[Sastry, 2(4): April, 2013] http: // www.ijesrt.com (C) Intern IJESRT INTERNATIONAL JOUR Talent Management” in Re Survodaya First Grade College, Talent Management is the ca execute a business strategy. In the ligh through innovation is important. It con available to employees in the organiza management of employees. The retenti development programs during recessio the study. Keywords: Talent Management. Introduction Education and other industries seeking alternative employment if they in their present circumstances. Th availability of information on the Inte are savvier than ever about identif opportunities available to them. Whethe not, some of our employees may be r and able to change jobs to develop advance their careers or seize m employment opportunities. Managers, consider bringing the concept of talen practices to the unit level to com institution's overall strategy. It is believed that in o organization to be competitive in the and even international marketplac TALENT (skilled employees) must be that business' activities. Every encoun organization, and between that organi external customers, must reflect the values an organization represents. New technologies, rapid business models, and globalization of all increased the demand for top- Meanwhile, the aging workforce is organizations with their critical talen retirement - often with an inadequa younger talent. Even the recent slow economy has not eliminated the ta Workforce reductions have temporarily the major battles for talent, but they hav IS national Journal of Engineering Sciences & Research T RNAL OF ENGINEERING SCIENCES & RE TECHNOLOGY etaining Talents for Organizational Natur Growth N Subbu Krishna Sastry , Deviah Park Sreeramapuram,Bangalore-560 021, K Sastry_24@yahoo.co.in Abstract apability to create and continuously optimize the talent ht of strategic goals, finding new sources of value in emp ncerns the additional management processes and opportu ation. The Researcher proposes to study the best practices ion policy to retain innovative employees, reviewing and on and relationship with the boss are important related c s may consider y are unhappy hanks to the ernet, workers fying the job er we like it or ready, willing, p new skills, more lucrative , though, may nt management mplement the order for an local, national ce, the right at the helm of nter within an ization and its dynamics and dly changing f markets have -notch people. leaving many nt approaching ate supply of wdown in the alent problem. y slowed down ve put a premium on ensuring that the high-performing and well-suite needs of the business. With p earnings and increase sh organizations are quick to lay off times. Although these layoffs positive response from Wall undermine performance lat organizations lack the talent to c opportunities. Our experience sug firms rely on recruiting new systematic development of "home “How is talent manageme professional development “ Talent management pr comprehensive approach t development. That’s because talen 1. It is more closely Tied to the fu of organizations and establishe requirements across all levels wit Talent management supports p those core competencies, wh development focuses more on th needs for the job they are in. 2. It has a stronger focus on De the-job in relation to core organization is trying to acquire. talent management strategies tha involves practical skills develo Professional development is see courses, workshops and sending the job for development. SSN: 2277-9655 echnology[976-981] ESEARCH ral Competitive Karnataka,India resources needed to ployee’s performance unities that are made s followed in talents d revising leadership concepts reviewed in talent remaining is ed to the strategic ressure to maintain hareholder value, f employees in tough may get an initial Street, they can ter on because capitalize on growth ggests that too many talent rather than e grown" talent ent different to rovides a far more than professional nt management: uture business needs es core competency hin the organization. people in acquiring hereas professional he individual’s skill eveloping people on- competencies the . Around 80% of all at Melanie has seen opment for the job. en to focus more on g people away from