Monday, December 30, 2019

The Foundational Components Of Christianity - 1691 Words

In society today there are many definitions and opinions on what it means to be a Christian. Some think it is their heritage and they were automatically born a Christian. Others describe it as their social duty to be religious and attend church, and still others say they have a personal relationship with Jesus as their savior. With so many definitions floating around it is important to look at the cornerstones of Christianity and what exactly it entails. This paper will examine the foundational components of Christianity, an analysis of the Christian worldview, and my personal beliefs and conclusions on what it means to be a Christian. God In the Christian worldview, God is the ultimate and sovereign creator of the universe. He is the supreme authority and has power and rule over all things. According to Wood, â€Å"’Creation theology’ begins with the theistic belief that God is the creator and sustainer of the universe, and reasons â€Å"backwards† to determine what traits such a creator must possess to accomplish this creative feat† (pg 189, 2016). God’s creation clearly demonstrates His attributes and divine wisdom. Psalm 104 speaks to the supremacy and the wisdom of God â€Å"How many are your works O Lord! In wisdom you made them all; the earth is full of your creatures.† (NIV). Throughout the creation account in Genesis chapter one, the Bible demonstrates many of Gods characteristics and the fact that He is satisfied with what He has created when He repeatedly makes the statementShow MoreRelatedThe Philosophical Theological Themes Discussed During The First Half Of The C ourse1218 Words   |  5 PagesBased on the foundational theological themes discussed during the first half of the course, it may be inferred that the essence of Christianity broadly lies within deciphering God’s will, and further transferring his will into action particularly by adapting simplicity in our lifestyle and serving those in need to bring about justice and to help humanity prevail. We can note the acknowledgement of the importance of service in various different Tradition’s that fall under the Christian Tradition suchRead MoreJesus Is Jesus The Only Savior?1123 Words   |  5 PagesChrist. There are a variety of alternatives offered, notably pluralism and inclusivism. In the second half of his book Is Jesus the Only Savior? Dr. Ronald Nash addresses the teaching of inclusivism, comparing its claims with the claims of orthodox Christianity and evaluating the merits of those claims. It is the purpose of this analysis to evaluate his rebuttal of inclusivism as presented in chapters 7-11 of Is Jesus the Only Savior?. Dr. Nash approaches this discussion with a masterful command of theRead MoreA Christian Worldview Of Common Core Standards1350 Words   |  6 Pageslonger teaches literacy and appreciation of knowledge utilizing a wide assortment of classical texts, some of which contain religious references or cultural components that may potentially be offensive. Instead, the English teacher must focus on the development of skills related to the reading of nonfiction texts (2014), which are a major component of the national tests. These classic texts, Schultz (2016) offers, guide learning towards a deeper understanding of the â€Å"truths of the human condition.† ConsequentlyRead MoreThe Integration Perspective And The Christian Psychology Perspective913 Words   |  4 PagesWithin the psychology field and in society, there is a common belief that theological principles, scripture, Christianity, and psychological principles are not compatible. Instead they believe that modern psychology is secular, scientific, and sacrilegious. However, many Christian psychologists and counselors, organizations and associations such as the Society for Christian Psychology, are striving to unite, integrate and incorporate Christian values, principles and knowledge into modern psychologicalRead MoreSignificance Of Christ s Resurrection Essay1630 Words   |  7 Pagesbetween man’s sinful nature and God as a just judge. So it is not whether it is one or another, historical or theological. Whether the audience is believer or non-believer. A proper, biblical understanding of Christ’s resurrection serves as a foundational truth for those who root genuine faith in God. Moreover, it is also the same faith that believes in the work that Jesus has done on earth and how he had finished with a closure. Hence the resurrection. Non-believers or believers of God’s truthRead MorePeace Is Both Complex And Multifaceted1631 Words   |  7 Pagessubject. It involves a multitude of other factors, such as positive personal relationships, economic and social security, harmony in accepting other s differences, and an underlying presence of justice acting within the world. For both Islam and Christianity, peace is understood as more than merely an absence of violence and conflict. It refers more fully to an overall sense of wellbeing. Ultimately peace is found in union with God/Allah. Christians and Musli ms are taught to live at peace individuallyRead MoreWorldview Analysis (Judaism) Essay example1543 Words   |  7 PagesTestament) and a unifying expression of this relationship through prescribed tradition. Judaism and Christianity share some commonalities in that both worldviews believe in the monotheistic God of Abraham, Isaac, and Jacob and the inspiration, authority, and inerrancy of the Hebrew Scriptures. Both worldviews also believe in Creation and the coming of a Messiah. Although Judaism and Christianity share some commonalities, they are two entirely different worldviews. This paper will identify theRead MoreCivilization is Connected from the Mesopotamians to the Powerful Roman Empire836 Words   |  4 Pagesforward unimpeded. With each elapsing second the present moment changes into the past and creates history. History is filled with a plethora of events, people, and concepts that have left an enduring influence. Society has developed many components which became f oundational to Western culture from the Mesopotamian civilizations to the emergence of the Romans. The contributions of a variety of cultures shaped the course of Western history. The Mesopotamians and Egyptians are among the first civilizationsRead MoreHow The Ancient Greeks And Romans Still Influence Our Modern World869 Words   |  4 Pagesalso invented aqueducts and sewers. The aqueducts, made by Roman engineers, delivered water into cities and town. This technology is still being used today for water delivery and drainage of a sewer. Also, Rome invented concrete, which is a major component in building structures up to date. Rome’s beautiful structures, most of which are still standing to date, still captivate modern society. The Roman contribution to architecture, the arch with a keystone, influenced how tall a structure could becomeRead MoreSpiritual Condition Evaluation1192 Words   |  5 Pagescomprehension of what it requires to be a Christian, extending your own knowledge of scriptural truth, and applying every day what you learn. God anticipates that His followers will become profoundly and His Word supports individual examination as a component of development. â€Å"Let us search out and examine our ways...† Lamentations 3:40. This paper contains an evaluation of spiritual condition of a famous individual, goals for personal spiritual improvement and a future evaluation plan. Spiritual

Saturday, December 21, 2019

Hexaware Technologies - Financial Statement Analysis

Contents Introduction 3 Base Data 3 Financial Data Analysis 3 Trend and Growth Analysis 3 Common Size Analysis 3 Ratio Analysis 4 Profitability ratios, 4 Solvency ratios 4 Activity Ratios 4 Du-Pont Analysis 5 Qualitative details of the financial report data 5 Chairman’s letter highlights 5 Directors’ report highlights 5 Management Discussion and Analysis 5 Auditor’s report highlights 6 Significant Accounting Policies 6 Revenue Recognition 6 Depreciation 6 Foreign Currency Transaction /Translation 6 Key Observations 7 Reference 7 Introduction Hexaware Technologies’ is engaged in the business of providing software application, development, maintenance, re-engineering, consultancy, business process outsourcing†¦show more content†¦Ã¢â‚¬ ¢ Hexaware ranked 18th in the NASSCOM Top 20 IT Software and Services Exporters from India (2008-2009). †¢ Hexaware has ranked among the Top 20 Best IT employers in India by DQ-IDC for five years in a row. †¢ Hexaware was presented the CIO 100 Ingenious award by IDG at the 4th Annual CIO 100 Symposium and Awards Ceremony. Directors’ report highlights †¢ Even though Income from operations dipped by 9.8% overall to Rs. 10,385.62 million in 2009 from Rs. 11,519.14 million in 2008, Operating profit grew by 88.5% to Rs. 1,687.64 million in 2009 from Rs. 895.32 million in 2008 due to reduction in expenses. †¢ The 10% depreciation of the Rupee against the Dollar led to increase in loss on forward contracts which had been taken in 2007. †¢ During the year 2009, there was no exercise of warrants / options under any Employee Stock Option Schemes. Management Discussion and Analysis †¢ Company has repeat-business of approximately 96.90% emphasizing the extent of client relationships. †¢ 30% of the active customers contribute more than USD I million per client on a trailing twelve month basis. In addition, 30% of the active customers appear on Fortune500 /Show MoreRelatedGroup 4 Final Simulation Report13740 Words   |  55 Pages......................................................................... 7 2.1 Week-wise Progress Report ................................................................................................................ 7 2.2 Week-wise Simulation Analysis ....................................................................................................... 10 2.3 Unexpected loss and gain from NEPSE and BSE............................................................................. 17 2.4 Basis of

Friday, December 13, 2019

The incidences of alcohol abuse and alcohol dependence Free Essays

The incidences of alcohol abuse and alcohol dependence seem to be higher than anticipated.   In alcohol dependence the problems seem to be more severe than alcohol abuse.   Family history does seem to play an important role in the initiation and progression of alcohol use, along with external factors. We will write a custom essay sample on The incidences of alcohol abuse and alcohol dependence or any similar topic only for you Order Now    In Western Countries, the incidences of alcohol consumption are higher due to the cultural implications. In these cultures, alcohol use in fact begins during the teenage period. The incidences of alcohol related problems have reduced over the past few decades in the US, due to increased awareness levels.   The incidences of alcohol abuse and alcohol dependences are higher in males than females, although females develop it more easily than males.   Alcohol consumption was higher in the Europeans than the American and other communities. During the management of alcohol-related disorders, alcohol abuse and alcohol dependence has to be differentiated properly using the DSM-IV-TR criteria.   Treatment should be initiated after determining the needs of the individual.   It would be logical to provide counseling sessions and motivating the patient to become alcohol-free.   Counseling and short-term administration of medications, play a very important role during treatment. Hospitalization may be required for a few days to help the individual refrain from the habit.   The individual may develop certain symptoms while abstaining from alcohol initially which slowly reduce with time.   The risk of relapses following treatment is very high.   Hence, it would be advisable to keep a constant check on the individual. 20 % of the individuals admitted in mental hospitals have suffered either alcohol abuse or alcohol dependence.   It affects individuals from all socio-economic backgrounds. The prevalence of alcohol dependence in the US Colleges was 6%, and alcohol abuse was 20%.   At least 15000 students die a year due to alcohol disorders.   Alcohol dependence and alcohol abuse puts the individual at a very high risk to develop depressive disorders, panic disorders, anxiety disorders, mood disorders, mania, schizophrenia, etc (Schuckit, M. A., 2005). Alcohol dependence is a condition in which the repeated presence of three out of 7 impairments, alcohol can have over life and normal functioning, during a 12-month period.   The impairments of defects in functioning include tolerance, withdrawal symptoms, interference with normal functioning at school, workplace, home or in social setting, physical and psychological symptoms, etc (According to the DSM-IV-TR). There is a difference in withdrawal developing separately and that developing in association with dependence.   Withdrawal symptoms that develop separately can follow a severe course.   When withdrawal is present in relation to depression, a milder course is followed.   Individuals without alcohol dependence may not be considered as alcohol abusers (Schuckit, M. A., 2005). In alcohol abuse, the individual may not be dependent on alcohol but develops a constant problem related to alcohol use during a 12-month period (such as legal, social, work-based and family problems, and using alcohol in dangerous environments).   At least one or two of the 4 areas are present in abuse (Schuckit, M. A., 2005). The DSM-IV-TR code for alcohol abuse is 305.00, and that of alcohol dependence is 303.90. The background characteristics of alcohol abuse and alcohol dependence remain the same that is a family history of alcohol misuse or dependence.   It may be as high as 80 %.   The ICD has offered an alternate classification of alcohol dependence.   It suggests 3 out of 6 areas, in difference to the DSM-IV-TR classification of 3 out of 7 areas (Schuckit, M. A., 2005). The prevalence of drinking is relatively high in America, and about 90% of the population drink.   They usually start during early or mid-teens.   About 80% of the people drink when they complete high school.   About 60% go to the extent of intoxicating themselves with alcohol.   On an average, two out of three men drink in the US (Schuckit, M. A., 2005). Individuals who are educated and have a higher socio-economic background drink more frequently.   Amongst religious groups, Jewish minorities consume the most, but do not develop alcohol dependence often. Conservative groups drink less compared to liberal groups.   American-Indians drink more quantities of alcohol compared to other groups.   Adults on an average consume about 2.2 gallons of absolute alcohol per annum.   At the time of American Revolution, this figure was as high as 5 gallons.   During the 1970’s, the figures significantly increased as trends were high and awareness was low. A study conducted to determine the long-term effects in about 500 middle-aged males demonstrated that one-fourth to one-third had alcohol-related problems.   One-third drove under the influence of alcohol, and about one-fifth did not attend to school due to frequent hangovers or disciplinary problems.   However, studies have shown that people tend to learn something out of the less severe alcohol-related problems. Thus, the alcohol-related problems have reduced in the 30’s, 40’s and 50’s age groups.   The life time risk for alcohol dependence is 10 to 15% in males and about 3 to 5 % in females.   Alcohol dependence usually develops in the age group of 20 to 40 years. Thy somehow tend to hold on to their jobs, family relations and social functioning.   If alcohol dependence in teenagers is reported, the incidence of associated antisocial personality disorders is high.   Sometimes alcohol dependence can begin late in life, and in such circumstances is associated with reduced social problems (Schuckit, M. A., 2005). Europeans consume the most amount of alcohol a year, especially the northern European countries.   About 90% of the teenagers consume alcohol during their school days.   This rate was much higher compared to the US.   Most Europeans drink by the age of 12 or 13 years.   In Denmark, the incidences of alcohol consumption were particularly high in female teenagers. The incidences of Binge drinking (drinking large amount of alcohol within a short period of time to the extent of intoxication) were high in the UK, Denmark and Ireland.   The main reason for this was merry-making.   The Irish tend to spend the most on drinking, with Denmark a distant second.   Relatively, lower amounts of money were spent on alcohol by people belonging to Norway, Sweden, Finland and Iceland (Finfacts Ireland, 2007). Throughout history, alcohol has played a role in the economic, social, medicinal, cultural, religious and spiritual sectors of life.   The nomadic Rechabites did not drink wine because they felt that it was associated with bad agricultural habits.   Prophet Mohammed did not allow his devotees to consume alcohol. Ancient Egypt considered alcohol a source of energy and nutrients.   In fact, their alcohol contained several nutritional supplements that helped to treat nutritional deficiency disorders.   Alcohol has been utilized by a medicine by several cultures.   Several studies have demonstrated it effect in lowering the incidences of coronary heart disorders, cancer and bone-degenerative disorders such as osteoporosis.    It had also been during the early days of medicine to control pain during surgeries.   Even today, several alternative forms of medicine use alcohol as a solvent in their medicinal preparations, and also as a painkiller.   Alcohol is often utilized as a social lubricant, and can improve the taste and appetite for food.   Many communities consider that alcohol should not be a problem because it has been misused only by a small number of people.   It was beneficial to greater numbers of the society (Hanson, D. J., 2005). How to cite The incidences of alcohol abuse and alcohol dependence, Papers

Thursday, December 5, 2019

ABC Distribution Strategic Talent Management-Samples for Student

Question: Discuss about the ABC Distribution Strategic Talent Management. Answer: Introduction The ABC Distribution is a small distribution company, which is concerned with conducting business nationally. The company has been experiencing success in terms of its financial growth and the number of employees present in the company has grown from 20 to 90 over the time from 2012 to 2017. However, the succession planning and internationalization process has posed to be a hindrance in the process of development of talent management. This paper aims to study and analyze the need and importance of better talent in the organization, understanding the key areas affecting the talent management process and providing recommendations on the changes that need to take place in order to bring in the necessary talent. Importance of talent management Talent management is the process of recruitment, management, development and retention of employees, necessary for the long-term growth of an organization (Al Ariss et al., 173-179). In case of ABC Distribution, the talent management process is of great significance, as it would add to an increase in the productivity of the firm with an increase in the processes of growth and innovation. The presence of a trained and skilled workforce reduces the consumption of time and errors, making the production process cost effective. Since the organization is involved in client meetings and sales processes, the presence of motivated employees would help increase the levels of customer satisfaction. Due to the nature of importance of talent management in the organization, the senior management or the decision makers (executive managers/Directors), need to be informed and aware of the deteriorating situation the organization currently is facing. The high rates of staff rotation, lack of proper technological resources, and the succession planning and international business expansion process- all have lead to alarming rates of employees leaving the organization. The replacement of an employee directly involved in sales or interaction with clients/consumers, establish good relationships with the customers and would affect the sales process greatly on quitting the organization. The development of necessary talent would provide a scope for producing skilled successors in key management positions. Thus, the information should be conveyed in a manner to the management that addresses the present status of the organization, the problems it is facing and the relevance of talent management for increasing the sales. Steps to define strategic vision of talent The decision to introduce talent management in an organization has its own positive and negative aspects and discontent may arise in employees who are not part of the program. Therefore, for the role of a Human Resource manager, it is important to maintain a transparency of communication, which would help in properly addressing the causes of dissatisfaction among employees as well as informing the employees who are to be retained by the organization. In order to define a strategic vision of talent to the mid-levels of management, there are certain steps that need to be adopted. They are as follows:- Understanding the company goals and objectives- All aspects regarding to the market position, the potential consumers, competition analysis, strengths and weaknesses of the organization need to be examined (Nankervis et al., "Human resource management: strategy and practice."). Managing the internal talent- The internal talent can be managed through the analysis of the skills, levels of competency, experiences and talents of the employees working within the organization (Elegbe and Joel Alemibola, Talent management in the developing world: Adopting a global perspective.). Employer branding- An organization that has a good reputation or goodwill is susceptible to gain a favorable position in the market and attract a pool of quality employees (Figurska, Irena, and Ewa Matuska, "Employer Branding As A Human Resources Management Strategy."). Improving relationships with candidates- Maintaining a positive relationship with candidates, regardless of the outcome of their selection process allows more and more individuals to be interested in joining the organization. Reasons for staff leaving a company The reason staff may leave a company depends on a number of causes. Some of these are as follows:- Lack of motivation- The lack of motivation in employees is mainly caused due to lack of communication and proper flow of information in the organization. Lack of motivation in employees gives rise to unproductive work and ultimately leads to the employee resigning from the organization (Taylor, 19). Lack of proper future- If the financial position of the organization is in a threatening position or the company has been losing out to its competition on a frequent basis, employees feel threatened since it questions the long-term growth of the organization. Apart from this, employees may also leave in order to look for better job positions. Lack of skills and training- The lack of proper skills and training may cause inconvenience in work for an employee, leading to lack of motivation and interest in performing the given job role. Inability to perform- The lack of proper skills and expertise may not allow an employee to perform his job efficiently. It can also take place by assigning an employee in a field that he knows very little or nothing about. Lack of loyalty- Loyalty is a rare quality possessed by individuals in recent times, and is almost absent in the employer and employees in todays time and both individuals constantly looking for better means and opportunities. Changes in core management decisions- A change in the core management policy or changes in the management may affect an employees decision to continue working in an organization in the future. Stress- The rotation of staff to various departments within an organization increases the amount of work significantly with an increase in the levels of stress in employees and may cause the employee to quit. Effect of staff rotation on talent management process The staff rotation process is very time consuming and a lot of time is wasted in motivating and persuading the employees for rotation of their job roles. Employees also need time to settle down in their new job role and be familiar with the co-workers. It adds to an increase in the levels of stress and anxiety of employees, since most employees wish to perform within their comfort zone and in a familiar environment. In case the process is forced on by the organization, it may lead to wastage of time training unfit and unwilling employees to take up the job role. It is due to all of these reasons, that high levels of staff rotation make it difficult to implement a talent management process in ABC Distribution. Ways to retain existing talent The retention of employees in ABC Distribution can be achieved via the following ways:- Good flow of communication- The presence of good flow of communication allows the employees to be aware of the changes in company policy and objectives. Listening to the ideas and opinions of employees regarding various decisions helps to make them feel more important and increases motivation and active participation in work. Rewards system- Rewarding employees for their hard work and contribution towards the organization make the employees feel more respected and worthwhile (Deery, Margaret, and Leo Jago, 453-472). Employees who feel that their work is underappreciated may look for potential jobs elsewhere. Conduct employee development programs- It helps in developing new skills in employees and training them to be more efficient in the work performed by them. Instead of managing employees, emphasis should be given on the quality of the task performed and how it could be enhanced further (Douthitt, Shane, and Scott Mondore, 16.). Providing opportunities for growth- The internal environment needs to be scanned frequently to provide higher positions of job role to deserving employees. The interested employees may take up the promotion offer and this creates a sense of loyalty and respect in the employees regarding the business organization (Oladapo, 19). Performance reviews- Performance reviews help evaluate the skills and work done by an employee and it informs him about his strengths and the areas he needs to focus more on. It helps the employees to know what the organization or the job demands from them and develop the necessary skills or receive training accordingly (Thunnissen et al., 326-336.). Tools of talent management Being a Human Resources specialist in talent management, a number tools can be used to try and attract the right talent candidates for ABC Distribution. They are as follows:- Clearly defined objectives- An organization that has good communication flow and informs its employees about the objectives that are to be achieved, it results in the maximum utilization of the workforce. It also helps the employees to be clearly aware of their position and job role in the organization (Cappelli, Peter and J. R. Keller, 305-331.). Coaching- It helps in establishing healthy relationships with employees and motivating and inspiring them to work hard towards achieving the organizational goals. The executive trainers assess the employees and they develop new skills (Sparrow et al., 177-212). Diversity of workforce- The diversification of workforce helps remove differences in ethnicity, caste, culture, gender and age. It provides a wider scope of providing customer service and catering to all sections of the crowd (Thunnissen and Marian, 326-336). Retention- Losing out experienced and skilled employees to competition or other organizations is a great drawback for any business. Therefore, it is important to retain employees and this can be achieved by the implementation of proper compensation, safe and comfortable work environment and offering the employees a chance to progress or advance (Chitsaz-Isfahani, Ali, and Hamid Reza Boustani, 114). Effective recruitment process- The recruitment of new employees to a organization brings in new talent and fresh new ideas and thoughts, vital to the workings of the organization. It also helps to focus more on the requirements of the organization and the employees are selected in accordance with their skills and training (Meyers et al., 305-321.). Importance of technological resources in a company The presence of technological resources is an important and essential part of any business organization in recent times. ABC Distribution, makes use of outdated methods to communicate with its clients and completely ignores the usage of any form of hardware or software, be it smart-phones, tablets, social media and so on. This affects the efficiency of business since the presence of technological resources serves as a great advantage to business organizations (Benitez-Amado et al., 207-220). It helps to ease the communication process making it less time consuming and cost effective. Apart from this, it also helps in maintaining good communication flow between the organization and its employees as well as suppliers, factory workers and others. The presence of technological resources helps to strengthen the security of an organization by securing confidential files and reports on a digital database. Lastly, it enables business organizations to conduct research on the present market con ditions and stay a step ahead of competition. Recommendations As a Human Resources Manager of ABC Distribution, the following recommendations are to be provided to the executive heads regarding the importance and implementation of technological resources. They are as follows:- The use of an online database to store confidential files, reports and executive decisions which if leaked, may affect the operations of the organization. The presence of a website for ABC Distribution would help in communicating freely with consumers and would add to the improved brand value of the organization. A common portal or application being used to communicate all decisions, objectives and policies to all employees of the organization at once cutting down time and cost and reducing the chances of confusion and miscommunication. Ways to approach Executive heads The task of approaching and convincing the executive heads of an organization is a difficult one. However, the present status of ABC Distributions is alarming in nature and needs to be addressed promptly failing to do which would affect the implementation of a talent management strategy. This can done via the following ways:- Brief and to the point message. Creating a presentation or slide containing a summary of the issues to be addressed. Rehearse on the speech that needs to be delivered beforehand. Provide a detailed information of all the threats currently faced by the organization and how it can be solved. All topics should be covered carefully without missing out on important information. Essential Pre-requisites for successful talent management The implementation of a successful talent management process requires the presence of a few essential prerequisites. They are as follows:- Clarify the companys strategic vision- In other words; the employees should be aware of the workings of the organization and the set of goals and objectives that are to be achieved by the organization within a given time. Changes in internal environment- The constant changes in leadership affect the decision making process and workings of an organization (Bryant, Phil C and David G. Allen, 171-175). Although ABC Distribution is expanding its business internationally, it maintains a SME culture and functions through silos. These factors needs to be considered and resolved before implementing a talent management strategy. External factors- The presence of SME culture has affected the organization and its operations since the organization is currently undergoing the process of expansion. Since the business is undergoing international expansion, new laws, policies, decisions, new market and competitors are the external factors that need consideration before the implementation of a talent management strategy. Conclusion Thus the conclusion can be drawn that the implementation of a talent management strategy serves as an important aspect for the growth and success of an organization. However in the given case study, ABC Distributions is currently being affected by a number of factors that do not permit the implementation of a talent management strategy and the employee retention rates are alarmingly high. Therefore, these issues need to be addressed to the executive heads and necessary steps taken to ensure the growth and survival of the organization as well as bringing in a skilled and talented workforce. References Al Ariss, Akram, Wayne F. Cascio, and Jaap Paauwe. "Talent management: Current theories and future research directions."Journal of World Business49.2 (2014): 173-179. Cappelli, Peter, and J. R. Keller. "Talent management: Conceptual approaches and practical challenges."Annu. Rev. Organ. Psychol. Organ. Behav.1.1 (2014): 305-331. Thunnissen, Marian, Paul Boselie, and Ben Fruytier. "Talent management and the relevance of context: Towards a pluralistic approach."Human Resource Management Review23.4 (2013): 326-336. Nankervis, Alan R., et al. "Human resource management: strategy and practice." (2013). Meyers, M. Christina, Marianne van Woerkom, and Nicky Dries. "TalentInnate or acquired? Theoretical considerations and their implications for talent management."Human Resource Management Review23.4 (2013): 305-321. Oladapo, Victor. "The impact of talent management on retention."Journal of business studies quarterly5.3 (2014): 19. Figurska, Irena, and Ewa Matuska. "EMPLOYER BRANDING AS A HUMAN RESOURCES MANAGEMENT STRATEGY."Human resources management Ergonomics7.2 (2013). Douthitt, Shane, and Scott Mondore. "Creating a business-focused HR function with analytics and integrated talent management."People and Strategy36.4 (2014): 16. Deery, Margaret, and Leo Jago. "Revisiting talent management, work-life balance and retention strategies."International Journal of Contemporary Hospitality Management27.3 (2015): 453-472. Thunnissen, Marian. "Talent management: For what, how and how well? An empirical exploration of talent management in practice."Employee Relations38.1 (2016): 57-72. Chitsaz-Isfahani, Ali, and Hamid Reza Boustani. "Effects of talent management on employees retention: The mediate effect of organizational trust."International Journal of Academic Research in Economics and Management Sciences3.5 (2014): 114. Benitez-Amado, Jose, F. Javier Llorens-Montes, and Virginia Fernandez-Perez. "IT impact on talent management and operational environmental sustainability."Information Technology and Management16.3 (2015): 207-220. Taylor, Stephen.Resourcing and talent management. Kogan Page Publishers, 2014. Sparrow, Paul, Martin Hird, and Cary L. Cooper. "Strategic Talent Management."Do We Need HR?. Palgrave Macmillan, London, 2015. 177-212. Bryant, Phil C., and David G. Allen. "Compensation, benefits and employee turnover: HR strategies for retaining top talent."Compensation Benefits Review45.3 (2013): 171-175. Elegbe, Joel Alemibola.Talent management in the developing world: Adopting a global perspective. Routledge, 2016.