the organisation rather than if they have to follow long procedure
to communicate its helps increase their experience at workplace and also it would
result in good performance of the employees.

 Talent Acquisition and retention - Talent acquisition and recruitment of right kind of
employee at right place is very important for the growth and development of the
organisation. Right kind of talent is required on board and its one of the first step of
every organisation then right training and career guidance should be provided in order
to shape the skills and abilities of the employee then the employee should be provided
with proper payrolls and rewards to keep the employee motivating. HRIS plays an
important role in maintain the efficient work environment and improves the

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 performance as well as the experience of the employees. It also helps recruiters to
track, source and tap the right kind of talent required in the organisation.

 Employee interface – HRIS allows employees to update their personal information,

change retirement benefit programme, review pay scale download the document of
benefit election update deposit information and thereby it offers more flexibility in the
operation and makes the work experience easy faster and efficient. [ CITATION Dav18 \l
16393 ]

Talent Management Model

There is no specific or standard model for talent management in the organisation, however
many company use the above talent management model for acquiring the best talent in the
organisation.
The talent management model consists of five important steps they are:
1. Planning: The planning stage consists of three main areas of organisation such as :

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 Understanding the organisation objectives and strategy, Evaluation / measurement of
the organisation activities and strategies, and planning the workforce for the future.
Planning ensure that organisation talent management model aligns with the business
goals and objectives. The right planning will always help the business to acquire the
best talent pool with the right skills and experience for the right position. It also help
organisation to evaluate the present employee and make sure that employees are
working well for the organisation. Planning also help organisation to have talent
workforce in the organisation with the demand forecast. A plan forecast ensure that
organisation has right candidate with right skills at the right position in the
organisation which will be working towards the organisation strategic goal. A right
workforce include:

Workforce Profile: What works well for Organisation

Forecasting the the organisation and Succession Performance:
needs to change : Planning:
current workforce
and future demand. Making strategies for Planning the various
Managing best decreasing turnover source for the Developing the
talent in the rate in the acquiring best talent. workforce model who
organisation. organisation. And managing the have contributed to
And allocation of Motivation to the demand of the the organisation and
the workforce. employees so that organisation for short performance.
and long run.
they retain in the
organisation.

1. Attracting:The attracting stage consists of developing the value preposition for the
employees, proper marketing strategy, recruiting talent workforce etc. The
organisation understand the value that it provides to its employees. However it’s not
easy for the organisation to fill the position of the employees who leaved but with the
Talent management in the organisation ensures that there are sufficient employees
who can carry all the activities and also prevent the load of extra work which can lead
to demotivation. The proper strategy for acquiring workforce will attract the best
talent workforce for the organisation and the employees acquired will be skilled and
will lead the organisation growth. Thus having the talent workforce is about
developing brand for organisation employer.

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2. Developing: The development stage includes on boardingemployees, employees
appraisal system and performance, capabilities framework of the employees, learning
and development programmes etc. This stage involves that action of the model that is
to take steps which can help the workforce of the organisation. These steps should
align with the plan of employee’s development and also recognise roles of the
employees in the organisation which can be placed for the long run and creating skill
workforce who can face and solve every problem in the organisation. Talent
management motivate the employees sustain in the organisation and also provide
them value in the organisation.

3. Retaining: The retaining stage of the model includes aligning the organisation culture
with the goals. Talent management main objective is to retain the employees for long
term in the organisation and motivate the employees so that they feel that they are
valuable asset of the organisation and enjoy the workplace. Though organisation has
training and development programmes which enhances employee’s career and
engagement in the organisation. The organisation can retain their employees by
providing them compensation in monetary and non-monetary terms. It also involves
remuneration of the employees.

4. Transitioning: This stage of talent management model involves succession planning in

the organisation, acquiring the talent pool, retirement etc. Thus it deals with recruiting
the employees to developing their skills,knowledge. Transition plan involves the
strategies which will motivate and promote the employees in the organisation for
different post,roles, departments etc. And if an employee leaves organisation then the
reason should be known to the organisation.[ CITATION Eri19 \l 16393 ]

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Input and Output Model of basic HRIS

The input output model includes the Input Subsystems that provides with the data from both
internal sources as well as external that is environmental sources which is further processed
and interpreted in the form of information and it is further used as output outsystem in the
form of workforce planning, compensation, benefits, recruitment, talent management and
reporting channels.

The CPM relates to this concept identifies the significance of detecting proper persons,
networks and time in frame to reveal information as there is a very thin line between privacy
and monitoring This theory has been used by the researchers in many workplace it helps to
identify the responses of the employees in the high tech monitoring. [ CITATION Luk18 \l
16393 ]

The HRIS helps the organisation to provide very useful information in a very effective and
efficient manner but it may create privacy issues for the employees it may also lead to distrust
between both of them and reduce the productivity of the employees as well as it may lead to
motivation in the employees due to continuous monitoring and evaluation and compensation
packages related to the hours or time deployed by the employees. Therefore there should be a
border between the privacy and the monitoring of the employees and it should be balanced
well.

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Examples of Companies1

The examples of the companies using the various information and communication technology
that helps them keep a check on the productivity of the employees and to monitor the
activities of the employee including systems like video surveillance, network and email
monitoring, keycards and biometric terminals, employee monitoring systems like doctor time,
built in time tracking, distraction management system, real time reporting. The examples of
the company using the employee performance monitoring systems are as follows-

1. TATA CONSULTANCY SERVICES

The Tata consultancy services is a global it sector company offering consultancy
services and business solutions to its customers. The company uses various tools to
monitor its employee’s performance in different areas including the application and
infrastructure monitoring of Automatic Workload Repository, it monitors
middleware’s in the organisation with the help of API, transaction monitoring and
network monitoring.

the oracle of a performance gathering tool with the help of real time
Application and
infrastructure
dashboard called Automatic Workload Repository
monitoring

It monitors the enterprise middleware comprehensively with the help of application

programming interface (API) it also moitors through Java Management Extensions (JMX)
Middleware that tracks attributres such as heap size, count of garbage collection and thread.
monitoring

tracks the count of specific amount of transations of business identified when there is
transaction breach of benchmark response time .
monitoring

check the availability of various routers and switches available with the help of simple
Network network management protocol (SNMP)
monitoring

I. Talent Management at TCS:Tata Consultancy Services (TCS), was established in the

year 1968, TCS is the largest organisation in providing the information technology
(IT) and business process outsourcing (BPO) service in India. TCS consider their
employees as their most valuable asset of the organisation. In TCS talent management
teams know skills and capabilities of individual employees in the organisation which

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 helps them to take decision related training and development programme and
planning is done for the future workforce. Talent management team at TCS has
implemented certain changes in the HR practices such as:[ CITATION Aly21 \l 16393 ]

TCS has changed its recruting strategy and its started focusing on-time recruiting and
real time talent management so that TCS can build a strong quality talent pool of the
employees in the organisation.

TCS developed various programmes for their employees such as Academic Interface
Programme(AIP). TCS developed various training and debelopment at organisation
such as: Learning and Development , Initial Learning Programme, Continuous
Learning Programme.

TCS also intiated Foreign language Initiative Programme so that they can learn
language at workplace and develop their career and personalities.

TCS develop its Compensation Management System based on the economic value
added model.

The appraisal system at TCS is conducted twice a year and at the end of employee
project again his/her performance is evaluated after the completion of their
projects.This helps TCS to identify best talent in the organisation and their contribution
in the growth of the organisation

At present TCS has adopted knowledge based of employee competenties and giving
permission to the managers for recruiting right candidate for particular position,
projects, or tasks.

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Conclusion:
It is very important nowadays for the organisation to manage the talent of the employee and
keep them motivating as the skills and abilities driven the employees are one of the major
reason behind the success for any organisation. In order to do so companies are focusing on
aligning its business strategies with the talent management of the employees and retention of
its existing employees. In order to ensure an edge over its competitors it is important for the
organisation to acquire talented employees and retain the quality employees to ensure that the
firm will be profitable in future, it is important that the talent management strategy is being
carried on continuously and regularly as it is centre of a attraction for any organisation.
The two significant goal of talent management strategy is that it should be in consistent with
the other corporate level strategy and HR strategy and its effectiveness is based on the
support provided by the organisation at both the executive as well as the management level
the talent management strategy and the HR strategy if it works in sync with each other may
lead to the success of the company. The quality pool of talent workforce is the important for
the organisation with the appropriate human resource at the organisation. And the major goal
of the human resource is to attract talent workforce and to retain them in the organisation. But
in the modern world organisation identifies difficult to attract and retain the talent pool in the
organisation. And talent management is the only tool which can make organisation to gain
the competitive advantage over competitors and lead to success of the organisation. [ CITATION
Zac20 \l 16393 ]
The employee performance monitoring is a very useful technique for all the organisations and
it is being used by all almost all the top listed companies as it ensures proper monitoring of
the performance of the employees that results in managing the performance effectively and
efficiently. It positively impacts the productivity of the employees and they are continuously
motivated and encouraged to perform their jobs also the availability of the information and
communication technology offers more operational flexibility to its employees rather than the
traditional supervision system where the manager used to supervise the activities of the
employees. The organisation is able to collect and store the information and can use this data
with the help of HRIS and may identify the performance of its employees also it helps the
employers to link the data with the payrolls directly that would result in efficient work in less
time this will reduce the human errors as it would be automatic and error free.
The productivity of the employees may be affected positively as there would be safe and
secure workplace environment as there would be continuous monitoring and the employees

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especially the female employees would be able to focus on the work and increase the
productivity. Also the required changes would be easily identified by the organisation and
help them to hunt right kind of employee. However the privacy of the employee will be
affected but the privacy should be balanced and the thin line of privacy and monitoring
should be maintained and not crossed this would result in healthy environment.
Further this is a very apt and a very efficient method of ensuring the performance
management of the employees and does not involve much cost it is used by many of the
organisations and could even be used by small scale firms like grocery stores, cafes, school,
colleges, small organisations like boutiques etc. As this would make the process flow easy
and fast.

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