Talent Strategies for Attracting and Retaining Competent Workforce

This research focuses on evaluating different talent management strategies used by retail sector organizations, specifically Marks and Spencer, to attract and retain competent workforce. It explores the basic talent management practices in the retail sector, identifies various strategies used by Marks and Spencer, and analyzes the challenges faced by managers and leaders in implementing these strategies. The research aims to provide recommendations for maximizing the effectiveness of talent retention and attraction.

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Contents
Title: What talent strategies do the best companies use to attract and retain people.......................3
Introduction......................................................................................................................................3
TASK 1............................................................................................................................................3
P1) Aims and objectives of the research................................................................................3
P2) Project management plan for the research.......................................................................4
P3) Work breakdown Structure and Gantt chart....................................................................4
TASK 2............................................................................................................................................4
P4) Small scale research with the help of qualitative and quantitative research....................4
TASK 3............................................................................................................................................6
P5) Analysis of the data with the help of various tools and techniques.................................6
P5) Analysis of the data with the help of various tools and techniques.................................6
Analysis:..........................................................................................................................................6
P6) Recommendations..........................................................................................................13
TASK 4..........................................................................................................................................14
P7) Reflection on the values while undertaking the research...............................................14
Conclusion.....................................................................................................................................15
REFERENCES..............................................................................................................................16
APPENDIX I.................................................................................................................................18
APPENDIX II................................................................................................................................20

Title: What talent strategies do the best companies use to attract and retain
people
Introduction
Talent management is a basic concept that is associated with managing the overall workforce in
organisation. This practice helps in retaining of the talented workforce for longer time duration
which can assist in the process of managing the high associated cost with employee turnover
(Flick, 2018). For this purpose there are some of the effective talent management strategies that
are to be used by retail sector organisations like Marks and Spencer. Present research is going to
analyse the various standard management strategies that can be used and different associated
issues that are to be dealt in order to maximize the effectiveness of retaining and attracting
competent talent.
TASK 1
P1) Aims and objectives of the research
Aim: “To evaluate different types of talent management strategies that are adopted by retail
sector in order to retain & attract competent workforce.” A study on marks and Spencer.
Objectives:
 To understand the basic talent management practises used in retail sector
 To identify various talent management strategies that is adopted by Marks and spacer in
order to retain & attract competent workforce.
 To analyse various issues faced by managers and leaders in implementation of talent
management strategies.
Questions:
 What is the basic concept of basic talent management practises used in retail sector?
 What are various talent management strategies that is adopted by Marks and spacer in
order to retain & attract competent workforce?
 What are some of the issues faced by managers and leaders in implementation of talent
management strategies?

LITERATURE REVIEW
Talent management practices used in retail sector
According to SUSAN, (2019), Talent management is referred as method that can be used
by company for bringing appropriate talent onboard and retaining them significantly and
effectively. In addition to this, by the help of talent management prominent capabilities of staff
members can be highlighted because of which organizational objectives can be achieved within
given time period. There are various dimensions of talent management such as career
development, learning, motivation and many more. In the present time, talent management is
undertaken as one of the important aspect within an organization as it aligned with achievement
of competitive advantage at marketplace. An organization knows that they must have the best
talent in order to gain higher growth and success in this complex business environment. It is
important for an organization to make use of effective practices in order to acquire, develop and
retain talented staff members for longer time period as it help in increasing productivity,
developing brand image, increase profitability, save time and cost, proper implementation of
activities, attainment of competitive advantage and many more (Talent management practices,
2019). In context to the retail sector, there are various talent management strategies used by
organizations. One of the strategies is providing effective employee ongoing and on boarding
training and development opportunities which reflect both the staff members and organizational
requirements. In addition to this, it help employee to gain both personal as well as professional
growth due to which an effective opportunities can be grabbed. Another talent management
practice used in retail sector is performance development planning which focus on the employee
interest for career development.
It is analyzed that talent management is important within the retail industry as it allow such
industry to establish and foster for long term, develop loyal customers, profitable customer
relationship and many more. Apart from this, there are also various talent management strategies
used by retail organization such as allow participation of staff members in decision-making as it
help in making staff members feel valued and motivated towards working due to which
objectives are attained on time period and employee did not think to leave the organization.
Moreover, providing promotional as well as career development of alternative for staff members
within the system help in retaining then for longer time. Furthermore, there are also other
strategies such as rewards and recognition, monetary and non monetary benefits, training and

development session and many more used by retail organizations for managing talent in an
effective manner.
Various talent management strategies adopted by Marks and Spencer for retaining and attracting
competent workforce
According to Corgi, (2021), Talent management is an important tool which contributes to
an organization success by employee motivation, enhancing performance and innovation. In
addition to this, it is analyze those practices especially valuable for large organization working in
highly competitive business environment. Marks and Spencer is one of the largest retail
companies in UK. By the years, it has developed a human resource management strategy that
continuing recruit and retain talent. In order to manage and retain talent, there are various
strategies used by respective organization (Fatah, 2019). One of the strategies is recruitment as it
helps Marks and Spencer to attract new talent at workplace. In order to attain this goal, the
respective organization used recruitment strategies that are targeted recruitment, job advertising,
using career portals. It helps to know about the prospective of employee and to gain knowledge
regarding skills required within the staff member in order to enhance success of Marks and
Spencer. The strategy used by Marks and Spencer is performance management. The company
uses a wide range of key performance indicators in order to measure and assess performance
which states that its approach to performance management is mainly outcome based
(StudyCorgi. 2021). Herein, organization behind their objectives and translate it into employee
performance indicators.
An organization performs monthly appraisals with additional reviews as it allows them to
track the implementation and success of its business strategy with in real time and make possible
alteration if possible. As a result, performance appraisal and talent management method
encourage staff member to show their base and contribute towards effective management of
employees. Apart from this, rewards and recognition is one of the important part of talent
management as it acquire and retain talented as well as competent workforce within the
organization (Ntaopane and Vermeulen, 2019). Marks and Spencer provide mainly two types of
rewards that is performance based rewards and general rewards. This make employees motivated
and they did not leave the organization. It also help organization to make employees put their full
potential and help to achieve the targets and attain objectives timely and effectively. Moreover,
there are also strategies used by Marks and Spencer for talent management such as training and

development, legislative environment, performance appraisal, offering competitive salaries,
providing feedback on regular basis and many more (Rademache and Weber, 2017).
Issues faced by managers and leaders in implementation of talent management strategies
As per the view point of Andre (2018), It is determined that there are various challenges
faced by managers and leaders by implementing talent management strategies. One of the
challenges is retention as in the present time employees are more focused towards their career
and prefer to retain at workplace where they achieve career and learning opportunities. In
addition to this, other challenge is identification of high potential talent which is extremely
difficult in the present time period. Ineffective leadership is also considered as a challenge as due
to which managers are not able to guide and facilitate proper roles and responsibilities to staff
members and this leads to not implementation of activities effectively and timely (Talent
management challenges, 2018). Furthermore, making the right hiring decision is also an issue
faced by organization by implementing talent management strategies. Moreover, team conflicts
and peer conflicts is also one of the issue faced by company due to which there is development
of negative working culture at workplace which in turn effect on the performance of employees
in a negative manner. This also impact on the mindset of employees prevailing at workplace.
Apart from this, there are also other challenges faced such as ineffective communication, non
fulfilment of employee requirement, employee dissatisfaction and increase in cost and so on.
P2) Project management plan for the research
Project Management plan
A project is defined as a study that is undertaken for fulfilling some particular aspect and to
attain objective for which it initialized. In addition to this, a project is mainly developed for some
particular objective and to achieve this effective project management plan is required. Project
management is basically an activity that is advantageous in aligning the efforts towards
achieving research objectives. By the assistance of project management plan, researcher can
finished all the steps and execute them in a desired and effective manner (Al-Lozi., Almomani
and Al-Hawary, 2017). There are different phases of project management such as initiation,
effective planning, implementation, monitoring as well as closing. In addition to this, project

management plan consist of different components that is needed by an investigator to complete.
The components are discussed below:
Time: It is defined as one of the important aspect that is needed for accomplishing
objectives within stipulated time period. In addition to this, timelines help the project to avoid
any delays and decline level of discrepancies (Chakraborty and Biswas, 2019). It is important for
researcher to set the time of each and every activity associated to research so that it can
implement in a proper manner. Timeline is basically the completion date of project and every
project manager should suppose to finish within given timeframe. The time provided for the
present investigation is 3 months so that all the research activities which are required to be
finished are completed within the gap of 3 months.
Cost: It is referred as sum of total expenses that is going to be take place while conducting the
whole resource effectively and appropriately (Shikweni, Schurink and Van Wyk, 2019). Along
with this, the cost component covers all the projections that are done precisely in order to
complete project in a smooth manner. It is vital for researcher to set the budget for a project and
categorize it accordingly to the research activities. The budget for the present investigation is
given as 800 and in this investigator is needed to conduct it the whole research.
Quality: it is defined as a component in which appropriate quality is being rendered through
applying various perspectives (Deters, 2017). In addition to this, for every activity some quality
standards are predefined and these are implemented within the investigation so that the overall
project can be managed in a significant and appropriate manner. In the present research, all the
data is selected through primary and secondary sources which is already gathered by experts and
professionals and this shows that the project consist of high quality.
Scope: It is related with the features and functions existed within investigation that is helpful
in achieving objectives of research. It is analyzed that through undertaking resources scope and
goals of the project it is easy for researchers to implement all the activities and attain objective of
present investigation. In context with the present study, talent management is a broad topic and
allow organization to enhance its profitability and productivity, develop brand image and many
more (Nasiri and Bageriy, 2020). This shows that the scope of present study is wide and have
fair picture in relation to various activities within the project.
Risk: It is considered as one of the important aspect which is required to be undertaken in order
to implement activities without any delays. It is defined as the level of negativity that can be

introduced within a project and might lead to failure. Along with this, for declining such level of
risk it is important for researcher to have a backup plan so that it can be detected in a better way.
It is analyzed that when risk factors are not identified then it may lead to the project failure and
due to which all the resources used will be wasted (van den Broek, Boselie and Paauwe, 2018).
Therefore, it is significant to identify the risk on time and resolve it in a proper manner.
Resources: It is defined as an aspect that is helpful in completion of project within given
timeframe. It is important to develop a resource plan that is needed to be prepared in a manner
that all the activities get appropriate resources and reach out at finishing stage (Maurya and
Agarwal, 2018). Moreover, the various resources required within the present research are
machine, manpower and so on. It is stated that when the resources are optimally utilized then it
will lead to project success and completed within given timeframe.
From the above mentioned project management plan, it is determined that all the elements of
project management plan is important to be evaluated by a project manager so that the objectives
are attained timely. In addition to this, it is also helpful in development of appropriate strategies
in order to execute research activities and achieve research objectives in a rightful manner.
P3) Work breakdown Structure and Gantt chart
WBS
It is basically a project application which is useful to systematic engineering. Along with
this, work breakdown structure is defined as an appropriate tool for carrying out the whole
activities and operations in a systematic and proper manner. It is analyzed that using this
technique is effective as it help project manager to breakdown all the activities in small segments
due to which targets are achieved within specified time period. It is basically a key structure
which organized the teamwork in different sections. In this task, it is analyzed that all the
activities is decided as per the efficiency so that positive outcomes can be achieved. It practically
categorizes activities of the same nature for attaining project targets that will be measured in
easier manner. It is important for researcher to make use of work breakdown structure in order to
divide the whole project into small segments and completed it within given time period. The
work breakdown structure of present study is given below

:
Gantt chart
It is defined as a tool which is used to set the timeline for a specific project by illustrating
schedule of the overall project. In addition to this, Gantt chart is associated with several rows and
columns in which top row represents the time frame of particular activities and the left side
reflects the project activities. Along with this, it represents the time required for accomplishment
of activities as per prescribed time frame of a particular project (Deters, 2018). The Gantt chart
involves starting time and ending time of each research activities which leads to attainment of
research objectives timely and effectively. In order to effectively understand the Gantt chart
diagram is to be presented which are useful in order to examine the progress of a particular
project and measuring activities. The Gantt chart of present study is given below:

TASK 2
P4) Small scale research with the help of qualitative and quantitative research
Primary data: It is the first and information that is collected by investigator. In the present report
there is use of questionnaire as a primary collection data technique to analyse the talent
management strategies used by Marks and Spencer (Halperin and Heath, 2020).
Secondary data: It secondary sources of information that are to be collected from available or
existing sources (Coolican, 2017). It includes collecting information from article, books, journal
sources that are easily available on various online platforms. In this research work there is
formation of literature review based on the overall lead aims and objectives.
Quantitative methods: In this method of research data is collected and further expressed in
various charts and graphs (Ivanov and Dolgui, 2021). It includes collection of information from
various respondents through methods like questionnaire and survey that are to be used in the
present research report (Onwuegbuzie, Gerber and Schamroth Abrams, 2017).
Qualitative methods: Qualitative method of research can also be regarded as exploratory
research method (Bertrand and Hughes, 2017). In this there are different questions are to be
asked from the target segment of respondents based on which their opinion are to be collected
(Valsiner, Chaudhary and Benetka, 2017).
Present research there is development of below mentioned questionnaire that includes for sample
of 40 employees working in Marks and Spencer.
Questionnaire
Q1 Do you understand the practise of implementing talent management
practises in Marks and Spencer?
Frequency
a) Yes 35
b) No 5
Q2 what can be some of the talent management practises that are used by
Marks and Spencer for the purpose of attract and retain talented
Frequency

workforce?
a) Monetary benefits 7
b) Better allowances 6
c) higher commitment of top management 7
d) offering of required training and development opportunities 20
Q3 Do you believe that talent management strategies will help marks and
Spencer for having a desired form of competitive advantage?
Frequency
a) Yes 34
b) No 6
Q4 What are major associated benefits of appropriate talent management
in Marks and Spencer?
Frequency
a) competitive workforce 4
b) Higher satisfaction level of customers 16
c) Enhancing the brand and market image 9
d) reduction of employee turnover 11
Q5 Is their presence of a direct relationship between talent management
process & satisfaction level of employees?
Frequency
a) Positive 25
b) Negative 10
c) Neutral 5
Q6 What are challenges that are faced by management of Marks and
spacer in course of talent management process?
Frequency
a) Dissatisfied base of customers 12
b) Higher turnover of employees 10
c) Negative employees mind set 18
Q7 What can be talent management strategies required to deal with the
issues in Marks and Spencer?
Frequency
a) Improving compensation structure 20
b) democratic leadership style 10
c) both of above options 10
Q8 What are basic beliefs based on which the overall talent management Frequency

aspects are managed in Marks and Spencer?
a) Effective channels of communication 13
b) Timely process of Decision making 10
c) Higher commitment level of leaders and managers 17
TASK 3
P5) Analysis of the data with the help of various tools and techniques
P5) Analysis of the data with the help of various tools and techniques
Analysis:
Theme 1: Concept of talent management
Q1 Do you understand the practise of implementing talent management
practises in Marks and Spencer?
Frequency
a) Yes 35
b) No 5
Interpretation: It is interpreted from the above mentioned graph that when it was questioned to
40 respondents about the implementation of talent management practices in Marks and Spencer.
35 respondents had a positive view point and other five respondents replied in a negative
manner.

Theme 2: talent management practises that are used by Marks and Spencer
Q2 what can be some of the talent management practises that are used by
Marks and Spencer for the purpose of attract and retain talented
workforce?
Frequency
a) Monetary benefits 7
b) Better allowances 6
c) higher commitment of top management 7
d) offering of required training and development opportunities 20
Interpretation:
While it was questioned to 40 respondents about different talent management practices that can
be used by Marks and Spencer to attract & retain talented workforce. 7 respondents felt that
monetary benefits can be used as a strategy. Other 6 had a viewpoint that there can be use of
Better allowances other 7 respondents felt like there can be higher commitment from top
management and remaining 20 had a view that there are required training and development
opportunities that are to be offered.
Theme 3: Eeffective talent management strategies
Q3 Do you believe that talent management strategies will help marks and Frequency

Spencer for having a desired form of competitive advantage?
a) Yes 34
b) No 6
Interpretation:
From the above graph while it was question to 40 respondents about the talent management
practices that can help in having a desired competitive advantage for Marks and Spencer. 34
respondents had a positive viewpoint why 6 respondents had a negative view point.
Theme 4: Aassociated benefits of appropriate talent management
Q4 What are major associated benefits of appropriate talent management
in Marks and Spencer?
Frequency
a) competitive workforce 4
b) Higher satisfaction level of employees 16
c) Enhancing the brand and market image 9
d) reduction of employee turnover 11

Interpretation: While it was question about major associated benefits of talent management in
Marks and Spencer. 4 respondents felt it can help in development of a competitive workforce,
other 16 respondents felt that it can lead to higher employee satisfaction. 9 respondents had a
view that it can help in enhancing the market image of Marks and Spencer while remaining 11
respondents felt that it can help in managing the employee turnover.
Theme 5: Direct relationship in the process of talent management
Q5 Is their presence of a direct relationship between talent management
process & satisfaction level of employees?
Frequency
a) Positive 25
b) Negative 10
c) Neutral 5

Interpretation: When it was questioned about the presence of direct relation between talent
management process and employee satisfaction. 25 respondents felt that it can have positive
relationship other than respondents while 10 respondents had a view point that it can lead
towards negative relationship and remaining five felt that there is no presence of relationship
Theme 6: challenges that are faced by management in course of talent management process
Q6 What are challenges that are faced by management of Marks and
spacer in course of talent management process?
Frequency
a) Dissatisfied base of customers 12
b) Higher turnover of employees 10
c) Negative employees mind set 18

Interpretation: When it was question about the challenges that are faced by Marks and Spencer
in the talent management process. 12 employee felt that there is dissatisfied customer base, 10
respondents while that there is higher employee turnover and remaining 18 felt that there is
development of negative employee mind set.
Theme 7: various talent management strategies
Q7 What can be talent management strategies required to deal with the
issues in Marks and Spencer?
Frequency
a) Improving compensation structure 20
b) democratic leadership style 10
c) both of above options 10

Interpretation: While it was questioned to 40 Respondents about different talent management
strategies that are required for the purpose of dealing with the issues in Marks and Spencer. 20
respondents had a view point that there can be improvement of compensation structure, 10 other
respondents felt that there can be use of democratic leadership styles and remaining 10 felt that
both of the above mentioned options can be helpful in dealing with talent management issues.
Theme 8: basic beliefs based on which the overall talent management aspects
Q8 What are basic beliefs based on which the overall talent management
aspects are managed in Marks and Spencer?
Frequency
a) Effective channels of communication 13
b) Timely process of Decision making 10
c) Higher commitment level of leaders and managers 17

Interpretation: From the above graph when it was questioned about the basic belief based on
which overall talent management aspects have to be managed in Marks and Spencer. 13
respondents had a view that there can be effective communication channels, 10 other respondents
had a belief that there can be timely decision making process and remaining 17 felt that there can
be development of high commitment on part of managers and leaders.
P6) Recommendations
From the above made analysis of talent management practices in marks and Spencer there are
some of the recommendation that have been developed in the present course of the research
work:
 Considering career development offerings: In Marks and Spencer, various training and
development programs are to be offered timely to employees. It includes element of both
on the job training and off the job training measures.
 Identification of right talent at right place: It is recommended to the management about
prioritising the process of having right employee working at a right job position. For this
purpose there has to be more autonomy and flexibility on part of employees to enhance
their job satisfaction and overall productivity level.
 Creation of healthy working environment: For the purpose of having a positive
employee mindset it is important to create a healthy internal working environment. For

this purpose both individuals and overall workforce have to be managed by offering
higher flexibility. For this purpose there is need to have a proper alignment of structure
goals and culture of organisation.
 Employee’s appreciation and Employees growth: Employees who are contributing apart
from regular course of requirements must be offered with proper appreciation and
recognition. This practice is going to help in development of required competitive spirit
among employees. When they will be motivated & satisfied towards their work there it is
going to lead towards reduction in the employee turnover.
TASK 4
P7) Reflection on the values while undertaking the research
In the present research I got the opportunity to complete the research on analysing the
different talent management practices that are used by retail sector for the purpose of retaining
their talented workforce. Different available sources help in analysing the journal articles and
secondary sources of information. Apart from this I also focused on using questionnaire as a tool
to gather the information from primary sources that are respondents who are employees presently
working in Marks and Spencer. My overall strength in the whole research was using my existing
time management and communication skills which assisted in completion of research work as
per lead time frame. I also used my conflict resolution skills to deal with some amount of issues
that arise in the course of team functioning. But there were difficulty in having some amount of
written form of communication by facing problems in forming emails and notices in the course
of research work. So I realise that I have to work in these aspects that can help me in future
course of research. Overall this work has been a great experience that will help me in developing
my present competence level to work as per requirement of future research work.

Conclusion
It is concluded from the above-mentioned aspects that talent management process is very
important for the purpose of managing the overall workforce in organisations. It is very helpful
in retaining employees for longer time duration in order to manage the cost that is associated
with employee turnover. With the help of participative decision making and higher monetary as
well as non monetary benefits this cost can be managed as employees will have long term
retention of employees in an organisation. This process is very helpful in maximisation the
overall employee value towards achieving the laid organisation mission and vision.

REFERENCES
Books & Journal