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The purpose of this paper is to draw lessons on how building a talent management strategy based on competency profiling becomes a critical impact area within the field of strategic HRM.

The case study discusses an Indian pharmaceutical organisation, the environment and the issues arising in context to talent management. The case discusses a well designed talent management strategy.

The talent mindset has helped the organisation in recruiting the best talent from the best pharmaceutical organisations. The attrition of the top and valued talent segment has come down. Some of the key positions have been filled through succession planning.

The case study is in a lesser known but emerging sector of the Indian economy. The case has concentrated on attracting and developing and retaining key talent, it does not concentrate on developing average talent into key talent.

The implications lie in whether to grow talent or buy talent. What signal through a communication strategy should a HR manager give when determining for talent segmentation? How to develop talent and retain employees when there are not challenging options available in the internal labour market?

This paper provides insights to HR practitioners on how to attract, acquire and manage talent in a tight internal and external labour market. It also provides empirical support for, and theoretical understanding of, the strategic HRM literature on talent management theme.

The purpose of this paper is to explore the phenomenon of work-to-family enrichment in totality. Using grounded theory, the study aims to understand antecedents, moderators, and consequences of work-to-family enrichment. This study also investigates strategies adopted by individuals to enhance their work-family enrichment experience.

The paper opted for an exploratory study using the open-ended approach of grounded theory. This paper builds a model to understand the phenomenon by applying Strauss and Corbin's (1990) “paradigm model” approach of grounded theory. The paper throws light on the key tenets of grounded theory research and explains use of grounded theory as a rigorous method for business research. Data were collected by taking 24 in-depth interviews with employees representing middle management segment of consulting, IT and FMCG firms in India.

This study reports “perceived work-family culture” of an organization as an antecedent of “work-to-family enrichment.” It also finds “community resources” and “family role salience” as significant contributors in enriching the experience of professionals. Work-to-family enrichment experience has positive influence on “employer brand attraction” and “organizational citizenship behavior” and has negative influence on “intention to quit.” The study has also added to the literature by identifying Psychological Capital as one of the consequences. The study has highlighted segmentation, i.e. by maintaining work and family boundaries, support from extended family members or close friends, engaging in activities that provides happiness and personal peace like being a part of NGO, time management and scheduling, engaging in shopping and availing community facilities like good day cares as major strategies used by Indian professionals to enhance their work-to-family enrichment.

The study demonstrates application of grounded theory for understanding a phenomenon holistically. It is one of its kinds of study conducted to understand work-to-family enrichment.

This is a unique study, where attempts have been made to understand and integrate work-to-family enrichment phenomenon in totality. The paper provides insights to the managers about the importance of suitable work-family culture and other factors to ensure successful implementation of work-family policies. The paper also identifies strategies adopted by individuals to attain work-family enrichment.

Demographic shifts, changing market and economic trends, technological advances and competitive forces have made work-family interface an important issue for both academicians and practitioners. In India, these changes can be experienced in terms of demographic profile of work force. Changes in the definitions of work and family, shifting family structure, changing profile of work (due to technological advancement, women empowerment, etc.) are transforming the work-family interactions in emerging economies. According to Hewitt's Attrition and Retention Asia Pacific Study, the need for a balance between work and personal life has become an integral element of employee's expectations from their work organization.

This paper fulfils an identified need to study and explore positive side of work-family interface especially in emerging economies like India. This is the first attempt to study the relationships in the work-family domain from a grounded theory approach in Indian context and probably one of the first few in the literature.

The purpose of this research is to measure Organizational Learning Capability (OLC) perception in the managers of public, private and multinational organizations and establish the link between OLC and firm performance. Design/methodology/approach – The data were collected from a sample of 612 managers randomly drawn from Indian industry, using a questionnaire survey. Findings – Organizational capability perception for the managers of the IT sector and of multinational firms was the highest, while it was lowest for the engineering sector. Mixed results were found for the market indicators of firm performance, i.e. firm's financial turnover and firm's profit as predictors of OLC in Indian organizations, where financial turnover was predicting organizational learning capability. Research limitations/implications – The research paper does not test the possibility of firm performance affecting OLC, which may be true, and the author acknowledges it as a limitation of the research study. Future studies may investigate this further. Originality/value – The managers felt that the processes for encouragement of experimentation and environmental scanning needed more attention in Indian industry. The variable of sensitivity to people and their potential provides implications for a rigorous talent management strategy. If adequate attention is paid to this dimension, then it can lead to gaining of competitive advantage, through retention and development of key talent.

Examines the recruitment and talent‐management policies introduced at Indian pharmaceutical company Bupharm, which are helping the organization to compete for talent with some of the industry's major multinationals.

Describes how the company came to the conclusion that it needed more effective recruitment and talent‐management policies, and how it decided on the form that these policies should take. Outlines the successes they have achieved and describes some of the company's plans for the future.

Reveals that the new policies have helped the organization to recruit and retain top talent, and that some key positions have been filled through succession planning.

Reveals that family‐owned businesses can compete with multinationals, and Indian companies can compete with those in the west, when it comes to recruitment and talent management.

Touches upon, but does not consider in detail, how much of the information gathered on an individual employee during an assessment process should be shared with that individual. This is becoming an increasingly important issue as the costs of data storage and transfer continue to fall.

Deals with a lesser‐known but emerging sector of the Indian economy.

This paper aims to discuss the role of HR in organizational change at Indian electricity‐distribution company NDPL.

Examines the state of NDPL before the changes, the reforms that were needed, how they were implemented and the results they have achieved.

Highlights they key role of communication and trust building in major organizational‐change initiatives.

Emphasizes the need for HR departments to move beyond traditional training and development activities and to engage in the internal marketing of organizational change.

Identifies key messages for policymakers and change agents about how to transform companies in the rapidly changing business contexts of emerging markets such as India.

Offers detailed analysis of organizational‐change practices in a large organization in India.

Social entrepreneurship will play a big role in bringing the growth to the rural masses in India and so it becomes important to study the factors, like fair trade, that will shape the social entrepreneurship philosophy.

Primary information has been collected from National Level bodies like Fair Trade Forum – India (FTF‐I) by means of discussions and debates. Current state of fair trade penetration has been discussed with the help of a case study of an India NGO, International Resources for Fairer Trade (IRFT) which is a pioneer in this field in India.

Discussions with FTF‐I and study of IRFT revealed some surprising facts about fair trade in India – one of them being the expected size of the fair trade market in the near future. Fair trade is expected to grow exponentially in the coming years and it has the potential be an inspiration for many to enter into the social entrepreneurship world.

With this study as basis, many Non Government Organizations and other bodies may find that their business models can be slightly modified to make them eligible for entering the lucrative market of fair trade.

This is the first study that focuses on attempting to find a link between social entrepreneurship and fair trade in India. This study will not only help current and future social entrepreneurs understand the need for fair trade and its benefits but it will also help them understand how they could become fair trade compliant if they wanted to and thus contribute to all inclusive growth.

The purpose of this paper is to explore the wide‐ranging nature of organizational change research and practice with reference to the diverse context of Asia.

Specific reviews of literature are highlighted which have identified the relative dearth of research which could be used to inform the theory and practice of management in Asia. The paper proceeds to offer an overview of the four papers included in this themed section on organizational change in Asia.

After reviewing the four papers, a summary is presented of two key themes which emerge from this body of work, that is, in the process of considering various aspects of organizational change in Asia, the four papers tend to place a relatively heavy emphasis upon the ownership of organizations, and issues directly associated with human resource management. These two themes are identified as recommended areas for future research.

This paper provides an introduction to the themed section on perspectives on organizational change in Asia.

Presenteeism refers to attending work while ill and not being able to work to full capacity. Applying the social cognitive theory (SCT), this paper examines the relationships among presenteeism, job satisfaction (JS), and employee turnover intentions (ETIs), and the mediational influence of JS on the relationship between presenteeism and ETIs.

A web-based survey, including a pilot test, was administered to collect data targeting a sample of 200 full-time Bangladeshi employees. With a two-step method of the structural equation modelling technique, this paper examines four hypotheses among the variables of presenteeism, JS and ETIs.

Significant negative relationships were identified between presenteeism and JS, as well as between JS and ETIs. Further investigations showed a significant positive relationship between presenteeism and ETIs. Notably, presenteeism on ETIs was found to be fully mediated by JS.

The study results suggest that presenteeism can be detrimental to both JS and ETIs among Bangladeshi employees; however, a reduction in rates of presenteeism can be achieved if employees' JS is valued and increased. Both the theoretical and managerial implications, including future research opportunities, are discussed.

Following the SCT, this paper extends the knowledge of presenteeism in a non-Western context. It is also a first reported empirical study among Bangladeshi employees demonstrating the influence of presenteeism and its detrimental effects on employees' motivational behaviour. This study makes a unique contribution to the presenteeism literature by examining JS and ETIs from the perspective of SCT.