Role of Managers and Leaders in Employee Development Process

This report discusses the importance of employee development programs for organisations and analyses the role of managers and leaders in the process. It also highlights the challenges faced by them and provides suitable strategies to deal with those issues. The report is based on primary and secondary research methods and focuses on TESCO as a case study. The report is relevant for students pursuing courses in Human Resource Management.

Research Project

Executive summary:
Employee development programs are very important for organisations in order to have a
competent workforce that can contribute towards higher learning and development process in
organisations. Purpose of this report is to determine role of managers and leaders in employee
improvement process. There is application of primary and secondary research methods for the
purpose of collecting relevant information that can help in drawings suitable recommendations
and conclusions.

Table of Contents
Title: The impact of talent management on the role of HR.............................................................4
Introduction......................................................................................................................................4
Report rationale:...............................................................................................................................4
Literature review..............................................................................................................................5
Results/findings................................................................................................................................9
Discussion......................................................................................................................................17
Conclusion.....................................................................................................................................20
Recommendation...........................................................................................................................21
Reflection.......................................................................................................................................21
REFERENCES..............................................................................................................................23
Appendix 1:....................................................................................................................................24
Questionnaire.................................................................................................................................24
Appendix 2:....................................................................................................................................26
Research Ethics Approval Form and Proposal form......................................................................26

Title: The impact of talent management on the role of HR
Introduction
Line managers are regarded as employees who are working in a organisation representing
the first level of management to whom non managerial employees have to report. In organisation
it is very important to have effective employee development programs that can help in course of
having a competent and talented workforce (Lorinkova and Perry, 2017). In present report there
is analysis of the role of leaders and line managers in the course of having effective practises of
employee well being and development. To this, there will be application of primary & secondary
sources of information in context to reach to relevant recommendation & conclusions in the
course of present report.
Report rationale:
The present research report will help in the process of learning various researching skill
and time management skill that will assist in the future course of professional development.
Further the laid research aims and topics are going to lead towards evaluating the role played by
line managers and leaders in the course of employee development.
Aim: "To analyse the role played by line managers and leaders in the course of employee
development and well-being" A study on TESCO
Objectives:
 To evaluate the role of line managers and leaders in the process of employee
development and well-being in TESCO
 To analyse the challenges faced by managers and leaders arising in the employee
development process
 To formulate suitable strategies by managers and leaders to deal with issues arising in the
employee development process
Questions:
 what is the role of line managers and leaders in the process of employee development
and well-being in TESCO?
 Identify different challenges faced by managers and leaders arising in the employee
development process?

 What are some of the suitable strategies by managers and leaders to deal with issues
arising in the employee development process?
Literature review
The role of line managers and leaders in the process of employee development and well-
being in TESCO
As per view points of F.John Ref (2020), Line managers in organisations are action a
very essential function in the process of overseeing the operations of business while they are
reporting to high ranking managers (Aleixo, Leal and Azeiteiro, 2018). They are playing a very
crucial role in operation of biasness by managing and supervising of employees on daily basis so
that they are acting as a liaison between the top management and employees. In context of
TESCO, line managers are working towards hiring and recruiting of expert to sufficiency
various team positions, supplying of support and training to new hires, cross training of
employees for ensuring job rotation & minimise the assigning of any coverage gaps. It can also
help in the process of performance feedback for all team members, communication of functional
and the departmental goals (Keegan, Ringhofer and Huemann, 2018). Further leaders are also
helping in the process of employee development by ensuring quality standard of all processes,
evaluation of individual and team performance by timely delivering of performance reviews.
There is need of coordination and engagement of employees who are working at various levels
by providing them with reports on productivity & performance indicant to the top administration
in the organisation (What Is a Line Manager?, 2020).
The challenges faced by managers and leaders arising in the employee development
process
As per the view point of Nikos Andriotis (2018), there are many situation that are faced
by leaders and managers in employee improvement process. Such as high amount of diversity
in organisations because employee belong to different culture, backgrounds which may affect
their overall functioning (Wang and Xu, 2019). Another major challenge that arises in the
process of implementing employee development opportunities is the dispersed workforce that is
decentralised workforce that may lead to various challenges because training can be quite hard
and there can be high amount of misunderstanding, cultural differences which may lead to
inconsistent training. Different employee has difference in the learning habits that may affect
their level of grasping knowledge because training is less effective when employees are assumed

to be tech savy or posses the same level of learning habits and knowledge levels (Training and
development challenges and solutions in the workplace, 2020).
Suitable strategies by managers and leaders to deal with issues arising in the employee
development process
As per views of Arte Nathan (2016), Training and development is a segment that is
concern with organisation activity aimed at bettering of performance of groups and individuals in
the organisation setting. Conventionalism training is required for the purpose of covering various
essential work related techniques, skills, knowledge and positive progressive approach of
traditional training. Organisation comprises of volatility, complexity, ambiguity that may affect
the overall organisation functioning (Audenaert and et.al., 2019). The major stakeholders include
employees who are affecting the overall organisation functioning in both positive and negative
manner. So leaders and managers have to identify the productive employees. Managers and
leaders can work towards identification of various cultural differences that can help in analysing
the individuals who posses potential of learning and further development of resource as per their
specific requirements.
It will also lead towards collaborative group training session with a effective individual
approach. Another strategy that can be very effective in TESCO is to ensure that all the
employees are engaged in the training process. For this it have to be made sure by the managers
and leaders that trainee is able to understand the objectives and relevance behind training so that
if there are any issues that can be deal with (Afsar, Shahjehan and Shah, 2018). Further there
can be creation of dynamic training portfolio that is based on using of range of methods for
delivering of overall learning objectives. It can be done by using techniques of micro learning or
various types of audio visual elements for the proper e learning provision in the organisation
(What are the most common training challenges and how do successful managers overcome
them?, 2020).

Methodology
Research methodology so related with the use of various methods that is used for analysing the
different performing that are to be utilized in the context of investigation work.
Research Philosophy: It includes various principles that are to be considered in the research.
There are two types of research philosophies that includes the goals of research that are to be
included in the research (Kamalapurkar and et.al., 2018).
Research approach: There are various types of investigation approaches that are to be applied
in the course of a research work (In'am and Hajar, 2017). Such as it include two types of
analysis that is inductive analysis and deductive analysis. Deductive approach: It is based on
development of hypotheses based on per existing theory and further formulation of research
approach to test it. The deductive approach is considered appropriate as it helps in formulation of
hypothesis.
Inductive approach is on activity of a theory rather than adopting a pre existing. In present
report based on use of questionnaire as a method of collecting information there will be use of
inductive analysis.
Research strategy: There are various various kind of research scheme that can be utilized in
context of research (Mayer, 2017). Such as it includes experimental investigation in which there
is focus on creation of research process by examining the result of experiment against expected
results
Survey method in which there is collection of reliable and such data collected through this
method. Survey is based on having quantitative research projects.
Case study method is focused on offering insights with specific nature of example to establish
importance of culture & context between different cases.
Action research it is a type of research that is used for finding solutions with respect to particular
problem in course of a research work.
In the present research work there is utilization of survey methods in which there is collection of
suitable and relevant data by using questionnaire as a tool for collecting relevant information
(Keller, Hornidge and Schünemann, 2018). There will also be use of systematic literature review

as a technique for the purpose of having sufficient base of information in order to analyze the
overall collected information.
Choice of methods: There are various types of research choices that can be include in context of
research work. That includes mono method in which there is collection of one type of
information by using of quantitative and quantitative methodology. In mixed method there is
combination of both qualitative and quantitative methodology for having a precise set of data
(Hardy and Pearson, 2018). In multi method there is combination of methodology by
establishing of particular set of data.
In present report there will be use of mixed method where there is combination of both
qualitative and quantitative methodology for creating a single data set where research is divided
in segment and each is producing a specific data set.
Data collection and analysis: For the purpose of collecting of data there are two major methods
that can be used in the research work. Such as it includes:
Primary method: In this method there is use of first hand data that is gathered by the researcher
in the course of present research work (Stevenson, 2019). In present work, there is use of
questionnaire for the intent of assembling the information.
Secondary method: In this method there is collection of information from identified Secondary
sources (Cudny, 2019). In the present report there is use of existing books, journal articles,
online available sources that will be used for having sufficient information base to reach relevant
recommendations and conclusions.
Sampling: it is a technique that is used for selection of individual from the whole population. It
is one of the cost effective and time convenient techniques that forms the basis of any research.
In present report there is adoption of probability sampling that can help researcher in selection of
few criteria and selecting a member of population. It will lead to each member having equal
opportunity of getting selected.
Questionnaire: It is a research instrument that includes various questions and other prompts
with a aim of collecting information. A research questionnaire includes mix of close ended and
open ended questions that is used by respondents to demonstrate the ability to elaborate thoughts.
In present report the prepared questionnaire is mentioned below:

Results/findings
Q1) Do you posses awareness about concept of employee
development and well-being in organisations?
Frequency
a) Yes 40
b) No 0
Q2) Do you believe that line managers and leaders are playing a
crucial role in the process of employee development and well-
being?
Frequency
a) Yes 20
b) No 20
40
a) Yes
b) No

Q3) Do you think that effective employee development and well-
being can help TESCO in course of achieving success and
development?
Frequency
a) Yes 37
b) No 3
c) No opinion 0
20 20 a) Yes
b) No

Q4) In your view, what is the function of employee development and
well-being for having effectiveness in organisation functioning?
Frequency
a) Career development opportunities 9
b) Timely training and development opportunities 12
c) Skill development programmes 10
d) On the job training facilities 9
37
3
a) Yes
b) No
c) No opinion

Q5) According to your view point, what are some of the strategies
that can help in the course of having effective employee
development process in TESCO?
Frequency
a) Timely identification of skill gaps 8
b) Offering training opportunities 6
c) Development of inclusive workplace culture 15
d) Proper diversity and equality practises 11
9
12
10
9
a) Career development
opportunities
b) Timely training and
development opportunities
c) Skill development
programmes
d) On the job training
facilities

Q6) Do you believe that effective employee development process
can assist in achievement of higher competitive advantage in
TESCO?
Frequency
a) Agree 25
b) Disagree 10
c) Neutral 5
8
6
15
11
a) Timely identification of
skill gaps
b) Offering training
opportunities
c) Development of
inclusive workplace culture
d) Proper diversity and
equality practises

Q7) In your belief, what are the welfare of having effective
employee development process?
Frequency
a) Higher individual productivity 14
b) Timely innovation 5
c) Stability in employee functioning 8
d) Reduction of employee turnover 13
25
10
5
a) Agree
b) Disagree
c) Neutral
14
5 8
13
a) Higher individual
productivity
b) Timely innovation
c) Stability in employee
functioning
d) Reduction of employee
turnover

Q8) Identify different objection featured by managers & leaders
arising in the employee development procedure?
Frequency
a) Lower employee productivity 13
b) High turnover of employees 9
c) workforce diversity 10
d) Internal conflicts among employees 8
Q9) What are some of the suitable strategies by managers and
leaders to deal with issues arising in the employee development
process?
Frequency
a) Using of on the job training measures 8
b) Employee participation in the decision making 10
c) Offering of equal opportunities 10
d) All of the above 12
13
9
10
8
a) Lower employee
productivity
b) High turnover of
employees
c) workforce diversity
d) Internal conflicts
among employees

Q10) Is it necessary to have effective employee development process
achievement of laid objectives, mission and vision in TESCO?
Frequency
a) Yes 38
b) No 2
8
10
10
12 a) Using of on the
job training
measures
b) Employee
participation in the
decision making
c) Offering of equal
opportunities
d) All of the above

Discussion
Theme 1: Posses awareness about concept of employee development and well-being in
organisations
Interpretation: It can be understand from this theme when it was Questioned to 40 respondents
related with awareness of the thought of development of employees & well being. 40
respondents had a positive view point and while none had a negative response to this question.
Theme 2: Line managers and leaders are playing a crucial role in the process of employee
development and well-being
Interpretation: There was questioned to 40 respondents whether line managers and leaders are
playing a important part in the course of development of employees and well-being. 20
respondents had a positive perspective while remaining 20 responded in a negative manner this
question.
Theme 3: Effective employee development and well-being can help TESCO in course of
achieving success and development
Interpretation: While it was asked to 40 respondents about whether effective employee
development and well-being can help TESCO in course of achieving success and development.
37 respondents out of 40 had positive response to this question. 3 respondents out of 40 had a
negative view point while there were no employee who had no opinion to this question.
38
2
a) Yes
b) No

Theme 4: Role of employee development and well-being for having effectiveness in
organisation functioning
Interpretation: There were 40 respondents who were asked about the role of employee
improvement and well being for aggrievement of higher effectiveness in the functioning of
organisation. 9 respondents dealt that it is related with offering of adequate career development
opportunities. 12 respondents felt that there is need of Timely training and development
opportunities. 10 respondents had a view point that there can be offering of skill development
programmes and remaining 9 respondents out of 40 had a view that there can be offering of on
the job training opportunities.
Theme 5: Some of the strategies that can help in the course of having effective employee
development process
Interpretation: It is understood that while it was asked to 40 respondents about the strategies
that can assist for having effective employee development process in TESCO. 8 respondents had
a view that there is need for timely identification of skill gaps. There were 6 respondents from 40
felt that here can be offereed of adequate training and development opportunities. 5 respondents
had a view that there can be development of inclusive culture at workplace. Remaining 11
respondents had a view point that there is need for development of diversity and equality
practises so that there can be timely development of employees in the organisation.
Theme 6: Effective employee development process can assist in achievement of higher
competitive advantage
Interpretation: It can be said from the inquiry that was asked to 40 respondents related with
whether effective process of employee development can assist in achievement of higher
competitive advantage in TESCO. 25 respondents were having a positive view point as they
agreed to this statement. 10 respondents replied in a negative manner as they disagreed to this
view point while remaining 5 others had a neutral view point.
Theme 7: Benefits of having effective employee development process
Interpretation: It is interpreted from the benefits of having effective employee development
process. 14 respondents had a view that there is need for Higher individual productivity. 5
respondents had a viewpoint that there will be timely innovation. 8 respondents felt that there
will be higher Stability in employee functioning. While remaining 13 respondents out of 40 felt
that there will be reduction in overall employee turnover.

Theme 8: Different challenges faced by managers and leaders arising in the employee
development process
Interpretation: It can be said from the question that there are different situation faced by
managers and leaders arising in the employee development process. 13 respondents had a view
point that there is Lower employee productivity. 9 respondents had a view that there is High
turnover of employees. 10 respondents had view that there is high amount of workforce diversity
that can also be a challenge faced by leaders and managers. 8 respondents had a view point that
there will be presence of Internal conflicts among employees.
Theme 9: suitable strategies by managers and leaders to deal with issues arising in the
employee development process
Interpretation: It is interpreted from the question that while it was asked about the issues
arising in the employee development process. 8 respondents had a view that there can be use of
job training measures. 10 respondent had a view that there have to be high employee
participation in the course of decision making. 10 respondents out of 40 felt that there can be
offering of equal opportunity to each employee to participate in the process of employee
development and training programme. While remaining 12 out of 40 respondent had a view that
all of the above can help in the course of developing suitable strategies to deal with issues
arising in the employee development process.
Theme 10: Effective employee development process
Interpretation: It can be said from the preceding question that while it was asked about having
effective employee development process achievement of laid objectives, mission and vision in
TESCO. 38 respondents put of 40 had a positive response to this question while 2 out of 40
replied in a negative manner.

Conclusion
From above discussion, it is concluded that talent management plays vital role as it help
an organisation to satisfy and retaining of staff member of longer period of time. Additionally, it
is determined that it is essential for leaders and managers to guarantee that the procedure of
employee well being and development is implement properly as it has positive influence on the
efficiency and productivity of staff members which in turn leads to attainment of growth and
success at marketplace. Moreover, there are various challenges faced by managers and dealers
such as employees resist to change, increase in cost, ineffective communication and so on. It is
analysed that there are various strategies adopted by managers for effectively dealing with the
issue of employee development procedure that is developing collaborative working culture,
providing career and development opportunities, implement effective leadership style and many
more. Furthermore, it is vital for researcher to use effective research methods as it assist in
collecting data from valid and reliable resources. Questionnaire is considered as an effective
research instrument which help in amplification of in-depth information about topic and leads to
development of effective judgement.

Recommendation
From the above made discussion and analysis from the information collected via various
primary and secondary methods of data collection. There are some of the recommendation that
are drawn in context of TESCO as mentioned below:
1. Standardisation of training: In organisation there is need for producing a consistent
scenario of learning outcomes. In this the managers and leaders must formulate
standardised training models that posses clear stated learning outcomes. In coronet of
TESCO all the employees will posses a high amount of clarity in terms of the tasks that
they need to perform for achievement of such training and development goals.
2. It is recommended that in case of large organisations like TESCO employers have to
ensure that there is recognition of all the cultural differences that may arise as part of
global workforce.
3. It is suggested for leaders and managers in TESCO that they must take timely feedback
with employees after they have undergone through the training and development
procedure. In this they must be given timely feedback. It will help them in understand
their present stage of learning. There will be continuous monitoring of the impact of
training programs on employee potential and competence. Hence, it will be beneficial for
employers and employee both to identify any type of deviations in the laid goals and the
present state of employee functioning.
4. It is suggested that there can be many training challenges that can be faced by managers
and leaders in the organisation. It is responsibility of the leaders to ensure that such
challenges can be overcome by flexibility, consistency and a ability to focus on effective
on the job training programs. It will help in ensuring that employees are simultaneously
able to perform their job roles and training functionalities.
Reflection
I feel glad that I got the opportunity to conduct the study on impact of talent management on
the role of human resource. By conducting this research, I gained knowledge about role and
importance of managers and leaders within the procedure of employee development and
wellbeing. It is determined by me that organisation make use of several strategies for the
wellbeing and development of staff members such as provide training and development session,

develop collaborative working, allow participation in decision making and many more. During
the research, I faced issue regarding data collection as many of the participants did not take
interest in participating and providing information. It is analysed by me that questionnaire is one
of the effective research instrument as it assist me to gain in-depth knowledge regarding topic
and also help me to develop valid and reliable conclusion. Moreover, with the adoption of
quantitative method it is easy for me to gather data based on facts as well as figures. Further, it is
analysed by me that with the help of primary data I am able to collect valid and useful
information which directly leads to development of valid conclusion. This, it is said that the use
of effective data collection method is important in order to gather information from authentic
sources and to attain research objectives on set time period. Apart from this, I have developed
various skills by conducting this study such as data analysis, data interpretation, communication,
time management and so on.
Suitable solutions for future research:
In the present research, questionnaire is undertaken to collect data regarding research topic.
For conducting the further research, Interview can be consider as an alternative methodology as
it will help researcher to gain in-depth knowledge about study within less time and cost. Apart
from this, it also assist research to gather non-verbal information in an appropriate manner.

REFERENCES
Books and Journals
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practices, trust in supervisor, job-embeddedness and turnover intentions in hospitality
industry. International Journal of Contemporary Hospitality Management.
Aleixo, A.M., Leal, S. and Azeiteiro, U.M., 2018. Conceptualization of sustainable higher
education institutions, roles, barriers, and challenges for sustainability: An exploratory
study in Portugal. Journal of cleaner production, 172, pp.1664-1673.
Audenaert and et.al., 2019. When employee performance management affects individual
innovation in public organizations: The role of consistency and LMX. The International
Journal of Human Resource Management .30(5). pp.815-834.
Cudny, W., 2019. City branding and promotion: the strategic approach. Routledge.
Hardy, A. and Pearson, L.J., 2018. Examining stakeholder group specificity: An innovative
sustainable tourism approach. Journal of Destination Marketing & Management, 8,
pp.247-258.
In'am, A. and Hajar, S., 2017. Learning Geometry through Discovery Learning Using a Scientific
Approach. International Journal of Instruction .10(1). pp.55-70.
Kamalapurkar and et.al., 2018. Reinforcement learning for optimal feedback control: A
Lyapunov-based approach (pp. 1-145). New York: Springer.
Keegan, A., Ringhofer, C. and Huemann, M., 2018. Human resource management and project
based organizing: Fertile ground, missed opportunities and prospects for closer
connections. International Journal of Project Management .36(1). pp.121-133.
Keller, R., Hornidge, A.K. and Schünemann, W.J. eds., 2018. The Sociology of Knowledge
Approach to Discourse: Investigating the Politics of Knowledge and Meaning-making.
Routledge.
Lorinkova, N.M. and Perry, S.J., 2017. When is empowerment effective? The role of leader-
leader exchange in empowering leadership, cynicism, and time theft. Journal of
Management .43(5). pp.1631-1654.
Mayer, J.D., 2017. Personality: A systems approach. Rowman & Littlefield.
Stevenson, M.R., 2019. How divorce affects offspring: A research approach. Routledge.
Wang, Z. and Xu, H., 2019. When and for whom ethical leadership is more effective in eliciting
work meaningfulness and positive attitudes: The moderating roles of core self-evaluation
and perceived organizational support. Journal of Business Ethics .156(4). pp.919-940.
Online
What Is a Line Manager?, 2020 [online], Available
through<https://www.thebalancecareers.com/role-and-challenges-of-a-line-manager-2275752>
Training and development challenges and solutions in the workplace, 2020 [online], Available
through<https://www.talentlms.com/blog/training-challenges-solutions-workplace/>

What are the most common training challenges and how do successful managers overcome
them?, 2020[online], Available thrpugh<https://www.efrontlearning.com/blog/2017/04/common-
training-challenges-solutions.html>
Appendix 1:
Questionnaire
Q1) Do you posses awareness about concept of employee
development and well-being in organisations?
Frequency
a) Yes 40
b) No 0
Q2) Have you ever dealt with some situations of role of line
managers and leaders in the process of employee development and
well-being?
Frequency
a) Yes 20
b) No 20
Q3) Do you think that effective employee development and well-
being can help TESCO in course of achieving success and
development?
Frequency
a) Yes 37
b) No 3
c) No opinion 0
Q4) In your opinion, what is the role of employee development and
well-being for having effectiveness in organisation functioning?
Frequency
a) Career development opportunities 9
b) Timely training and development opportunities 12
c) Skill development programmes 10
d) On the job training facilities 9
Q5) According to your view point, what are some of the strategies
that can help in the course of having effective employee
Frequency

development process in TESCO?
a) Timely identification of skill gaps 8
b) Offering training opportunities 6
c) Development of inclusive workplace culture 15
d) Proper diversity and equality 11
Q6) Do you believe that effective employee development process
can assist in achievement of higher competitive advantage in
TESCO?
Frequency
a) Agree 25
b) Disagree 10
c) Neutral 5
Q7) In your opinion, what are the benefits of having effective
employee development process?
Frequency
a) Higher individual productivity 14
b) Timely innovation 5
c) Stability in employee functioning 8
d) Reduction of employee turnover 13
Q8) Identify different challenges faced by managers and leaders
arising in the employee development process?
Frequency
a) Lower employee productivity 13
b) High turnover of employees 9
c) workforce diversity 10
d) Internal conflicts among employees 8
Q9) What are some of the suitable strategies by managers and
leaders to deal with issues arising in the employee development
process?
Frequency
a) Using of on the job training measures 8
b) Employee participation in the decision making 10
c) Offering of equal opportunities 10
d) All of the above 12
Q10) Is it necessary to have smooth process of staff selection and Frequency

retention for achievement of laid mission and vision in park plaza
Westminster Bridge?
a) Yes 38
b) No 2

Appendix 2:
Research Ethics Approval Form and Proposal form
APPENDIX A
Research Ethics Approval Form
All students conducting research activity that involves human participants or
the use of data collected from human participants are required to gain
ethical approval before commencing their research. Please answer all
relevant questions and note that your form may be returned if incomplete.
For further support and guidance please see your respective Unit Tutor.
Before completing this form, we advise that you discuss your proposed
research fully with your Unit Tutor. Please complete this form in good time
before your research project is due to commence.
Section 1: Basic Details
Project title: The impact of talent management on the role of HR
Student name:
Student ID number:
Programme:
Center Name:
Intended research start date:
Intended research end date:

Section 2: Project Summary
Please select all research methods that you plan to use as part of your project:
 Interviews:
 Questionnaires:
 Observations:
 Use of Personal Records:
 Data Analysis:
 Action Research:
 Focus Groups:
 Other (please specify): ..............................................................................................

Section 3: Participants
Please answer the following questions, giving full details where necessary. Will your research
involve human participants? Yes
Who are the participants? Tick all that apply
Ages 12-16:
Young People aged 17–18:
Adults:
How will participants be recruited (identified and approached)?
There will be use of internal recruitment procedures for the purpose of selecting the total
number of participants in the course of research.
Describe the processes you will use to inform participants about what you are doing:
There will be use of ethical approval & consent form to inform all the participants about the
process of recruitment of candidates in the course of present research report.
How will you obtain consent from participants? Will this be written? How will it be
made clear to participants that they may withdraw consent to participate at
anytime?
The overall participants will be done by use of ethical approval form. Yes, participants
can will be given a complete option if they are willing to withdraw their consent at any
time if they are having dealing with any sort of Confusion or misunderstanding with
respect to the research work.
Studies involving questionnaires: Will participants be given the option of omitting
questions they do not wish to answer?
Yes No
If No please explain why below and ensure that you cover any ethical issues arising from
this.
Studies involving observation: Confirm whether participants will be asked for their informed
consent to be observed.

Yes No
Will you debrief participants at the end of their participation (i.e. give them a brief
explanation of the study)?
Yes No
Will participants be given information about the findings of your study?(This could be a
brief summary of your findings in general)
Yes No
Section 4: Data Storage and Security
Confirm that all personal data will be stored and processed in compliance with the Data
Protection Act (1998) Yes: No:
Who will have access to the data and personal information?
During the research:
Data will be accessible by the researcher and the other team members.
Where will the data be stored?
Data will be stored by using laptops and various mobile devices.
Will mobile devices such as USB storage and laptops be
used?
Yes: No:
If yes, please provide further details:
After the research:
Where will the data be stored? Data will be stored in soft copy in laptops.
How long will the data and records be kept for and in what format?

It will be stored for a time period of 3 years.
Will data be kept for use by other researchers?
Yes: No:
If yes, please provide further details:

Section 5: Ethical Issues
Are there any particular features of your proposed work which may raise ethical concerns?
If so, please outline how you will deal with these:
It is important that you demonstrate your awareness of potential risks that may arise
as a result of your research. Please consider/address all issues that may apply. Ethical
concerns may include, but are not limited to the following:
• Informed consent.
• Potentially vulnerable participants.
• Sensitive topics.
• Risks to participants and/or researchers.
• Confidentiality/anonymity.
• Disclosures/limits to confidentiality.
• Data storage and security, both during and after the research (including
transfer, sharing, encryption, protection).
• Reporting.
• Dissemination and use of your findings.

APPENDIX B
Research Proposal Form
Student Name: ______________________
Proposed Title: ______________________________________________

Section One: Title, objective, responsibilities
Title or working title of the research project
 The impact of talent management on the role of HR
Research objectives (e.g what is the question you want to
answer? What do you want to learn how to do? What do you want
to find out?):
Aim:" To analyse the role played by line managers and leaders in the course of
employee development and well-being" A study on TESCO
Objectives:
 To evaluate the role of line managers and leaders in the process of employee
development and well-being in TESCO
 To analyse the challenges faced by managers and leaders to deal with issues arising
in the employee development process
 To formulate suitable strategies by managers and leaders to deal with issues arising
in the employee development process
Questions:
 what is the role of line managers and leaders in the process of employee
development and well-being in TESCO?
 Identify different challenges faced by managers and leaders to deal with issues
arising in the employee development process?
 What are some of the suitable strategies by managers and leaders to deal with issues
arising in the employee development process?
Section Two: Reasons for choosing this research project
Reasons for choosing the project (e.g links to other subjects you
are studying, personal interest, future plans, knowledge/skills
you want to improve, why the topic is important):
Reasons for choosing the project:

With the changing times the overall organisation requirements of organisations is complete
changing. Employees are used as a source of getting Competitive advantage. For this
purpose there is need to focus on employee development opportunities that can assist in the
process of having a competent and skilled workforce. In present report there will be
analysis of various suitable strategies by managers and leaders to deal with issues arising in
the employee development process. Further, it will also assist in development of various
future course of employee development techniques which is going to help in the process of
having effective employee development process at TESCO.
Apart from this for the individual development this research report will help in use of
present researching skills to have sufficient base of information to collect the required
information.
Section Three: Literature sources searched
Use of key literature sources to support your research question,
objective or hypothesis:
Literature review:
To evaluate the role of line managers and leaders in the process of employee
development and well-being in TESCO
According to Dilys robinson (2021), both the line manager and leaders will play an
essential role in the development of their employees. They will provide an clear explanations
& direction, to their team members which will assist them to better understand what they
will require to do at workplace. Both line manager & leader of TESCO will effectively
analysis the requirements of their team members and analysis what motivates their
employees to do work with full efficiency by analysing their strength & weakness. For better
development and well being in TESCO they will encourage various activities for career
development which will assist their employees to effectively perform their current job and
achieve better growth opportunity in the future.
To analyse the challenges faced by managers and leaders to deal with issues arising in
the employee development process
According to Khoa Tran (2018), employees are the most valuable assets of every
organisation. As because they will play an essential role in the growth and success of

organisation. It is analysis that managers & leaders of organisation will face various
challenges at the time of development of their employees. Various challenges faced by them
are mention below:
Employees are too busy- It is analysis that everyone have their personal life after work.
Managers & leader will face problem in retaining their employees for extra working hours
for the purpose of providing them training. Managers will face challenge because their
employees will not show more interest in the training programs. It is analysis that employees
are taking training courses but they lack engagement on the cognitive, emotional and
behavioural levels.
Employee development tool- Another big challenge which is faced by selected company
manager & leaders is to select an appropriate method which will assist them in the
development of their employees. It is analysis that training is not always the best option for
employees development. They are require to select an effective development tool which will
also attract their employees.
Resistance to change: Generally employees have a tendency to work as per their normal
routine work and allotted tasks. They are not willing to accept any type of changes that are
brought in the organisation with respect to the requirements of employee development
process. It is one of the major issues that arise in the course of employee development
process that is to be dealt by leaders and managers with respect to organisation functioning.
When employees are dealing with a negative mindset and they are not willing to accept the
overall development process that is bought by leaders and managers with respect to
organisation functioning.
To formulate suitable strategies by managers and leaders to deal with issues arising in
the employee development process
According to FranChoice Blog (2019), managers & leaders of an organisation to
effectively deal with the issue arises at the time of employee development process. For
effective development of their employees they can adopt various strategies such as by
developing a learning culture in the organisation. It is analysis that developing a welcoming,
collaborative work environment will enable their employees to pursue learning
opportunities. The other strategy that can be adopted by managers and leaders of selected
company is to provide them a variety of training & development opportunities. Managers &

leaders are require to effectively analysis the requirements of their employees and provide
training & development programs according to their requirement.
There are various strategies that can be used for the purpose of dealing with the negative
impact of issues that arise in the course of employee development. Such as it includes
focusing on use of one specific leadership style as per the suitability of the present workforce
and as per their needs. It will help in having proper adherence to internal rules and
regulations with reference to requirement of laid mission and vision statement of the
organisation.
Dilys robinson, 2021. [Online] Available through
<https://www.hrzone.com/talent/development/employee-development-the-role-of-the-line-
managee>
Khoa Tran, 2018. [Online] Available through <https://blog.trginternational.com/3-common-
employee-development-challenges-and-how-to-overcome-them>
FranChoice Blog, 2019. [Online] Available through <https://www.franchoice.com/effective-
employee-development/>
Section Four: Activities and timescales
Activities to be carried out during the research project (e.g
research, development and analysis of ideas, writing, data
collection, numerical analysis, tutor meetings, production of
final outcome, evaluation, writing the report):
How long this
will take:

Section Five: Research approach and methodologies

What type of research approach and methodologies are you likely to use and why?
What your areas of research will cover:
Research Philosophy: It consist of the principles that are part of a research report. There are
two type of researcher Philosophy that is positivism or interpretivism research philosophy.
There are different research philosophies that can be used in a particular research work. In
present report there is use of positivism research philosophy.
Research approach: It is related with the appropriate methodology that has to be used in the
context of a research work. In the present research report there will be application of
inductive analysis for the purpose of the inductive approach is based on the observation to
create a new theory in the context of a research work.
It is based on the appropriate methodology that has to be used by the researcher. There are
two research approaches that includes deductive and inductive analysis. In the present
research report there will be use of inductive analysis.
Research strategy: there are different types of research strategy that can be used in the
context of a research work for the purpose of conducting the research work. For this purpose
there are several strategies that includes interviews, case study, action research, systematic
literature reviews. In every research work there is use of a particular strategy as per the
requirements and purpose of research. In the present research report there will be use of
systematic literature review based on the secondary collected information. Further there is
survey that strategy that is used where questionnaire is used for the purpose of collecting
information from the target segment of respondents who are the employees working in
TESCO.
Choice of methods: There are different types of methods that can be used in order to
conduct the research work. For this purpose there are two types of methodologies that
includes qualitative and quantitative methodology. In the present research report there will
be use of mixed methods that is both the methodologies will be used for the purpose of
conducting the research report.
Data collection and analysis: It is the final layer in which there is application of various
techniques and procedures for the purpose of collecting the required information and data

from the target segment of respondents. Further there is application of various methods in
order to analyse the collected information.
Primary method: It is the method in which there is use of primary information that includes
first hand collected information where the information is directly collected by the researcher
themselves. It is a more authentic and reliable form of collecting information because it is
collected by the researcher.
Secondary method: It is a method in which there is information extracted from a existing
source. In this method generally there is use of already existing. In present report there will
be use of both primary and secondary methods of collecting information. In this for primary
method there will be use of questionnaire as a source of collecting information. In case of
secondary there will be use of literature review that will help them in collection of
information from journal, books, online sources.
On the other hand in case of secondary method there will be development of literature
review where the information is collected from existing sources of information that includes
journal articles, books that are available online.
Sampling: There are various sampling methods that can be used in the context of a research
report. For this purpose in there are two methods that can be used that includes:
Probability sampling: It is a sampling techniques where researcher sets a criteria to select
the population randomly, in this members posses equal opportunity to be part of the sample
for the selection parameter.
Non probability sampling: in non probability sampling the researcher is willing to elect the
members at random. This sampling method does not posses a pre-defined selection process.
Sometimes it becomes difficult to have equal opportunities for all the population to be
included in the sample.
In this there is use of non probability method of sampling where there will be selection of
respondents randomly without having any type of systematic criteria of selecting the
respondents.
In present report there is use of probability sampling technique that will be used by the
researcher for the purpose of selecting the population size randomly. In this all the members
of the whole population will posses equal opportunity of getting selected in the sample.

SAMPLE size: In present report there will be a sample of 30 respondents which will be
selected in the course of research report. All the participant of the whole population will
posses an equal opportunity of getting selected in the sample.
Comments and agreement from tutor: The learner has understood
the requirements and have made an appropriate selection.
Agreed: __________
Tutor Signature: ___________
Date ______________