Background Study of Talent Management

This study aims to explore and gain in-depth knowledge of talent management and its practices. It focuses on attracting, recruiting, developing, motivating, and retaining talented employees to improve organizational performance.

1.1 Background Study of the Research
The main objective of conducting this study is to have a explore and gain in-depth knowledge of talent
management and what it involves.
Having a good knowledge in talent management skills will help me to provide a better service for a
business in the long run thereby it will help me in achieving my future plans.
1.2 Introduction to the Organization
Merrill J. Fernando devoted his life to tea in the 1950s when he saw the ownership of the tea industry
concentrated in the hands of several large corporations. This led to the commercialization of tea. He
decided to fight this commercialization process for the benefit of tea drinkers around the world and the
crops his country produced with great care and artistry.
He took nearly 40 years and launched his own brand, Dilmah, in 1988. The Dilmaty Company was the
first producer-owned tea brand to offer "selected, finished and packed" teas of origin. Unlike the multi-
origin blends that dominated the shelves of supermarkets, Dilma brought freshly stuffed tea with sauce,
making it one of the best teas in the world with its rich flavor and natural flavor.
Dilma is unique. A brand founded on a passionate commitment to tea quality and reliability, it is also
part of a trans-commercial philosophy of seeing business as a matter of human service. This is why Dilma
is the first ethically produced tea. In 2005, Merrill and his sons Dilhan and Malik promised to follow the
principles set by Dilma's 12 principles in all aspects of business and in the actions of workers, staff and
management.
1.3 Scope of the Research
Scope of this research includes the process for attracting, recruiting, developing, motivating and
retaining talented employees and this aims to improve performance through practices that increase
employee productivity.
1.4 Research Objectives
 To study the effect of Talent Management Practices on Organizational Performance.
 To highlight suggestions for enhancing the level of Talent Management of the organization
based on the data collected
 To study the role of Talent Management practices in driving organizational performance.
1.5 Research Questions
1.6 Costs, Access and Ethical Issues P3

Chapter 02- Literature Review
2.1 Review on Previously Conducted Studies
Many researchers have given different interpretations of the term skill from different perspectives. The
adopted definition depends on the strategy used by the company, the nature of the organization, the
environment in which the company competes and other factors (CIPD, 2007). As Tansey (2011) writes in
his article, not every language has a universal definition of "skill". The meaning of talents depends on the
language shared in the organization. Most companies do not know what talents are and let them manage
them (The Economist, 2006). For example, Morton (2004) believed that skills are people who can make a
big difference in a company's performance. Goffy & Jones (2007) supported Morton's definition of talent
as a handful of employees' knowledge, skills, and vision, and the ability to create extraordinary value to
an organization from existing resources. Paris (2011) described talent as something innate. It is a strength
in itself and does not require the appreciation of others. A skills organization is unique in that it is highly
influenced by factors such as industry, its nature, individual and team level implications and is subject to
change over time (Chartered Personnel and Development Institute (CIPD), 2007). Gordon Ramsey
defines holding skills as the inspiration for chefs (CIPD, 2007). McKinsey defined talent as "the best and
brightest" (McKinsey Quarter 2, 2004). Ready & Conger (2007) defined talent as the best people in an
organization with general knowledge and skills, ready to be promoted to executive positions. Smart
(2005) described talent as "the best 10% talented, best class players at all levels of pay." CIPD provides a
useful definition of talented individuals: Talented individuals are those who have the potential to make
the biggest difference in an organization by demonstrating their innate capabilities in the organization's
present and future performance (CIPD, 2007). From these definitions of skills, it can be concluded that
the best people for a job in a talent organization are those who contribute to the achievement of its
strategic goals.
Odierno (2015) states that talent management offers real and tangible benefits of reducing recruitment
costs, effective knowledge transfer, realization of business strategy, delivery of cutting-edge services and
products and the creation of a competitive advantage, in spite of the many challenges that organizations
face in order to be sustainable. Ashton and Morton (2005) argue that good talent management is of
strategic importance and can differentiate an organization when it becomes a core competence, and its
talent significantly improves strategic execution and operational excellence.
Prinsloo (2012), in her study of talent management and the psychological contract, provides evidence that
management can use talent management practices to strengthen the psychological contract, leading to
lower turnover, improved motivation productivity and loyalty. Bersin (2006) asserts that entry into the
new era of talent management was because of more challenging people-related issues requiring tighter

integration between human resource silos and the business. As an organization strives to meet business
goals, it must ensure that it has continuous and integrated processes for recruiting, training, managing,
supporting and remunerating these people, and thus the need for talent management
According to a research conducted by Lawler(2008), he says that Talent management can provide
competitive advantage to organizations, organization’s talent injects capabilities that are very difficult
for competitors to benchmark and replicate. More than any other asset, talent provides the potential for
long-term competitive advantage.
Stephenson & Pandit (2008) and several other researchers have suggested that the right people at the right
time with the right skills and the right level of motivation are essential for skill management. Others
believe that skills management fully embraces the activities of an organization, while attracting,
developing, selecting and retaining the best workforce in the right place (Stahl et al., 2007). CIPD defines
skills management as the organizational attraction, deployment, development and retention of high
potential employees that are considered a definite value of the organization (CIPD, 2009).
2.2 Conceptual Framework and the Explanation of the Variables

2.3 Hypotheses Developed Chapter
H1.1 - Reward System are hypothesized to positively affect Talent Management.
H1.2 - Reward System are hypothesized to negatively affect Talent Management.
H1.3 - Reward System and Talent Management have no any significant relationship.
H.1 - Training and development are hypothesized to positively affect Talent Management.
H1.2 - Training and development are hypothesized to negatively affect Talent Management.
H1.3 - Training and development and Talent Management have no any significant relationship.
H1.1 - Recruitment are hypothesized to positively affect Talent Management.
H1.2 - Recruitment are hypothesized to negatively affect Talent Management.
H1.3 - Recruitment and Talent Management have no any significant relationship.
H1.1 - Talent Retention are hypothesized to positively affect Talent Management.
H1.2 - Talent Retention are hypothesized to negatively affect Talent Management.
H1.3 - Talent Retention and Talent Management have no any significant relationship.
H1.1 - Working environment are hypothesized to positively affect Talent Management.
H1.2 - Working environment are hypothesized to negatively affect Talent Management.
H1.3 - Working environment and Talent Management have no any significant relationship.

03 – Research Methodology
A common definition of research is the systematic collection and analysis of information. After setting
the research objectives, the next step is to determine the research plan that best suits the research
objectives. The research methodology and sampling procedure are selected on the basis of the research
plan. Then set up the structure and sequence of the overall research project. Finally, the research design is
implemented and this implementation begins with the design of the data collection equipment.
Basically, there are there are 03 main branches in a research as epistemology, ontology and axiology.
Epistemology in general is the nature or nature of knowledge or hypotheses about how the world can be
known. For Crotti (1998), epistemology is a way of looking at the world and understanding it. It involves
knowledge and, essentially, embodies some understanding of what that knowledge includes. The next
branch is ontology, or the ‘study of being’, which is concerned with what actually exists in the world
about which humans can acquire knowledge. Ontology helps researchers recognize how certain they can
be about the nature and existence of objects they are researching. Axiology is a branch of philosophy that
studies judgements about the value. Specifically, axiology is engaged with assessment of the role of
researcher’s own value on all stages of the research process. Axiology primarily refers to the ‘aims’ of the
research. This branch of the research philosophy attempts to clarify if you are trying to explain or predict
the world, or are you only seeking to understand it. In simple terms, axiology focuses on what do you
value in your research. This is important because your values affect how you conduct your research and
what do you value in your research findings. For this research, I will go ahead with epistemology.
Research Design
These were the three broadly defined types of objectives on which names of types of research designs
have been obtained respectively. The three types of research designs are exploratory, descriptive and
explanatory.
Out of the above three research designs, I will conduct an explanatory research project for this module
where it is done to help us find the problem that has not been studied in depth. Explanatory research is not
used to give us specific facts but to help us understand the problem more effectively. When conducting
this type of a research, the researcher must be able to adapt to new data and new insights. It can even help
in deciding the exploration configuration, testing philosophy and information gathering strategy”.
Research allows the researcher to tackle such problems where no or less research has been done. And
exploratory research is a process of investigating a problem that has not been studied or thoroughly
investigated in the past. Exploratory type of research is usually conducted to have a better understanding

of the existing problem, but usually doesn't lead to a conclusive result. Descriptive research aims to
accurately and systematically describe a population, situation or phenomenon. It can
answer what, where, when and how questions, but not why questions. A descriptive research design can
use a wide variety of research methods to investigate one or more variables. Unlike in experimental
research, the researcher does not control or manipulate any of the variables, but only observes and
measures them. I will conduct an explanatory research since it will allow me to understand the research
questions more effectively than in the other methods where I will also get the chance to find new
inormation too.
Each stage of the research process is based on assumptions about the sources and the nature of
knowledge. In essence, addressing research philosophy in your dissertation involves being aware and
formulating your beliefs and assumptions. As it is illustrated in figure below, the identification of the
research philosophy is positioned at the outer layer of the ‘research onion. The research philosophy will
reflect the author’s important assumptions and these assumptions serve as base for the research strategy.
Generally, research philosophy has many branches related to a wide range of disciplines. Within the
scope of business studies in particular there are four main research philosophies: Pragmatism, Positivism,
Realism, Interpretivism. Out of theses philosophical stances I will select the Positivism stance since it is
highly structured, being able to use high samples and qualitative and quantitative measurements which are
allowed unlike in the other stances. Positivism mainly generates hypothesis that can be tested and allows
explanations. Also it gives the chance to be use the data in the other researches. And mainly the
quantifiable results help us to come for different conclusions. Since the Realism stance ignores the
scientific method, I will leave this stance for this project, Also, Interpretivism stance focuses on small
samples in depth Therefore I will go ahead with Positivism stance.
Approach
The second layer is about the approach, there are mainly two approaches as Inductive and deductive
approach. Inductive approach begins by collecting data that is relevant to their topic of interest. Once a
substantial amount of data has been collected, the researcher will take a break from data collection to step
back and get a bird’s eye view of their data. At this stage, the researcher looks for patterns in the data,
working to develop a theory that could explain those patterns. Thus, when researchers take an inductive
approach, they start with a set of observations and then they move from those particular experiences to a
more general set of propositions about those experiences. In other words, they move from data to theory,
or from the specific to the general. Deductive approach will start with a compelling social theory and
then test its implications with data. In other words, they utilize the same steps as inductive research, but
they will reverse the order, moving from general to more specific levels. Deductive research approach is

most associated with scientific investigation. The researcher studies what others have done, reads existing
theories of whatever phenomenon they are studying, and then tests hypotheses that emerge from those
theories. I will select the deductive approach since I’m starting the research the theory established theory.
Strategy
To achieve the objectives and aims of the research, I will combine a few methods of data collection. The
data collection methods refer to interviewing case studies, experiments, surveys and archival researches.
Throughout the project I will follow a survey made by google forums to collect reliable information from
the workers in the focused industry. Apart from that I will examine the previous researches conducted on
my study scope. I will not use grounded theory as it is mainly used in qualititative researches, samely I
will refrain from adopting archival researches since it doesn’t specifically answer to my research
obectives.
Choice
Mainly there are 03 types of choices as Mono method, mixed method and multi method. Mono method
means use of only qualitative method or quantitative method. Mixed method means use of both
qualitative method and quantitative method in an equal manner. And multi method means focusing more
on one aspect (qualitative or quantitivative). Considering on that I will select the Multi- method where I
will use quantitative method more and less in qualitative method. As for the qualitative method I will use
the previous literature reviews in this area and as for the quantitative method I will use the statistics
receiving from the participants joining for the survey.
Time Horizon
The 5th layer of the research onion is time horizon. Basically, there are two main types of Time- horizons
used in the researches names as Cross- sectional and Longitudinal time horizons. In Cross- sectional time
horizons it will focus on a very shorter period of time and in Longitudinal time horizon it focuses more on
longer period of time basically two or more years. The research which I am conducting will be carried out
for two months therefore this research falls on the Cross- sectional time horizon.
Techniques and procedures
This layer is mainly concerning about the data collection techniques and procedures. For this project I
will use sampling from the company, Cronbach’s Alpha, Bar charts and correlation analysis. I will choose
Stratified sampling system for the sampling system and I will get a population of 50 for the survey . All
the data collected will be analyzed using the SPSS software. It will be reported in depth in the next report.