AN EMPIRICAL STUDY OF SELECTED INDIAN COMPANIES’ TALENT MANAGEMENT

Talent Management is an organizational approach which companies feel allows them to maintain and enhance the performance of their highly gifted workers. It is an effective method to employ the appropriate talent and to prepare it to assume top positions in the future, to evaluate and manage its performance and also to keep it from leaving the company. The success of any organization, which analyses the skills retention strategy used by the IT sector in India, relies on the performance of its workers. And the research that address, Talent management, IT & ITES Sector in India and based on a comprehensive literary evaluation of chosen IT businesses in India, as well as material gathered from primary and secondary sources. Indian IT Companies Talent Management, Talent Management at TCS, Infosys Talent Management, IBM Talent Management, Organization Development.

Organization development and cultural values of trust in international contexts

Purpose The purpose of this study is to address the call for empirical research on trust and culture highlighted in the existing literature. This study empirically investigates the underlying cultural values of trust across multiple countries – the term used to describe specific cultural environments that have the potential to influence the way in which people demonstrate trust toward others – and then documents their subsequent influences on the success of organization development (OD) efforts in international contexts. Design/methodology/approach Using data from multiple sources, this study conducts a series of empirical tests to investigate the underlying cultural values of trust in a large sample of 42 countries over the past 20 years (2000–2020). Then, the study further extends the findings to propose an empirically developed framework, namely, a country classification, which can be used to assess whether cultural environments in a specific country appear to support or impede trust behavior and the likelihood of success in implementing OD initiatives and interventions in international contexts. Findings Trust is robustly related to cultural values. Specifically, people from countries with high power distance and uncertainty avoidance cultures tend to exhibit less trust in others, whereas those from countries with high individualistic and long-term oriented cultures are more likely to trust others. The country classification further demonstrates that Estonia, Germany, Sweden and the Netherlands are the group of countries whose cultural values appear strongly consistent with the underlying cultural values of trust, implying a greater likelihood of success for OD efforts and interventions. On the other hand, Colombia, Egypt, Iraq, Libya and Mexico are the group of countries whose cultural values appear to differ significantly from the underlying cultural values of trust, suggesting potential obstacles for successful OD efforts and thus appropriate modifications of OD interventions are essentially needed. The results for other countries are also discussed. Practical implications The findings offer several practical implications for the community of OD consulting, especially those who work internationally in cross-national consulting projects or deal with culturally diverse organizations. These include a more sophisticated understanding of the cultural environments that support or impede the willingness to trust in a specific foreign country, an evidence-informed strategy to design or adopt appropriate OD interventions that align with the cultural environments of a foreign country and a framework to assess and improve the likelihood of successful OD interventions in international contexts. Originality/value To the author’s best knowledge, this is the first study to conduct an empirical examination of the influence of culture on trust in a comprehensive manner, subsequently providing a transitional bridge between two major strands of trust research in the current OD literature: trust serves as a necessary foundation for successful OD efforts and the willingness to trust can potentially be explained through cultural spheres. Second, this study explores trust behavior in international contexts and develops a country classification concerning the influence of culture on trust, both of which have never been accomplished in prior research.

A Compelling Beginning and More to Uncover

The article by Hastings and Schwarz, Leading Change Processes for Success: A Dynamic Application of Diagnostic and Dialogic Organization Development (OD), deserves close review by scholars and practitioners. Their research supports arguments that OD approaches can be meaningfully categorized as diagnostic or dialogic and that differences in those approaches have significant implications for organizational change success rates. Concerns about how one assesses a leader's mindset and counterpoints to the conclusion that oscillation between diagnostic and dialogic approaches is always associated with higher success rates are presented.

Generative Scholarship Through Prospective Theorizing: Appreciating the Roots and Legacy of Organization Development and Change to Build a Bright Future

How can Organization Development and Change (ODC) research and practice help create healthy, vibrant, and humane organizations and communities? This has been a guiding question for the field of ODC throughout a year-long series of activities (e.g., design meetings, webinars, and informal dialogues) linked to the 50th anniversary celebration of the ODC Division of the Academy of Management. In this paper, we provide our own reflections on this unfolding dialogue by proposing that ODC's future can be bolstered by leveraging its legacy and historical strengths as the basis to engage in a systematic approach for doing prospective theory-building ( Cooperrider, 2021 ), particularly on grand challenges like the transition to the Anthropocene. That is, we advocate for building theory that focuses on intentionally co-creating a better future rather than take it for granted or merely describing (and projecting) the past. In doing so, we believe ODC scholars and practitioners will be better equipped to create what we refer to as generative scholarship and write the next chapter for ODC as a revitalizing force in the world.