To analyse various key challenges and problems faced by the company in order to increase performance of employees within a organisation. A case study on B&Q

This report analyzes the challenges and problems faced by B&Q in enhancing employee performance through talent management. It includes a case study on B&Q and explores the strategies, impact, and challenges of talent management within the organization.

Managing Successful
Business Project

Table of Contents
Title .................................................................................................................................................1
INTRODUCTION...........................................................................................................................1
P1) Project aims and objectives .................................................................................................1
P2) A project management plan .................................................................................................4
P3) Produce breakdown structure and Gantt chart .....................................................................6
..........................................................................................................................................................7
..........................................................................................................................................................7
TASK 2............................................................................................................................................8
P4) Small-scale research to meet project aim and objectives.....................................................8
TASK 3..........................................................................................................................................10
P5) Presentation of findings and data........................................................................................10
P6) Communicate appropriate recommendation ......................................................................16
TASK 4 .........................................................................................................................................17
P7) Reflect value for undertaking project ................................................................................17
CONCLUSION .............................................................................................................................17
REFERENCES..............................................................................................................................19

Title
“To analyse various key challenges and problems faced by the company in order to
increase performance of employees within a organisation. A case study on B&Q .”
INTRODUCTION
Talent management refers to the continuous process for appealing and retaining skilled
employees, enhancing their aptitudes and knowledge while inspiring them in order to enhance
productivity and presentation. This is associated with creation of motivated workforce through
which they retain longer in the organisation (Stubbs, 2019). it is also define as process of getting
right people at work and providing support to them for growing their capabilities which are
aligned with organisational objectives. This is important aspect and has positive impact over
business operations as this help in performing key responsibilities and controlling. The below
report is based on B&Q is brittish based multinational DIY and home improvement company and
in this it follow purchase and fitting out former furniture warehouse. This report is consist of
project plan and execution, reflection which has been done with the support of small-scale
research.
MAIN BODY
P1) Project aims and objectives
Overview of the research: the below research is based 0on the talent-management which
is required in the organisation for attracting and retaining skilled employees for the achievement
of goals and objectives (Pramanik, Mondal, and Haldar, 2020). In relation to B&Q , its
management has worked for emphasis the talent management skills so that talent employees can
be retain for longer period of time through which overall productivity can encouraged. In this
working capabilities and knowledge get increased on constant basis as to maintain motivation
within employees and feel connected to organisation. B&Q is multinational company which is
working on a very large scale, thus it is important for company to develop various strategies so
that ability of company to attract and retain employees get increased in productive manner.
Aim: “To analyse various key challenges and problem faced by company in order to enhance
employee's performance. A case study on B&Q ”

Objectives:
 To examine the basic knowledge of talent-management in organisation.
 To determine the significant impact of talent management in encouraging employees
performance. To evaluate various key challenges and problems in performing talent management
Research questions:
 Examine the basic concept of talent-management in organisation?
 What are the significant impact of talent management in encouraging employees
performance? What are the various key challenges and problems in performing talent management?
Literature review
Examine the concept of talent-management within organisation?
As per the view point of Prarthana Gosh, talent management has been define as the
strategic process through which right people has been onboard and provides them support to
grow their skills and abilities aligned with company's objectives. This procedure involves
identification of talent gaps and vacant position and recruiting the suitable candidates (Yeung,
2020). Along with this, developing their skills through training programme in order to expertise
for future focus. This has been also associated with effectively engaging, retaining and
motivating employees as to accomplish long term goals and objectives of organisation. It
permeates all factors of workforce in organisation while ensuring that all aim get obtain in proper
manner. The process of talent management has in initiated with acknowledging the need for
talent, fill that gap and then growing the skills, traits and expertise of employees for increasing
the performance and quality of output. There are basic six steps in managing talent effectively
that are discussed below:
Planning: it involves identifying the human capital requirements and formulation of job
description for the key roles and responsibilities which help in to selection and work-plan for
recruitment initiatives.
Attracting: this is the process which involves attracting a healthy and talented flow of applicants.
Selecting: this involves using a strategies of test and check in order to find the right candidate
which is a right match specified job role.

Developing: this is associated with developing employees and help them to grow along with this,
also provides training for expertise so that they can contribute with their full potential in the
success of the company.
Retaining: for the success and longer sustainability, it is important for the company to retain
talent effectively within the organisation.
Transitioning: effective talent management of company concerned with collective
transformation and evolution of the organisation with the growth of the individual employee.
What are the significant impact of talent management in encouraging employees performance?
As per the view of point of Deepika pandit and Sampurna ray, talent management is
refers to the most effective tools which ensures employee engagement and commitment to work.
This sense has been reflects that employees will stay in the organisation for long run. Talent
management play a vital in enhancing the employees through which personal and organisational
goals are accomplished (Thomas, 2020). This aspect ensures right person at a right position
through which productivity get increased as with this, there is better alignment between an
individual interest and job profile. Along with this, talent management is also associated with
understanding of employees development needs. With help of this, it is easy to determine what
motivated whom which helps in the job enrichment process and increase the overall performance
along with the quality of outcomes.
What are the various key challenges and problems in performing talent management?
As per the view point of Top Echelon, talent-management is not easy to implement
effectively as manager face various issues and challenges that discussed below:
Poor hiring strategy: Talent-management has initiated with felling a position with higher
skilled candidate in which without strong staffing management plan company can face various
difficulties in effective implementation of talent-management process. In which company have to
know where to start sourcing and hoe to attract appropriate and talented candidates.
Ineffective leadership: Strong leadership is he essential aspect for talent-management
and also considered as a basis of this (Frazer, and et.al., 2020). Due to ineffective leadership,
employee did not get right guidance, direction and motivation in developing their talent and
abilities. As without strong leadership company is not able to carry effective talent-management
within the organisation.

Inexperience with technology: Automation is essential for the simplifying and smooth
running of operations. Technology is rapidly changing in which existing employees did not have
a knowledge about new technology advancement within the organisation. Due to which they,
effectiveness of talent-management get reduced.
P2) A project management plan
Project management plan refers to the formal documentation which has used to examine
the procedure through which project is going to be completed. It outlines goals, scope, budget
and timeline of a project which is needed to keep project on path. This is associated with
different targets and objectives that an organisation need to accomplish in given period of time.
It is a plan that assist in understanding of knowledge and information which as been used
project execution and controlling. This is consist of detailed information that help in to make
contact with various task. It is contains some elements that are explained below:
 Cost: This is refers to the certain amount which essential to conduct a research in
company in adequate manner. This amount is provided by the company to researcher in
order to performing research in order gain desirable results. It includes research tool,
travelling expenses, miscellaneous, equipments etc. for this manager of a company
prepare a budget so that project will be completed in proper time in efficient manner.
 Time: this is the elements that has been evaluate of time that is being used investigator
for completing research in a adequate manner. For this manager need to calculate
adequate period of time for research in which they ave taken around 2 months.

Scope: this is defined as the combined objectives and requirements that needed in order to
complete the project (Shukla and Pattnaik, 2019). It provides detailed period of time in which long term strength maintained in effective
way. In this investors ensures appropriate set of strategies through through which proper
utilisation of resources if processed by effectiveness. Quality: this is describe as framework in which investigator ensues its quality and also
being completed on time. It actually inspire proper collection of data and information
that leads to positive outcome is appear in specified period of time. Communication: it is described as two way process which is used to transfer
information, ideas, suggestions and opinions. This is the way through which information
is handled in between individuals and ensures clear understanding of every aspect. This
has been processed while maintaining transparency in collected data and information for
the attainment of suitable outcome. Risk: it involves possibility of happing bad in future which effects the profitability,
effectiveness and outcomes of research. It has been focus on negativity and undesirable
consequences which involves overall effectiveness of research.
 Resources: it can be anything that is required for processing research with the proper
facts and analysis which will help in effective outcomes. In this investigator required
several types of resources such as equipments, human resources, computer, printer etc.
this has been provided by the company so that satisfactory outcomes can get be
achieved.
P3) Produce breakdown structure and Gantt chart
Gantt chart: this is type of software which is also define as project programming, project
planning and project implementation. This has been provide support in advancement of Gantt
need in developing project dependence and to find difficult ways of the task. It also assist in the
project dates, when it is started and when it will be end. This help in making technical project
management that measure the project that how it is working in comparison to task and view the
whole task.

Work breakdown structure : this is refer to the techniques which is implemented for
breakdown of the project into smaller components. This has build boundary for projects and
divided into smaller parts which are high controllable in nature. It leads the team and employees
to work in administrable sections (Montealegre, and Iyengar, 2021). This is a key project
deliverable which organise the work of the team into manageable sections so that it could be
perform effectively. WBS focuses on original product, alternatively work that is necessary for
more goods and convince actions. It has been also allow the final evaluation of price, hazard and
time taken, as due to work is down on the basis of small project or sections and keep proficiency
and effectiveness level of the whole project.

TASK 2
P4) Small-scale research to meet project aim and objectives
Small-scale research is preformed in order to conduct knowledge of specific subject so that
learning get enhanced in balanced manner. In this there are two type of methods which
investigator utilises in order to accomplish the task in proper manner. Methods of small-scale
research has been explained below:
Qualitative method: It is a method in which information is being collected by conducting
interviews, questionnaire, first hand observation, focus groups etc. this is associated with the
analysis of non-numerical data and information through several concepts, experience and
opinions are considerate by which relative idea for the research and solutions has been generated.
This focus on obtaining data from open ended and conversational communication.
Quantitative method: this is a research method which focuses on quantifying the
gathering and collection of numerical data. This method includes questionnaire, polls, survey and
through manipulating pre-existing statistical data through computational techniques. It is mainly
focus on the collection numerical data and generalize it to the people for explaining particular
phenomenon.
sources of collection of data:

 primary sources: this is a sources which is used by investigator for the collection of
appropriate data in proper manner. This has been processed by concluding final and
desirable output in a specified way.
 secondary sources: this is method by which information and data is collected through
articles, magazines,. Books, financial sheets etc. which is used for the research purpose.
In this research investigator has utilised both primary and secondary sources, in terms of
primary research questionnaire has been made. For secondary research literature review
is gathered in order to gain better understanding and relevancy of research topic.
Sampling: this is refers to the process that is used in statistical analysis in which subset of
individual has been taken from a large population. The methodology is used to sample form a
large population on the basis of type of analysis is being performed. Sample size for this research
is 25.
Questionnaire
Quantitative questions
Q1) Do you know what is the concept of talent-management within an organisation?
a) YES
b) NO
Q2) Do you think that talent-management is essential to growth and longer sustainability of
business?
a) YES
b) NO
Q3) Does B&Q work for attracting and retaining employees within organisation in relation
to talent management?
a)YES
b) NO
Q4) What are the strategies used by B&Q for executing talent-management within
organisation?
a) provides job explanation

b) perform consistence employee reviews
c) proper training and development programme
Q5) what is the impact of talent management within B&Q ?
a) Enhancement of productivity
b) Attracting and retention of skills employees
c) Higher client satisfaction
Q6) what are the challenges face by B&Q while implementing talent-management within
organisation?
a) lack of leadership
b) higher compensation demand
c) low frequency of feedback
Q7) What kind of initiatives is taken by B&Q for executing talent-management in
organisation?
a) Recognition
b) E-learning programmes
Q8) Do you think talent-management is essential for enhancing overall productivity and
proficiency B&Q ?
a) YES
b) NO
TASK 3
P5) Presentation of findings and data
Q1) Do you know what is the concept of talent-management within an
organisation?
Frequency
a) YES 22
b) NO 3

Interpretation: As per the above table it has been interpret that out of 25 respondents, 22
are in favour of talent-management and they know the concept of this within organisation and
rest 3 are dis not aware about this concept (Russell, 2020). Thus it reflects B&Q is performing
well in terms of talent management.
Q2) Do you think that talent-management is essential to growth and longer
sustainability of business?
Frequency
a) YES 20
b) NO 5
a) YES
b) NO
0 5 10 15 20 25
22
3 Frequenc y
a) YES
b) NO
0 5 10 15 20 25
20
5
Frequenc y

Interpretation: From the above graph it has been concluded that, 20 respondents out of
25 are in favour that talent-management is essential for the growth and longer sustainability of
business and rest 5 are against. Thus, it means that majority employees in B&Q are in favour
and work according to terms and policies.
Q3) Does B&Q work for attracting and retaining employees within
organisation in relation to talent management?
Frequency
a) YES 19
b) NO 6
Interpretation: As per the above table, it has been evaluated that, 19 respondents out of
25 believe that B&Q is considered talent-management for attracting and retaining employees.
Q4) What are the strategies used by B&Q for executing talent-management
within organisation?
Frequency
a) provides job description 10
b) perform consistence employee reviews 5
c) proper training and development programme 10
a) YES
b) NO
0 2 4 6 8 10 12 14 16 18 20
19
6
F requenc y

Interpretation: Form the above table it has been interpret that out of 25 respondents, 10
has believe that B&Q is providing proper job description as for the effective execution of talent-
management with organisation. 5 has said that company is giving consistent reviews to
employees and rest 10 believe that company is providing training and development programme
to employees so that talent-management implemented in a proper way.
Q5) what is the impact of talent management within B&Q ? Frequency
a) Enhancement of productivity 10
b) Attracting and retention of skills employees 10
c) Higher client satisfaction 5
a) provides job description
b) perform consistence employee reviews
c) proper training and development programme
0 2 4 6 8 10 12
10
5
10
Frequenc y
a) Enhancement of productivity
b) Attracting and retention of skills employees
c) Higher client satisfaction
0 2 4 6 8 10 12
10
10
5
F requenc y

Interpretation: From the above graph it is summarized that out of 25 respondents, 10 are
said that talent management support in to enhance productivity. 10 has believe that, talent-
management help in to attracting and retaining skilled employees and rest said that it help in
encouraging customers satisfaction. Thus it means that, B&Q is using talent-management in a
right and effective way.
Q6) what are the challenges face by B&Q while implementing talent-
management within organisation?
Frequency
a) lack of leadership 5
b) higher compensation demand 10
c) low frequency of feedback 10
Interpretation: As per the above table it has been seen that, 5 respondents out of 25
believe that there is lack of leadership which trouble in the effective execution of talent-
management. 10 said that employee are asking for higher compensation and rest 10 believe that
there is low frequency of feedback. It means that B&Q need to develops strategies which can
solve this problem in effective manner.
Q7) What kind of initiatives is taken by B&Q for executing talent-
management in organisation?
Frequency
a) Recognition 20
a) lack of leadership
b) higher compensation demand
c) low frequency of feedback
0 2 4 6 8 10 12
5
10
10
Frequenc y

b) E-learning programmes 5
Interpretation: From the above table, it has been evaluated that, out of 25 respondents,
20 said that B&Q started recognition in order induce talent-management and rest 5 thinks that
company started e-learning programme. It reflects that company takes positive initiative sin
order enhance talent-management in organisation.
Q8) Do you think talent-management is essential for enhancing overall
productivity and proficiency B&Q ?
Frequency
a) YES 21
b) NO 4
a) Recognition
b) E-learning programmes
0 5 10 15 20 25
20
5
Frequenc y
a) YES
b) NO
0 5 10 15 20 25
21
4
Frequenc y

Interpretation: As per the above graph, it has been concluded that, 21 out of 25
respondents are in favour that talent management is essential aspect for enhancing overall
productivity and proficiency of B&Q . Rest are 4 are in against which reflects that, company
using this is in appropriate manner.
P6) Communicate appropriate recommendation
As per the above analysis it is measured that talent-management is the essential aspect for
the business in order retain and attract the potential skilled candidates through which working
effectiveness has been encouraged. For this B&Q has develop several strategies through which
ability to enhance productivity get increased in systematic manner. There are some
recommendation that discussed in detail below:
 B&Q should provides clear career path to its workforce in order to gain higher success
and development. With this employees get retain for the longer period and with that level
of competence has been increased within the organisation.
 In addition to this, B&Q should provides proper training and developments programs so
that capability, skills and knowledge of the employees get enhanced. Through which job
role get perfectly matched with individual's knowledge. This helps in to maintain longer
term sustainability in effective manner.
TASK 4
P7) Reflect value for undertaking project
The above research is investigated by me as through which I have learned about different
aspects of talent management which has been utilised by the companies to attract and retain the
more of the talented employees within the organisation. In this it is acknowledged that B&Q
take a usage of appropriate strategies such as training and development programme, providing
job description and pathway for encouraging the performance. In this I have designed
questionnaire through which I gained a knowledge about gathering of data and information in a
systematic manner. Along with this, I have gained knowledge about suitable tools and techniques
such as Gantt chart and work breakdown structure. This assist to complete the task in given time
frame through which I ave learned about time management. Moreover, I have faced various
challenges and problems in making interaction with employees as some are not interested and

some are not cooperative in conducting research. For this I have used my soft skills and
academic learning to solve this problem and to make better interpretation by which effective
outcome id being achieved. Through this, I get a little knowledge on employee behaviour with
organisation which could impact the result of the particular task. This assist to complete the task
in given time frame through which I have learned about time management.
CONCLUSION
As per the above report it has been evaluated that management of a organisation is based
on the various approaches and strategies which are executed in order to achieve its standardised
gaols and objectives in effective manner. In addition to this, talent management is the continuous
process of attracting and retaining skilled employees, enhance their abilities in order to improve
overall performance of business. For the purpose of this, small-scale research is conducted
through which concept of talent management, it impact on employee performance and various
key challenges and problems has been analysed. Furthermore, for this research, both primary as
well as secondary sources has been utilised through which productive changes is being
implemented on constant basis.

REFERENCES
Books and Journals
Frazer, L., and et.al., 2020. Creating effective franchising relationships: Challenges of managing
mature franchisees. In Entrepreneurship and Organizational Change (pp. 135-148).
Springer, Cham.
Montealegre, R. and Iyengar, K., 2021. Managing digital business platforms: A continued
exercise in balancing renewal and refinement. Business Horizons, 64(1), pp.51-59.
Pramanik, D., Mondal, S.C. and Haldar, A., 2020. A framework for managing uncertainty in
information system project selection: An intelligent fuzzy approach. International
Journal of Management Science and Engineering Management, 15(1), pp.70-78.
Radu-Lefebvre, M. and Randerson, K., 2020. Successfully navigating the paradox of control and
autonomy in succession: The role of managing ambivalent emotions. International
Small Business Journal, 38(3), pp.184-210.
Ricky, W., GRIFFIN, P. and MIKE, W., 2019. International business: A managerial perspective.
Pearson.
Russell, K.A., 2020. Managing a biotechnology business. In Biotechnology (pp. 11-26). CRC
Press.
Shukla, M.K. and Pattnaik, P.N., 2019. Managing customer relations in a modern business
environment: towards an ecosystem-based sustainable CRM model. Journal of
Relationship Marketing, 18(1), pp.17-33.
Stubbs, W., 2019. Strategies, practices, and tensions in managing business model innovation for
sustainability: The case of an Australian BCorp. Corporate Social Responsibility and
Environmental Management, 26(5), pp.1063-1072.
Thomas, A., 2020. Comparison of managing cultural diversity in German-Chinese research and
business cooperation. In Merging Past, Present, and Future in Cross-Cultural
Psychology (pp. 520-531). Garland Science.
Yeung, H.W.C., 2020. Managing crisis in a globalising era: the case of Chinese business firms
from Singapore. In Chinese Business and the Asian Crisis (pp. 87-113). Routledge.
ONLINE
Gosh. P., 2019, Examine the concept of talent-management within organisation. [Online]
Available through <https://www.hrtechnologist.com/articles/performance-management-hcm/
what-is-talent-management/#>
Pandit. D., and Ray. S., 2018, Talent management and employees engagement- a meta analysis
of their impact on talent retention. [Online] Available through
<https://www.emerald.com/insight/content/doi/10.1108/ICT-09-2017-0073/full/html>

Echelon. T., 2020, Talent-management challenges. [Online] Available
through<https://www.topechelon.com/blog/recruiting-software-solutions/talent-management-
challenges-issues-problems/>

APPENDICES 2

Project Logbook for the chosen
organisation:
Name of the learner: Name of the Supervisor:
Project Title: “To identify different
challenges faced by the organization. in terms
of increase performance of the manpower.
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 found various key challenges and problems
by employees in the organization.
yes, I have fulfilled all requirements.
Yes, all the activities have completed on track
and in given time period.
It is not needed
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?
No, I did not face any issues along with I
have utilised all skills.
Yes, accompanying to time supervision
Problems encountered
It is while interacting with respondents.

What barriers did you face?
How did you overcome them?
I have overwhelmed this with finest
utilisation my soft 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 stroked contented and keep on trying to
make it appropriate.
I accomplished good with usage of my skill
and knowledge
I have improved my self through more
reliable results.
It will help me in conduct parallel research in
adequate manner.
Tasks planned for next week
Which tasks are priority?
Have you set aside sufficient time for
completion?
Data collection and maintaining its limpidity
is my importance.
Yes it is completed on time with provision of
WBS and Gantt chart
Project plan status to date (on, ahead,
behind)
Supervisor comments to address
Signature of the Supervisor and date:

Performance Review Template
What was the Project supposed to accomplish?
The aim of this scheme is “To analyse various key experiments and problems faced by the
corporation in order to enhance presentation of employees within a organisation. A case study on
B&Q .”
Did the project succeed in its aims/ how do you know? Specifically, please outline any evaluation
and assessment undertaken?
Yes project is succeed with support of literature review and survey through questionnaire.
What things do you think worked well and why? Evaluate all aspects of the project?
I have worked good in time organisation with the help of Gantt chart and WBS.
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 has been arise while interacting to employees some of them are not supportive but I have
overcome this inn effective manner with use of my soft skills and academic skills.
What did you learn from undertaking the project?
I have gained knowledge around talent management and its strategies to retain and attract skilled
employees.
How would you rate your performance as a management consultant leading the project?
I rate, 7/10
What strengths and weakness of your performance did you identify?
Strengths: data collection and communication skills
Weaknesses: analytical skill
How will this inform and support your continuous professional development?
This delivers me support in specialised as well as individual growth by enhancing my working
possible.