International Journal of Recent Technology and Engineering (IJRTE)
ISSN: 2277-3878, Volume-7, Issue-6S5, April 2019
Human Capital Talentum Analytics -
a Focus Study on Schools of Business (sobs) in
Telangana & Karnataka
K. Bhanu Prakash, A. Adisesha Reddy, P. Siva Reddy
The Pulse Feedback Tools, Employee Wellness Apps,
Augmented and Virtual Reality Tools (VRTs), Human
Talentum Analytics will amplify the Talent Management
Abstract:In the Digi-Era of Internet Of Things (IOT), Virtual
and Viral Technologies, Artificial Intelligence (AI), the Analytics Process (TMP). In the Gig-Economy, there is a paradigm
reshaped and redefined the Science of Workforce. By the Year shift from ‘Brain Drain’ to ‘Brain Circulation’ enroute
2025, 75 % of the Total Workforce will be Millennials, yet, large ‘Brain Gain’. The 21st Century can be seen replacing Low-
percentage of Millennials prefer Non-Profits, Small Business or Skilled Workers by Robots while Knowledge Workers are
Entrepreneurship. [6].An Intuit Global Study predicts that by unstuck by Algorithms. The neuroscience and the
2020, the 40% of the Gig Economy will be the Contingent movability make 'Capacity' while the overall viewpoint, the
Workers. The Golden Age of Human Capital Management shifts frameworks and the inventive limits depict creative
from Employee Engagement to Employee Experience enroute capacity.
Employee Turnover. [12]According to Bersin by Deloitte
Continually 2025, 75% of the Total Workforce
Research (2018), the Average Voluntary Turnover Rate is 13 %
and it impairs the growth indices[8]Lack of analytic acumen or will be Millennials, yet, broad dimension of Millennials
skills among HR Professionals (HBR)has caught fire recently lean toward Non-Profits, Small Business or
with a welter of reports, books and commentary. In the light of Entrepreneurship.[6].An Intuit Global Study predicts that
the above, Human Capital Talentum Analytics (HCTA) emerged by 2020, the 40% of the Gig Economy will be the
as one of the most predictive and a powerful tool that attracts, Contingent Workers.The Golden Age of Human Capital
hires and retains talents resulting increased revenue, customer Management shifts from Employee Engagement to
satisfaction or market share. (Tommy Cohe, CVO, InfoMart). Employee Experience enroute Employee Turnover,from
‘Employer Brand’ to ‘Employer Trust’, from ‘Employee
Human Capital Talentum Analytics (HCTA) can be
portrayed as an exact gathering, examination and
Engagement’ to ‘Employee Experience’. Employee
comprehension of workforce data that is essential in recognizing, Experience is an Eco-System that syncs the 3-Dimensions
tapping, selecting and holding the best capacities in a stand-out viz.,(a) The Employee Engagement, (b) Culture and (c)
manner. In the Era of Big Data, HCTA gives a blue print to Performance Management. .According to Bersin by
Schools Of Business (SOBs) in Telangana (71) and Karnataka Deloitte Research (2018)[12], the Average Voluntary
(115) to leverage ‘Talent Pool’ by the use of Data Analytics. The Turnover Rate is 13% and it impairs the growth indices
voluminous, velocity and variety of data is the basis for [8].Lack of analytic acumen or skills among HR
‘Talentum Analytics’ and silos, skills, strategies offer solutions Professionals has caught fire recently with a welter of
at every stage and entire process of ‘Talent Management Cycle reports, books and commentary[1].
(TMC)’. The examination is test and gives huge encounters on
coordination of HR Practices into Talentum Analytics, growing
Despite doom and gloom economic scenarios, the
dynamically reasonable and successful 'Capacity Pipeline' and MNEs around the World are facing with the shortage of
offers suggestions to overhaul the execution and gainfulness of ‘Talent’ and difficulty in finding Passive Talent’ Countries
the affiliation other than diminishing time-to-utilize and are competing globally to acquire, retain talents that
extending nature of agreement and salary. contribute to competitiveness, innovation, and growth.
According to the GTCI, China and India are the new rising
Index Terms: AI, CVO, HCTA, IOT, SOBs, TMC stars in the Global War for Talent. Capacity is a middle
fixing to all affiliations and Acquisition of Talent is a
I.HUMAN CAPITAL TALENTUM - THE PRIMER craftsmanship yet Retention is an examination of the board.
There is a staggering enthusiasm for exceedingly regarded
Whether the Artificial Intelligence (AI), Robots and and high-bore authoritative capacity[3]-[5].
Machines will take over and lead the Human Race to the Capacity Sourcing and Recruitment face gigantic
Humanoids? , weight. Capacity and bent insufficiencies are no matter how
Revised Manuscript Received on December 22, 2018. you look at it, along these lines, attract and hold
K. BHANU PRAKASH.School of Management Studies, LBRCE (A),
Mylavaram,Krishna District, Andhra Pradesh, Mobile No.+91-94411
73919.
P. SIVA REDDY ,Professor & CFO, GIET (A), Rajamahendravaram,
East Godavari District, Andhra Pradesh, Mobile No.+91-9440321648. E-
Mail: bhanucool@yahoo.com
Published By:
Blue Eyes Intelligence Engineering
Retrieval Number:F13490476S519/19©BEIESP 1949 & Sciences Publication
Human Capital Talentum Analytics -a Focus Study on Schools of Business (Sobs) in Telangana & Karnataka
endowments that add to forcefulness, advancement, and frenzy, the Dot.Com (.Com) bubble burst, the NASDAQ
improvement . It is the moot point of all organisations crumbled, and fears of recession spread.
around the world to attract, develop, and retain a needed
supply of critical talent, Global Talent Management (GTM) Gary Becker developed ‘Economic Theory’ in
Practices are interesting, change and every nation may 1975 and defined ‘Human Capital’ is the aggregate of the
require an alternate arrangement of practices, somewhat present and future fiscal valuation of the aptitudes and
unique methodologies with neighborhood improvement. capacities embodied inside all of the general population that
MNEs are empowering the Configuration, Customisation make up the outright workforce of the affiliation . Human
and Consolidation (3Cs') of Talent Management Practices at Capital is portrayed as the obtainment of data by an
Glocal Level with Enterprise Resource Planning (ERP) individual in the midst of his/her life and usages it for
Software eg., SAP, ORACLE, MICRO SOFT DYNAMICS helpful purposes either in market or non-publicize
etc[1]-[5],[16]., conditions . The contribution of ‘Human Capital’ to
organisational performance can be measured, weighed and
Table - 1: Global Talent Competitive modeled by HR Analytics.(Boudreau and Ramstad 2007,
Index - A Kaleidoscope Hoffman et al., 2012, Huselidet al., 2005, Huus, 2015,
Rank Country Rank Country Lawler et al., 2004).Human Capital Talentum Analytics
1 Switzerland 11 (HCTA) can be portrayed as a purposeful gathering,
2 Singapore 12 Australia examination and comprehension of workforce data that is
3 United States of 13 vital in recognizing, tapping, enrolling and holding the best
4 America 14 New capacities in an exceptional manner[7].
5 Norway 15 Zealand
6 Sweden 16 The Human Capital Analytics for Managing
7 Finland 17 Ireland Workforce from simplest to most sophisticate are classified
8 Denmark 18 into 6-Types viz., (i) Human-Capital Facts, (ii) Human-
9 United Kingdom 19 Iceland Capital Analytics, (iii) Human-Capital Investment Analysis,
10 20 (iv)Human-Capital Forecasts, (v) Talent Value Model, and
Netherlands Canada (vi) Talent Supply Chain. Leading-Edge Companies viz.,
Luxembourg Google, Best Buy, Sysco, and others adopted the DELTA
Blezium (High Quality Data, Enterprise Orientation, Analytical
Leadership, Strategic Targets and Analysts) Approach of
United Talentum Analytics to improve their high ground, benefit,
Arab duty and upkeep of top capacity, and a while later rehashing
Emirates their triumphs.CHATBOT, a Singapore OCBC Bank in-
house mobile app, a holistic HR in Pocket, a Resource
Austria Center for submission of Leave and Claims, Tracking
Medical and Lifestyle Benefits, and Internal Job Postings.
Germany Cognizant’s Analytics revealed that employees who
blogged were more engaged and satisfied. The Augmented
Japan Reality (AR) and Virtual Reality (VR) Tools for Talent
Acquisition, the Disrupted Recruitment Practices viz.,
Source: World’s Most Talent Competitive
Countries, INSEAD, in partnership with GetLinks or Arya are some of the HR Talentum Analytics
Adecco and enough cutting down costs and getting hopefuls with the
Tata Communications, 2018, p.13. better fit[11].
The HR Analytics Team would be accountable for
II. HUMAN CAPITAL TALENTUM ANALYTICS - inventing, organizing and making Models, Dashboards and
THE LEXICON Talent Pipeline that attracts, makes and keeping workforce.
Talent Decision Support Systems (DSS) must be evaluated
The term ‘Talent’ is derived from the Latin word in terms of Return on Investment (ROI). Topple HR
‘Talentum’ means ‘Sum of Money’, a marked ability or Thinking with the Digi-Solutions, have to learn how to ‘Be
skill, the potential or factual ability to a skill better than Digital’ not just ‘Buy Digi-Products’, Integration of HR
most people. Talent is the High-Output Turbo-Charged 6- Analytical Framework with other functions and ensuring
Cyl. Engine that connects forcefulness and headway for the safety and security is the prime concern while constructing
present comprehensive instinctive related flexible economy. HCTA Framework.
The talented people are the people who have exceptional
limits and they are productive in an extent of activities or in
a specific field. . Discovering, having and holding the right
Talent, at the ideal spot, at the perfect time, and at the right
expense is a basic overall issue for each endeavor[8] .
From the perspective of pedagogical intervention,
the concept of talent is considered as a component of
giftedness . The phrase ‘War For Talent’ was at first coined
by McKinsey & Company in 1998 when the economies
were burning white hot, the Recruiting and Retention are in
Published By:
Blue Eyes Intelligence Engineering
Retrieval Number:F13490476S519/19©BEIESP 1950 & Sciences Publication
International Journal of Recent Technology and Engineering (IJRTE)
ISSN: 2277-3878, Volume-7, Issue-6S5, April 2019
IIIHCTA IN SCHOOLS OF BUSINESS (SOBS) - THE The Stratified Random Sampling is adopted for
POLICIES AND PRACTICES collecting the data and the sample is confined to 20 SOBs in
Capacity is exemplified in individuals and in this Telangana (in and around Hyderabad and Secunderabad)
way it can't be systematized, replicated, sold, or adequately and 40 SOBs in Karnataka (in and around Bangalore) only.
traded beginning with one individual then onto the The Interview Protocol Method was adopted for the study
following. All things considered, it is the 'Others and the responses are elicited from the Chairman / President
cognizant's in 'Human Capital' that makes it an exceptional, / BODs, Faculty, Students and Chief Human Resource
indisputable, and essential resource. . India, a Global Talent Officers(CHROs’)of SOBs in Telangana (20) and
Hub, the Single Largest Producer and Provider of World- Karnataka (40).
Class Talent offering 1 in 4 Graduates to the World from D. Results & Discussion
the Esoteric and Meta-Physical to Modern Times with over The observational shows reveal that there are
799 Universities, 39071 Colleges and 11923 Stand-Alone shared attributes during the zones of institutional culture,
Higher Educational Institutions . The aspects of Talent expert duty, program use, and program evaluation.Talent
Acquisition, Development and Retention, Employee Value Development Program Administrators and Participants
Proposition (EVP) in Schools Of Business are investigated (CHROs’)opined HCTA is considered as an investment
from the view motivation behind Talent Management. strategy, institutional priority, engrained in the existing
Capacity Acquisition requires thinking about the EVP and culture, and Retaining Talent in SOBs could have become a
Staffing Processes while EVP incorporates Organizational significant issue before CHROs’.
Culture, Work, People and Rewards to propel the legitimate Exhibit-1: Incubating and Retaining Talent in SOBs -
features that license it apparently and produce reliability The Critical Insights
inside. Staffing joins both Recruitment and Selection
Processes. The Talent Development Process bases on whole
deal and energizes Learning. Holding Talent requires whole
deal considering and inventive orchestrating. The arranging
of unsurprising and sound model of HCTA can be
successfully agreed with business system .
In the Era of Big Data, HCTA provides a blue print
for Schools Of Business (SOBs) in Telangana (71) and
Karnataka (115) to leverage ‘Talent Pool’ by the use of
Data Analytics. The voluminous, velocity and variety of
data is the basis for ‘Talentum Analytics’ and silos, skills,
strategies offer solutions at every stage and entire process of
‘Talent Management Cycle (TMC)’.
A. Objectives of the Study
The examination is observational and imaginative Source: HarshitBhavsar (2014)., Talent Management -
gives noteworthy encounters on mix of HR Practices into Effective and Future Strategies, www.talenthunt.com
Talentum Analytics, growing dynamically fruitful and It is in like manner seen that HCTA Practices are
capable 'Capacity Pipeline' and recommends procedure still commonly right off the bat in SOBs and 'Nature of
measures to sharpen the saw for structure the capacity Hire' is the most fundamental estimation. Mix HR Data with
support pipe line in Schools Of Business (SOBs) in other functionsand organizing of an Integrated Talent
Telangana and Karnataka that is an imaginative, best in Retention System is the need which participates with
class and coordinated in nature. It likewise offers proposals educating, calling improvement, getting ready, headway,
to upgrade the execution and efficiency of the association orchestrating, analysis, affirmation, HiPo evaluation, and
other than lessening time-to-enlist and expanding nature of everything else. The 'Widely inclusive Strategic Talent
contract and income. Retention Approach' which gives another lease of life to the
B. Methodology of the Study affiliation, empowers people to build game plans and
The Vision, Mission, Goals and Objectives, process and grants sureness, improves certainty among
Honorarium / Remuneration and CompensationPolicies of workforce hence make winning society is the need of
the SOBs are evaluated from the perspective of Strategic incredible significance to brood and hold capacity.
Planning; the Qualifications, the Teaching Pedagogy (Case It is suggested that the Mission Development, Goal
Studies / Live Projects / Conceptual Focus / Content- Setting and Individual Assessments of the Institutions are
Context/ Situation-Scenario), Competency Development furnished to setup, make, and execute Professional
Programs like participating in Conferences, Seminars, Development Programs (PDPs) across the Campuses
Workshops and conducting FDPs/FDWs,Industry - primarily for Administrative and Support Staff Personnel.
Academia Orientation, Mentoring, Career Counseling and In any case, it would be useful for the Institutions to join
Consulting and Analytical Exposure(SAP / ORACLE/ theLeadership Development Programs into the Critical
Microsoft Dynamics)of Faculties (Professors / Associate Decision Making.Of all the Factorsaddressed, the
Professors / Assistant Professors)are considered and limitations of both Executive and Supervisory Support were
examined. The Admission Process and Practices (GMAT/
GRE/CAT/MAT / Other Scores), Digi-Class Preparation and
Participation (OHP, PPTs, MOOCs etc.,), SIP, Career
Placements of Students forming the basis for the study.
C. Sample Design
Published By:
Blue Eyes Intelligence Engineering
Retrieval Number:F13490476S519/19©BEIESP 1951 & Sciences Publication
Human Capital Talentum Analytics -a Focus Study on Schools of Business (Sobs) in Telangana & Karnataka
themost tremendous. 8. Michael Arena, Rob Cross, Jonathan Sims, and
In addition, Cultural Assessment, Institutional Mary Uhl-Bien (2017)., How to Catalyze
Transparency, Leadership Commitment, Organizational and Innovation in Your Organization, MIT Sloan
Leadership Competencies, Talent Assessment Programs, Management Review, Summer, June.
Individual Development Planning, Coaching and 9. Sheri Feinzig, Nigel Guenole and Jonathan Ferrar
Mentoring, Action Learning and Program Evaluation and (2017)., The Power of People: Learn How
Implementing Strategies make Future Leaders with Successful Organisations Use Workforce Analytics
obligation and capacities setting out on a voyage that gives To Improve Business Performance, Pearson FT
essential time to broaden and reestablish their thinking. Press, Indiana, USA.
E. The Future of HCTA - Epilogue 10. Steven J. Riccio (2010)., Talent Management in
‘Talents’ are unique and scarce, ‘Talented’ are Higher Education: Identifying and Developing
value resources, ‘Talent Management’ is a maintained and Emerging Leaders within the Administration at
authorized obligation, 'Attracting Talents' are awesome yet Private Colleges and Universities, Dissertation
'Holding Talents' are basic for the survival, accomplishment Submitted To University of Nebraska, Aug.
and sensibility of the Organization. Building 'Capacity
Engagement Pipeline' is along-term, advancing action, yet, URL
requires an arranged, unsurprising effort from legitimate 11. www.capgemini.com/people-analytics-2
structures, and individuals. HR Talentum Analytics gives
point by point examination on Recruitment, Selection, 12. www2.deloitte.com
Training and Performance of Talents other than verifying, 13. www.forbes.com
headway and support. It moreover facilitates essential data 14. www.glassdoor.com
and changing storage facilities of information into critical, 15. www.hbr.org
helpful, and important comprehension. To incorporate a 16. www.oracle.peoplesoft.com
segment of the weights, the affiliation's structure, culture, 17. www.sapanalytics.cloud
and approach to manage basic reasoning, Cost-Benefit 18. www.pwc.com
Analysis (CBA) are prominent to measure the value of 19. www.kpmg.com
HumanCapital Talentum interventions and initiatives. To
sum up, HCTA emerged as a ‘Nex-Gen Proactive HR
Intelligence Platform’ to transform Millennials as
Outstanding Performers and ensure that SOBs make the
right decisions today for the wellness and well-being of
future generations.
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Published By:
Blue Eyes Intelligence Engineering
Retrieval Number:F13490476S519/19©BEIESP 1952 & Sciences Publication
