Talent Strategies for Attracting and Retaining Employees - A Case Study on Marks and Spencer

This report discusses the talent strategies used by Marks and Spencer to attract and retain employees. It explores the aims and objectives of the research, project management plan, work breakdown structure, and Gantt chart. The report also includes a literature review on talent management strategies and their importance in attracting and retaining employees.

Managing a Successful
Business Project
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Contents
Title: ‘What talent strategies do the best companies use to attract and retain people”- A Case
study on Marks and Spencer............................................................................................................3
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Aims and objectives of the research............................................................................................3
A project management plan.........................................................................................................5
Produce work breakdown structure and Gantt chart....................................................................7
Small scale research...................................................................................................................13
Present findings and data...........................................................................................................15
Discussions................................................................................................................................22
Communicate appropriate recommendation..............................................................................22
Reflect value of undertaking project..........................................................................................23
CONCLUSION..............................................................................................................................25
REFERENCES..............................................................................................................................26
APPENDICES...............................................................................................................................29
Log-book....................................................................................................................................29
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Title: ‘What talent strategies do the best companies use to attract
and retain people”- A Case study on Marks and Spencer
INTRODUCTION
Business environment are contingent in nature which affects the sustainability of
organisations operated at large scale. Thus, to maintain long term sustainability it is important for
management to carry out a project which makes their organisation strong and more competitive
in market. In the context of this, employees are considered as a valuable asset whose contribution
decides whether organisation can achieve its desired goals and objectives or not. Thus,
organisations need to take initiatives to attract new skilled candidates and retain experiences
employees so that maximum output can be received towards achievement of organisational goals
and objectives (Berger, 2020). The current project report is based on “Marks and Spencer’
which is presently engaged in providing wide range of products at global market. The company
was established in 1884 and founded by Michael Marks and Thomas Spencer and having
headquartered in London, UK. It includes clothing, accessories, food products etc. The report
discusses the aims and objectives of research carrying out by researcher for its client i.e. M&S.
The report also briefly explains methods of research and other aspects required in carrying out an
effective research.
MAIN BODY
Aims and objectives of the research
Overview of the Research: In the context of Marks and Spencer, the management need
to identify the relevancy of recruiting new candidates and retaining experienced employees for
which their management hire a researcher who conduct research for them. As M&S is
multinational organisation which has attained strong market position at global level with the help
of their skilled workforce (Burns, 2016). Thus, it is important for the management to make an
effective decision for the betterment of its employees as well as an organisation which can be
possible only when their appointed carrying out an effective research and draw a justifiable
conclusion at the end.
The aim of research : aim of current research is Title: To explore talent strategies and
their importance in attracting and retaining of people. A Case study on Marks and Spencer
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Objectives of the research: The objectives of the research are:
 To analyse the basic understanding about talent-management and its strategies.
 To identify the talent strategies that are essential within an organization.
 To determine the ways for attracting and retaining of employees at workplace.
 To examine the relationship between the talent strategies and attraction and retaining of
employees.
 To measure different benefits that is achieved through talent-management within Marks
and Spencer. To determine the impact of talent-management in Marks and Spencer in relation to
retention and attraction of workforce.
Research Questions:
 To analyze the basic understanding about talent-management and its strategies.
 To identify the talent strategies that are essential within an organization.
 To determine the ways for attracting and retaining of employees at workplace.
 To examine the relationship between the talent strategies and attraction and retaining of
employees.
 To measure different benefits that is achieved through talent-management within Marks
and Spencer.
 To determine the impact of talent-management in Marks and Spencer in relation to
retention and attraction of workforce.
The research rationale is to produce better information about talent-management under
which ability to retain and attract skilled and talented employees is achieved in satisfactory
manner. The research significance is dependent over the importance that is processed as per
conduction of research and in this better knowledge about talent-management is addressed
through which modest outcome is achieved from which employee attractiveness and retention is
managed in controlled mode.
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A project management plan
A project management plan is a formalised document that consist of different objectives
and target that company wants to achieved within the specific period of time. In this productive
amount of changes is addressed by which ability to control and manager various functions and
operations of business is getting managed systematically. It also get promote efficient learning
and development and it is carried out with support of budget, finance, timeline, deliverables,
goals, scope and objective is carried out to manage and control that project is processed at right
track (Krishnan and Scullion, 2017). In support of this document sufficient collaboration of
several aspect such as communication and processing is undertake in timely constraint. It is used
by researcher to develop effectual understanding about adequate pathway that is followed to
complete the research in systematic format. It provide appropriate clarity so that ability to reduce
rate of redundancy is also get managed and controlled within timely constraint. It basically
consist of different task and activities that is required to be followed so that detailed analysis is
processed about the progression of research and it is as furthermore explained below as:
 Cost: It is a component that is used to make better estimation about the cost that is
associated with the completion of research. It is actually get offered by the business to
researcher and consist cost of travelling, legal compliances, research tool and technique,
equipment and miscellaneous (Rasul, 2018). It actually provide adequate pathway from
which it is easy researcher to divide overall task and time and it is completely dependent
on completion rate.
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 Time: It is an aspect that consist of different norm under which researcher get adequate
time period to complete certain task of a research so that productive outcome is
developed in timely basis. It usually consist of particular time period through which
ability to pertain persistent goals in timely basis is achieved with perfection. It promote
certain period of time under which ability to make profitable outcome is increases and
rate of suitable outcome also get enhanced (Möller and Halinen, 2017). For this research,
researcher need a time period of about 3 week within which all the task is segmented and
efficient outcome is conceived that is completely from any of risk. Scope: It is an ability of a researcher that defines that its research is either favourable for
the growth of business or not. In this long term sustainability is achieved by developing
higher effectiveness. For this various set of strategies and policies are induced by
researcher so that achievement of standardised objectives and target is perceived with
adequateness. It also get promote higher working standards in which all the resources is
effectively utilised. It also ensure that balanced deliverables is processed so that
productive amount of changes is addressed over regular basis. Quality: It is an essential prospect under which ability of a researcher to provide
favourable outcome is developed with balanced management (Stewart and Brown,
2019). In this suitable set of actions is taken by researcher so that productive rate of
outcome is generated. For this researcher collect and gathered different set of information
and statistics and make appropriate judgements so that sufficient utilisation and
interpretation of goals is pertained with perfection. Communication: It is a suitable mode under which information is transferred and
collected in form of better clarity and transparency (Mousa and Ayoubi, 2019). It is used
to promote working standards as if clear information is transmitted then ability of
researcher and other respondent is increases. It processed with support of suitable
transmission of goals and objective that promote balanced level of transparency. In this
authenticity is managed and for this researcher make adequate usage of internet services,
computer, face to face interaction and many other form as well. Risk: It is an aspect that define risk factor and in this rate of redundancy is reduced either
removed by researcher in clear manner. For this profitability and productiveness of
research is processed without measuring any loop holes. Thus researcher make suitable
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utilisation of different tools and techniques such as Gantt chart and work breakdown
structure that assist to segment overall task in slots so that productiveness of research is
enhanced.
 Resources: It is a basis under which researcher make adequate usage of various resources
that is required to manage various prospect of research (Pandita and Ray, 2018). In this
favourable outcome is collected by researcher as with the effective usage of printers,
equipments, tools and techniques, mobile phone, human resource etc. It is used to
develop satisfactorily outcome under which profitable outcome is developed that is
suitable for research completion.
Produce work breakdown structure and Gantt chart
Gantt chart: It is commonly used in project management as it is devised by Karol
Adamicecki, in the mid 1890s. It is an effective tool under which different activities get analysed
under which overall working standards of business get analysed in perfect manner. In this
researcher get better support as ability to understand and segment overall activity is enhanced
over continuous period of time (De Sousa Sabbagha, Ledimo and Martins, 2018). This is more
commonly used for tracking project schedule and used by researcher to make sure that suitable
decision making is processed as by removing complexity in ordinate manner.
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Work Breakdown structure: It is a structure that refers to the breaking of work into a
smaller task which is commonly productive technique used to make the work more manageable
and approachable. Work breakdown structure is a key project transferral that organizes the team
work in the manageable sections (Ramanathan, 2016). It consists of different elements such as
data, product, service or any combination. WBS also provides the framework for the cost
estimation and control along with the proper guidance schedule for the development and control.
It assist researcher to develop better understanding of project scope and description that must be
done at desirable period of time.
Literature Review
To analyze the basic understanding about talent-management and its strategies.
As per the viewpoint of Prarthana Ghosh, 2019, talent-management consist of specified
trends that is necessary to upraise human capital and renaissance at workplace. It is basically a
methodology under which organized and strategic functions are operated so that sustained
growth is measured. It is used to produce and develop optimized capabilities as by keeping
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standardized objectives and target in mind. It is a process that usually consist of identification of
talent gap so that vacant positions of the business is getting fulfilled with timely basis (Cappelli
and Keller, 2017). In this on-boarding of suitable candidates is induced as those having better
skills set and under which basic requirement and demand is getting satisfied in appropriate
manner. In this development of skills and abilities is induced by which adequate training and
development is processed so that long terms sustainability in attained in effective manner. In this
effectual engagement and involvement of various expertise is induced so that ability of business
to attain long term success and growth is measured with perfection. It also consist of various
elements that is needed to get ensure about existing skills and capabilities of employee has been
fitted within an organization (Alves, Dieguez and Conceição, 2019). In this generic progression
of various events is processed as by making ultimate change as by inducing planning, attracting,
selecting, developing, retaining and transitioning of several strategies.
To identify the talent strategies that are essential within an organization.
According to the viewpoint of Karim Ansari, 2020, a talent management is processed
with the effectual concept within which an individual get attract, retain and develop suitable set
of skills and knowledge on continuous period of time. It actually encompassed with the support
of organizational strategies that is used to design and achieve maximize potential and ability with
systematically (Collings, Mellahi and Cascio, 2019). It is basically used to promote as well as
allow various ways through which flourished outcome is developed. In this business make sure
to make better understanding about power that is used to analyze job description as it is an
essential strategy that outline specified various factors such as necessary skills and abilities. It
induces clear accessibility by which employee get fitted into the business culture in ordinate
manner. In this learning is processed as by providing appropriate couching and it is processed
with support of training and development. For this business collects feedback of employee and
then make adequate changes as per suitability and demand of business. It also being used to build
better trust and believe so that productive learning on consistent basis is developed. Furthermore,
several opportunities is offered to the business in which talented employee get retained and
attracted for longer period of time.
To determine the ways for attracting and retaining of employees at workplace.
As per according to the viewpoint of Greg Smith, 2020, engage and reserve young, and
educated employees are important in any business. Businesses can upgrade their abilities to
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engage, retain and improve by applying the five steps PRIDE process: Provide a positive
working environment, proper educated and trained managers play an huge role in effective
retention strategy (Ling and et. al., 2018). Mangers needs skills, tools and knowledge that help in
understand the employees in business and retain them in organisation. Recognize, reward and
reinforce and the right behaviour, a successful reward recognition program dose not have to be
complicated or expensive to be effective. People have basic needs to feel appreciated and proud
of their work. Involve and Engage, people are more engage and committed when they can
contribute their ideas and suggestions. Develop skills and potentials, for most employees, career
opportunities are just as important as the money they make. Managers should focus on
development of skills and potentials of their employees. Evaluate and Measure, continuous
evaluation and never ending improvement is the final step of the PRIDE system (Crane and et.
al., 2019). The evaluation process includes the measurement of attitudes, moral, turnover and the
engagement level of workforce. Thus it is very important for managers to retain and keep their
customers in organization.
To examine the relationship between the talent strategies and attraction and retaining of
employees.
As per the viewpoint of Fisher Vlsta, 2014, Talent-management and employee engagement have
become very important phrases in businesses (Mičík and Mičudová, 2018). It offer more value in
terms of revenue generation, client pleasure, product expansion and marketing modernism all
benefits that is used to accomplished task with perfection. Various links between the talent-
management and employee engagement: aggressive benefit connection, competition for talent is
fierce leading factor in terms of competitive reward. Recruiting, initial and retain talent are tools
that used to achieve better competitive gain. Performance improvement, talent join a company to
appreciate its product, as talent engage more fully in company's operation, assignment, project
that appreciation grow. Performance improvement is very important for an organisation for gain
competitive advantages. Reduce turn over, increase retention link, the more employees is
authorized and encourage to get connect in job, squad and corporation pains, the more they see
value. Worker stay with manger they trust (Elegbe, 2016). The more managers and employees
engage in continuous communication, the more trust develop in its relationship. Thus it is very
important for every manger to mange strategies for talent management that help the employees to
retain in the organisation.
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To measure different benefits that is achieved through talent-management within Marks and
Spencer.
As the the viewpoint of Emon Dastidar, 2019. talent management is essential to build a
stable employee base in company. It looks into the development of whole organisation, the need
of talent management dose not just include involvement hr departments, but also the decision
maker in the company as well. It involves the development of employee potentials according to
company strategy and aims. Furthermore, occupied personnel can prompt better result in
organisation. Well-built talent management strategies help about bringing and engaged
workforce and hire best employees for suitable job. A resourcing and talent-management system
simplifies the hiring process for mangers and applicant alike. It is a succession planing
framework helps to develop proper training and development strategies. With better training and
development sessions, employees will surly become better leaders in the future. Furthermore,
retaining best employees helps in nurture better stakeholder and leaders in the organisation. They
could help the organisation to grow faster and make their company successful by their skills and
talent (Ghasia, Wamukoya and Otike, 2017). Thus, talent management is important key to gain
success in organisation by proper training and development programs within the company.
To determine the impact of talent-management in Marks and Spencer in relation to retention and
attraction of workforce.
As per viewpoint of Minha Younas, 2019, Organisation require to design as well as
develop the talent management processes and practice to get better and keep employees career,
information, skills and align employees talent pool with strategic goal and objectives of the
organization (Podolsky and et. al., 2019). Talent management improves business performance
when there is proper allocation of work according to the employee’s skills and knowledge and
they are motivated which will provide a satisfaction to client and will increase the proficiency
and performance of the business .a systematic approach of talent management means that there is
a wide integration in a company and consistent approach to management , it translate in the
general communication and dissolve the squabble within an organization. Talent management
have a impact on the continuous coverage of critical roles, it will be prepared for the gaps in
critical roles and have a plan to address the critical and highly specialized roles to meet the
organization goals and objectives effectively.
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There are different theories and models that is considered under talent management
such as strength based approach, exclusive approach that is related to manage the skilled and
talented workplace so that working standards get enhanced. It compromise different key
responsibilities as like hiring, recruitment, development, analytic and performance management.
Thus, according to the above mentioned analysis it has been evaluated that talent
management is having significant impact upon company in terms of higher profitability,
productivity and long term sustainability (Ingram and Glod, 2016). Along with this, talent
management facilitate organization to assure accomplishment of organization objectives with
higher creativity and innovative ideas.
Small scale research
Research is an activity which is carried out to acquire sufficient knowledge about the topic
undertaken. For this, researcher considers different methods of research and chooses one
according to the availability of resources. There are basically two types of research method
which includes the following:
Qualitative method: Qualitative method is a technique which is useful to gather
information that can expressed in words, emotions, feelings etc. It is easy to interpret by the
researcher but cannot depict on tables, graphs, pie charts etc. Thus, adopting such method
requires adequate knowledge and experience in researcher (Scarborough, 2016).
Quantitative method: It is a method which is used to collect information that can
expressed in numerical terms thus more difficult to interpret by the researcher. It makes easy for
researcher to gather relevant information related with research topic due to requiring less time
and funds.
In the present research, quantitative research has been carried out due to availability of
limited resources. As it also makes easy for researcher to gather sufficient information within
limited time period thus research will be completed within given time period with valid
conclusion.
Sources of data collection: Primary sources: It is mostly used by the researcher due to getting relevant information
from the general public which makes easy to draw a valid conclusion at the end of
research. It takes more time and funds to collect data but on the other hand, it is more
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reliable and accurate as compared with secondary sources. Primary sources include
survey, interview etc.
 Secondary sources: It is another alternative method of collecting information related with
topic of research. These sources include magazines, books, journals etc. It consumes less
time and funds thus researcher can use such sources if the resources are limited (Sheehan,
Grant and Garavan, 2018).
In the present research, primary and secondary sources are adopted to collect data related
with the research topic as it helps researcher to draw a accurate and valid conclusion at the end of
research with having sufficient research topic related information. To collect primary data,
questionnaire is used whereas to collect secondary data, researcher conducts literature review.
Sampling: It is defined as the part of population whose views and opinions are undertaken
related with the topic of research (Ahmad, Khan and Haque, 2020). In the present research, 40
respondents are taken as sample size which includes employees and customers. Researcher will
draw a conclusion on the basis of results received after analysing their responses towards
questions asked during primary research.
In order to collect the sample questionnaire is used as in which the selected sample size is 40
and it is as for primary research and in order to conduct secondary research literature review is
collected.
Questionnaire
Quantitative questions
Q1) Do you understand the meaning and effectiveness of talent-management within an
organisation?
a) Yes
b) No
Q2) Do you think that talent-management is useful for the business in order to measure long
term growth and development?
a) Yes
b) No
Q3) Do you believe that Marks and Spencer make use of different strategies with prospect of
talent management?
a)Yes
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b) No
Q4) What are the strategies that is used by Marks and Spencer in order to retain and attract
more of its employee's?
a) Providing job specification in detailed
b) Offered pathway for repetitive development
Q5) What are the significant impact of talent management within Marks and Spencer?
a) Enhancement of human capital
b) Increment in productivity and performance
c) Retention of skilled worker
Q6) Define the different benefits that is provided by Marks and Spencer with prospect of
talent management?
a) Develop interpersonal abilities
b) Provide motivation and encouragement
c) Suitable job satisfaction
Q7) What are the different initiative that is taken by Marks and Spencer to retain its skilled
employee's?
a) Timely based training
b) Job promotion
Qualitative questions
Q8) State various strategies that is used by Marks and Spencer in order to enhance
productivity of business?
 Provide success pathway
 Recognise skills and talent
Q9) What are the different strategies that is induced by Marks and Spencer to attract and
retain its employee's for longer period of time?
a) Continuous training
b) Induce motivation
c) Ensuring individualism
Q11) Recommendation
Present findings and data
Q1) Do you understand the meaning and effectiveness of talent- Frequency
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management within an organisation?
Yes 35
No 5
Interpretation: It is analyses that most of the employee's of Marks and Spencer has
better understanding about the meaning and effectiveness of talent-management and in this 35 of
respondent are in favor while rest 5 of employee's are not in favor and different point of view
(Pandita, D. and Ray, S., 2018). Thus it is interpreted that workers has understand that it is an
essential aspect and promote working standard on continuous basis.
Q2) Do you think that talent-management is useful for the business in
order to measure long term growth and development?
Frequency
Yes 36
No 4
16
Yes
No
0 5 10 15 20 25 30 35 40
35
5

Interpretation: In this it is measured that out of total 40 respondent around 36 of the
respondent believe that talent-management is most essential within the business and assist to
maintain long term development and growth (Spence, 2016). In addition rest 4 of respondent
doesn't believe that talent-management is the only aspect that is required to attain development
and growth. Thus it is interpreted that most of the employee's are in favor that talent-
management used to attain more growth.
Q3) Do you believe that Marks and Spencer make use of different
strategies with prospect of talent management?
Frequency
Yes 33
No 7
17
Yes
No
0 5 10 15 20 25 30 35 40
36
4

Interpretation: It is estimated that Marks and Spencer make suitable usage of various
strategies that is related to talent-management (Zellweger, 2017). In this 33 of employee's
believe the same while the rest 7 doesn't have similar interpretation. For this it is measured that
employee felt more connected towards company as they believe that it is used to attain and retain
talented employee's.
Q4) What are the strategies that is used by Marks and Spencer in order to
retain and attract more of its employee's?
Frequency
Providing job specification in detailed 25
Offered pathway for repetitive development 15
Interpretation: It is interpreted that Marks and Spencer uses various strategies in order to
attract and retain its skilled employee's and ensure that they get more connect and motivated. In
this 25 of respondents believe that one of its strategies is to provide job specification in
18
Yes
No
0 5 10 15 20 25 30 35
33
7
Providing job specification in detailed
Offered pathway for repetitive development
0 5 10 15 20 25 30
25
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completely detailed manner (Tatoglu, Glaister and Demirbag, 2016). The rest 15 believe that it
is as by offering various pathway that provide repetitive development and growth to employee's.
Q5) What are the significant impact of talent management within Marks
and Spencer?
Frequency
Enhancement of human capital 12
Increment in productivity and performance 14
Retention of skilled worker 14
Interpretation: It is measured that talent-management has significant impact over
business productivity. In this 12 of respondent believe that it enhanced human capital other 14
believe that it increases productivity as well as performance while the rest 14 respondents believe
that it is as by retain skilled workforce (Bigelow and et. al., 2019). In this Marks and Spencer is
able to achieve long term profit and sales as by enhancing working capabilities in sustained
manner.
Q6) Define the different benefits that is provided by Marks and Spencer
with prospect of talent management?
Frequency
Develop interpersonal abilities 15
Provide motivation and encouragement 13
Suitable job satisfaction 12
19
Enhancement of human capital
Increment in productivity and performance
Retention of skilled worker
11 11.5 12 12.5 13 13.5 14 14.5
12
14
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Interpretation: There are different benefits that are offered by Marks and Spencer in
relation to talent-management and for this 15 of the respondents ensure that it develops
interpersonal abilities of the employee's. Other 13 of employee's believe that it provide more
encouragement and motivation and the rest 12 of employee's believe that it is as by providing
suitable job satisfaction (Tóth, Nieroda and Koles, 2020).
Q7) What are the different initiative that is taken by Marks and Spencer
to retain its skilled employee's?
Frequency
Timely based training 25
Job promotion 15
20
Develop interpersonal abilities
Provide motivation and encouragement
Suitable job satisfaction
0 2 4 6 8 10 12 14 16
15
13
12
Timely based training
Job promotion
0 5 10 15 20 25 30
25
15

Interpretation: Marks and Spencer uses various initiative as to retain its talented and
skilled employee's and for this 25 of employee's believe that it is as by providing timely based
training and the rest 15 believe that it is as by making job promotion. For this ability of Marks
and Spencer to connect with more of its potential employee's are increases (Gupta, 2019).
Q8) State various strategies
that is used by Marks and
Spencer in order to enhance
productivity of business?
Explanation
Provide success pathway In this Marks and Spencer has induce a strategy such as
provide successful pathway and in this more of the
employee's get connected towards business as
employee's achieve higher success in terms of better
position as per suitability to experience and knowledge.
Recognise skills and talent It is a strategy that is used by Marks and Spencer and in
this they have recognize the talented and skilled
employee's so that long term productiveness and
effectiveness is increases on repetitive basis (Turner and
Endres, 2017).
Q9) What are the different
strategies that is induced by
Marks and Spencer to attract
and retain its employee's for
longer period of time?
Explanation
Continuous training In this management of Marks and Spencer provide
continuous training to its employee's so that ability of
workers to strengthen their strength and manage as well
as improvisation of weaknesses is induce in productive
manner.
Induce motivation It is an initiative under which Marks and Spencer
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induced better motivation and with this its capability to
attract most of its employee's is increases. As much the
employee felt motivated that much its working
efficiency is developed (van Zyl, Mathafena and Ras,
2017).
Ensuring individualism In this management of Marks and Spencer ensure that
each worker has its own individualism and within these
sustained benefits in terms of performance and
productivity is enhanced.
Discussions
It relation to literature review basic understanding of talent-management is processed as
with this various strategies also get analysed by which essential changes is induced within the
business in adequate mode. In addition various ways to attract and retain employee is considered
as by examining relationship in between talent strategies and retention of employees. Moreover
several benefits is considered that has direct impact over the management practices of business.
In support of primary research it is understand that Marks and Spencer must have induce various
strategies and along with this company also promote working standards as by offering training
and development, individualism and many other prospect by which long term success is attained
with perfection.
Communicate appropriate recommendation
It is analysed from the above understanding that talent management is required to get
used within the business so that employee's who has better set of skills and abilities get attracted
for longer period of time. In this working efficiency and effectiveness of business is getting
enhanced. For this Marks and Spencer make suitable usage of different strategies and policy so
that standardised outcome is developed on continuous basis (Lysenko, and Yaroshenko, 2020).
There is little recommendation for Marks and Spencer about to retain and attract more of
employees and it is as explained below as:
 The employee's motivation and encouragement is a basic source and under this Marks
and Spencer and its management make sure that different kind of benefits and facilities
are provided to employees so that they felt more connected with business. In this
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employee's self esteem is maintained and it emphasis long term sustainability with
perfection.
 Marks and Spencer also provide timely based training so that employee's development is
processed with better suitability (Winterhalter, Zeschky and Gassmann, 2016). In these
skills, abilities, attributes, knowledge, working efficiency and its effectiveness is
enhanced as by managing continuity. In addition ability to retain and attract more
employees also get developed and it offer satisfactory changes.
 To retain the employee as in context to talent-management it is essential that Marks and
Spencer provide job promotion and it is completely based on the experiences and
working standards of an individual. In this employee gain suitable path for its career
progression thus long term success is achieved with perfection.
Reflect value of undertaking project
It has been analysed from the above report that talent-management is an essential
prospect for the business and in this they have induce different strategies and policy so as to
enhance working efficiency. In this I have make effectual understanding about the working
standards of business that is changed and modified on the basis of talent-management. In this
Marks and Spencer induces various strategies to retain and attract most of its customers for a
longer period of time. In this most of the employee's believe that due to the supportive usage of
various techniques business is able to retain its workforce. But there is some loopholes and for
this I have conduct a research with support of primary as well as secondary research. In support
of primary research I have design a questionnaire and for secondary research I have gather the
data in the form of literature review. In this I am able to develop strong analysis about collected
data and within this balanced level of improvisation in induced with perfection. In this I have
make better usage of various skills such as data and time management that assist me to complete
activities on time. Furthermore, Gantt chart and work breakdown structure aid to induce
sufficient level of changes in productive manner.
Gibbs model of reflection: It is a model that is formed as per the basis of continuous
learning as in this learning is attained on the basis of gaining better experience on regular basis.
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Description: I have analysed the objective and timeline within which the task is
completed. In this I have analysed the timeline and perceiving of research under which adequate
modification is induced in timely frame.
Feelings: I used to connect myself with research objective and aim so that ability of mine
is increases. In this I have tries to relate myself with the business practices or towards the
employee so that ability of mine to make respective changes is altered.
Evaluation: I have analysed various information that is required to make better
interpretation. It is a prospect that basically considered as by make interpretation where I make
use of questionnaire and differ tools and techniques as Gantt chart and WBS.
Conclusion: interpretation is processed so that achievement of goal is managed in
successful manner. In this I have make conclusion in which I get to know that talent-
management is essential and with this long term goals are attained as by making respective
changes as per need and requirement.
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CONCLUSION
It has been concluded from above report that managing a business consist of inducement
of various strategies, policies and schemes under which attainment of goals and objective
become flexible and easier. In this talent management is also be a prospect by which business
has worked on to retain and attract most of its employee's by which its working credibility is
increases on continuous basis. For this project management plan is used that assist to segment
overall task into different slots so that scope and deliverable is achieved with perfection. In this
primary as well as secondary research is used to collect adequate and authentic data and
information. There are certain limitation as well for this research as it is required that researcher
required to maintain clear assumptions and understanding about talent-management. The
business has lack of leadership as with this employee turnover also get managed in controlled
manner. .
25

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APPENDICES
Log-book
29

Project Logbook for the chosen
organisation:
Name of the learner: Name of the Supervisor:
Project Title: To explore talent strategies and
their importance in attracting and retaining of
people. A Case study on Marks and Spencer
Date:
Update of weekly research/ tasks achieved
(Account for a minimum of six weeks with
dates) What have you completed?
 Did you fulfil Task requirements? Are you on track and within deadlines
set?
 Did you need to make any changes to
your project management plan?
I completed project on topic To explore talent
strategies and their importance in attracting
and retaining of people. A Case study on
Marks and Spencer
Yes, tried best to cover all demand of
undertaking
Yes, on track with deadline
No, change is required in project plan
Any risks and / or issues identified? Did you identify risks/issues with a
lack of skills required for undertaking
research tasks? Did you identify any additional
risks/issues that have an impact on
the project management plan?
Yes, while collecting responsive data
Yes, concomitant to time management
Problems encountered What barriers did you face? Barrier as collection of data as by
communicating with respondents
30

 How did you overcome them? To overcome from issues I make use of soft
and hard skills
New Ideas and change of project direction
What Have I learnt about myself this week? How did I feel when I had to deal
with tasks/problems? How well have I performed? What did
I contribute? What can I improve on next week?
 How might this learning apply in the
future?
I felt comfortable
I have contribute well and ensure task is
completed in timely frame
I improve working abilities by reading more
books
I applied this while completing any other
research
Tasks planned for next week Which tasks are priority?
 Have you set aside sufficient time for
completion?
The collection and representation of data
Yes, with support of Gantt chart and work
breakdown structure
Project plan status to date (on, ahead,
behind)
Supervisor comments to address
Signature of the Supervisor and date:
31

Performance Review Template
What was the Project supposed to accomplish?
This project is related with the aim “To identify different talent strategies that is used by the business in
order to retail and attract people” A case study on Ocado.
Did the project succeed in its aims/ how do you know? Specifically, please outline any evaluation
and assessment undertaken?
Yes, the project is succeeded and it is as with the support of questionnaire and sampling method.
What things do you think worked well and why? Evaluate all aspects of the project?
The time and data management skills worked well and assist to complete the project in timely frame
What problems emerged during the project and how were they tackled? Was there timely
identification of issues and resolution during the project process?
The problem is concerned about communication as employee's behaviour is changes and to manage its
soft skills are required while making clear interaction.
What did you learn from undertaking the project?
I have learned about talent management and its impact over business.
How would you rate your performance as a management consultant leading the project?
As per my performance in research, I rate myself which is 7/10.
What strengths and weakness of your performance did you identify?
Strengths: Data reading, Time direction
Weaknesses: Communication skills
How will this inform and support your continuous professional development?
It supported to continuous development at professional level.
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