Innovative Ways of Talent Management in Retail Industry: A Study on Marks and Spencer

This study examines innovative ways of talent management in the retail industry, with a case study on Marks and Spencer. It includes an introduction, project plan, research methodology, findings, and recommendations. The study highlights different strategies used by M&S, challenges faced, and benefits associated with implementing innovative strategic approaches.

Managing Successful
business project

Topic: To ascertain initiatives and innovative ways of working companies used to attain
strategic approach to talent management within retail industry: A study on Marks and
Spencer
SECTION 1: INTRODUCTION
Background
Talent management (TM) is associated with HR process in which company attract,
onboard and retain the high-performing employees. Also, there are many ways through
companies attain the strategic approach which include hire expertise, comply with advance
technologies etc. Similarly, the present study will highlight range of innovative ways that helps
large business in order to attain their defined goal.
The chosen firm for this report is Marks and Spencer which is one of the top retail firm
in UK and offer range of products like clothes, accessories and kitchen appliances etc. The
present research will help to examine different innovative ways for strategic approach and
examine the challenges pertaining to the same. Therefore, with the help of thematic data
analysis, research shed a light upon numerous ways that helps Marks and Spencer to meet the set
target.
Research aim and objectives
Aim: The aim of the study is to assess the innovative ways through which Marks and
Spencer attain the strategies approach to talent management.
Objectives:
 To understand the concept of talent management.
 To evaluate different innovative talent management strategies used by retail industry.
 To identify the challenges faced by Marks and Spencer while using innovative TM
approaches.
 To recommend the best ways through which company may attain the strategic approach.
Research questions:
 What are the types of new initiatives and innovative ways of working do companies put
in place to attain the strategic approach to talent management?
SECTION 2: PROJECT PLAN
Project management plan define how a project is to be carried out by complying with all
the five stages i.e. initiation, planning, execution, monitoring and closure. Also, there are
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different key elements which can be also used by the researcher that helps to meet the defined
aim and generate the best outcomes.
Time: It is one of the most important key element of the project management which
define the tenure in which project will be completed. In the context of present study, it will take
37 days to answer the research questions.
Deliverable: It can be product, service and result that project is commissioned to
produce and also helps to deliver the same to the project manager. In the context of present
study, resources and article are consider as a key deliverable (Lalmi, Fernandes and Souad,
2021).
Quality: It is necessary to ensure about the quality standards such that it is necessary for
the project manager to use high standard of human resource so that they help to meet the defined
aim.
Communication: Project manager should ensure that there will be proper flow of
communication so that there will be no error. Also, written or verbal form of communication can
be used to derive the best outcomes (Shaqour, 2021).
Risk: While performing the project, it has been analyzed that not met with defined
timeline and poor human resource can be considered as a key risk.
Resources: For the present study, human, technological and financial resources has been
used that helps to meet the defined aim.
Gantt chart
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3

Work breakdown structure
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SECTION 3: RESEARCH
Primary research
Attached in questionnaire
Secondary research
According to Yurdagul (2020) talent management (TM) is used by companies to
identify, recruit and retain the employees who drive the success of an organization, but the
concept of TM is different from HR. Therefore, it can be stated that it is considered an important
part of an organization in order to access the skills it needs and ensure performance holds steady
(How to develop your talent management strategy, 2021).
As per the view of Meyers (2020) employee flexibility is recognized as one of the most
innovative approach that is used by the retail companies after pandemic especially. With the
help of such TM strategy, company is able to retain employees so that they offer range of
innovative products to customers. Martín-de Castro and et.al., (2020) reflected in their study that
Employee guidance is another strategy that helps companies to provide better experience. In
this, employers direct workers and staff members about company's working environment and
that is why, objective of a firm may attained.
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Rana, Kapoor and Gupta (2021) emphasized that work task planning is another
innovative approach through which company is able to improve the operations of a business and
introduce advance technology so that it generate the best outcomes. Moreover, with the help of
digital tools employees will not be frustrated and improve the sales by focusing upon loopholes
of a business. Therefore, it has been clearly reflected that technology within talent management
aid business to accomplish the set target.
Dayel, Debrah and Mulyata (2020) evaluated in the study that there are many challenges
faced by the company in order to implement different innovative talent management strategies
such that low expertise in which companies do not have enough human resources that helps to
implement the strategy effectually. However, Sukier and et.al., (2020) also examined that
financial constraint is another barrier for company while implementing innovative talent
management approaches. Therefore, it can be stated that it is not easy to use innovative talent
management approaches within company, however there are many benefits associated with the
same.
Research methodology
Research type: There are two main types of research such as qualitative and quantitative.
In accordance with the chosen research, qualitative study has been used by the scholar because
approaches regarding talent management are measured by theoretical aspects (Nayak and Singh,
2021). Thus, quantitative study has been rejected over others in order to generate the best
outcomes.
Research approach: Approaches can be divided under two types such as inductive and
deductive. In order to determine the innovative approaches regarding talent management,
scholar used inductive approach because it helps to evaluate the qualitative data pertaining to
chosen topic.
Research philosophy: Philosophy can be distinguished in two forms such as
interpretivism and positivism. As per the chosen research type, interpretivism research
philosophy has been adopted by the scholar that helps to integrate the challenges pertaining to
talent management approached by Marks and Spencer.
Data collection: For the present study, both primary and secondary data collection
methods can be used by the scholar. Such that under primary method, survey method has been
used through the means of questionnaire (Ryder and et.al., 2020). Whereas, under secondary
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data collection method relevant books, journals and article has been used in order to develop
brief thesis.
Data analysis: There are two ways through which data can be analyzed such as SPSS
and thematic. As per the chosen research type, scholar analyze the data by using Thematic data
analysis in which different graphs, tables and charts drawn in order to present the findings in an
effective manner.
Sampling: Sampling can be divided into two different forms, probability and non-
probability. With regard to research aim, simple random sampling method has been adopted by
the scholar in which 20 senior managers of each department from Marks and Spencer selected.
Through chosen method, scholar can derive the best results through the perspective of chosen
sample.
Ethical consideration: Scholar should ensure that confidentiality must be maintained
and also sign a consent form in order to take prior approval before proceeding towards research
(Turnbull, Chugh and Luck, 2021). Also, reference list must be added at the end of the research
in order to make sure that the study is not copied from anywhere. Further, data protection act
must be complied and integrity should be maintained.
Research limitation: For the present research, time, money and unavailability of the
resource is considered as a key limitation of the research. Further, due to limited time-frame,
scholar uses qualitative study that is cost effective as compared to quantitative study. Further,
unavailability of the source can be minimized by using the key terms so that effective results can
be generated.
Reliability and validity: In regard to reliability aspect, scholar uses sources which are
published after 2017 so that latest information can be gathered regarding chosen research topic.
Whereas, for validity aspect, scholar uses copyright protected articles that helps to provide valid
outcomes for the results (Dodds and Hess, 2020).
SECTION 4: FINDINGS AND RECOMMENDATIONS
Theme 1: Working experience
frequency %
Less than 1 years 2 10.00%
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From last 1 to 3 years 3 15.00%
From last 3 to 5 years 5 25.00%
More than 5 years 10 50.00%
Total 20 100.00%
Interpretation: As per the above it has been analyzed that majority of the selected
respondents are working so long i.e. more than 5 years.
Theme 2: Concept of talent management
frequency %
Yes 14 70.00%
No 5 25.00%
Don't know 1 5.00%
Total 20 100.00%
8
2
3
5
10
Less than 1 years
from last 1 to 3 years
From last 3 to 5 years
More than 5 years

Interpretation: In accordance with the above table, it has been interpreted that majority
of the selected respondents are aware with the concept of TM such that out of 100%, 70% of
them are aware with the same while 25% of them are not. Thus, Mitosis, Lamnisos and Talias
(2021) explained that such strategy are used to improve the business performance and by
involving into such practices will help employees to consider themselves as a part of firm.
Theme 3: Different talent management strategy
frequency %
Recruitment and selection 2 10.00%
Training and development 4 20.00%
Rewards and recognition 5 25.00%
All of these 9 45.00%
Total 20 100.00%
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Interpretation: There are many strategies used by the company as reflected from the
above diagram. Such that out of 100%, 45% of the senior authority are agreed that M&S uses
reward and recognition, training and development, recruitment and selection in their workplace.
Therefore, it can be examined that with the help of such talent management strategies company
is able to create a positive working environment and also improve the business performance as
well.
Theme 4: yes, there are many innovative talent management strategy used by M&S.
frequency %
Yes 17 85.00%
No 2 10.00%
Don't know 1 5.00%
Total 20 100.00%
10
2
4
5
9
Recruitment and selection
Training and development
Rewards and recognition
All of these

Interpretation: By conducting primary research it has been analyzed that majority of the
selected respondents are agreed with innovative strategies such that 85% of them are stated yes
and only 10% stated no. Therefore, it can be stated that with the help of effective innovative TM
ways, companies are able to generate the best outcomes and attain the strategic approach.
Theme 5: Different innovative strategy employed by M&S
frequency %
Employee flexibility 4 20.00%
Training and development 3 15.00%
Employee guidance or
direction 3 15.00%
All of these 10 50.00%
Total 20 100.00%
11
17
2
1
Yes
No
Don't know

Interpretation: From the above chart and table, it has been interpreted that M&S uses
different innovative approaches such that employee flexibility, T&D and provide effective
guidance to their employees. Mikuła (2020) also shared their views that due to implementing
innovative approaches within business, company is able to enhance the cash flows so that
financial performance can be improved.
Theme 6: Yes, there is a direct impact over the business performance
frequency %
Yes 14 70.00%
No 5 25.00%
Don't know 1 5.00%
Total 20 100.00%
12
4
3
3
10
Employee flexibility
Training and development
Employee guidance or
direction
All of these

Interpretation: The chart signifies that majority (14) of the employees are stated that
TM have a direct impact over business performance whereas only 5 of them stated no. Theys
and Schultz (2020) also supported by stating that each organization must focused upon different
talent management approaches which in turn improve the business performance and grab future
opportunities for the business as well.
Theme 7: Majority of the respondents are satisfied with innovative talent management
strategies
frequency %
Strongly satisfied 9 45.00%
Satisfied 5 25.00%
Neutral 3 15.00%
dissatisfied 2 10.00%
Strongly dissatisfied 1 5.00%
13
Yes
No
Don't know
0 2 4 6 8 10 12 14
14
5
1

Total 20 100.00%
Interpretation: Majority of the respondents are strongly satisfied that innovative TM
strategy helps to attain the business goals. Such that out of 20, 9 of them strongly satisfied and
only 2 of them are dissatisfied. Hence, Lai and Ishizaka (2020) also stated that with the help of
effective approaches company is able to derive the best outcome and provide different direction
for improving existing performance as well.
Theme 8: Benefits associated with implementing innovative strategic approach
frequency %
Improve business
performance 2 0.00%
Enhance productivity 3 0.00%
Sustain brand image at global
level 4 0.00%
All of these 11 0.00%
14
9
5
3
2
1
Strongly satisfied
Satisfied
Neutral
dissatisfied
Strongly dissatisfied

Total 20 100.00%
Interpretation: There are many benefits associated with an innovative strategic
approach such that 55% of senior authority of M&S stated that strategies helps to improve
business performance, enhance the productivity and sustain the brand image at global level. That
is why, it reflected that there are many benefits linked with business strategies that create a
direct positive impact over business.
Theme 9: Different challenges faced by the company while implementing innovative TM
approach
frequency %
Financial constraints 4 20.00%
Lack of expertise 3 15.00%
15
2
3
4
11
Improve business performance
Enhance productivity
Sustain brand image at global
level
All of these

Lack of technological
knowledge 5 25.00%
All of these. 8 40.00%
Total 20 100.00%
Interpretation: While implementing innovative approach, it has been examined that
there are many challenges faced by the company. Such that 20% of selected respondents stated
that financial constraints is the biggest barrier, whereas 15% of them stated lack of expertise and
25% of them stated that lack of technological knowledge is faced by company. Overall, 40% of
them stated that all these are consider as a key challenge for the company and that is why, there
is a need to improve the same.
Recommendations
From the above it has been identified that company have an effectual innovative
strategies that helps M&S to improve the business performance. However, to overcome the
challenges, there are some recommendations mentioned below:
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4
3
5
8 Financial constraints
Lack of expertise
Lack of technological
knowledge
All of these.

 It is to be suggested to improve the recruitment and selection process so that experts will
be hire that helps to improve the business performance. Also, HR may use advance
technique in order to recruit employees which is more cost-effective and time-saving
method.
 It is also recommended to the quoted company to focused upon Training and
development session in order to improve the performance of employees. This is turn
cause positive impact over business performance as well.
 Moreover, it is also suggested to M&S that to use reward system that helps to maintain
the positive working environment. This in turn leads to cause positive impact over the
business performance.
SECTION 5: EVALUATION
Throughout the project, researcher uses only qualitative methods that helps to gather the
information and conclude the results through theoretical perspective. However, it has been
critically evaluated that if researcher use quantitative study then it will be more beneficial
because it deals with numbers and facts rather than theories. That is why, in future when the
same study has been performed then it will be more beneficial to conclude the valid results.
Also, it can be stated that study reflect the ways through which M&S can improve the
existing strategy by implementing different strategies. So, by using primary data collection
methods researcher is able to generate the valid outcome and examine the actual performance
level. Hence, it can be stated that in near future when the same project will be performed then
researcher should make changes at initial level of project management so that it will be more
beneficial to generate the best outcomes.
SECTION 6: CONCLUSION
By summing up above it has been concluded that talent management approaches helps a
business to improve their business performance. For that, companies uses effective tools and
methods in order to attain the strategic approaches. With the help of qualitative study, scholar
concluded that M&S uses innovative approaches to meet the defined aim. Through primary and
secondary research it can be summarized that using effective innovative approaches, company is
able to raise the performance of employees and company. Overall, it can be stated that using
innovative approaches within a business might helpful, but simultaneously company also faces
challenges that needs to be overcome so that entity able to meet the defined aim.
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REFERENCES
Books and Journals
Dayel, W. A., Debrah, Y. A. and Mulyata, J., 2020. To explore the effect of talent management
developments in saudi healthcare sector. Management. 8(1). pp.1-13.
Dodds, S. and Hess, A. C., 2020. Adapting research methodology during COVID-19: lessons for
transformative service research. Journal of Service Management.
Lai, Y. L. and Ishizaka, A., 2020. The application of multi-criteria decision analysis methods
into talent identification process: A social psychological perspective. Journal of Business
Research. 109. pp.637-647.
Lalmi, A., Fernandes, G. and Souad, S. B., 2021. A conceptual hybrid project management
model for construction projects. Procedia Computer Science. 181. pp.921-930.
Martín-de Castro, G. and et.al., 2020. The role of corporate environmental commitment and STP
on technological talent recruitment in service firms. Knowledge Management Research &
Practice, pp.1-14.
Meyers, M. C., 2020. The neglected role of talent proactivity: Integrating proactive behavior into
talent-management theorizing. Human Resource Management Review. 30(2). p.100703.
Mikuła, B., 2020. Instrumental approach in human capital management: A conceptual
framework. Management. 8(4). pp.267-283.
Mitosis, K. D., Lamnisos, D. and Talias, M. A., 2021. Talent management in healthcare: A
systematic qualitative review. Sustainability, 13(8), p.4469.
Nayak, J. K. and Singh, P., 2021. Fundamentals of Research Methodology Problems and
Prospects. SSDN Publishers & Distributors.
Rana, R., Kapoor, S. and Gupta, S. K., 2021. An Approach towards HR Practices in Indian IT
Sector. REVISTA GEINTEC-GESTAO INOVACAO E TECNOLOGIAS. 11(2). pp.2240-
2248.
Ryder, C. and et.al., 2020. Indigenous research methodology–weaving a research
interface. International Journal of Social Research Methodology. 23(3). pp.255-267.
Shaqour, E. N., 2021. The role of implementing BIM applications in enhancing project
management knowledge areas in Egypt. Ain Shams Engineering Journal.
Sukier, H. and et.al., 2020. Strategic human resource management from a sustainable
approach. Opción: Revista de Ciencias Humanas y Sociales. (91). pp.929-953.
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Theys, N. A. and Schultz, C. M., 2020. A qualitative perspective of Talent Management. Journal
of Contemporary Management. 17(1). pp.64-85.
Turnbull, D., Chugh, R. and Luck, J., 2021. Learning management systems: a review of the
research methodology literature in Australia and China. International Journal of Research
& Method in Education. 44(2). pp.164-178.
Yurdagul, E., 2020. Talent Management and The Journey Towards Gender Equality and
Women’s Empowerment In South Korea. WILAYAH: The International Journal of East
Asian Studies. 9(1). pp.61-74.
Online
How to develop your talent management strategy. 2021. [Online]. Available through:
<https://www.hrdconnect.com/2019/09/06/how-to-develop-your-talent-management-
strategy/>.
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APPENDIX
Questionnaire
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21

Log book
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Performance review
What was the project supposed to accomplish?
The project is supposed to attain the defined aim of the project i.e. to assess the innovative
ways through which Marks and Spencer attain the strategies approach to talent management
Did the project success in its aim? How do you know? Outline any evaluation and
assessment.
Yes, the project is able to successfully meet with the defined aim and this can be observed
through data analysis methods in which range of methods have used that answer the research
questions. Apart from this, another way to measure the success is such that with the help of
define tenure for each key activity under gantt chart, researcher is able to meet the aim. Hence,
completing the project on time reflected the project success.
What things do you think worked well and why? Evaluate all aspect.
In the present report, I think that research methodology section and primary research went well
because it helps me to conclude the results and able to answer the research questions as well.
Moreover, earlier, I was not completely aware with such concepts because have theoretical
knowledge but with the help of present study, I am able to develop practical knowledge that
assist me to meet the aim. Further, the outcome of the project also reflected that there are many
innovative ways through which company is able to implement talent management strategies.
What problems emerged during the project and how were they tackled? Was there timely
identification of issues and resolution during the project process?
In the present study, I face issues regarding selection of sources because there are wide variety
of sources available and that is why, I become confused to opt the best out of many. In order to
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solve the problem, I started researching article published after 2018 and specially preferred
article after 2020 that provide the latest information regarding innovative ways to attain the
strategic approach.
What did you learn from undertaking the project?
The entire project helps me to enhance the knowledge regarding innovative ways used by large
companies and also improve the skills. Further, I also learn the ways to manage and deal with
other people so that provide the best outcomes.
How would you rate your performance as a project manager?
8 out of 10
What strength and weaknesses of your performance did you identify?
Strength: In the present study, I examined that I possess strong communication, interpersonal
and time management abilities that support me to generate the best outcomes.
Weaknesses: During the project, I identified that I possess low research skills and that is why, it
somehow affects my project in negative manner. Also, there is a need to improve delegation
skill because it helps in working team.
How will this inform and support your CPD?
By examining the strength and weaknesses, I can easily work on the weaknesses to convert the
same into strength. This in turn also helps in improving the near future skill so that there will
be no negative impression over my future.
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