FINDINGS

 It has been observed that Talent Management is at Intermediate stage in HUL

 It has been observed that in HUL, TM is something they already doing but not under
the same name.
 The current status of recognition of employee’s talent is growth level. HR process
engages motivate, retain talent and complex issues are solved through participation
and confrontation

 It has been observed that HUL trains and enables the employees to become
productive. Training is customized and is designed to suit the employee’s capacity to
learn. Learning here is experiential which is done by observing superiors and peers.
 It has been observed the culture of HUL describes that TM is each and everybody’s
job and so everybody have the best of talent.
 In HUL, a conscious, deliberate approach is undertaken to attract, develop and retain
the people with the aptitude and abilities to meet current and future organizational
needs.
 It has been observed through participation in discussions and confront questions to
solve complex issues in HUL

 It has been observed that uncertainty and addressing the important issues of
employees are described at same level in HUL.
 It has been observed that following optimum HR processes for engage, motivate and
retain the talent in HUL
 SUGGESTIONS

 Proper encouragement can be given by the organization to the talent that is prevailing.
 Senior management may not only consider Talent Management as very important but
also support it.
 Lack of participation is the biggest cultural barrier in HUL. To overcome this,
employees must be motivated and rewarded accordingly.
 The biggest hurdle in effective implementation of Talent Management is lack of
understanding of Talent Management and its benefits. To remove this, the
management should be able to educate and provide awareness to the employees.
 In HUL, Talent Management is something they are already doing but not under the
same name. So the management should be clear and more focused for the effective
implementation of Talent Management.
 The management should utilize the skills and talent of the employees optimally, in
order to achieve the advanced stage of Talent Management in the organization.
 CONCLUSION

Talent management in HUL organization aims at ensuring employee recruitment,

training and development, performance reviews and their compensation. Working towards
enhancing a good talent management system in the organization ensures these components of
human resource contribute to the success of the organization.

The advantages that the components bring to the organization also outweigh the
disadvantages considering organizations benefit from these approaches. These ensure the
organization attracts highly qualified employees and finds it easy to retain them and hence
improving their human resource element. Talent management enhances reviews that prove
vital in developing employees. They reveal employee weaknesses and result in the
development of training needs and programs that will improve the skills of the employees
hence maintaining their talents. Employee talents also develop and change with changes in
the organization needs hence increasing and improving their ability to execute their roles.
Therefore, the application of talent management proves an ideal approach in employee
development and improving the performance of each personnel
 BIBLIOGRAPHY
Books:
Personnel C.B.MAMORIA& S.V.GANKAR

Human Resource & Personnel Management K ASWTHAPPA

Essentials of Human Resource Management And P.SUBBA RAO

Industrial Relations

Human Resource Management M IVANCEVICH

Strategic Human Resource Management Tanuja AGARWALA

1. HRD Journal
2. www.talentmanagement101.com
3. www.wikipedia.org/wiki/talent-management
4. www.talentmgt.com
5. www.harvardbusiness.org/corporate/solution-by-topic-mainpage/by-topic-talent-
management.html
6. www.hul.co.in