Talent Management in Tata Teleservices
Talent Management is still an aloof term for many organizations. Its growing importance is yet to find place in most of the Indian organizations. They do have components of it but does not contain all the elements of a talent management process in its entirety. Now to explore what constitutes “talent management”, a term that was coined in McKinsey & Company, really varies from organizations to organizations.
Talent management process in TTSL
Elaborating from here, the organization chosen to examine the topic under discussion is Tata Teleservices Ltd. Incorporated in the year 2002, since the acquisition of Hughes Tele.Com (India) Ltd and later renamed Tata Teleservices (Maharashtra) Limited by the Tata Group, stands tall today and does not need much introduction. It launched mobile operations in January 2005 under the brand name Tata Indicom and today enjoys a pan-India presence with operations in all of India's 22 telecom Circles. The organization did not become what it is today from the day it came into existence. Efforts directed towards attracting and managing a strong workforce is what got them where they are today. It thrives for a workforce that gives them a competitive advantage and an edge over other competitors. Tata Teleservices has invested in maintaining a healthy workforce from its inception in the year 2002 and has followed a chain of activities that help them foster its talent management process.
Recruitment
Tata Teleservices, which operates under its umbrella company, Tata group has a strong corporate identity. In its recruitment process, the first and foremost objective kept in mind is to select people who are in line with the existing culture. One must understand that to retain an employee, who is of a bigger concern today, it is important to have this fit between the company and its employees. So this is the first step Tata takes in managing its talent. Coming to the actual process, which leads to acquisition of talent for the
Talent management process in TTSL
Elaborating from here, the organization chosen to examine the topic under discussion is Tata Teleservices Ltd. Incorporated in the year 2002, since the acquisition of Hughes Tele.Com (India) Ltd and later renamed Tata Teleservices (Maharashtra) Limited by the Tata Group, stands tall today and does not need much introduction. It launched mobile operations in January 2005 under the brand name Tata Indicom and today enjoys a pan-India presence with operations in all of India's 22 telecom Circles. The organization did not become what it is today from the day it came into existence. Efforts directed towards attracting and managing a strong workforce is what got them where they are today. It thrives for a workforce that gives them a competitive advantage and an edge over other competitors. Tata Teleservices has invested in maintaining a healthy workforce from its inception in the year 2002 and has followed a chain of activities that help them foster its talent management process.
Recruitment
Tata Teleservices, which operates under its umbrella company, Tata group has a strong corporate identity. In its recruitment process, the first and foremost objective kept in mind is to select people who are in line with the existing culture. One must understand that to retain an employee, who is of a bigger concern today, it is important to have this fit between the company and its employees. So this is the first step Tata takes in managing its talent. Coming to the actual process, which leads to acquisition of talent for the