Managing talent and branding in learning organization

Abstract

Purpose The success of the organization depends on its sustainability and growth in the competitive market. Retention and attraction of talent in the organization are strongly associated with organizational performance. Employer branding is an outcome activity that helps organizations show their strength to attract and retain talent. Talent management practices are mostly essential in the current context for retaining talent. This study aims to explore and identify the contributing factors in efficient talent management and to examine whether the factors contributing to employer branding differ concerning different demographic profiles of the employees for information technology organizations. Design/methodology/approach Data were collected from 617 adult participants using an 85-item questionnaire on talent management comprising 25 domains, developed for the present study. Findings Principal component analysis of the data indicated that 20 different factors make an impact in developing strong talent management practices. Three broad areas were identified, namely, personal benefits and growth, transparent organizational culture and social commitment of the organizations. Research limitations/implications Present research has not taken care of few other factors associated with the organization where employees’ retention gets adversely effected such as evaluation of performance and compensation management, training and development, etc. So, future research can be conducted these areas. These aspects are also required to be incorporated in future research. Practical implications Several implications of the present research can be presented in the following areas. It is found in the present research that the effectiveness of the talent management system mostly depends on personal benefits and growth, organizational culture and climate and the organizational out. Apart from the academic implications of the present research, practical implications of the present study cannot be ignored. The components and elements of the talent management in the perspectives employer branding can also appropriately applied by the organizations. Originality/value The contribution of the study lies in exploring and identifying three important aspects of the organization in talent management. Findings will have implications for different organizations in understanding, developing and implementing policies related to employer branding and talent management.

Strengthening organizational learning

“…Patra et al (2023) investigate the issues further involving employees working for different IT companies in eastern India. Males accounted for the vast majority of the 617 respondents, who varied such as in age and educational level.…”

Empower and legitimate talents’ learning activities

“…This special issue of The Learning Organization contains research articles on talent management that support organizational learning. Talent management refers to “a process that identifies, attracts, retains, develops and deploys the most potential employees who play a role in developing value for the organization by using their capacity” (Patra, Datta, & Bose, 2024, p. 467). In other words, talent management is a set of practices that maximize the potential of “highly potential people” (Patra et al, 2024, p. 468).…”

“…Talent in this approach means the characteristics of people. Using Patra et al’s (2024) definition above, talent means some capacity to play a role in developing value for the organization. The second perspective is the subject approach .…”

“…In this approach, talent refers to the people themselves. Using Patra et al’ (2024) definition, talent in here is “the most potential employee who plays a role in developing value for the organization by using their capacity.” Of the above two approaches, this paper takes the subject approach . That is, when we use the term “talent,” we refer to the “most potential employee” above (Patra et al, 2024, p. 467).…”

“…According to Patra et al (2024), talent management consists of the following practices: attracting and retaining the potential employee; talent development (including training); and deploying the talent. …”