This research paper examines the applicability of talent measure sculpts for effective talent management in automobile industries and IT sector with special reference to Krishnagiri district in Tamil Nadu, India. In the primary data collected from the 100 respondents from automobile industry and IT service sector using factor analysis, seven important factors: (1) creativity and innovation; (2) leadership; (3) teamwork; (4) interpersonal sensitivity; (5) personal motivation; (6) association; and (7) team spirit, which constitute talent were found. It was also found applying nonparametric Mann-Whitney test that there is no significant difference between the opinion of automobile industry and IT service sector employees with regard to a set of factors that constitutes talent management. This study helps the company to retain the present talented workforce and stop them from quitting the organization. Critical talent has been defined and identified covering all staff-level positions and suggestions have been proposed in line with company’s requirements and capabilities in order to select perfect and highly skilled employees for the organization.

Talent management implies recognizing a person’s inherent skills, traits and personality, and offering him a matching job. Every person has a unique talent that suits a particular job profile and any other position may cause discomfort. It is the job of the management, particularly the Human Resource (HR) department, to place candidates with prudence and caution. A wrong fit will result in further hiring, re-training and other wasteful activities. It is a systematic approach to managing talent in an organization. The important dimensions which constitute the concept of talent management are attraction, retention, motivation and engagement, development, and succession planning. But they are bundled together to produce a more coherent whole that can be a vehicle for the development and implementation of coordinated and mutually supporting activities that help the organization to get and keep the talented people it needs.

Talent management is the most satisfying and productive aspect of HR management. Finding good people is only a part of the task; talented people can be difficult to manage, but the effort towards nurturing talent is well worthwhile. Hence a serious concern of every HR manager in order to survive this ‘war for talent’, is to fight against a limited and diminishing pool of qualified available candidates to replace valuable employees when they leave, dramatically underscoring the difficulty in attracting, motivating and retaining the best employees in the industry. Technology has become increasingly dependent on knowledge workers who provide the intellectual capital to develop new products and execute effective marketing strategies. This has led cutting-edge companies to realize that acquiring, cultivating and leveraging their talent base is where their real competitive edge lies.

Management Research Journal, Multinational Companies, Indian Pharmaceutical Sector, Financial Management, Working Capital Management, Public Sector Enterprises, Inventory Management, Credit Management, Multinational Private Sector Companies, Multiple Regression Techniques, Pharmaceutical Companies.