The Role of Self-Efficacy in Talent Management

This assignment delves into the concept of self-efficacy and its significance in talent management. It discusses how self-efficacy affects an individual's confidence and motivation levels, making them more effective in their roles. Theoretical evidence from various studies is presented to validate this relationship. The assignment aims to provide a comprehensive understanding of self-efficacy's role in talent management, including its influence on employee retention and job performance.

To analyse self-efficacy should be considered as an integral recruitment tool in
hiring fresh talents – A study of Marks and Spencer

Table of Contents
DISSERTATION PROPOSAL FORM.........................................................................1
Introduction................................................................................................................. 2
Aims /Objectives......................................................................................................... 2
Literature review..........................................................................................................3
Research Question..................................................................................................... 4
Research Methodology...............................................................................................4
Access guaranteed..................................................................................................... 5
Foreseen Limitations...................................................................................................5
Rationale of study....................................................................................................... 5
Structure of dissertation..............................................................................................6
Research Timeline......................................................................................................6
Bibliography................................................................................................................ 8

Provisional Title of Your Dissertation.
Could self-efficacy be considered an integral recruitment tool in hiring fresh
talents – A study of Marks and Spencer
Describe the topic(s) or issue(s) you wish to investigate for your Dissertation.
These must relate to the subjects that comprise your Programme of study, and must
clearly indicate what your aims /objectives / research questions will be.
Relevance of Self-Efficacy in Human Resources and the role it can play in hiring
and selection process.
Self-efficacy as one's belief in one's ability to succeed in specific situations or
accomplish a task belief successfully.
This topic will assist in advancing current understanding related to the importance
of self-efficacy for hiring and selection process.
Introduction
Self-efficacy (one's belief in one's capability to perform a task) affects task effort,
persistence, expressed interest, and the level of goal difficulty selected for
performance. little attention has been given to its organizational implications. This
paper reviews the self-efficacy concepts and then explores its theoretical and
practical implications for organizational behavior and human resource
management. Self-efficacy has three dimensional magnitudes, that is
understanding the difficulty of the task, individual belief that he/she can achieve
the convictions and the skills to execute the course of actions. Along with this,
self efficacy lead to influence the tasks employees choose to learn and the goals
which are set by themselves.
Aims /Objectives
Aims
To analyse self-efficacy should be considered as an integral recruitment tool in
hiring fresh talents – A study of Marks and Spencer

Objectives
1. To evaluate the impact of self-efficacy in human resources development
2. To identify a series of personality traits which can be used as a guideline
to identify high level of efficacy in recruitment process while hiring fresh
talents.
3. To suggest learning methods to develop self efficacy.
research question?
 Is Self–Efficacy really important to an individual for their personal and
professional success? If yes, How? If no, Why?
 Is there a relation between self-efficacy and confidence levels? If yes,
How? If no, Why?
 Is Self–Efficacy a key factor that motivates an individual to pursue his/her
life pursuits beyond education, acquired skills-sets, and experience levels?
If yes, How? If no, Why?
 How effective is self-efficacy for integral recruitment?
Literature review
Han and Froese, (2010) stated that there is a different type of perception that is
carried out by individuals at the time of interview. Candidates are selected on the
basis of quality and the skills they possess. However, it is identified that
candidates with self-efficacy are selected too. This is a process that is slowly
evolving and most probably a trendsetter that highlights the attitude by individuals
at the time of interview. The attitude and approach of the candidate in handling
situations during the interview, enables the interviewer to develop a sense of self-
efficacy (Raelin, Bailey and Whitman, 2014). It also has its negative impact. Self-
efficacy can enable candidates to secure the job. On the other hand, the
interview process fails when the candidate selected do not meet the standards of
the tasks that are expected to be performed by him/her (Fast, N.J., Burris, E.R. and
Bartel, 2014). According to Han and Froese, (2010) The most well- established
predictor of peoples’ behaviour and performance is their self-efficacy expectation,
defined as beliefs in one’s capabilities to organize and execute courses of action
in the firm.
According to Pearce, C. L. (2004) Self-efficacy helps in providing a bigger and a

better picture of the ultimate goal of the candidate. Recruiters should be able to
provide a larger goal along with the graduates’ personal goal for growth. The
personal and the professional growth should align with each other. Giving the
required training is yet another way, as fresh graduates are usually open towards
learning (Wäschle, Allgaier and Nückles, 2014). They get to do proper training and
the opportunity to get involved in significant projects, it will be easier to retain
them.
According to Pearce, & Sims, (2000) Self-efficacy is the belief in one's
capabilities to organize and execute the course of action which is required for
managing different situations. Human resources play a significant role within an
organization as they need to make policies for employees and need to hire skilled
candidates who can work effectively. Self-efficacy has three dimensional
magnitudes, that is understanding the difficulty of the task, individual belief that
he/she can achieve the convictions and the skills to execute the course of actions
(Mittal and Dhar, 2015).
Research Methodology
This study follows a qualitative data collection and analysis approach to address
the research questions mentioned above which are exploratory in nature
(Michael Huberman and Matthew B. Miles, 2013).
Text on qualitative research will be completed during final dissertation.
Sampling
Sampling is the process of selecting sample from the entire population. Desk
research (literature review) will help in developing a representative sample of
respondents. This research will aim to include diverse opinions and perspectives
from people representing different sectors such as academia, corporate, third
sector, etc.
Data collection

Interviews will be used to collect data for this research. Interviews will be carried
out with ‘experts’ in the area, HR staff, and fresh job applicants. HR Expert
interviews will provide a nuanced perspective on hiring processes, which will be
augmented by fresh perspectives from those that have recently experienced
hiring processes. A comprehensive review of literature will also be carried out to
gain a holistic understanding of the research area, thereby highlighting the use of
both primary and secondary sources of data in this research.
Access guaranteed
Ethics approval processes will be followed. Prior approval for asking questions
from managers will be taken from Marks and Spencer.
Foreseen Limitations
In order to conduct the present research, some limitations can be foreseen which
are related to collecting data and to analyze them in a proper manner. If the data
and information provided by targeted people are not valid, then it may create a
negative impact on the whole study. Apart from this, data collection through
questionnaire is time consuming which needs to be taken into account when
planning and executing this research.
Rationale of study
Reason behind conducing the study is to understand the important of self-
efficacy so that internal recruitment can be improved. This study will help in
developing a deep understanding related to the self-efficacy.
Structure of dissertation

Chapter 1: Introduction
Chapter2: Literature Review
Chapter3: Methodology
Chapter4: Results and Discussion
Chapter 5: Conclusions and Recommendations
Research Timeline
Activities 1st
Week
2nd
Week
3rd
Week
4th
Week
5th
Week
6th
Week
7th
Week
8th
Week
9th
week
10th
Week
Formation of
the research
proposal
Making the
objectives
and aim
Developing
research
questions
Identifying
and selecting
method of
data
collection
Literature
review
Designing
Research
Methodology
Collecting
primary data
Data
analysis
Finding of
collected
data
Recommend
ations and

conclusion
What facts or information will you need to gather? How will you access these?
Theoretical evidence relating to Self-efficacy and how it influences confidence
and motivation levels.
To validate its role by interviewing successful individuals who have dealt with
various talents in different fields and to find out the influence of self–efficacy.
To which subject area(s) is this proposal - in your view - most strongly
related?
Resourcing, Learning and Talent Management ( Hiring and Selection Process )
References
Very limited at Masters Level, expand
Han, Z. and Froese, F. J., 2010. Recruiting and retaining R&D professionals in
China. International Journal of Technology Management, 51(2-4), pp.387-408.
Pearce, C. L. (2004). The future of leadership: Combining vertical and shared
leadership to transform knowledge work. The Academy of Management Executive,
18(1), 47-57.
Pearce, C. L., & Sims, H. P. (2000). Shared leadership: Toward a multi-level theory
of leadership. In Advances in interdisciplinary studies of work teams (pp. 115-139).
Emerald Group Publishing Limited.
Raelin, J. A., Bailey, M. B. and Whitman, D. L., 2014. The gendered effect of
cooperative education, contextual support, and self‐efficacy on undergraduate
retention. Journal of Engineering Education, 103(4), pp.599-624.

Mittal, S. and Dhar, R.L., 2015. Transformational leadership and employee
creativity: mediating role of creative self-efficacy and moderating role of knowledge
sharing. Management Decision, 53(5), pp.894-910.
Fast, N.J., Burris, E.R. and Bartel, C.A., 2014. Managing to stay in the dark:
Managerial self-efficacy, ego defensiveness, and the aversion to employee voice.
Academy of Management Journal, 57(4), pp.1013-1034.
Wäschle, K., Allgaier, A., Lachner, A., Fink, S. and Nückles, M., 2014.
Procrastination and self-efficacy: Tracing vicious and virtuous circles in self-
regulated learning. Learning and instruction, 29, pp.103-114.
Bibliography
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http://eprints.bournemouth.ac.uk/28174/1/KICHUK%2C
%20Aliaksei_Ph.D._2017.pdf