Talent Management in Marks & Spencer

This presentation focuses on talent management in Marks & Spencer. It explores the strategies implemented by the company to attract and retain talented workforce. The presentation also discusses the concept of talent management and retention, the challenges faced by M&S in managing its skilled workforce, and the importance of talent management. The research aim is to analyze the strategies implemented by the establishment to attract and retain talented workforce, with a case study on Marks & Spencer. The research objectives include understanding the conception of talent management and preservation, and monitoring the plan of actions executed by the administration of M&S in terms of retaining skilled manpower. The subject is Talent Management, and the document type is a presentation.

MANAGING A SUCCESSFUL BUSINESS
PROJECT
Talent Management

TABLE OF CONTENT
 Introduction
 Research aim and objectives
 Research Questions
 Data interpretation
 Recommendation
 Reflection
 Conclusion
 References.

INTRODUCTION
Talent management is considered as one of the essential part of
firm as well as this drives towards having affect upon whole
business performance and productivity. Moreover, this is
defined as the procedures of attracting as well as retaining
staff that are much competent for attaining objectives.

RESEARCH AIM AND OBJECTIVES
Research aim- “To analyse the strategies that are implemented
by establishment to attract and retain talented workforce. A
case study on Marks & Spencer.”
Research objectives
 To understand the conception of talent management and
preservation.
 To monitor the plan of actions which is executed by the
administration of M&S in term of retaining skilled manpower.

RESEARCH QUESTIONS
 What is the concept of talent management and retention?
 What are the strategies that is utilised in term of retaining and
administrating workers?
 What are the challenges which suffered by M&S to manage its
skilled workforce?
 What is the importance of talent management?

DATA INTERPRETATION
Q1. Are you familiar with the concept of talent management and
retention?
Frequency
(a) Yes 6
(a) No 4
Frequency
0
1
2
3
4
5
6
Yes
No

TABLE 2..
Q2. What are the plans of actions which are executed by the
administration of M&S in term of retaining qualified and skilled
workforce?
Frequency
(a) Peron organisation fit 3
(a) Reward and compensation 7
Frequency
0
1
2
3
4
5
6
7
Peron organisation
fit
Reward and
compensation

TABLE 3
Q3. Are you agreeing that these strategies will assist in managing
talented workers in M&S?
Frequency
(a) Yes 8
(a) No 2
Frequency
0
1
2
3
4
5
6
7
8
Yes
No

TABLE 4
What are the challenges that suffered by the management of
M&S due to lack of talent management?
Frequency
(a) Enlarge employer turnover 1
(a) Lack of leadership 9
0
2
4
6
8
10
Frequency
(a) Enlarge
employer
turnover
Lack of
leadership

TABLE 5
Q5. In which term and form Talent management is crucial for
Marks & Spencer?
Frequency
(a) Development of company 4
(a) Retaining high performance workforce 6
0
1
2
3
4
5
6
Frequency
Development of
company
Retaining high
performance
workforce

TABLE 6
Q6. What is the major function played by the administration of
M&S for developing manpower?
Frequency
(a) Training and development 7
(a) Supporting problem solution 3
0
1
2
3
4
5
6
7
Frequency
Training and
development
Supporting
problem
solution

TABLE 7
Q7. In which manner, administrators of M&S are engaged
regarding managing top talent within the firm?
Frequency
(a) Empower accountable workers 4
(a) Provide opportunities to grow 6
0
1
2
3
4
5
6
Frequency
Empower
accountable
workers
Provide
opportunities to
grow

RECOMMENDATION
This has been concluded from the defined information that cause
of administration and retention of talented and skilled
employees, there are diverse confronts suffered by the
administration of establishment such as maximise turnover
and lack of leadership. In context of get over, these issues and
challenges, there are some suggestions that can be included
through the administration of Marks & Spencer:

REFLECTION
I feel pleased for obtaining such chances of performing a
research project upon wider topic. Moreover, I used both
primary as well as secondary sources of data collection which
assisted me through facilitating relevant information related to
give topic. Additionally, with assistance of both secondary as
well as primary methods, I accomplished the aim and
objective of project in effective way.

CONCLUSION
Based upon the above report this has been concluded that,
talent management plays essential role within entity as it
is vital for business development and growth as it is
helpful to attract and retain competent staff. Along with
this, data analysis is performed which is helpful in
knowing the response of various people upon respective
topic. Apart from this, some recommendation are
provided for improvement.

REFERENCES.
 Akunda, D., Chen, Z. and Gikiri, S.N., 2018. Role of HRM in
talent retention with evidence. Journal of Management and
Strategy, 9(2), pp.8-19.
 Ambrosius, J., 2018. Strategic talent management in emerging
markets and its impact on employee retention: Evidence from
Brazilian MNCs. Thunderbird International Business
Review, 60(1), pp.53-68.