Talent Management in Tesco: A Case Study

This report examines the effectiveness of talent management strategies in Tesco for attracting and retaining talented employees. It discusses the aims and objectives of the project, the project management plan, work breakdown structure, and the research methods used. The report also presents the findings and recommendations based on the research.

Managing a Successful
Business Project

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Devising aims and objectives of project of selected scenario...............................................3
P2. Producing project management plan which covers aim and deliverables, time, quality,
communication, risk and resources.............................................................................................6
P3. Producing work breakdown structure as well as Gantt Chart...............................................7
TASK 2..........................................................................................................................................11
P4. Carrying out small scale research through applying primary and secondary methods to
meet project aims and objectives..............................................................................................11
P5. Presenting findings and data using appropriate tools and techniques.................................13
P6. Communicating appropriate recommendations as result of findings and data analysis valid
and meaning conclusion............................................................................................................20
TASK 4..........................................................................................................................................22
P7. Reflecting on values of undertaking the project to meet states objectives and own learning
as well as performance..............................................................................................................22
References......................................................................................................................................24

INTRODUCTION
Talent is said to be the capability of an individual to perform some thing or an activity
with mere perfection. Talent can be inborn or it can be develop and learn with the time. Talent
management refers to an activity in which the organisation attracts, retain or manages the
workforce in such a way it integrates the goals and objectives of both the parties i.e. the
organisation and the employees. For reference purpose this report has taken an example of a
company, Tesco. This research is upon the talent management and the aim to is discuss whether
the Tesco company effectively manages its talent management or not.
Tesco is a British multinational company which has engage its business in retailing
business. The company has the 3rd position in retailing business within UK. Tesco was
established in the year 1919 by Jack Cohen. The company however managed to locate itself at
6800 shops. Apart from this the company secures the 9th position in world's largest retailing
market chain. Tesco sells the products related with groceries and general merchandise in the
market. The retailing store of the company operates in around other 11 countries. It has opened
the its retailing business through supermarkets, hypermarkets, superstores and also from
convenience shops.
TASK 1
P1. Devising aims and objectives of project of selected scenario
Project aim:
The aim of the project is to “ identify the talent management strategies in Tesco for attracting
and retaining the talented employees in the organisation.” It is a study which is performed by
Tesco PLC ltd.
Objectives of the project:
 Development of the basic knowledge for the concept of talent management in the
organisation
 To identify the strategies related to talent management which can benefit the organisation
 To identify with the ways which can contribute to the retaining employees in the
organisation
 To determine the effectiveness of talent management strategies for retaining and also
inviting the talented candidates in the work place.

Questions of the project
 An enquiry about the concept of talent management in the context of organisation
 Examination of various talent management strategies which could be used by the
organisation in managing the employees into the workplace.
 What is the importance to develop the strategies for talent management in the
organisation?
 What could be the possible effects upon the company's performance through the
strategies used by the company in respect to retaining and attracting the talented
employees?
Rationale of the project: The major objective of this project is to check for the importance
of talent management in the organisation. Apart from this the report is also helping in forming
the view about the application of talent management into the organisation for attracting and
retaining the talented workforce.
Literature Review
The concept of talent management in the context of organisation
According to Zhang and Chen, (2019), talent management is an activity of anticipating
the required human capital that would need by an organisation for fulfilling its job or goals.
Through this activity an organisation can manage their employees in the most effective and
efficient way. As in the context of Tesco Company, the organisation uses this concept to attract
and retain the talented workforce in the organisation. They do so by properly aligning the
objectives of employees with the type of work they performed in the workplace. The
organisation tries to allot the work to the employees according to their forte or interest so that the
motivation level among these employees get maintain.
Various talent management strategies which could be used by the organisation in
managing the employees into the workplace.
There are various strategies which can be used by the organisation to improve the talent
management in the organisation. Some of these strategies may include integration of employee
and organisation objectives, providing the appropriate motivational methods like the system of
rewards and recognitions, policies regarding retaining the employees in the work place, and
much more.

In accordance to Basu (2019), one of talent management strategy is Talent Cultivation in
which managers identify unique set of needs of potential and prospective talent. Through this
strategy, managers of Tesco manage available talent through providing regular as well as
objective feedback in order to keep track of required number of manpower. At same time, other
talent management strategy is providing ongoing training and development opportunities to
potential employees. Training and development plays key function in enhancing skills,
capabilities and competence of a person. In this, managers of Tesco holds regular meetings with
existing talent in order to discuss, analyse and provide improvement practices in required areas.
The importance to develop the strategies for talent management in the organisation
According to Sheehan, Grant and Garavan, (2018), there are various importance for using
the strategies which an organisation could perform with respect to the talent management. The
strategies which are performed by the organisation are very different and unique which would
lead to the attainment of the objectives. As in the case with Tesco company, the company uses
various strategies to maintain the employee motivation level, retaining of talented employs in the
organisation, strategies regarding the training and development program of the employees so that
their skills can get cope up with the market requirements and much more.
The possible effects upon the company's performance through the strategies used by the
company in respect to retaining and attracting the talented employees
According to Swailes, (2016), through the appropriate application of talent management
the organisation can be benefited from various advantages. The employee motivation would be
high form the same, the organisation would be able to retain its talented candidates in the
workplace by providing the necessaries to them. The teams can also get managed properly
through the use of this concept. The working environment which the company would be
providing to the employees would be very comfortable and healthy for the employee's mental
and emotional health. As in the context with Tesco company, the organisation gets benefited
with all these merits which are mentioned above. Therefore the company always try their best to
apply the proper strategies with regard to talent management in the company.
P2. Producing project management plan which covers aim and deliverables, time, quality,
communication, risk and resources
Project management plan: To perform this project various things and elements are
present which needs to take under consideration. Some of them may include:

 Cost: It is the total expense which would get incurred to perform the project. The cost
which may required for conducting this project may be as follows:
Total forecasted budget
Particular 2019-20($)
The cost for technology 120
The cost incurred with respect to promotional
activities
60
The cost related to expense 25
Distribution of catalogues 200
The charges related to training 65
Total cost 290
 Scope: Scope refers to the area which gets covered in the project. The scope for the
project is very broad as the researcher has the opportunity to gain a lot of knowledge
with regard to this concept.
 Time: Time refers to the total time which required or needed in completion of task or
project. The time required to complete this project is approximately 40 days. Within this
time period the researcher has to complete the mentioned project.
 Quality: To perform this project the quality is the major factor which needs to take care
very specifically. The activities should be completed with the type of quality standardized
for them. The quality can be measure by getting it matched with the standard which is set
for the project and i.e. proper conducting of research program so that the above
mentioned questions can get address. Quantitative research will be used for gaining
quality results. This will help the researcher in collecting of reliable and quality
information that turn to impact in achieving the research aim and objectives.
 Communication: Communication is the major factor in performing any activity or
project. Through open and effective communication the barriers or any risks can get
minimised also, the confusion or misunderstanding can get clear and the like. Within the

working of this project all the staff members who are indulge in the project needs to
practice the open communication. It can be performed through emails, messages,
meetings, and etc. All the communication would get done among the members who are
involved in the projects. All the members will inform the mentor and the mentors will
inform the project manager.
 Risk: These are taken as a threat for the project as they can damages the project
performed. The risks associated with this project could be shortage of time and
unavailability of resources. The risk of manipulation about the data or information
retrieve by the investigator is the biggest risk the researcher can have. Other risk may
include completion of work before time, proper availability of required resource and etc.
 Resources: Many resources need to perform this project, some of them may include
books, technological system, journals and etc (Gardas, 2019).
P3. Producing work breakdown structure as well as Gantt Chart
Work breakdown structure:
The work break down structure is a process where the whole project or work is divided
into small parts or activities. This process helps the project in performing the work in certain
parts and steps to ensure clarity and performs the work in a more manageable manner. The work
breakdown structure for this particular project can be as :

Gantt chart:
It is a visual representation of the data or activities which needs to be undertaken in the
project (Sheehan, Grant and Garavan, 2018). Through the Gantt Chart the organisation would be
able to present the activities that needs to be undertake in a more presentable and graphical form.
The Gantt chart for this particular project is as:

TASK 2
P4. Carrying out small scale research through applying primary and secondary methods to meet
project aims and objectives
The research of talent management is undertaken for conducting effectual knowledge
related to particular aspect with the purpose of analysing that learning is processed
systematically. For this, two basic research methods are used by investigator for accomplishing
the tasks. Two methods that are carried out by the researcher are as follows:
Qualitative method: The method is used for focusing on collecting data and information
through open ended as well as conversational communication. Moreover, it is related to
disciplines of social science that allows in depth collection of data.
Quantitative method: Research method that deals with numbers as well as statistics
related data. In the research, the method permits researcher to test hypothesis through
systematically gathering and analysing data.
Other than this, mentioned below are some research tools that have been used in the
present research:
Research philosophy: It is a type of philosophy through which the data can get gathered
and collected for the examination and analysis of the data so that meaningful data or information
can be retrieve. There are two types of research philosophies i.e. positivism and interpretivism.
With the regard of this report positivism research philosophy has been used.
Research approach: It is the process through which the researcher analyse the
information or data. The inductive method is used to analyse the qualitative data and deductive
method is used to analyse the quantitative data (Swailes, 2016).
Research Strategies: The research strategies are the strategies which are used by the
researcher with respect to conducting the research. There are various strategies available through
which a researcher could use to analyse the data, some of these strategies may includes
experimental research, action research, case studies, interviews and so on.
Data collection: It is the type of data or information which has been collected by the
researcher. There are two types of method for collecting the data, namely primary and secondary
data. Primary data are the data which are first hand as the researcher personally has gathered it.
The examples may includes surveys, experiments, questionnaire and much more. Whereas the

secondary data are the data which can be collected from the available sources. They are the
topics upon which the research has already been performed by the various researchers. Some of
the examples of secondary data may include books, journals, newspapers, articles, already
performed surveys and much more. For this research, primary source that is used to collect
information to meet the objectives is questionnaire. At same time, secondary sources that are
used in the present research for meeting aims and objectives of the research includes books,
journals and websites. While taking the primary data, the actual information about the
company’s talent management can get fetch. The company’s employees can give more actual
information about the topic which becomes easy and more accurate for the researcher to analyse.
In the primary data a questionnaire has been formed in which several question about talent
management has been asked to the participants. In this research secondary research has been
used, the secondary source has been researched about the topic. These secondary sources may
include books, journals, various articles, theories and etc.
Time horizon: Time horizon is refers to the importance of time with respect to the
project. As in the respect to this particular case the time plays an important role as the company
has to perform this task within the time period of 40 days so that they can analyse the data and
take the corrective actions in time accordingly (Zhang, Jia and Chen, 2019).
Research Instruments: For the project, the research instruments like preparation of
questionnaire, conduction of surveys has been used.
Data analysis: Various methods are available for analysing the data. For the analysis of
the data, this report has used the method name frequency distribution method.
Ethical issues: The report which has been formed by the researcher and the method for
conducting the methods should be in the ethical. The personal information about the participant
or the respondents should not get leaked by him. The privacy should be respected and
maintained.
Sampling: It is the process through which the researcher selects a part of the population
for the research purpose. The process of selecting the candidates or the participants which has
been gathered is known as sampling. For the existing research, selected sample size is 40
employees of Tesco. For this report, random sampling from probabilistic sample tool has used
for collecting data has been used. Random approach is the part of probabilistic approach. The
sample has collected form 40 participants and all these participants are the employees of Tesco

Company. It is more preferable to fill the questionnaire from Tesco employees as they can give
the proper data and information about the company’s talent management practices and
effectiveness. A total number of 40 employees have been taken as sampling.
Questionnaire
Q1) Do you know about the topic of Talent management?
a) yes
b)no
Q2) Is the concept for talent management is useful for the Tesco company in retaining the
employees?
a) Yes
b) No
Q3) Which one of the following is the most effective strategy for retaining the employees in
organisation?
a) Proper description about the job
b) Gather- mentoring- develop
c) Opportunities related to regular growth
d) The system for rewards and recognition
Q4) What can be the benefits of talent management in Tesco company?
a) Keeping the talented candidates
b) Excellent performance
c) Making the structure of human capital strong
Q5) From your viewpoint what is the advantage of effective TM upon employees of Tesco?
a) Attainment of satisfaction in job
b) Increasing the personal skills
c) Strengthen of confidence of employees

Q6) Which strategy can be choose by Tesco for effective working?
a) keeping the actual identity of employees
b) Giving appropriate training and development programs
c) Rotation of job
P5. Presenting findings and data using appropriate tools and techniques
Data analysis is a process in which the researcher analyse or examines the data or
information which has been gathered so far to interpretate the information out of it. Here the data
has been gathered through the use of a proper questionnaire and it is collected in a quantitative
form. Analysis of primary data is as follows:
Q1) Do you know about the topic of Talent management strategy about
Organisation- employee fit?
Frequency
a) yes 30
b)no 10
Q2) Is the concept for talent management is useful for the Tesco company
in retaining the employees?
Frequency
a) Yes 35
b) No 5
Q3) Which one of the following is the most effective strategy for retaining
the employees in organisation?
Frequency
a) Proper description about the job 15
b) Gather- mentoring- develop 10
c) Opportunities related to regular growth 8
d) The system for rewards and recognition 7
Q4) What can be the benefits of talent management in Tesco company? Frequency
a) Keeping the talented candidates 18

b) Excellent performance 11
c) Making the structure of human capital strong 11
Q5) From your viewpoint what is the advantage of effective TM upon
employees of Tesco?
Frequency
a) Attainment of satisfaction in job 12
b) Increasing the personal skills 15
c) Strengthen of confidence of employees 13
Q6) Which strategy can be choose by Tesco for effective working? Frequency
a) keeping the actual identity of employees 16
b) Giving appropriate training and development programs 14
c) Rotation of job 10
Theme 1. Employees are educated about the concept of talent management
Q1) Do you know about the topic of Talent management? Frequency
a) Yes 30
b)No 10
30
10
a) Yes
b)No

Interpretation: From the data collected, it has interpreted that 30 people knows about
the topic of talent management. Whereas the 10 people have no idea about this topic.
Theme 2. The talent management is very useful for retaining the employees in Tesco
company
Q2) Is the concept for talent management is useful for the Tesco company
in retaining the employees?
Frequency
a) Yes 35
b) No 5
Interpretation: From the data collected above, 35 people thinks that the concept of talent
management is important for Tesco success. Whereas 5 people deny this fact.
Theme 3. There are various effective strategies for retaining the employees in organisation,
some of them includes proper description about the job, gather- mentoring- develop,
system for rewards and recognition and etc.
Q3) Which one of the following is the most effective strategy for retaining Frequency
35
5
a) Yes
b) No

the employees in organisation?
a) Proper description about the job 15
b) Gather- mentoring- develop 10
c) Opportunities related to regular growth 8
d) The system for rewards and recognition 7
Interpretation: From the data or information collected above it can be observed that
around 15 people prefer the proper job description as a most effective strategy for employee
retention, 10 people believes the strategy of Gather- mentoring- develop and 8 and 7 people
thinks that the strategies of opportunities related to regular growth and the system for rewards
and recognition respectively can done some wonders for retaining the employees.
Theme 4. There are various benefits to talent management in Tesco company
Q4) What can be the benefits of talent management in Tesco company? Frequency
a) Keeping the talented candidates 18
b) Excellent performance 11
c) Making the structure of human capital strong 11
15
10
8
7
a) Detailed job
descriptions,
b) Collaborate-coach-
evolve,
c) Opportunities for
continuous improvement,
d) Reward and recognize
right

Interpretation: From the data, it can be analysing that 18 people takes the benefits of
talent management as keeping the talented candidates. Whereas 11 people stands upon the option
for excellent performance and strong structure for human capital.
Theme 5. Talent management provides various advantages to the employees of tesco
Q5) From your viewpoint what is the advantage of effective TM upon
employees of Tesco?
Frequency
a) Attainment of satisfaction in job 12
b)Increasing the personal skills 15
c) Strengthen of confidence of employees 13
18
11
11
a) Retaining finest talent
b) Efficient and effective
performance
c) Strengthen human
capital structure of
company
12
15
13
a) Achievement
of job
satisfaction
b) Enhancement
personal skills
c) Boosting up
confidence and
motivation

Interpretation: From the data, it can be gathered that 12 people consider the advantage
of TM as attainment of job satisfaction. 15 people consider it in increasing the personal skills and
whereas 13 people consider as a strengthen of confidence of employees.
Theme 6. Tesco uses the effective strategies for maintain the effective workforce
Q6) Which strategy can be choosing by Tesco for effective working? Frequency
a) keeping the actual identity of employees 16
b) Giving appropriate training and development programs 14
c) Rotation of job 10
Interpretation: From the data, it is clear about the effective strategy used by the tesco
could be keeping the actual identity of employees as agreed by 16 people. 14 people agreed upon
the strategy of giving appropriate training and development programs and 10 people stand upon
strategy of rotation of job. Along with this from the above collected secondary data for literature
review it has been interpretation that there are different strategies used by Tesco for effective
working such as training and development, job rotation and etc. This information related with
primary data that result in accomplishment of this objective.
As per research that is conducted through questionnaire in which information is collected
through question, it is analysed that various respondents are aware about talent management
concept and different strategies to retain workforce. Along with this, literature review
16
14
10
a) Maintaining individual
identity
b) Training and
development
c) Job rotation

represented in above organisation makes relevant sense for undertaking certain improvements as
addition to improvisation within the practices. However, in comparison to Google, it is analysed
that the company provides satisfactory business environment wherein all employees makes
efforts for performing best practice. In the company, all employees have equal right to speak and
show talents to complete working in prescribed field. Also, open communication policy is
favoured by managers that encourage talents to show their ideas on table (Google, 2021).
Theme 1. Concept of talent management
As per the information provided by author, it have been analysed that concept of talent
management is delineated to a method that assist in organising sources, strategic activities to get
the right talent on board together with grow their optimal capabilities through focusing on
objectives of business. According to research information, talent management assist in making
manpower feeling engaged, motivated addition to skilled for working in direction to gaols of
entity.
Theme 2. Determination of various talent management strategies which could be used by
the organisation in managing the employees into the workplace.
From the collected information from the author view point, it is analysed that there are
multiple number of talent management strategies that can be used for managing employees of
organisation. In case with Tesco, key talent management strategies which can be used in
administering employees at workplace are training and development, talent cultivation,
integration of employee and organisation objectives, appropriate motivational methods policies
regarding retaining the employees in the work place and hence forth. According to the research
conducted and concluded, talent management strategies in context to workplace that is Tesco are
as follows:
Performance management: In the performance management the mangers evaluate the
past and present performance of the employees so that they can give them the training and
development in the required manner. Through the performance management tool the manager
will try to create the environment in which they can operate in a more effective and creative
manner. In such a manner the employee can work more freely and can use his creativity in work.
Training and development programs: In this world of competition where the demand
in the external world keeps getting change, it has become necessary for the employees to cope up
with these changes if they want to retain their employability. Now a day the companies like

Tesco are providing the necessary training and development programs for the employees so that
they can learn all those necessary knowledge and skills in them. This will help the both,
employees and the organisation.
Themes 3. The importance to develop the strategies for talent management in the
organisation.
As per information collected from author viewpoint, it have been analysed that
development of talent management strategies within an organisation is important as they help in
attracting top talents that have probabilities to accomplish organisation operations promptly. And
according to the information collected from research, In Tesco, talent management strategies are
important as they create an encouraged workforce that stays with business in long run. Strategies
of talent management generally maintains motivation level of employee, retains talents that are
employed in the organisation and devise strategies regarding the training as well as development
program so that their skills can get cope up with essential requirements.
Themes 4. The possible effects upon the company's performance through the strategies
used by the company in respect to retaining and attracting the talented employees?
From the data collected through author view points, it is analysed that strategies that are
used by managers to retain and attract talents have positive effects of performance of
organisation. According to the data collected from research, Within Tesco, possible effects of
strategies used by administrators for attracting and retaining talents are reducing staff turnover,
improving productivity, generating huge income and developing sustainable position in the
competitive market.
Secondary research
Discussion
From the primary data collected from the primary research a lot of information has been
gathered through it. The questionnaire framed has provided the opportunities to know about the
thinking and perspectives of the candidates regarding the talent management topic. The
questionnaires also helped the Tesco Company in providing the useful information through the
help of which they can forms various strategies and policies. The above mentioned research has
helped in analysing the situations which is presently prevailing into the organisation. It has been
observed that the company can improve the effectiveness about talent management through

applying the job rotation strategy. It has been observed that there is some information which is
missing; the following recommendation could be given to Tesco Company for retaining their
talented workforce. The strategies which the company can follow may include proper training
and development program, job rotation, motivational and happy work environment, integration
of employees and organisation goals, and providing the equal opportunities to the employees.
From the secondary data collected above from books and journals, it can be conclude that
Tesco organisation focus more on talent management through performance management and
training and development programs. They use these tools so that they can make improvements
with regard to their talent management.
Talent management strategies of Google Inc:
Following are some strategies of talent management which are adopted by Google Inc:
 Reward and recognition strategy: Company focuses on providing rewards an \recognition
to employees on the basis of their performance. It increases level of motivation of
workforce and encourages them to work hard for an organization.
 Collaborate- coach- evolve: It involves creation of culture for coaching, mentoring as
well as collaboration. It enables evolvement and development of skills or expertise of
employees of Google.
Hence, above discussion indicates that talent management strategies of training and
development as well as performance management is used by Tesco which helps in enhancing
competencies of its working staff. While, on the other hand, strategies of reward and recognition
as well as collaborate- coach- evolve is applied by Google that helps in encouraging employees
and improving their commitment level in an organization.
P6. Communicating appropriate recommendations as result of findings and data analysis valid
and meaning conclusion
Limitations
There was some limitation which was faced during the preparation of this project. These
limitations were the shortage of time limit provided along with the lack of resources to
conducting the proper research. I faced a lot of problems which also worked as learning
outcomes for me. The major disadvantage for me was the time period which I had for the
completion of project. If I would get more time I would have performed a better job and also got
an opportunity to grab more learning and knowledge about the project.

But I also gained more learning out of this project and they are knowledge about the market
research, more learning about research topics, working under pressures and handling and
management of project.
Recommendations
On the basis of information collected through primary sources, managers of Tesco are
recommended to enhance awareness among employees about talent management. With this, it
will become easy for human resource professionals to retain high quality workforce as well as
developing their skills. Along with this, it is also recommended to strategists of Tesco to adopt
opportunity related to regular growth strategy that will help in offering various career growths to
employees with the company and retaining them for longer years. Rotation of job is also
recommended to managers of Tesco as this will help in eliminating boredom, provides backup
plan when an employee leaves, encourages development and gives manpower a break from
strenuous job duties.
In relevance to collected information from secondary sources, it has been recommended
to managers of Tesco to establish the system of reward and recognition on a regular basis in the
organisation. The company should also provide the training and development program to
employees for their continuous development. The superiors must recognize the hard work of the
employees who have just started working in company. It is very necessary for the researcher to
fetch the information from the authentic source or site. The information must be very much
reliable and must have a proper accountability. Else false information can void the purpose of
whole research.
Conclusion
The information mentioned in the report has helped me in attaining the required
knowledge which is necessary by the report. Attracting and retaining the talented employees in
the company is very important as they are the true asset who helped in attaining the success or
objectives of organisation. Tesco has performed this research to analyse the scope of talent
management in the organisation and it has interpretation that the concept about the same has
been successfully established in the organisation.

TASK 4
P7. Reflecting on values of undertaking the project to meet states objectives and own learning as
well as performance
I feel grateful that in got an opportunity to investigate about the company, Tesco and the
degree of concept of talent management prevailing in the organisation. Through the making of
this report there are various factors which has help in gaining more learning and knowledge in
me. I got to know about research and its related terms like research approach, research
philosophies, research strategies and much more. I also get a chance to form the questionnaire
which adds on the knowledge with regard to primary research. Apart from this through this
report I also learned about the software which used to make the Gantt chart and work break
structures. I have successfully performed all the topics or heads which is required in this project.
Through this project a lot of things I can learned, some of them is time management, research
capabilities, data analysis and much more. All these factors have contributed as
recommendations which I need to follow for the next project to become more efficient.
To conduct this research qualitative research was used, the research has the following
strength and weaknesses:
Strength: The data collected would be easy to calculate for bringing the calculations. It
is very easy to analyse.
Weaknesses: It is very much difficult to understand the phenomena. Sometimes it is very
difficult to analyse the data when the complex information has to retrieve.
Project management is the ability to apply all the skills, knowledge and processes in the
accomplishment of a project. The project management can have the following advantages and
limitations:
Advantages: The project management helps in making the efficient goal setting, it
improves the communication among the people or members and the risk which is attached to the
project can get evaluated correctly.
Limitations: Sometimes the process of project management leaves no space for
creativity. There are some task where the member just has to follow the instructions and they are
not required to use their own ideas.
Benefits and limitations of project management:

On consideration of benefits that are associated with computation of this project
management, following things can be stated:
 Expertise enhancement: Project management enables improvisation in level of expertise
as it provides opportunity for gaining new perspective and managing all project areas
including personnel as well as compliance.
 Risk assessment: One of the major benefit of project management is that it increases
chances of project success. It allows calculated risk as well as efficient allocation of
resources.
 Effective goal setting: Management of project facilitates setting of SMART goal by
creating forecasts, managing costs of project and determining risks associated with it.
Limitations of project management are described below in detailed manner:
 Improves complexity: Process of project management is complex which may serve as a
reason for creation of stressful environment. It results in misleading of working related to
project and hence, hinders attainment of desired objectives. Lacks creativity: Excessive focusing on management or monitoring of processes or set
deadlines, negatively impacts efficiency of work as one have to perform I strict
parameters. It discourages creative thinking as well as hampers activities related to
innovations.
My strengths and limitations:
Strengths:
 While computing this project I noticed that my time management skills are good as I was
able to complete my project on set deadlines and with proper planning of tasks that are
required to be performed.
 Further, my analytical skills proves to be my strength as I completed entire project by
conducting adequate research on the topic and drawing required interpretations.
Limitations:
 Presentation skills comes up as my weakness as I was not able to adequately present my
work to people.
 Apart from it, I am required to improve my communication and interpersonal skills for
enhancing effectiveness of my project while presenting it to decision makers.

References
Books and Journals
Adamsen, B., 2019. Managing talent. Springer Berlin Heidelberg,.
Aşçı, M. S., 2017. A strategic differentiator in global competition: talent management.
Baker, D. T. and Kelan, E., 2017. Integrating talent and diversity management. In The Oxford
Handbook of Talent Management.
Bello, Z. and Alhyasat, W., 2020. Compensation Practices on Job Satisfaction of Faculty
Members in Private HEI in Saudi Arabia: Mediating Role of Talent
Management. International Journal of Human Resource Studies. 10(4). pp.3747-3747.
Bonneton, D., and et al., 2019. Do global talent management programs help to retain talent? A
career-related framework. The International Journal of Human Resource Management,
pp.1-36.
Diatmono, P., Mariam, S. and Ramli, A. H., 2020. Analysis of Human Capital in Talent
Management Program, Training and Development to Improve Employee Competence
Case Study in BSG Group. Business and Entrepreneurial Review. 20(1). pp.45-66.
Gajda, D., 2017. Talent management in the context of mindful organizing and organizational
mindfulness. Journal of Positive Management. 8(3). pp.42-57.
Gallardo-Gallardo, E., 2019. Some Critical Reflections on the Relevance of Talent Management
Research. In Managing Talent: A Critical Appreciation. Emerald Publishing Limited.
Jehangir, M. and Khan, A., 2018. TALENT MANAGEMENT PRACTICES, EMPLOYEES
ENGAGEMENT AND EMPLOYEES CREATIVITY. City University Research
Journal. 8(2). pp.322-332.
Kadiri, I. B., 2017. Talent management and employee engagement: A study of Guaranty Trust
Bank in Ilorin Metropolis.
Kim, P. S. and Kotchegura, A., 2017. Talent management in government in times of economic
instability: selected cases from the BRICS countries. Public money &
management. 37(1). pp.7-14.
Lim, P. and Parker, A., 2020. Mentoring millennials in an Asian context: Talent management
insights from Singapore. Emerald Group Publishing.
Othman, A. A. E. and Khalil, M. H., 2019. Divergent heritage sustainability: a threefold
approach through lean talent management. Journal of Engineering, Design and
Technology.
Smith, D. A., and et al., 2019. Strategic Talent Management: Implementation and Impact of a
Leadership Development Program in Radiology. Journal of the American College of
Radiology. 16(7). pp.992-998.
Wiblen, S. ed., 2021. Digitalised Talent Management: Navigating the Human-Technology
Interface. Routledge.
Online:
Basu. A. 2019. Top Five strategies for Talent Management. [Online]. Available through:
<https://www.amanet.org/articles/top-five-strategies-for-talent-management/>
Google. 2021. [Online]. Available through: <https://about.google/>