Talent management strategy of employee engagement in Indian ITES employees: key to retention

By Jyotsna Bhatnagar. 2007

664 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/e1c4aec2042d46109b33e3a2aadbc54b04fa4862

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

To leave or not to leave: the effects of perceptions of organizational justice on employee turnover intention via employee-organization relationship and employee job engagement (2019, background): “They are pivotal for leveraging competitive advantage for organizations (Bhatnagar, 2007), as employees possess both accumulated knowledge about organizations as well as networks of relationships with coworkers, managers, and customers that are invaluable to organizational success (Nahapiet & Ghosha”
Exploring talent management in India: The neglected role of intrinsic rewards (2010, background): “A variable which has been generally neglected in discussions of retention in emerging markets is the intrinsic rewards associated with performing work (Bhatnagar, 2007).”
Workplace spirituality, mindfulness meditation, and work engagement (2017, background): “…interviews to acknowledge new hires’ expectations and discover their strength (Branham 2005), (2) engagement surveys to ensure work engagement, and (3) exit interviews to uncover an evident mismatch between employees’expectations and their roles provided by the organization (Bhatnagar 2007).”
The role of the corporate HR function in global talent management (2010, background): “The need for effective talent management strategies and practices that work in emerging markets is increasingly recognized by top MNC managers yet there has been little systematic research of talent management in these markets (Bhatnagar, 2007; Sparrow & Budhwar, 1997).”
Positive organisation : the role of leader behaviour in work engagement and retention : original research (2011, background): “According to Bhatnagar (2007), employee engagement is the most effective way in which to retain talent.”
Transformational leadership and turnover (2017, methodology): “Though, it was found that transformational leadership positively influenced employee engagement significantly (Bhatnagar, 2007; Ghadi et al., 2013; Tims et al., 2011; Salanova et al., 2011), the role of employee engagement as a mediator between transformational leadership and employer branding expan”
(How) Does the HR strategy support an innovation oriented business strategy? An investigation of institutional context and organizational practices in Indian firms (2010, background): “Firms are increasingly involved in the “war for talent,” and some companies have employed several HR techniques, such as performance management, training and development, diversity management, and employee recognition, as key HR initiatives to attract and retain talent (Bhatnagar, 2007a).”
Mediator Analysis of Employee Engagement: Role of Perceived Organizational Support, P-O Fit, Organizational Commitment and Job Satisfaction (2013, background): “Contemporary managerial philosophies provide greater empowerment to employees to make decisions and discharge their duties (Biswas & Varma, 2007); and, Indian managers in performing a strategic role in HR, provide a sense of psychological empowerment (see Bhatnagar & Sharma, 2005, Bhatnagar, 2007).”