Managing a Successful Business Plan

This document provides insights on managing a successful business plan, with a focus on talent management in the UK service sector. It explores the challenges faced by Royal Mail and offers recommendations for effective talent management strategies. Topics covered include project management, Gantt chart, research methodology, data analysis, and more.

MANAGING A SUCCESSFUL
BUSINESS PLAN

Table of Content
INTRODUCTION...........................................................................................................................3
P1. Devising project aim and objectives ....................................................................................3
P2 Producing a project Management Plan..................................................................................3
P3 Gantt chart and WBS.............................................................................................................5
P4 Research Methodology..........................................................................................................7
P5 Data Analysis.......................................................................................................................10
P6 Communicate the findings...................................................................................................19
P7 Reflection.............................................................................................................................19
CONCLUSION..............................................................................................................................21
Recommendations.....................................................................................................................21
REFERENCES..............................................................................................................................22
REFLECTIVE LOGBOOK...........................................................................................................23
APPENDIX....................................................................................................................................27

Topic —To investigate key challenges and obstacles facing by UK service sector in the terms
of talent management: A study on Royal mails
INTRODUCTION
Talent management refers to process that helps employees to acquire their skills,
attracting eligible employees and motivating them to enhance their performance. In modern era
talent management is required in enhancing productivity of employees and competitiveness of
organization in industry. It helps employees to learn required skills, which not only increase their
loyalty but also raise their personal development. For this project Royal Mail has been selected
which provide postal and courier to the customers. The report will give emphasis on key
challenges lining by UK service sector in managing talent. It will also develop understanding
about the manner in which project management tools help in addressing research issue. Further,
report entails talent management issues and associated aspects through the means of primary and
secondary investigation.
P1. Devising project aim and objectives
Aim
The aim of conducting research is to analyse issues facing by Royal mails with regard to
talent management.
Objectives
 To understand concept of talent management and its importance
 To evaluate different methods, use by UK service sector for talent management
 To identify challenges faced by Royal Mail in the context of talent management.
 To recommend effectual strategies to Royal mails for managing talent within business
unit.
Research Questions
1. What are the methods used by Royal Mail (RM) for talent management?
2. Which are challenges faced by RM in talent management?
3. How talent management can improve RM performance?
P2 Producing a project Management Plan
Project management plan implies for the framework that defines scope, cost, time, quality
communication method and risk factor related to the issue. Hence, it presents resources that

researcher and company will undertake for meeting objectives. It also provides information to
stakeholders regarding importance of task.
Scope The scope of project is for the company, industry and other researchers that
are willing to undertake project on talent management (Harsch and Festing,
2020). It also scopes at encouraging employees to cooperate in training and
development so that profitability of organization can also be increased
through adopting strategies of talent management. On the other side the
research will be able to get information related to concept of talent
management. It will enable scholar to enhance its knowledge and also get
opportunity of earning.
Cost An important aspect of project management is cost of conducting research.
It helps the researcher to conduct activities with predetermine budget. It
assists to allocate monetary resources in proper way. The total cost
required for this project is approx £480 to meet desire objectives which
includes Internet cost, transportation cost etc.
Time The specified time require to scholar for collecting data, sampling, data
interpretation, finding of research will be 10 weeks. The company will
need approximately 7 months for improving methods of talent
management, conducting activities of training and development to meet
expected outcome.
Quality The researcher will use qualitative data to meet desire objectives. The
qualitative method is easy to apply and enable scholar to get information
through interview, questionnaire, etc. Data will be collected through
primary mode in the form of questionnaire and secondary mode in way of
articles, news etc.
Communication To complete particular project with specified time, budget, and other
resources' researcher need to be in contact with all aspect related to project.
The scholar will collect data through email. The researcher will also
contact management of organization to get details of talent management.
Resource The researcher requires resources like internet connection, books and

journals, stationery items etc. The Company will require resources like
capital, human resource, technology, etc. so that project can be
implemented in mentioned time and budget.
Risk Researcher can face risk of wrong sampling, use of unsuitable source of
collecting data and incorrect interpretation. Company can face risk like
requirement of more money and time.
P3 Gantt chart and WBS
Gantt chart
It is graphical presentation of project plan which helps researcher to get information
regarding starting and ending date. It also helps to get the strategic path which assist in
identifying important activities.
Mode Task Name Duration Start Finish Predecessors
1 Selection of the research topic 1 wk Thu1/21/21 Wed1/27/21
2 Framing of the aim and
objectives 1 wk Thu1/28/21 Wed2/3/21 1
3 Reviewing the various
literatures 1 wk Thu2/4/21 Wed2/10/21 2
4 Identifying the methods of
research 1 wk Thu2/11/21 Wed2/17/21 3
5 Development of questionnaire 1 wk Thu2/18/21 Wed2/24/21 4
6 Collecting the data 1 wk Thu2/25/21 Wed3/3/21 4,5
7 Analyzing the data collected 2 wks Thu3/4/21 Wed3/17/21 6
8 Concluding the finding and
recommendations 1 wk Thu3/18/21 Wed3/24/21 7,6
9 Submission of project 1 wk Thu3/25/21 Wed3/31/21 8

Work Breakdown structure
WBS is the tool that is used by researcher to get detailed information of each activity. It
demonstrates top-level project deliverables and systematic composition of activities. It is used as
tool for planning, monitoring and controlling.

P4 Research Methodology
Research Methodology
It implies for tools and techniques that have been undertaken by the scholar for assessing
the extent to which Royal mails face issues for talent management. Research methodology
includes type, approach, philosophy, data collection method, sample size, data analysis, ethical
consideration etc. are given below
Research Type
There are two types of research qualitative and quantitative. The qualitative type helps in
measuring non-numerical concept and quantitative assist in analysing numerical data. The
researcher has used qualitative type as the talent management cannot be measured in numeric
terms.
Research Approach
Research approach can be distinguished into two parts such as Inductive and deductive.
The inductive is used to support qualitative type of research and deductive is for quantitative. In
present report scholar has chosen inductive approach to meet objective of identifying issues face
by talent management. In particular report inductive approach is selected for evaluating issues of
talent management which is a qualitative concept.
Research Philosophy
Research philosophies are of two types Interpretivism and positivism. Interpretivism
philosophy is used in qualitative research and positivism philosophy is utilised in quantitative
type. The scholar in current report has used Interpretivism for accessing details of talent

management and for completion of project in more effective and efficient manner. With respect
to this, interpretivism is selected because deductive approach benefits are not fruitful for present
report.
Data Collection
In research, data collection is highly significant which can be gathered from mainly two
sources such as primary and secondary. Primary data is the one which scholar collects via
survey, interview, focus group etc. for meeting research objectives. However, secondary data
refers to the one that had already been gathered, analysed and published by other scholars. In
this, for addressing research problem data has been gathered from both the sources. In the
context of primary, survey has been done on 30 employees of Royal Mail through the means of
questionnaire.
Sampling
For sampling, researcher has selected RM's 30 workers to get details regarding issues
face by firm in talent management. These 30 employees are selected randomly to get accurate
and fair data. Moreover, random sampling is chosen for getting fair perceptive of employees of
the organization.
Data analysis
Data analysis can be done with help of thematic and SPSS technique. The researcher in
present report has used thematic technique for analysing data gathered through survey. Data
analysis has been visualized in terms of graphical presentation for better understanding of
findings.
Ethical consideration
The scholar has used fresh data without making any modification in information collected
from employees by following transparency ethical principle. Selected sampling has not been
forced to share their thought and views for talent management, they have willing given their
feedback. Scholar has also used secondary data in ethical form.
Reliability and validation
It is collected from sources that are copyright and show reliability and validity of data. As
the data is taken from sources which are validated so there is no chance of inaccurate
information. The researcher uses qualitative type with thematic technique to analyse talent

management of company. Scholar has taken all necessary information for effective presentation
and completion of project.
Literature Review
As per the views of Taylor (2018), talent Management refers to attracting, retaining and
managing employees. It helps the organization to obtain improved performance and allows
company to drive innovation in the firm. It enables to build strong branding of organization,
decreases turnover and motivates others to grow. In against of this Krishnan and Scullion (2017)
Deters (2017) articulated talent management is expensive in form of Financial resource and time
consuming. There is lack of support from manager in talent management and it also contributes
in increasing conflicts between management and employees. In contrast, Ain and Khodeir,
(2020) depicted every organization should aspire talent managements as it provides assistance in
hiring qualified employees, understanding them better and making communication effective. It
also helps in placing right person at appropriate position where employees can fully optimize
their skills to serve better productivity.
According to Ekelöf and Lindberg, (2020) stated that talent management is waste of time,
it also results in lack of proper leadership. It distracts the organization from profitability and also
makes the situation of jealousy among employees. In the contrast Tamunomiebi and Worgu,
(2020) said that management of employees rises the engagement between employees and retain
top talent in company. This increases competitiveness in organization.
As noted by Gallardo-Gallardo,Thunnissen and Scullion (2020) talent management methods
have strong role to generate new profound work growth diversity among work horizons within
which employees are able to focus on further enriched new vision oriented domains. Strategic
planning and goal alignment within executive working scenarios generate new scale evolving
efficacy, leadership among talent management aspects by which there are varied functional scale
goal formulation efficacy towards new targets completion effectively. The author has also
analysed that engaging stakeholders within company are essential for generating new
informative efficacy among talent management scenarios. There shall be vision oriented scale
diversion and engagement of new ideologies of talent management where author has researched
in papers that there is profound scale functional growth towards new scale engagement scenarios
towards longer time run.

As per the views of Greene (2019), there are various challenges of talent management
within working performance horizons in companies where poor hiring strategies, inexperience
with leadership and employee turnover generates blockages in talent management among
working paradigms. There has been analysis shown within research papers where HR practices
and working scenarios among company’s efficacy goals need to be focused on towards stable
development of talent management which harnesses vision, goodwill and revenue scenarios
within competitive domains towards scaled up keen parameters for vivid functional technical
viable new metrics. Author has also analysed that talent management strategies profoundly
focuses on enhancing workforce scale diversity, motivation within larger horizons and also to
generate specific scaled up keen goals actively (What is a talent management strategy? | 9 tips
for success. 2021).
P5 Data Analysis
THEME 1: Royal Mail managers focus on talent management at the workplace for higher
informative performance of employees
PARTICULARS RESPONSES
YES 20
NO 10
TOTAL 30
67%
33%
No of employees
YES
NO

Interpretation:
The above data interpreted within pictorial data brings forward information that Royal
Mail leaders focus on talent management at workplace among employees for higher informative
performance of employees. 20 number of employees have opted yes which is positive indication
showing varied determinants of talent management n implementation and active functional
working growth towards practical vision evolving scenarios. 10 Number of employees have
opted no, which shows that minimal number of employees feel lack of talent management. The
data also enables us to analyse that there is scaled up work functional growth towards talent
management within workplace at Royal Mail which generates fundamental scaled diversity
within longer run (Klarsfeld. and et.al., 2016).
Theme 2:New competent strategies that leaders at ROYAL Mail focuses for talent
management
PARTICULARS RESPONSES
 Talent acquisition and workforce retention 10
 Career development 20
TOTAL 30
33%
67%
No of employees
Talent acquisation and
workforce retention
Career development

Interpretation:
The above data analysed within pie chart shows that out of 30 employees 20 people have
opted for career development, and 10 for talent acquisition as the main aspects of talent
management strategies for effective work growth diversity among employees. It also shows that
Royal Mail functionally will be able to evolve on effective talent management domains for
generating effective motivated workforce, and also promote new keen efficacy within longer
time run. Talent management strategies will enable business efficacy to be generated among
employees for stable diversity and new quest horizons for enriching wider reach.
Theme 3: Main desired talent management outcomes that Royal Mail leaders and managers
focuses on
PARTICULARS RESPONSES
4. Higher retention of workforce 10
5. Motivated and skilled workforce 20
TOTAL 30
Interpretation:
The above data interpreted within pictorial analysis shows that motivated and skilled
workforce is the main aim and desired outcome of talent management by leaders at Royal Mail
to evolve on talent management, as 20 employees have opted it out of 30. 10 employees have
Higher retention of workforce
Motivated and skilled workforce
0
2
4
6
8
10
12
14
16
18
20
100%
100%

opted for higher retention of workforce as the main aim of developing talent management
strategies which enables business scale functional abilities to be evolved effectively towards
wider domains. It also shows positive work growth diversity and stringent motivation within
employees as the main aspect for stronger workforce imperative towards wider vision oriented
goals.
Theme 4: Employees being discriminated by LEADERS of Royal Mail within departments at
workplace
PARTICULARS RESPONSES
Yes 5
No 20
Not sure 5
TOTAL 30
Interpretation:
The above data analysed within pictorial data shows that 20 employees have opted for no
as answer that they do not feel discriminated among Royal Mail by leaders and managers within
departments at workplace. 5 employees have said yes and 5 opted for not sure as response which
Yes No Not sure
0
2
4
6
8
10
12
14
16
18
20

shows minimal answer to aspects of discrimination where there is analysis response towards
positive work growth towards employees being fairly treated.
Theme 5: Leaders and managers being actively interactive among employees within working
scenarios, for talent enrichment strategies
PARTICULARS RESPONSES
YES 5
NO 5
ALL TIME 20
TOTAL 30
Interpretation:
The above data analysed within pictorial data shows 20 employees have opted that they
feel actively interactive within working scenarios by leaders and managers for talent enrichment
strategies to harness functional scale diversity. There is also minimal response of 5 people
denying and opted as no which shows that there is positive outcome being generated form talent
management strategies within working scenarios at Royal Mail. As major data shows employees
are happy and motivated by leaders it is positive sign to analyse implementation of talent
management strategies (Ledford and Gist, 2018).
17%
17%
67%
No of employees
YES
NO
ALL TIME

THEME 6: Training within workplace enable to gain talent management by leaders and
mentors within work targets actively
PARTICULARS RESPONSES
All time 15
Rarely 5
No 10
TOTAL 30
Interpretation:
The above data shows that training sessions being held at Royal Mail by leaders enable
practical development of talent management strategies by leaders to deliver work targets actively
which generate new evolving efficacy within longer run. 5 employees have opted for rarely as
answer and NO is being opted by 10 employees which shows that there is less number of
employees who feel training needs to be informative among sessions. The data has analysed that
there is also scope for new training vision oriented goals by leaders and employees will
productively motivate higher results to be generated, stable work growth diversity.
THEME 7: Training strategies adopted by leaders and managers to focus on talent
management strategies
PARTICULARS RESPONSES
50%
17%
33%
No of employees
All time
Rarely
No

Secure management and staff
commitment
5
Analyzing training efforts and impact 5
Both of them 20
TOTAL 30
Interpretation:
The above data shows that securing management and staff commitment and analysing
training efforts and impact, are the two main training strategies adopted by leaders and managers
to focus on talent management where there is profound scale evolving goals enriched. As
maximum people have opted for both of them as talent management strategies, employees have
varied working platforms where employees are motivated diversely by leaders and managers to
focus on talent management implications, where ROYAL Mail will be able to be imperatively
active to reach on wider work results and effective new work horizons within longer time frame.
Theme 8: challenges in implementation of talent management faced in Royal Mail?
PARTICULARS AMOUNT
Embracing new interests 10
Offering impressive salaries 15
Secure management and staff commitment
Analysing training efforts and impact
Both of them
0 2 4 6 8 10 12 14 16 18 20
5
5
20
No of employees
Column H

Attracting talent in the first place 5
Total 30
Interpretation:
The above interpretation explains that embracing new interest as challenge have been
identified by 10 number of employees, offering impressive salaries by 15 and attracting talent in
first place is opted by 5. This shows that talent management raises varied shift within higher cost
in HR policies where major answers shows that it has been playing important role as challenge
hindering productive growth.
Discussion and findings analysis
The analysis functionally brings forward varied data and functional details of talent
management strategies being impact fully shaping working fundamental decisions at Royal Mail
among workplace where new imperative focus towards vision oriented scaled parameters are
being built up. The discussion and analysis also shows that talent management strategies such as
talent acquisition and retention, performance management and learning, motivating strategies.
33%
50%
17%
No of employees
Embracing new interests
Offering impressive salaries
Attracting talent in the first
place

On within carer development enables business functional enhanced working diversity to be
evolved on further, and generate new profound informative growth towards new imperative
aspects. HR policies and new vision oriented pertaining strategies play varied strong role to gain
confidence among employees and be technically strong for higher scale working scenarios on
longer time run.
P6 Communicate the findings
Enclosed in PPT
P7 Reflection
The overall journey for conducting the project management is interesting because it helps
me to enhance skills and raise my skills as well. Also, the chosen research methodologies for this
project helps me to attain the defined aim and objectives. Such that earlier I am not aware with
this section but when I was about to start the project, I raise my research skills. Through quality
research, I am able to interpret the results in better manner and through primary data collection
methods, I determine the views of workers pertaining to chosen topic. I also enhanced by ICT
skills by working on MS project, as I have only theoretical knowledge pertaining to chosen topic.
Moreover, I learn about methodologies and their usage as well as importance for
conducting research in an effective manner. This shows that I enhanced my performance with
regard to talent management and examined that there are many issues faced by quoted firm in
terms of talent management. Using both data collection methods helps me to raise knowledge
related to talent management and its importance for a company. Thus, to overcome such
companies should develop different strategies in order to meet the defined aim and take a
business at further level of success. Hence, with appropriate methodologies, scholar is able to
meet the stated objectives and raise own performance as well.
PERFORMANCE REVIEW
The report has helped me to learn various new skills and generate new imperative
advanced work growth efficacy for wider scale working goals imperatively, generate effective
new knowledge priorities. I was also able to motivated to specifically gain various new learnings
and synergies for exploratory new advanced work growth efficacy for keen performance
horizons (Bhat and Stevens, 2021). I have learned to research skills and critical working on
various typical aspects where my mentors were helpful and sportive to generate new determined
work goals imperatively. I was able to enhance my detailed learnings towards various research

aspects where there were varied results developed towards which I also was able to generate
smarter work growth effective efficiency. The research also enabled me to report my findings
actively towards keen leveraged work goal scope work growth horizons, establish new
imperative keen performance aspects towards which I was able to generate larger scoped
working goals. I learned time management skills, research and analytical skills and also
evidently worked on my report writing skills where I was also potentially confident. I was also
confident towards learning aptitudes towards my performance metrics, by gaining supervision
from my superiors and also yearn focus towards further work targets into my academic career.
Strengths recognized while doing the project are based on working scenarios where I was
able to gain motivation effectively, generate profound new confidence aspects in my research
project development skills. Further I also analysed weakness of time management, decision-
making skills where I had faced varied challenge to reach on accurate performance benchmarks.
Benefits of completing the project are that there has been strong confidence generates in my
skills, informatively I was also professionally strong and limitations such as late submissions
were my skill limitation.
I was practically able to generate new advanced scale ideas fundamentally for effective
wider performance domains, where it has enhanced my pertaining focus. Within future
performance determinants, I also aim to gain training from my mentors and supervisors, by
attending seminars and various other practical work (Coombe, 2020). It can be analysed that
there has been fundamental growth with varied innovative work goals and establish higher
specific work efficacy by setting new scaled benchmarks towards new vision oriented directive
horizons. The report writing has also enabled me to be competent and functionally operative for
new keen performance aspects, learning various new ideas to generate smarter work goals
productively and imperatively generating stronger synergies. There has been keen evolving shift
within my new scale ideas exploration on which I was practically able to learn new ideas and
determine varied scope leveraged goals within wider targets actively. The report writing also
enabled me to yield on focus towards advanced work growth potentialities and effectively
formulate varied new ideas, determine scaled aspects towards wider keen avenues forming wider
scale connective synergies. There has been also potential shift in my learnings for generating
advanced functional efficacy towards new scale goals and imperative new targets at work which
have made me gain wider experiences actively (Talent Management. 2021).

Research has also generated advanced scale determined new imperative functional
efficacy where I also plan to attend various new seminars and lectures to enhance my
performance in future goals actively. There has been constant growth evolved in my knowledge
towards new operational horizons where I was eager to enhance my vision and developed
stronger understanding on diverse aspects. I have also experienced motivation curiosity to
explore new fundamental skills and ideas actively towards new imperative information horizons
where, varied scope to yield strategic focus can be analysed widely.
CONCLUSION
The report has concluded development of talent management within Royal Mail has
been identified to be widely one of the functional innovative aspects where varied scale domains
have imperatively been shaping scaled aspects of talent management strategies. Further report
has also concluded detailed analysis towards new scale advanced aspects on which talent
management harnesses functional scale growth for wider revenue goals and new stable goodwill
among employees working efficacy. The report has concluded in detail primary and secondary
data analysis in depth to evolve talent management strategies through varied scale domains
dynamic functional paradigms. It has also concluded that Royal Mail managers and leaders aim
to generate new profound scale functional role to bring on varied competent scale new horizons,
where there is also scope to evolve on varied new performance measurements and monitoring
strategies.
Recommendations
By analysing the results from primary research, it is analysed that company focused upon
different talent management strategies but there are many challenges that affected the employees'
performance as well. Thus, to improve the same, there are some recommendations offered to the
company which are:
 It is to be suggested to the company that offer different reward and recognition programs
that helps to improve the performance of employees. This in turn also assist to attain the
defined aim within specific tenure.
 It is also recommended to Royal Mail that on the job and off the job training sessions can
be used that helps to manage employees and examine any loopholes if they face during

workplace. This in turn helps to improve the working culture along with performance of
workers. Hence, this strategy also assists company to manage talent effectually.

REFERENCES
Books and Journals
Ain, O. M. and Khodeir, L. M., 2020. Creativity Management: An Approach For Achieving
Efficient Workplace Environment. The Academic Research Community publication,.
4(1). pp.6-33.
Bhat, C. S. and Stevens, M. M., 2021. College and Career Readiness Group Interventions for
Early High School Students. The Journal for Specialists in Group Work, pp.1-12.
Coombe, C., 2020. Developing a personal and professional strategic plan. In Professionalizing
Your English Language Teaching (pp. 115-127). Springer, Cham.
Deters, J., 2017. Global leadership talent management: Successful selection of global leadership
talents as an integrated process. Emerald Group Publishing.
Ekelöf, S. and Lindberg, N., 2020. The Strategic side of Global Talent Management: Thematic
literature review with a conceptual reasoning.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: context
matters.
Greene, A. M., 2019. HRM, Equality and Diversity. The SAGE Handbook of Human Resource
Management. p.238.
Greene, R. J., 2020. Strategic Talent Management: Creating the Right Workforce. Routledge.
Harsch, K. and Festing, M., 2020. Dynamic talent management capabilities and organizational
agility—A qualitative exploration. Human Resource Management. 59(1). pp.43-61.
Klarsfeld, A. and et.al., 2016. Comparative equality and diversity: main findings and research
gaps. Cross Cultural & Strategic Management. 23(3). pp.394-412.
Krishnan, T. N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review. 27(3). pp.431-441.
Ledford, J.R. and Gast, D.L., 2018. Single case research methodology: Applications in special
education and behavioral sciences. Routledge.
Shahi, T. and et.al., 2020. Behavioral factors affecting talent management: Meta-synthesis
technique. Iranian Journal of Management Studies. 13(1). pp.117-137.
Tamunomiebi, M. D. and Worgu, V. O., 2020. Talent Management and Organizational
Effectiveness. Journal of Contemporary Research in Social Sciences. 2(2). pp.35-45.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Online
Talent Management. 2021. [Online]. Available Through:<https://www.valamis.com/hub/talent-
management>.
What is a talent management strategy? | 9 tips for success. 2021 [Online].Available Through :
<https://www.greenhouse.io/blog/9-steps-for-a-successful-talent-management-
strategy>.

REFLECTIVE LOGBOOK
Project logbook for the choosen organistion:
Update for weekly research and tasks achieved
Student Name:
DateBefore I started
working-setting the
goals and developing
the plan of action
During
my
work-
while I
am
implem
enting
the
tasks
After I finished
working- when
I am
evaluating my
work
Problems
encountered
QuestionAnswersQuestionsAnswersQuestionsAnswers

1. Am I on
right track?
YES, I have
been able to
generate
efficiency
further in my
projects where
I felt more
confident to
generate
advanced
functional
work growth
goals
1. How well
did I do?
I was successful to
form my
performance
parameters by
planed lectures and
seminars where
there I took active
participation in
various projects by
which I was also
able to enhance my
potentialities further
1. What
problems
did I faced?
I faced problem,
in working within
complicated
subjects where
my
understandings
towards
analytical
projects is weak.
There has been
varied aspects of
numerical
projects where I
felt problem t
2. How shou
proceed?
I plan to
operate my
analysis
towards time
management
by determining
time targets
specifically
within work
performance
domains and to
generate
specific scale
growth, by
which I will be
able to form
new career
growth
aspects.
2. What have I
gained from
this activity?
I have taken active
participatioon in
varioous prohects
for submission in
specuific work
targts actively where
it made me
confident to learn
new ideas.
2. How did
I manage
the
problems
encourente
d?
Further, i s
facing difficulty
to generate time
management
skill where i
feltn that i was
late at my
submissio dates
which removed
my functional
work target
growth actively.

3. W
information
important
remember?
For decision
making skills
learning I have
to take active
participation
as leader
within team
3. What could
I have done
differently?
I have been actively
motivated to learn
new diverse aspects
within new domains
of decision making
skills
While
encountering
challenge I plan
to use my smarter
knowledge to
complete all tasks
in specific time
frame for
academic success
on longer time
frame
4. What d
need to do
do
understand?
I was asking
my mentors
and professors
for guidance
4. Do I need to
go back
through the
task to fill in
any “blanks”
in my
understanding
?
no
5.What hav
learnt at
point from
tasks?
I made
changes such
as learnt
numeracy
skills which
enabled me to
be confident
further for
scaled
perspectives.
5. What
considerable
changes did I
made for the
tasks?

Week 22. Why
do I need
to know
this
material
?
2. How should I
proceed?
I plan to
peroceed
further by
taking actikve
particpiation
rk ]into typical
wo
2. What have I
gained from
this activity?

APPENDIX
Questionnaire
Demographic information
Name:
Age
Gender
Q1 Do you think managers of Royal Mail have been focusing on talent management effectively
at the workplace for higher informative performance of employees?
 Yes No
Q:2 What are the new competent strategies that leaders at ROYAL Mail focuses for talent
management?
 Talent acquisition and workforce retention
 Career development
Q3 What are the main desired talent management outcomes that Royal Mail leaders and
managers focuses actively on talent management strategies?
 Higher retention of workforce
 Motivated and skilled workforce
Q4 Do you think employees are not discriminated by LEADERS of Royal Mail within
departments at workplace?
 Yes
 No
 Not sure
5 Have leaders and managers being actively interactive among employees within working
scenarios, for talent enrichment strategies?
 YES
 NO

 ALL TIME
6 Does your training within workplace enable you to gain talent management by leaders and
mentors within work targets actively?
 All time
 Rarely No
7 What are the training strategies adopted by leaders and managers to focus on talent
management strategies?
 Secure management and staff commitment
 Analyzing training efforts and impact Both of them
8 What are the challenges in implementation of talent management faced in Royal Mail?
 Embracing new interests
 Offering impressive salaries Attracting talent in the first place
9Do you feel motivated enough to continue working at ROYAL Mail company,