International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962 Volume-13, Issue-1, (February 2023) www.ijemr.net https://doi.org/10.31033/ijemr.13.1.2 6 This work is licensed under Creative Commons Attribution 4.0 International License. A Case Study on Talent Acquisition at Organisations Dr. Rajesh Kumar Pandey 1 and Subodha Sarangi 2 1 Associate Professor, SSR IMR, Silvassa, Permanently Affiliated to SPPU, Pune, INDIA 2 Manager HR & Admin, Gulf Oil Lubricants India Ltd., Silvassa, INDIA 1 Corresponding Author: rajesh.pandey@ssrimr.edu.in ABSTRACT Talent Management is an essential element of Organisational Development. Talent Management broadly has two sets: Talent Acquisition (TA) and Talent Retention (TR). Talent acquisition deals with the strategies, tactics and processes for identifying, recruiting and finally retaining (TR) the human resources a company needs. The TA attract various dilemma highlighted in the case right from the TA vs TR discussion to Acquisition tolerance & opportunities in the Market. This case study on Talent Acquisition is an illustrative & appraisal case whereby the Authors have presented the thoughts of Industry representatives and created an opportunity of deliberation upon the dilemma surrounding the TA. The Case study aims to equip the readers with understanding on the essentials of Talent Acquisition. The case presents the dilemma associated with the Talent Acquisition at Organisations. It further entails to deliberate upon the Talent Acquisition element for Organisations and potential way out to the dilemma associated. Overall, the analysis of the case shall attract an understanding of the domain of Talent Acquisition at the Organisations. Talent Acquisition & Retention are the core of Companies today, hence Industry at large will be a party to the benefits of learning from the case. The case study has strong relevance to benefit the Management Education Students and budding entrepreneurs. Keywords— Talent Management, Talent Acquisition, Talent Retention, Learning & Development I. CASE INTRODUCTION Employee Management has been the focus since ages perhaps since the advent of Organisational constitution. Employees are the only Asset that appreciates its value hence the rationale behind managing & grooming employees signifies the efforts taken in this direction. The Talent Management approach for Organisations has been an imperative factor for success. Talent Acquisition & Talent Retention are key constituents of Talent Management. A fair Talent Management planning benefits both the Organisation and the Employees. This process certainly attracts challenges in the form of operational and administrative. These challenges are tackled with strategic planning & impactful implementation. Talent Management efforts are very subjective in nature although they may be achieved through matrix designed by consultants but essentially the results have to submerge at Management level as well as Individual level. This stands pretty challenging. In Organisations, the personalized approach is required to assess the skills & abilities of employees and mapping out their career paths. In today’s highly competitive global economy, the war for talent has crossed regional & national boundaries and has evidently become global. With increasing globalization and proliferation of competitors, it is the responsibility of the Organisations to make, build and nourish their talent pool that decides their survival in the long run. Here comes the important deliberation point i.e., whether the Talent that is acquired requires major attention or the acquired Talent being properly retained requires more attention? Does the quality of Talent Acquisition have the major role to play or is the Retention matrix that creates wonders? Such and many more dilemma opportunities are there with the Organisations. One school of thought certainly is the proponent of the notion that a well recruited candidate has more opportunity to be a better contributing Employee. Be it Acquisition or Retention, effectively the Employee / Talent Management is essential. Talent management is a medium to meet the Organisational goal and gain sustainable advantage. II. TALENT ACQUISITION The Talent Management approach for Organisations has been an imperative factor for success. Talent management is a medium to meet the Organisational goal and gain sustainable advantage. Talent Acquisition & Talent Retention are key constituents of Talent Management. A fair Talent Management planning benefits both the Organisation and the Employees. This process certainly attracts challenges in the form of operational and administrative. Talent Management efforts are very subjective in nature although they may be achieved through matrix designed by consultants but essentially the results have to submerge at Management level as well as Individual level. Talent acquisition deals with the strategies, tactics and processes for identifying, recruiting and retaining the human resources a company needs. It includes developing, implementing and evaluating programs for sourcing, recruiting, hiring and orienting. It usually falls under the human resources (HR) field or umbrella, and the process contains five steps. The principal phases of