The key challenges and obstacles facing different business sectors in terms of talent management

This project focuses on the key challenges and obstacles faced by different business sectors, specifically in terms of talent management. The case study is based on TESCO, a British multinational retailing industry. The project aims to examine the importance of talent management, understand the basic conceptual framework, and investigate the challenges faced by businesses in implementing talent management. The project also includes a project management plan and a work breakdown structure with a Gantt chart.

Managing a successful
business project

Table of Contents
Title .................................................................................................................................................1
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Project aims and objectives for a chosen scenario. ...............................................................1
P2 Produce a project management plan containing description of different aspects...................3
P3 Work breakdown structure and a Gantt chart.........................................................................4
TASK 2............................................................................................................................................6
P4 Small-scale research applying primary and secondary methods appropriate for meeting
project aims and objectives..........................................................................................................6
TASK 3............................................................................................................................................8
P5 Present findings and data using appropriate tools and techniques.........................................8
P6 Recommendations as a result of findings and data analysis to draw valid and meaningful
conclusions.................................................................................................................................16
TASK 4..........................................................................................................................................17
P7 Value of undertaking the project to meet stated objectives and own learning and
performance...............................................................................................................................17
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

Title
“The key challenges and obstacles facing different business sectors in terms of talent
management”. A project on TESCO .
INTRODUCTION
Talent management is a process that involves with a continuous activities of attracting and
retaining high quality employees, enhancing and developing their skills and knowledge and
constant motivational factor in the organisation to build the employees confidence for the
particular objectives and targets which help them in their career development too. The main
objective of talent management is to motivates the employees in such a manner so as to attain the
long term objectives of the organisation. It’s basically the anticipation of the required human
capital for an organisation and relates with the planning to meet those needs in the future. Talent
management deals with the component such as strategic employees planning for the
organisational goals, talent acquisition and retention, relates with the performance management,
learning and motivation factor, involves with the career development, succession planning and
employee’s compensation process these aspects are considered under the talent management
activities (Al Ariss, Cascio and Paauwe, 2014). Its having the objectives to build the organisation
structure through working on their human resource skills and abilities. The below report is based
on TESCO a British multinational retailing industry relates with groceries and general
merchandise having them headquarter in Welwyn garden city, England. The report consists of
the topic project aims and objectives, work breakdown structure and a Gantt chart to provide
time frame, applying primary and secondary method for meeting project aims and objectives.
TASK 1
P1 Project aims and objectives for a chosen scenario.
Overview of the Research: The below report is based on topic the key challenges and
obstacles facing different business sectors in terms of talent management. In the context of
Tesco, a British multinational retailing industry, their management because of the large
operations of their talent management team has to face several key challenges cause these
activities are organized in different countries so to achieve the value of this term talent
management, they have to undergo through obstacles which will arises due to the external
conditions across the countries (Boella and Goss-Turner, 2012). TESCO is a British
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multinational retailing industry which deals in groceries and general merchandise having a
headquarter in Welwyn Garden city, England, its considered to be the third largest retailers in the
world, the area in which Tesco serves is that United Kingdom, India, Ireland, Czech Republic.
The industry type of Tesco is retailing, with having approximately 6800 number of locations.
Thus this adequate research is developing by researcher to describe the challenges and obstacles
faced by the Tesco retailing sector.
Aim: “To examine different challenges faced by an organisation while implementing talent
management”. A Project on TESCO.
Objectives;
 To understand basic conceptual framework of talent management.
 To examine the importance of talent management within an organisation
 To investigate various challenges faced by business for implementing talent management.
Research Questions:
 Explain the basic conceptual framework of talent management.
 What are the importance of talent management in relation with the organisation?
 What are the various challenges faced by business in terms of talent management?
Literature review
Conceptual framework of talent management.
As per article published in Business Jargons, the talent management is having a process
of strategically getting the right talent on board and helping the employees in enhancing and
growing their optimal capabilities by taking care of the organisational objectives and goals. The
framework of talent management involves with identifying the gaps which relates with human
resourced requirement to fill that gap and determine the vacant positions. Talent management is
an integrated part of organisation to attain desired outcomes. Without managing talent, there are
no chances to overcome with the hurdles in staff retention, less effective performance,
managerial growth. It is a continuous process for the organisation to look forward in rising
capabilities of employees through providing them with various benefits and work relaxation. In
context to chosen organisation i.e. Tesco, managers and leaders of business firm uses various
talent management approaches to bring in efficiency of work being produced in the an
organisation. As selected company is dedicates its major production activities for delivering
grocery items to their customers, talent management approaches helps business organisation in
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cost cutting methods by avoiding any sort of wastage of valuable resource of company. It gives
comparatively advantage to company by lowering down cost of production, which enables
company to deliver its products and services at comparatively lesser rates without hampering
quality of company's brand.
Importance of talent management within an organisation
According to article published in Human Resource online, importance of talent
management can't be ignored by a management of the firm. As it is not only just a human
resource tool, but also helps management of a business firm in its various operational activities
relating to hiring, managing, developing and retaining employees of the workforce. In context to
selected business firm, concerned higher authorities of business firm, adopts to various talent
management techniques, which helps them to bring in better coordination of efforts of various
individuals working in the business firm. With a belief that, retaining up of experienced
employees is better then hiring new employees into the company. As with light to the fact that,
hiring up of new employees engages high cost in providing them training sessions and also
increases possibility of wastage of valuable resources of the business firm. Ken Murphey, being
current CEO of the company, adopts to various talent management approaches and build in
effectiveness in working of operational firm by organising various development programs to its
staffs working in the company. With use of talent management, firm is able to shape their
respective plans and strategies as per uncertain business environment of the firm, which
contributes towards potential strengths of the company for fighting to their competitors.
Various challenges faced by business for implementing talent management
In words of Andre, in current 21 century, management department of the business firm
has to go go through tough time for managing respective talented employees of the workforce.
With light to the fact that, talented employees are demanded by large number of corporate firms
when compared to their supply. Manager or leaders of an organisation doesn't want to loose any
of their talented staff working in an organisational firm. They provides good working
environment and also are very responsive of their respective needs and wants. Therefore, in order
to effectively manage talented employees of the business firm, concerned authority of the
business firm uses various talent management techniques in order to successfully retain and
manage respective talented staffs working in the workforce. In regards to selected company,
managers and leaders of the firm, dedicate their best efforts for bringing in effectiveness in
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operational firm by adopting various talent management techniques. However, there are various
issues or difficulties that is faced by management, which are as follows:
High salary: Various talented staffs working in an organisation, expects high amount of
salaries to work in respective organisational firm. As with respect of their dedicated as well as
loyal efforts for the organisation for a longer period of time, financial department of the firm has
to bear the cots of expensive salaries which is to be given by the operational firm. Management
of Tesco believes that salaries paid to their experienced or talented employee of the business if
should be charged against investment to the firm.
Being open minded: Sometimes their open minded approach could prove to be
ineffective for giving a better operational shape to an organisation. It could be the reason for
conflicts and disputes between various individuals working in the operational firm. In regards to
selected business firm, managers takes help of various talent management techniques which
helps in bringing in coordination between various departments of the firm and various talented
employees working in the workforce.
P2 Produce a project management plan containing description of different aspects
Project management plan is a type of framework or structure under which goals and
objective set within a specific time period. It consists various research and analysis to better
accumulate with project planning (DeCenzo, Robbinsand Verhulst, 2016). Every aspect of the
plan has defined with each objective. Projects are being entitled with the certification of source
of action. Its main aim is to creates plan, organising resources and make its supervisory control
over its implementation. The researcher needs a base to execute the overall procedure of
achieving objectives and aims. In order to conduct the research properly, there are various pints
that needs to be taken into consideration.
Time: time element is the major and required part of every project as it is the key to
success of project. Every project has some specific duration that needs to get complete within
that decided time otherwise, the causes may lack with its successful completion. Every activity
needs to set with each time framework so that work would be done and research would be
accurate. The decided time to complete this project is considering approximately 3-4 months
(Deresky, 2017).
Cost: Cost is also an another essential factor that needs to get proper attention while
carrying out a research. It includes the expenses and extra fare incurred while researching and
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taking surveys. So that, on order to eliminate extra cost and utilise resources into fuller manner,
there is needs to prepare an effective budget through which an intuition will be made that how
much cost is going to carry out into the whole procedure. The decided cost has accumulated is
£50 in order to make the whole research criteria.
Quality: Every business organisation work on qualitative aspect for both consumer and
their own benefit. Quality would not be neglect while conducting research on a project as it is the
only factor that makes the content and study relevant. For that instance, proper policies and
standards needs to be evaluate so that work would be done that basis. The researcher needs to
have capability to indulge quality management into the task (Lakhani, Kuruvilla and Avgar,
2016).
Scope: this feature defines as what extra area of activity a project includes. After
involving al the planning and resources scope defines further aspect in which work could move
for further proceedings. This scope could come up during conducting the project formulation,
while arranging the things into proper manner. there is some area which could left to cover up
and that creates opportunities for the researcher to indulge more effective activity into
consideration which they have neglected because of less time duration. In order to take scope
into their project, staff welfare and training programmes would a part of it (Jain, Sloane and
Horwitz, 2015).
Communication: A project or any business practices have always concerned about
communicating factor which gain much importance in managing employees and top authorities
with building smooth relations. Improper communication style and leadership role is the major
factor that being in hurdle in maintaining relations with co-workers, there should always be the
delegate style through which no barrier could come around. Researcher needs to adapt the
criteria of communication with all the individual engage with research as well as their peers.
Here in this project, there is need to take feedback and reviews through proper communication
and check whether research decision has made appropriately. Questionnaire is one of the
effective way to communicate with respondents through project.
Risk this factor needs urgent and initial verification in terms of saving the organisation and
project from losses. Risks are uncertain and could show during any activity so that it must
identify at first phase. After identification, there should a valuable solution to overcome with it,
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for that, there must be preparation of risk factor by taking an interview of positive and negative
factor of the project (Moayedi and Vaseghi, 2016).
Resources: resources are the major and most demanded factor to carry out any project
and result with its final outcome. Without getting proper resources, there will be no chance of
getting fruitful output. These resource could be in terms of workforces, tools, finance or any
elements that helps in achieving targeted objectives. In order to conduct this research, researcher
may require support from their peers and monetary funding to perform well.
P3 Work breakdown structure and a Gantt chart
Work and activates must get complex and Crete chaos during performing on a project or
criteria. There are lot of principles which describe relevancy of proper distinguish of work so that
it could get easily completed by being understandable (Mohammed, 2016). For that instance,
work breakdown structure WBS system is an effective tool to divide work into smaller parts. It
works as per the nature and field of work activity by setting tasks according to that, this tools are
efficient to perform without getting confused and get effective results.
Gantt chart:
the Gantt chart is based on all time procedure that gives a schedule for implementing and
completing the project within the same time (Mone and London, 2018). As time is the important
elementals that must be concerned at first place. Gantt chart provide assistance by enabling time
for each activity and its requires to be done in that manner only. So that, results will be as per the
decides perspective.
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TASK 2
P4 Small-scale research applying primary and secondary methods appropriate for meeting
project aims and objectives.
Research methodology is explained as the systematic plan for performing research.
Different method consists in the research methodology mention below:
Research method- This is defined as techniques and strategies which used for analysis to
uncover better understanding regarding particular topic (Naim and Lenka, 2017). There has been
quantitative and qualitative both research methods used. The quantitative research method
provides the authentic information and also facts and figures regarding specific subject area. On
the other hand, qualitative research method provides the detailed explanation about the talent
management for getting positive research outcomes.
Data collection- In conducting the present investigation, there has been primary method of
data collection used. Survey has been developed by consisting the different questions concerned
with the challenges faced by the company regarding talent management (Noe and et. al., 2017).
Sampling- This is group of the people which are generally taken from large number of
the respondents for purpose of measurement. It is necessary that sample should be the population
representative to ensure that findings should be generalise from sample population.
40 respondents have been chosen by using the random sampling method. The benefit of
using this method is that it provides the equal chance to chosen respondents and remove the bias.
The respondents chosen for this research are manager of the Tesco company. (O’Connor and
Crowley-Henry, 2019).
QUESTIONNAIRE
Q1) According to you, does talent management helps in reducing employee turnover rate?
a) Agree
b) Strongly agree
c) Neutral
d) Disagree
d) Strongly disagree
Q2) Does managers plays necessary role in managing the talent at workplace?
a) Agree
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b) Strongly agree
c) Neutral
d) Disagree
d) Strongly disagree
Q3) As per your perspective, does talent management impact on the organisational
performance?
a) Agree
b) Strongly agree
c) Neutral
d) Disagree
d) Strongly disagree
Q4) Does talent management helps in retention of managers at workplace?
a) Agree
b) Strongly agree
c) Neutral
d) Disagree
d) Strongly disagree
Q5) As per your perspective, does provide career development strategies related to talent
management of managers in Tesco organisation can be used?
a) Agree
b) Strongly agree
c) Neutral
d) Disagree
d) Strongly disagree
Q6) Does negative working environment is the main challenge faced by managers in terms
of talent management?
a) Agree
b) Strongly agree
c) Neutral
d) Disagree
d) Strongly disagree
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Q7) According to you, does proper implement of talent management framework is
necessary for Tesco organisation to achieve the competitive benefits?
a) Agree
b) Strongly agree
c) Neutral
d) Disagree
d) Strongly disagree
Q8) Does better understanding of workforce is effective way for managers to overcome the
issues about talent management?
a) Agree
b) Strongly agree
c) Neutral
d) Disagree
d) Strongly disagree
Q9) Recommended some of the alternative areas that TESCO company requires to identify
in managing talent within organisation.
TASK 3
P5 Present findings and data using appropriate tools and techniques.
DATA SHEET
Q1) According to you, does talent management helps in reducing employee
turnover rate?
Frequency
a) Agree 10
b) Strongly agree 8
c) Neutral 2
d) Disagree 14
d) Strongly disagree 6
Q2) Does managers plays necessary role in managing the talent at
workplace?
Frequency
a) Agree 10
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b) Strongly agree 5
c) Neutral 5
d) Disagree 10
d) Strongly disagree 10
Q3) As per your perspective, does talent management impact on the
organisational performance?
Frequency
a) Agree 12
b) Strongly agree 5
c) Neutral 2
d) Disagree 10
d) Strongly disagree 11
Q4) Does talent management helps in retention of managers at
workplace?
Frequency
a) Agree 15
b) Strongly agree 5
c) Neutral 2
d) Disagree 8
d) Strongly disagree 10
Q5) As per your perspective, does provide career development
strategies related to talent management of managers in Tesco
organisation can be used?
Frequency
a) Agree 8
b) Strongly agree 10
c) Neutral 2
d) Disagree 10
d) Strongly disagree 10
Q6) Does negative working environment is the main challenge faced by
managers in terms of talent management?
Frequency
a) Agree 10
b) Strongly agree 10
c) Neutral 2
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d) Disagree 8
d) Strongly disagree 10
Q7) According to you, does proper implement of talent management
framework is necessary for Tesco organisation to achieve the
competitive benefits?
Frequency
a) Agree 10
b) Strongly agree 7
c) Neutral 3
d) Disagree 10
d) Strongly disagree 10
Q8) Does better understanding of workforce is effective way for
managers to overcome the issues about talent management?
Frequency
a) Agree 8
b) Strongly agree 12
c) Neutral 3
d) Disagree 6
d) Strongly disagree 11
THEME 1: Talent management helps in reducing employee turnover rate
Q1) According to you, does talent management helps in reducing employee
turnover rate?
Frequency
a) Agree 10
b) Strongly agree 8
c) Neutral 2
d) Disagree 14
d) Strongly disagree 6
Interpretation: As by analysing stats of research conducted asking about importance of talent
management for helping firm to reduce employee turnover rates. To the surprise of candidates
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being a part of survey disagreed with the statement that talent management helps in reducing
employee turnover rates in respective organisation.
THEME 2: Managers plays necessary role in managing the talent at workplace
Q2) Does managers plays necessary role in managing the talent at
workplace?
Frequency
a) Agree 10
b) Strongly agree 5
c) Neutral 5
d) Disagree 10
d) Strongly disagree 10
Interpretation: By interpretation the result of primary research conduced in concerned
organisation reflects that managers of the company plays and important role in managing the
talent at workplace.
THEME 3: Talent management impact on the organisational performance
Q3) As per your perspective, does talent management impact on the
organisational performance?
Frequency
a) Agree 12
b) Strongly agree 5
c) Neutral 2
d) Disagree 10
d) Strongly disagree 11
Interpretation: As by taking survey of 40 candidates, 12 candidates agreed to the fact that
approach of talent management helps in boosting up organisation performance of the operational
firm.
THEME 4: Talent management helps in retention of managers at workplace
Q4) Does talent management helps in retention of managers at
workplace?
Frequency
a) Agree 15
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b) Strongly agree 5
c) Neutral 2
d) Disagree 8
d) Strongly disagree 10
Interpretation: By evaluating results of the questionnaire, it can be evaluated that, high percent
of candidates agreed to the fact that, talent management approaches helps in retaining talented
employees of the business firm.
THEME 5: Provide career development strategies related to talent management of
managers
Q5) As per your perspective, does provide career development
strategies related to talent management of managers in Tesco
organisation can be used?
Frequency
a) Agree 8
b) Strongly agree 10
c) Neutral 2
d) Disagree 10
d) Strongly disagree 10
Interpretation: As by analysing the result of the question, different results were being
interpreted, that career development strategies related to talent management of managers in
chosen company can be used, as strongly agreed, disagree and strongly disagreed respectively.
THEME 6: Negative working environment is the main challenge faced by managers
Q6) Does negative working environment is the main challenge faced by
managers in terms of talent management?
Frequency
a) Agree 10
b) Strongly agree 10
c) Neutral 2
d) Disagree 8
d) Strongly disagree 10
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Interpretation: By analysing results of the discussion, most of the candidates agreed to the point
that, negative working environment is one of the main challenge which is faced by managers
while implementing talent management approaches.
THEME 7: Implement of talent management framework is necessary for Tesco
Q7) According to you, does proper implement of talent management
framework is necessary for Tesco organisation to achieve the
competitive benefits?
Frequency
a) Agree 10
b) Strongly agree 7
c) Neutral 3
d) Disagree 10
d) Strongly disagree 10
Interpretation: As analysed by the above survey being conducted taking 40 candidates, half of
them disagreed to the point that, proper implement of talent management framework is necessary
for Tesco organisation to achieve the competitive benefits.
THEME 8: Better understanding of workforce is effective way for managers to overcome
the issues
Q8) Does better understanding of workforce is effective way
for managers to overcome the issues about talent
management?
Frequency
a) Agree 8
b) Strongly agree 12
c) Neutral 3
d) Disagree 6
d) Strongly disagree 11
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Interpretation: After evaluating the results of the survey, it can be said that, if better
understanding is being build between various departments of the firm, it can prove to be effective
way to deal with issues relating to talent management.
P6 Recommendations as a result of findings and data analysis to draw valid and meaningful
conclusions
On the basis of the findings, there are some recommendations mention below:
 It is necessary for an organisation to make improvement in hiring process and choose
the most talented employees which are focused towards their goal.
 Company should focus on provide the rewards and recognition to employees so that
they can be motivated. These are necessary part of strategy to be motivate, engage
and also manage the staff member in better manner.
 Managing the talent requires to be put in regards to future that a company has been
envisioned for itself. There is a requirement to staff members to equipped with right
tools and technique to be able to enhance own potential.
TASK 4
P7 Value of undertaking the project to meet stated objectives and own learning and performance
Through conducting the present investigation, my understanding about the talent
management has been enhanced. When performing an investigation, I faced the several issues
regarding the cost and time. These develop the complexities for me to meet with the research
objectives within given time period. To overcome from these issues, I consult with my
supervisor and they suggest to develop the time management plan to manage the activities as per
set time period. Other than this, by this present project, I learned about the core concepts
concerned to the talent management challenges and find out the significant ways to overcome
from them. I feel privileged while conducting this research as it demonstrate my knowledge in
managing employees and their talent. It has provided me with the capabilities to build an
effective plan for encouraging motivation for employees of Tesco. This research has made me
properly understand about the role of guidance and training in building talent to the full extent
which will be beneficial for both employees and companies future growth. In order to overcome
with the challenges Tesco is facing, I analysed that managing departments regularly and making
check on their performance is required.
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Logbook
Project Logbook for the chosen organisation:
Reebok
Name of the learner: Name of the Supervisor:
Project Title: 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?
Comments
To identify the strategies and initiatives that
is undertaken by company to manage its
talented employees.
Yes
Yes
No
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
No
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Problems encountered
What barriers did you face?
How did you overcome them?
Time and sources of data collection are
main issues faced.
I get over from these barriers through
discussion with my senior management and
develop plan.
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? Did I find it useful to complete
the tasks?
 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 hesitated to deal with issues.
Yes
I performed in better way by give
contribution in gathering information and
data.
On next week, I can improve through
developing plan and segment activities.
The learning will apply in future to doing
any project by dealing with hurdles.
Tasks planned for next week
 Which tasks are priority?
 Have you set aside sufficient time
for completion?
Data collection and Data Quality.
Yes
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Project plan status to date (on, ahead,
behind)
On time
Supervisor comments to address
Signature of the Supervisor and date:
Template for Performance Review to be attached with the report by the learner:
1. What was the Project supposed to accomplish?
To understand basic conceptual framework of talent management.
To examine the importance of talent management within an organisation
To investigate various challenges faced by business for implementing talent management.
2. Did the project succeed in its aims/ how do you know? Specifically,
please outline any evaluation and assessment undertaken.
Yes.
3. What things do you think worked well and why? Evaluate all aspects of
the project (e.g initial inception, project activities and project outcomes)
from a range of perspectives.
The report is being conducted by taking reliable sources of information and projects good
quality report to respective readers.
4. What problems emerged during the project and how were they tackled?
Was there timely identification of issues and resolution during the
project process?
Issues arise concerning the project is time and subordinate supported to overcome from it.
5. What did you learn from undertaking the project?
From undertaking the project, I learned importance of management.
6. How would you rate your performance as a management consultant
leading the project?
9 out of 10.
7. What strengths and weakness of your performance did you identify?
My strength was managing activities and wealth management.
8. How will this inform and support your continuous professional
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development?
It will helps in building up of professional approach towards various task assigned to
respective individuals. From this, learners will be able to carry out all research related
activities for future development.
CONCLUSION
It has been concluded from above mention report that managing talent at workplace helps
the company in sustaining the staff members and enhancing the organisational performance. This
investigation, literature review has been conducted by consisting the different sources for an
instance articles, internet sources and journals. There has been discussion about the Gantt chart
and work break down structure. There has been primary method of data collection used by
developing questionnaire. Random sampling method has been selected to choose the sample size
to fill questionnaire.
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REFERENCES
Books and Journals
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A guide to best practice. Routledge.
DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Deresky, H., 2017. International management: Managing across borders and cultures. Pearson
Education India.
Jain, H. C., Sloane, P. and Horwitz, F., 2015. Employment Equity and Affirmative Action: An
International Comparison: An International Comparison. Routledge.
Lakhani, T., Kuruvilla, S. and Avgar, A., 2013. From the firm to the network: Global value
chains and employment relations theory. British Journal of Industrial Relations. 51(3).
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Moayedi, Z. and Vaseghi, M., 2016. The effect of talent management on organizational success.
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Mohammed, A., 2016. The impact of talent management on employee engagement, retention and
value addition in achieving organizational performance. International Journal of
Engineering and Management. 1(12). pp.142-152.
Mone, E. M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Naim, M. F. and Lenka, U., 2017. Talent management: a burgeoning strategic focus in Indian IT
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Noe, R. A. and et. al., 2017. Human resource management: Gaining a competitive advantage.
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O’Connor, E. P. and Crowley-Henry, M., 2019. Exploring the relationship between exclusive
talent management, perceived organizational justice and employee engagement: bridging
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retention in public hospitals in Kenya; a case of Siaya county refferal hospital. The
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Online
Talent Management, 2021. [Online]. Available through: <https://businessjargons.com/talent-
management.html>
The importance of talent management and why companies should invest in it, 2018. [Online].
Available through: <https://www.humanresourcesonline.net/the-importance-of-talent-
management-and-why-companies-should-invest-in-it>
6 CHALLENGES OF TALENT MANAGEMENT, 2015. [Online]. Available through:
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