Effective Talent Management Strategies for Organizations

This report examines effective talent management strategies within the context of Arco Ltd, a wholesale business specializing in protective equipment and workplace safety products. It begins with an introduction to talent management, emphasizing its role in attracting, retaining, and motivating emp...Read More

Effective talent
management strategies for
successful organisation

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
Research topic.............................................................................................................................1
Research aims and objectives......................................................................................................1
Rationale for research.................................................................................................................1
Research questions......................................................................................................................2
Literature review.........................................................................................................................2
Research methodology.....................................................................................................................3
DATA ANALYSIS AND INTERPRETATION.............................................................................5
Recommendation...........................................................................................................................14
Reflection.......................................................................................................................................14
Conclusion.....................................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Talent management is a constant process that involves attracting and retaining high
quality employees, developing their skills and continuously motivating them to improve their
performance. The primary purpose of talent management is to create a motivated workforce with
the company in the long run. There are different strategies that is used by business in terms of
effective talent management such as detailed job description in which a well-informed detailed
job description helps the source, the sourcing software, and the candidate understand the job role
better. Generic job descriptions only serve to confuse all parties involved in the talent acquisition
process and lead to a wave of irrelevant applications. An employee that does not fit into the
organization culture can neither be the happiest employee nor the most sustainability productive
one, hiring candidate with the right fit thus greatly improves the chances of better employee
engagement, higher employee satisfaction, and usually better performance. The report below is
based on Arco ltd that is the wholesale business of protective equipment and also supply
assortment of clothing and workplace safety related products and services. The report below
consists of literature review, methodology, data collection, data analysis and interpretation along
with research outcomes, reflection and recommendation.
Research topic
“Effective Talent Management strategies for successful organizations”.
Research aims and objectives
Aim: “Effective Talent Management strategies for successful organizations”. A case study
on Arco ltd.
Objectives:
 Role of effective talent management strategy in business operation
 Implementation techniques for the strategies
 Benefits of the strategies on the organizational performance
Rationale for research
The reason behind the conduction of this research is to attain a collaborate efforts in which
employee involvement and its participation within the business is processed with adequateness.
In this essential strategies are implemented within the business as per concern of talent
management and under this effectual culture such as coaching, mentoring and collaboration is
1

attained with perfection and in timely frame. It is always being required that employee get
reward and recognize as it induce direct level of motivation, engagement and management of
employees. For this ability of an organisation to retain and attract its potential employees get
enhanced through which capability to achieve long term goals and objectives is processed within
timely manner,
Research questions
 What is the impact of effective talent management strategy in the organizational
operation?
 What are the implementation techniques for the strategies?
 How is the workforce planning of the company affected during Covid-19?
Literature review
What is the impact of effective talent management strategy in the organizational operation?
As per viewpoint of Mona Momtazian, 2020, talent management is possibly enhancing the
working performance and its productiveness through which ability to enhance working
credibility is advanced in moderate basis. In this systematic changes are induced as per concern
of identification, development, attraction, retention and engagement level of employees as with
this potential to attain and achieve standardised objectives is perceived with better suitability. For
this ability to attract top and skilled employees is designed strategically under which effectual
contribution is perceived that turns to motivate and enhance employee working performance with
effectiveness. It also aids to induce continuous level of advancement within role performance
through which specialised operations get performed with perfection. In this employee
performance and productivity is increases that engage and advance employee performance in
improvised manner. It induces a systematic approach as with this consistent advancement within
skills and knowledge is perceived in adequate manner. It is also being related with talent
acquisition, learning and development, performance management, succession planning and
control, retaining and transitioning in sustained mode.
What are the implementation techniques for the strategies?
According to the viewpoint of Karim Ansari, 2021, management of an organisation ensure
to develop and design effectual strategies through which working potential and its capability
both get advanced in timely frame. In this job description is analysed which is an essential
process to define working relationship, salary, benefits, necessary skills and abilities through
2

which it is easy for employee to get connect with the ongoing circumstances of business. The
management learn to become coach as with this effectual engagement and sustained learning is
perceived through which consistent feedback and sustained improvements is progressed
effectively. In addition to this HR also offer continuous training and development as with this
required opportunity is developing that assist the worker to improvise working credibility and its
proficiency in improvise manner. The employee gets adequate recognition and reward and it is in
form of better appreciation that is provided as per sort of working standards. To cultivate the
honest pathway is another goal that provide career pathway through which career advancement
and its attraction both improvised in better way.
How is the workforce planning of the company affected during Covid-19?
According to the viewpoint of Jackie Wiles, 2020, COVID 19 induce negative impact over
workplace as in this there is a change within working place through which varied challenges is
faced by HR in agile of planning approach. For this continuous reshaping and evaluation is
concerned through which skills advancement and its learning capability is increases with
effectiveness. For this workforce planning and future credibility both managed as per concern of
fuelled with relation to technology and market analysis. The remote working is processed
through which productivity and flexible working is achieved along with cost saving that
developed effectual opportunity while advancing growth and development. HR get targeted the
clustered skills as with this job role and its responsibility is capture with better assessment. In
this contingent workforce is developed under which working gap is filled in better way and with
this critical competence is improvised as with better capability.
Research methodology
Research methodology: This segment of methodology is divided into two categories:
qualitative and quantitative. Quantitative analysis can be used because it provides information in
a numerical manner that does not entail additional support from the researcher. Since qualitative
research provides qualitative evidence which takes the most time, it is not used throughout this
investigation. Sources of information: Main and secondary data sources are the two types of data
sources. The primary source of data provides first-hand information on the subject. Synthesis,
study, assessment, and interpretation of primary sources are all examples of secondary sources.
As a result, all types of data sources can be used to capture information.
3

Data analysis methods include questionnaires, observations, interviews, task groups, and focus
studies, among others. This are the most common data collection tools, but a questionnaire is
used to gather knowledge about talent management. The main reason for using this instrument is
that it assists researchers in collecting accurate and reliable data. In comparison to other
approaches, questionnaires require the least amount of time and money. Analyse the data
Coding, material analysis, pattern analysis, and typologies are only a few examples of analytical
techniques. This are the primary techniques for analysing data in the field of analysis. Content
analysis will be used in this case since it will be feasible.
Cost, accessibility, and ethical concerns: In order to perform analysis, investigators must rely on
certain considerations in order to achieve the desired results. The investigator would need ample
funds to conduct this research in a comprehensive manner. Since it assists them in doing
successful primary and secondary research. In addition, the prosecutor maintains advance access
to a limited number of sources or materials. As it will be useful for them to completion inquiry in
systemic manner. Despite this, a variety of ethical practices, such as honesty, confidentiality, and
informed consent, are practiced by researchers to ensure that the analysis is completed
successfully.
4

DATA ANALYSIS AND INTERPRETATION
Questionnaire
Q1) Are you having any information regarding the term ‘talent management’?
a) Yes
b) No
Q2) According to you, which is the most effective strategic approach for talent management
with Arco Ltd.?
a) Developing job description
b) Performance assessments
c) Effective compensation
d) Selection process
Q3) Can you tell what is the most powerful strategy that can be used for enhancing talent
management of an organisation?
a) Attract and retain top talent
b) Improve business performance
c) Higher client satisfaction
Q4) As per your views, what are the different benefits of talent management for workforce?
a) Employee Motivation
b) Boost up confidence
c) Achieve job satisfaction
Q5) Do you think having an effective talent management strategy can help in improving
business performance?
a) Agree
b) Disagree
Q6) According to you, what is the best method that can be used by Arco Ltd. to evaluate
business performance?
a) By competencies
b) By results
c) By potential
Q7) What are the major challenges or issues faced by Arco Ltd. while implementing talent
5

management strategies?
a) Increased employee turnover
b) Lack of leadership
c) Higher total compensation demand
Q8) Provide any recommendations to Arco Ltd in retention of talent
Data interpretation
Questionnaire
Q1) Are you having any information regarding the term ‘talent management’?
a) Yes
b) No
Q2) According to you, which is the most effective strategic approach for talent
management with Arco Ltd.?
a) Developing job description
b) Performance assessments
c) Effective compensation
d) Selection process
Q3) Can you tell what is the most powerful strategy that can be used for enhancing
talent management of an organisation?
a) Attract and retain top talent
b) Improve business performance
c) Higher client satisfaction
Q4) As per your views, what are the different benefits of talent management for
workforce?
a) Employee Motivation
b) Boost up confidence
c) Achieve job satisfaction
Q5) Do you think having an effective talent management strategy can help in
improving business performance?
a) Agree
Frequency
40
10
15
10
12
13
20
16
14
16
20
14
49
6

b) Disagree
Q6) According to you, what is the best method that can be used by Arco Ltd. to
evaluate business performance?
a) By competencies
b) By results
c) By potential
Q7) What are the major challenges or issues faced by Arco Ltd. while
implementing talent management strategies?
a) Increased employee turnover
b) Lack of leadership
c) Higher total compensation demand
1
16
20
14
20
16
14
Theme 1: Idea about the talent management within a hospitality industry
Q1) Are you having any information regarding the term ‘talent management’? Frequency
a) Yes 40
b) No 10
7

a) Yes b) No
0
5
10
15
20
25
30
35
40
40
10
Frequency
Interpretation: As per this graph, this can be concluded that talent management is a well
known concept within these employees. In Arco ltd, people have information about the
importance and value of talent management. There is need to manage and evaluate the company’
growth and enhance productivity. Only 10 respondents are there who have no knowledge of
talent management.
Theme 2: Strategic approaches to talent management in context of hospitality organisation
Q2) According to you, which is the most effective strategic approach for
talent management with Arco Ltd.?
Frequency
a) Developing job description 15
b) Performance assessments 10
c) Effective compensation 12
d) Selection process 13
8

a) Developing job description
b) Performance assessments
c) Effective compensation
d) Selection process
0
2
4
6
8
10
12
14
16 15
10
12
13
Frequency
Interpretation: It is analysed that there are lot of strategic approaches which are used by
organisations for maintaining and retaining employees. It can be seen that this graph has
maximum peak for developing job description. Respondents think that minimum way for
retaining employees is by providing compensation. 12 participants have opinion as effective
compensation is useful strategic approach which is used by organisations.
Theme 3: Significance of talent management in enhancement of business success and
productivity
Q3) Can you tell what is the most powerful strategy that can be used for
enhancing talent management of an organisation?
Frequency
a) Attract and retain top talent 20
b) Improve business performance 16
c) Higher client satisfaction 14
9

a) Attract and retain top talent
b) Improve business performance
c) Higher client satisfaction
0
2
4
6
8
10
12
14
16
18
20
20
16
14
Frequency
Interpretation: From the above graph, it can be evaluated that only 20 respondents think
that talent retention is the most essential way for managing company’s performance. Also, 16
respondents think that business performance can be enhanced by providing motivational
opportunitiess.
Theme 4: Benefits of talent management for employees
Q4) As per your views, what are the different benefits of talent management
for workforce?
Frequency
a) Employee Motivation 16
b) Boost up confidence 20
c) Achieve job satisfaction 14
10

a) Employee Motivation
b) Boost up confidence
c) Achieve job satisfaction
0
2
4
6
8
10
12
14
16
18
20
16
20
14
Frequency
Interpretation: Talent management is the only way used by organisation to manage the
productivity of an organisation. There is need to develop new ways to manage motivation and
encouragement as it helps to retain employees. 20 participants say that employees must be
motivated for managing talent within the organisation. It can be evaluated that 14 respondents
have the information regarding talent retention and management.
Theme 5: Effectiveness of talent management
Q5) Do you think having an effective talent management strategy can help in
improving business performance?
Frequency
a) Agree 41
b) Disagree 9
11

a) Agree b) Disagree
0
5
10
15
20
25
30
35
40
45 41
9
Frequency
Interpretation: This graph depicts the efficacy of talent acquisition in increasing an
organization's competitiveness. The majority of respondents agree with this argument, while the
remaining respondents disagree.
Theme 6: Identification of talent within a workplace
Q6) According to you, what is the best method that can be used by Arco Ltd.
to evaluate business performance?
Frequency
a) By competencies 18
b) By results 15
c) By potential 17
12

a) By competencies b) By results c) By potential
13.5
14
14.5
15
15.5
16
16.5
17
17.5
18
18
15
17
Frequency
Interpretation: There are different ways used by Arco Ltd to manage the talent within
organisation. Most of the respondents think that by providing compensation, Argo Ltd can retain
employees. Only 15 think that by evaluating results, company can manage talented employees.
Theme 7: Major challenges or issues faced by Arco Ltd while managing talent at workplace
Q7) What are the major challenges or issues faced by Arco Ltd. while
implementing talent management strategies?
Frequency
a) Increased employee turnover 20
b) Lack of leadership 16
c) Higher total compensation demand 14
13

a) Increased employee turnover
b) Lack of leadership
c) Higher total compensation demand
0
2
4
6
8
10
12
14
16
18
20
20
16
14
Frequency
14

RESEARCH OUTCOMES
Stakeholders: The stakeholder is the investor that has the number of interest in the
manner of the business of management. The segmentations of the various stakeholders in the
business of management that deals with corporate social responsibilities to manage the orientated
perception. It involves the investors, employees, visitors, consumers and suppliers to deal the
competition in the market oriented process. As the sort of stakeholders plays an operative
manner of role in finalising the segment of project as effectually and analytically. As these are
the orientated section of the government, managers, and employees etc. to manage the work
perception of business of management. As these are deliberately influence the main sponsors of
managerial sections and also to collect the source of material as about the talent management.
The employees are plays an important part to defines the authorities in the virtual perception to
manage the various course of action. As the limited manner of employees or individuals of Arco
ltd will be get nominated for assembling and accumulating the suitable course of information to
deal with the current format of the study in the diverse pattern.
Communicating research outcomes: In respect to connect the various sort of manner to
influence the other individuals in the same segments of the Arco ltd. The outcomes of the
research with section of the dissimilar in the perception of the stakeholders that involves the
managers, employees, verbal term that would be function in the orientation to manage the output
and deals with it to support the virtual term to managing the creating the data that more clear in
the investors mind with the use of performance. In a company there are various stakeholders,
which are employees, customer, shareholders and many more. So it is necessary to communicate
the conclusion or result of the research to them. As it helps in giving a clear picture of research to
various stakeholders,and able to make their mind and thoughts regarding research more
understandable.
In respect to this, there are vareity of modes which can be used, so as to convey these research
outcomes. For communicating, they can use visual or vocal presentation by , so that they can
understand well. Or else, they may prepare report and then show the conclusion of research. By
using these modes, it gives an appropriate data to the stakeholders and it makes the research
more effective and supportive.
Convincing arguments: The above research is basically based on an organization
named Acro Ltd., in this the convincing arguments of talent management is been
discussed.
So, in respect to recognize the main and important strategic approaches to talent
management in a company. Additional to that, it's importance for upgrading the growth
and success of the organization.
Talent management helps in bringing efficiency and effective in the performance hence
it increases other performance level of organization.
15

If an organization analyse and select the best talented candidate, they can get
employees who have good skills, potential and knowledge. It helps organization to
select candidate for long time. This, it brings efficiency in their working performance,
hence gives positive impact on their overall performance. It leads to higher growth and
generates more revenue, lastly it helps in achieving the path of success of an
organization.
REFLECTION AND RECOMMENDATION FOR ALTERNATIVE RESEARCH
METHODOLOGY
Reflection
As I am grateful for accomplishing this mannered chance to execute the task and work
performance of the research study as over a comprehensive subjective content. It initialise the
level of output to maintain the various sort of approach to regulate the planned method of
sectional term for the source of presentation of talent management that ensures the efficiency and
the attainment of generosity in the business while manage its output to deal with the sectors in
the organisation. The report is based on the study of Arco ltd. As by figuring the basic segment
of advantages to influence the term in the sectional source to analyse and investigate the
orientated perception of business of management. I have experienced a lot of things and issues of
the business and I have also increased my knowledge skills or ability and sense of knowledge as
about the efficiency of talent management in the criteria of cordiality business of management.
As in the manner of various output segments that faced the problems and issue in regards to the
time and immoral conduct of performance as towards their respondents and visitors etc. in
between evaluating the enquiry. In the matter of fact, the challenges will get decrease as by
initialise the frame work of the issues in the management to get resolves the issues and problems
as by factorising the segments. I have used the Gantt chart and followed its all frame work of
values of moral principles. As per to it, the segment of the collecting source of information as
about the topic that I used questionnaire which is more appropriate for me in collecting of
reliable and valid data.
Alternative research methodology
Discussion and meeting is contemplate as an effective fragment of alternative
methodology that might be used by investigators to evaluating the source of information and the
manner of frame work to leading the enquiry for the further levels. Conference interview and
16

discussion is the basic sort of technique of crucial source of data gathering that help in
investigating the manner and the orientated framework to manage the outcomes and source of
manner to invest the further alternative research in the perception of the orientated situation. It
also initialise the frame work of collecting of qualitative data about the topic and the
segmentation in the given manner. As it also involves the method to proportionate the output and
its terms to be get used in more suitable form that termed it as in valuable segment for the
composite state of condition. On the matter of the other side, the techniques and the methods are
have the influencing segments to states the negative outcome for investigator as they need to
enhance the need to evaluate the value of more time and cost.
RECOMMENDATION
From the above given information, it has been recommended that talent management within a
workplace is beneficial for the success and productivity of hospitality organisation. There are
some recommendations to the Arco ltd. Arco ltd must encourage flexibility, provide frequent
constructive criticism and praise, provide opportunities for continuing education and professional
development etc. These are consider main ways that helps an organisation in attraction and
retention of top talent for longer time period. As it will also support an enterprise in
improvement of its productivity level and success within a hospitality industry
17

CONCLUSION
From the above declared results, it has been concluded that talent management is
important in the generosity of business of management to term their growth and development to
finalise the output in the given quora. As the various sort of planned methods are termed and
utilise by the manner of the business in the cordiality creativity of innovation for appealing the
source of process and preparing the value of terms as to holds the management of talent as for
extensive period of time in the management. As this set of methods that are effectively required
the manner of the recompense, task of performance valuations etc. As per to this, the segments of
the various sort of talent management that have the orientation to provide the sort of different
essential segments in the manner of the management of business as it also enhanced the business
presentation more evaluation of the task and higher customer gratification etc. as to this, various
sort of individuals are termed the segments in the manner to utilise the quora and the number of
tasks that are confronted by business of management to achieve the talent in the organisation. As
such issues and problems that are increasing the individual’s income, advanced entire
recompense the demand, lack of management etc. it involves the main issues and problem that
have been confronted by corporation.
18

19

REFERENCES
Books and Journals
Bratton, J. and Watson, S., 2018. Talent management, emotional labour and the role of line
managers in the Scottish hospitality industry. Worldwide Hospitality and Tourism
Themes.
D’Annunzio-Green, N., 2018. Conclusion: is talent management a strategic priority in the
hospitality sector?. Worldwide Hospitality and Tourism Themes.
Gupta, V., 2019. Talent management dimensions and their relationship with retention of
Generation-Y employees in the hospitality industry. International Journal of
Contemporary Hospitality Management.
Maurya, K. K. and Agarwal, M., 2018. Organisational talent management and perceived
employer branding. International Journal of Organizational Analysis.
McCusker, K. and Gunaydin, S., 2015. Research using qualitative, quantitative or mixed
methods and choice based on the research. Perfusion. 30(7). pp.537-542.
Miller, T.,and et. al ., 2012. Ethics in qualitative research. Sage.
Quinlan, C. and et.al ., 2019. Business research methods. South Western Cengage.
Riedl, R., Davis, F .D. and Hevner, A. R., 2014. Towards a NeuroIS research methodology:
intensifying the discussion on methods, tools, and measurement. Journal of the
Association for Information Systems. 15(10). p.4.
Scotland, J., 2012. Exploring the philosophical underpinnings of research: Relating ontology and
epistemology to the methodology and methods of the scientific, interpretive, and critical
research paradigms. English language teaching. 5(9). pp.9-16.
Sheehan, M., Grant, K. and Garavan, T., 2018. Strategic talent management: a macro and micro
analysis of current issues in hospitality and tourism. Worldwide Hospitality and
Tourism Themes. 10(1). pp.28-41.
Silverman, D. ed., 2016. Qualitative research. Sage.
Tuohy, D. and et.al., 2013. An overview of interpretive phenomenology as a research
methodology. Nurse researcher. 20(6).
Walliman, N., 2017. Research methods: The basics. Routledge.
Wiek, A. and Lang, D. J., 2016. Transformational sustainability research methodology.
In Sustainability science (pp. 31-41). Springer, Dordrecht.
ONLINE
Momtazian. M., 2020. What is Talent Management and Why is It Important?. [Online] Available
through: < https://expert360.com/resources/articles/talent-management-important >.
Ansari. K., 2021. 6 Simple Talent Management Strategies. [Online] Available through:
<https://theundercoverrecruiter.com/talent-management-strategy/>.
Wiles. J., 2020. Workforce planning for competitive advantage post COVID-19. [Online]
Available through: < https://www.gartner.com/smarterwithgartner/workforce-planning-
for-competitive-advantage-post-covid-19/ >.
20