dissertation topics hr   Dynamic Change Of Talent Acquisition In It Sectors: IBM


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250 Words

Dynamic Change Of Talent Acquisition In It Sectors: IBM

1) Introduction

Pritchard (2014) commented on the essential fact that with the change in market scenario and the economic conditions of the organization and global world, the organizations faces problem in getting efficient and talented workforce. This approach in the Information technology organizations is to acquire the future workforce so that it can be utilized during need and when the requirement occurs.


1.1) Aims of the research work

IBM has specifically concerned about the dynamic change in the recruitment process in this highly competitive market. It also aims to understand the importance of talent acquisition method of recruitment in IBM. Moreover it also focuses on the importance of social media for identification of social media in the talent acquisition process.


1.2) Objectives of Research work

  • To understand the importance of talent acquisition in today’s competitive environment of recruitment within organizations.
  • To understand the innovations that IBM has taken into account for talent acquisition method.
  • To understand the extent of effectiveness of talent acquisition in the recruitment of the talented skied employees.

1.3) Hypothesis

H0: Talent acquisition is an essential part in today’s competitive world of recruitment.

H1: Talent acquisition is not an essential part in today’s competitive world of recruitment.



2) Literature Review

2.1) Introduction

Ulrich et al. (2012) commented on the essential fact that recruitment is one of the major challenging jobs of the recruiter in today’s competitive world. The recruiter is totally held accountable for making the recruitment of the resources that are the future of the organization. It is mainly done in order to fill up the critical and vacant positions in the organization with the best suited employees.


2.2) Importance of Social Media in Talent Acquisition

According to the outlook of Davenport (2015) now days in the world of branding the recruitment plays an important role in the strategy of talent acquisition of the organization Companies fix a certain budget for this talent acquisition process where the talented and skilled employees are allowed to participate and hence their database is kept for the future requirement as per the organization.


2.3) Role of Technology in Talent Acquisition Process

Now day’s technology plays an essential role in the talent acquisition process of the organizations. From the point of view of Nolan (2011) this is through the online job portals, social media and online communities talents of the skilled job seekers are understood and kept shortlisted for the future use of the organization. Usage of the modern technology helps in testing the skills and talent of the job seekers extensively and reserves the employees for their future purpose functionalities of the organization.


2.4) Summary

This research part deals with the talent acquisition and the importance of social media in it. Moreover, the role of modern and innovative technology in this process is also discussed vividly in this context.

3) Research Methodology

3.1) Research Approach

As commented by Sahay (2014) the research design is basically a relationship mapping approach between the theories and ideology that is totally based on the research work. In this research work, the inductive research approach is taken into account as it helps in in-depth and clear understanding of the research work. It also focuses in development of high level understanding of the data collected for the research work.


3.2) Research Design

From the outlook and opinion of Hirsh (2014) the research design is basically the blue print of the entire research work. The data is been collected and hence analyzed to reach out to its most successful and appropriate conclusion. For this research work the explanatory research design is been used for vivid understanding of the research work.


3.3) Research Philosophy

The researcher has opted for interpretative research philosophy that helps in in-depth understanding and analysis of the collected data (Cooper, 2015).


3.4) Data Collection Methods

As commented by Pritchard (2014) the primary and secondary data are collected that helps in reaching to the conclusion of the organization effectively. Primary data are collected through qualitative and quantitative questionnaires to the managers and employees. The secondary data are collected through online and offline sources such as websites, articles, journals and blogs.


3.5) Sample Size

10 managers and 100 job seekers are interviewed regarding this talent acquisition approach in today’s recruitment.


3.6) Research Ethics

The laws and rules along with the codes of conduct are to be strictly followed by the researcher while conducting the research work (Davenport, 2015).


3.7) Limitations

Time constraint along with limitations in budget is the major limitations in this research work.





Hirsh, W. (2014). Four steps to effective talent management. Strategic HR Review, 13(3).

Nolan, S. (2011). The Value of Talent. Promoting Talent Management Across the Organization. Strategic HR Review, 10(4).

Pritchard, K. (2014). Using employee surveys to attract and retain the best talent. Strategic HR Review, 13(2), pp.59-62.

Sahay, P. (2014). Design thinking in talent acquisition: a practitioner’s perspective. Strategic HR Review, 13(4/5), pp.170-180.

Ulrich, D., Younger, J., Brockbank, W. and Ulrich, M. (2012). HR talent and the new HR competencies. Strategic HR Review, 11(4), pp.217-222.

Cooper, J. (2015). Changing HR operating models. Strategic HR Review, 14(3).

Davenport, T. (2015). How HR plays its role in leadership development. Strategic HR Review, 14(3), pp.89-93.