Analysis of Talent Management Strategies at Marks and Spencer

This report focuses on the talent management strategies used by Marks and Spencer to attract and retain talented employees. It discusses the concept of talent management, various strategies and approaches used by the company, and the challenges faced in implementing talent management. The report also includes a project management plan and a breakdown structure and Gantt chart. The research conducted is small-scale and aims to analyze the talent management strategies at Marks and Spencer.

Managing successful
business project

Table of Contents
Title..................................................................................................................................................1
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Project aim and objectives..........................................................................................................1
A project management plan........................................................................................................4
Produce breakdown structure and Gantt chart:...........................................................................6
Small-scale research to meet project aim and objectives............................................................6
Presentation of findings and data................................................................................................9
Communicate appropriate recommendation.............................................................................12
Reflect value for undertaking project........................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

Title
“ To analysis various key strategies and approached used by the company in order to
attract and retain talented employees. A case study on Marks and Spencer”
INTRODUCTION
To make business successful and sustainable in the market place it is necessary for the
organisation to adopt and implement certain strategies and approaches so that goals and
objectives of an organisation can be achieved in adequate manner. In which attracting and retain
within the company as workforce is the essential aspect which have been turn plan into action
and make it successful. Talent management is refers to the systematic procedure which is
undertaken by the company to attract and retain talented and skilled employees within
organisation while providing them motivation and training in order to enhance their performance
(Polonsky and Waller, 2018). This is associated with the development of motivated workforce
which is going to retain within organisation for longer period of time. This is also define as then
strategic process of getting right people at right position and helping them in growing to their
optimal capabilities which is aligned with company's policies and objectives. It has a positive
impact over the company as with support of this key responsibilities are going to perform and
controlled in effective manner. The below report is based on the Marks and Spencer group Plc
which in a British based multinational retailing company with headquarter in London, England.
This company deal sin clothing, home products and food products. This report is consisting of
the project plan and its implementation along with reflection with support of small-scale
research.
MAIN BODY
Project aim and objectives
overview of research: the below report is based on the talent management which is define
as the process of attracting and retaining skilled and quality of employees while improving their
capabilities and knowledge. With support of this company is able achieve its standardised goals
and objectives as this help in to enhance overall performance of an organisation. With the
perspective of marks and Spencer, it management has worked for emphasis of talent
management through which they are effectively attracting and retaining talented employees for
longer period of time which leads to encouragement in overall productivity. In this working
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abilities and knowledge enhanced on constant which maintain motivation level within employees
so that they feel engaged with company (Gurca, and. et. al., 2020). Marks and Spencer is
multinational organisation that has been operating in the very large scale, so it is essential for
company to formulate and implement various strategies and approaches. So that, their ability to
attract and retain quality of employees has been increased in effective manner.
Aim: “To analysis various key strategies and approached used by the company in order to attract
and retain talented employees. A case study on Marks and Spencer”
Objectives:
 To evaluate the concept of talent-management within organisation
 To determine various strategies and approaches use by Marks and Spencer for retaining
and attracting employees To analyse various key challenges in performing talent-management
Research question
 What is the concept of talent-management within organisation?
 What are the various strategies and approaches use by Marks and Spencer for retaining
and attracting employees? What are the various key challenges in performing talent-management?
Literature review
What is the concept of talent-management within organisation?
As per the view point of Susan white, 2019, Talent management is refers to the
systematic method which has been determining the various vacant position in the organization
and have suitable candidates for the vacant positions. It has been associated with the
development of the major skills and expertise of the candidate in order to match the desire job
role through which employees will be retained within organization for the longer period of time
along with this objective are achieved in effective manner. There are various stages or steps in
the talent management process which are implemented by the organization which is known as
talent management model (Buttrick, 2018). In addition to this process of managing talent is
defined as the capacity or ability of managing the quality e and competency of employees in an
organization through various approaches. The talent management process is not restricted to only
hiring of right candidate at right place but it encompasses more larger area such as initiatives
taken by HR of the company for improving skills and capability of the employees along with
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motivation so that desirable results can be obtained in a effective manner while encouragement it
in employee performance. This is essential aspect for the company as in today’s modern
organization it is challenging to recruit best available people because of the extreme competition
and several factors that impact the labor market. So for this talent management is the adequate
strategy that that offers the best suitable solutions to the organization while ensuring that the
employees will meet best level of productivity and commitment which will going to benefit
organization in accomplishment of goals and objectives.
What are the various strategies and approaches using by organisation for retaining and attracting
employees?
As per the view point of Karim Ansari, 2021, the concept of talent management is all
about the organization dedication for retaining and attracting the talented employees within
organization in order to increase or productivity. For this there are various strategies and
approaches used by the company for the better implementation of talent management and some
of them are discussed below as:
Understand the power of job description: This is refers to a simple strategy but this is also
essential as this has been representing the company in front of candidates (Pramanik, Mondal
and Haldar, 2020). A concise job description outline that what a company expect from
candidates in which it has been in views some specifications suggest job title overall duties
necessary skills work relationships salary and benefits etc. Through this company will get the
right people for the right position which is important factor in talent management.
Assess candidate culture fit: After creating write job description it is necessary for the
company to select the candidates which are more suitable for the organizational culture. So that
they will get indulge in the organizational working environment through which they will sustain
for the longer period of time. Along with this right culture also important for employee for the
better and higher performance which leads to achievement of targets and objectives.
Provide continuous training and development program: Training is refers to the
development of potential of the employees in which this skills and knowledge get improve in
effective manner. It is necessary to maintain the motivation level employees for their longer
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sustainability as this includes regular meetings to discuss the areas which need to be improved
and this provide overall development to the work force.
Rewards and recognition: Along with training, rewards and recognize is also play a vital role in
maintenance of the employees (S.C. and Haldar, 2020). Through this employee feels appreciated
and valued which enhance the motivation level along with engagement within organization.
What are the various key challenges in performing talent-management?
As per the view point of Top Echelon, 2020, Carrying out talent management in an
organization is not always easy as there are many problems and issues which come up while
implementing talent management process. Some issues and challenges are discussed below as:
Poor hiring strategy: Talent management is started with the feeling of position with
quality and talented candidate in which strong staffing management plan is important aspect as
without this company can face several difficulties and challenges in implementation of talent
management in a proper manner (Dagnino, 2021). In this company must know where to start
sourcing and how to attract a right and appropriate candidate for the specific job role.
Ineffective leadership: Strong leadership is an important aspect for talent management as
this is considered as the basis of this. Because of the ineffective leadership employees did not get
right guidance direction and motivation in developing their talent and abilities (Tsai, 2021).
Along with this, it has been also impact the overall productivity of company. Without effective
leadership a company cannot execute talent management in adequate manner.
Inexperience with technology: Automation and technology is necessary for the
simplifying and smooth running of business operations. There are very fast Upgradations and
changes technology in which existing employees are not having the knowledge about new
technology advancement in organization and because of this effectiveness of talent management
get reduced.
A project management plan
Project management plan is define as the formal documentation which that has been used
for analysing that how the project is going to carry out to obtain desirable results. This is
associated with the various aspects that area essential for the implementation of plan into
successful action with right path, it includes scope, budget, time, cost etc. it is consist of various
set of targets and objectives that have to be accomplish in given period of time. It is plan which
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provides assistance in understanding of the information and knowledge that us utilise in the
execution and controlling of project (Martinsuo, and Hoverfält, 2018). It is concerned with
detailed information that help into make contact with several task to maintain coordination.
Some of its elements are discussed below as:
Cost: This is defining as the amount which is essential to conduct a research in effective
manner so that desirable results can be obtained in proper manner. This amount is provided by
company to investigator so that goal of this research can been attained. In this investigators
required tool, travelling expenses, miscellaneous, equipments etc. for the evaluating their cost,
manager has been prepared a budget so that project can be completed in given period of time.
Time: This is refers to the time which is required by investigator to complete the project
with effectiveness so each and every aspect will considered and result will obtain in suitable
way. Therefore, for this, managers have to take adequate period of time for proper research in
which 3 months of time is given to researcher.
Scope: this is refers to the combination of objectives and requirement which is required to
complete the project. This has been providing detail period of time in which long term
competitiveness, effectiveness and strength is maintained in proper way (Fernando, and. et. al.,
2018). In this researcher required to formulate the adequate strategies for the proper utilisation of
resources so that overall cost and time can be save.
Quality: it is define as the totality of features and characteristics of the project which has
the ability to satisfy the given need. In this investigator need to ensures that every task has to be
completed in time while ensuring the quality of output. This has been inspiring the collection of
data and information which is going to provides the positive outcomes.
Communication: this is refers to the two way process that has been undertaken to
transfer information, ideas, suggestions and opinion. It is also define as the way through which
information is handled among individuals while ensuring transparency and clarity of every
aspect. It is used to complete the project with maintaining transparency in collected data and
information in order to achieve the desirable results.
Risk: It is described as possibility of happing bad so in future that can impact h effectiveness of
the project and its outcomes (von Danwitz, 2018). This is associated with the negativity and
undesirable events which are concerned with overall effectiveness of research.
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Resources: this can be anything which is needed by researcher to conduct research with
the proper facts and analysis. For this investigator required various types of resources such as
internet, computer, mobile phone, human resource etc. which are provided by the company for
attainment of appropriate and suitable outcomes.
Produce breakdown structure and Gantt chart:
Gantt chart:
This is defined as the type of bar chart that has been describing schedule of a project. This
is used for the project management as this is the useful way of showing the activities along with
their time so that project will be completed in given period of time. It is also known as project
programming, project planning and project establishment (Zwikael, Chih, and Meredith, 2018).
It has been helping in advancement of the need in developing project dependence along with this
find the difficult ways of doing task so that they can be eliminates. This also provides assistance
in the projects dates that when it will be initiated and when will end. It has been also providing
support in to making technical project which measures that how it is working in comparison to
other task.
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Work break down structure:
This is define as the strategy or approach through which project is breakdown into smaller
components so that task can be perform in proper manner. It has been associated with the
development of project's boundary and divides it into smaller parts which are highly controllable
in nature and leads employees and team to work in administrable sections. This has been
organise work into the manageable section for the team and employees so that they can be
completed in a effective manner. Work breakdown structure has been allow final evaluation of
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price, hazard and time taken as because overall project is breakdown in smaller parts and keeps
the proficiency and effectiveness level high as possible.
Small-scale research to meet project aim and objectives
Small-scale research is conduct for the effectual knowledge of specific topic so that
learning and understanding will improved in systematic manner. There are two types of methods
which is utilised by the investigator so that task can be completed in adequate manner. Methods
for small-scale research are discussed below as:
Qualitative method: This is the method which is associated with the evaluation and analysis of
non- numerical information and data with help of several concepts, experience and opinions are
considerate through which relevant idea and solution is developed (Kerzner, 2018). In this
method data and information is collected through conducting interviews, questionnaire, first
hand observation, focus group etc. along with this, it is also focusing on obtaining data from
open ended and conversational communication.
Quantitative method: This is a method which has been focusing on gathering of data and
information that are in numerical form. This method associated with questionnaire, polls, survey
along with inducing certain changes in statistical data through computational techniques. This is
mainly focused on collection of numerical data and generalizes it to the people in order to
explaining particular phenomenon.
Sources of collection of data
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Primary source: Through this method investigator has been gathering or collects
appropriate data and information in simplified manner. It is processed through concluding final
and desirable results and output in specified method. It is a very time consuming process but it
provides accuracy in collected data and information as this has been gathered by interview,
questionnaire, survey etc.
Secondary source: This is the method in which information and data is being collected through
articles, magazines, books, financial sheets etc. in which all are use for research purpose (Midler,
2019). This process did not take so much time and along with this, it also balances of efficiency
while gathering information on basis of particular topic.
As per this research both the method primary and secondary is utilised for the collection
of information, in which questionnaire is made for the primary research and in secondary,
literature review is being performed.
Sampling: It is defined as the systematic procedure which is undertaken for the statistical
analysis in which subset of individual is being taken from large population. This methodology
has been utilising to take sample from the large population which is depend on the type of
analysis is being performed. Sample size for this research is 30.
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 important for competence and growth of an
organisation
a) YES
b) NO
Q3) Does MARKS AND SPENCER work for attracting and retaining employees within
organisation in relation to talent management?
a)YES
b) NO
Q4) What are the strategies used by MARKS AND SPENCER for executing talent-management
within organisation?
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a) provides job description
b) assess candidate culture fit
c) proper training and development programme
Q5) what is the influence of talent management within MARKS AND SPENCER?
a) Enhancement of productivity
b) Attracting and retention of skills employees
c) Higher client satisfaction
Q6) what are the challenges face by MARKS AND SPENCER while implementing talent-
management within organisation?
a) lack of leadership
b) Poor hiring strategy
c) Ineffective with technology
Q7) What kind of initiatives is taken by MARKS AND SPENCER for executing talent-
management in organisation?
a) Recognition and rewards
b) E-learning programmes
Q8) Do you think talent-management is essential for enhancing overall productivity and
proficiency of MARKS AND SPENCER?
a) YES
b) NO
Presentation of findings and data
Q1) Do you know what is the concept of talent-management within an
organisation?
Frequency
a) YES 26
b) NO 4
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Interpretation: As per the above table it has been seen that out of 30 respondent 26 are in
favor of talent management and 4 are not aware about this concept. Therefore it means that
marks and Spencer is performing well in terms of talent management.
Q2) Do you think that talent-management is important for competence and
growth.
Frequency
a) YES 24
b) NO 6
Interpretation: According to the above table it is measured that 24 respondents out of 30
are in favor that talent management is important for competency and growth of organization and
rest 6 in against. Thus, it reflects that majority of people in marks and Spencer is working
according to the terms and policies.
Q3) Does MARKS AND SPENCER work for attracting and retaining
employees within organisation in relation to talent management?
Frequency
a) YES 25
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b) NO 5
Interpretation: From the above graph it is evaluated that out of 30 respondents 25 believe that
marks and Spencer consider talent management for attracting and retaining employees and is 5
are in against of this (Zwikael, and Meredith, 2018). It means that talent management is utilizing
for sustaining employees.
Q4) What are the strategies used by MARKS AND SPENCER for executing
talent-management within organisation?
Frequency
a) provides job description 12
b) Asses candidate culture fit 8
c) proper training and development programme 10
Interpretation: From the above table it has been interpret that out of 30 respondents 12 believes
that Marks and Spencer is providing job description for executing talent management in
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organization (Chirumalla, 2018). 8 believe that company assessing candidate which are culture
fit and rest 10 are saying that companies providing proper training and development program.
Q5) what is the influence of talent management within MARKS AND
SPENCER?
Frequency
a) Enhancement of productivity 15
b) Attracting and retention of skills employees 10
c) Higher client satisfaction 5
Interpretation: As per the above graph it is summarized that 15 respondent out of 30 are
said that talent management influence in enhancing productivity and 10 believe that this support
in attracting and retaining skill employees and as 5 believes that it is used for higher client
satisfaction.
Q6) what are the challenges face by MARKS AND SPENCER while
implementing talent-management within organisation?
Frequency
a) lack of leadership 7
b) Poor hiring strategy 13
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c) Ineffective with technology 10
Interpretation: As per the above table it is seen that out of 30 respondents 7 believes that
there is a lack of leadership which is making hurdle in implementing talent management within
an organization. 13 said that there is a poor hiring strategy and rest 10 believes that employees
are ineffective with the latest upgradations of technology (Du, and. et. al., 2019). It means that
marks and Spencer need to develop strategic approaches in order to resolve this issue in proper
manner
Q7) What kind of initiatives is taken by MARKS AND SPENCER for
executing talent-management in organisation?
Frequency
a) Recognition and rewards 17
b) E-learning programmes 13
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Interpretation: As per the above graph it is evaluated that 17 respondents out of 30 are
saying that marks and Spencer started giving recognition and rewards to employees for the better
implementation of talent management and 13 are saying that they are providing e-learning
programs. This shows that company taking positive initiatives which help into to enhance overall
productivity in adequate manner.
Q8) Do you think talent-management is essential for enhancing overall
productivity and proficiency MARKS AND SPENCER?
Frequency
a) YES 26
b) NO 4
Interpretation: As per the above it has been concluded that 26 responded out of 30
believe that talent management is important for enhancing overall productivity and efficiency in
company and rest 4 are in against of this it means marks and Spencer are using talent
management strategies in effective way.
Communicate appropriate recommendation
As per the above analysis it has been measures that talent-management is one of the
important aspect which is need to be induce within organisations so that talented and skilled
employees get retain for longer period of time (Harmsen, Haan, and Swinkels, 2018). For this
marks and Spencer have been develop various strategies and approaches which help company in
to enhancing its ability to retain quality of employees and to improve overall productivity in
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systematic manner. There are some recommendations that have been addressed are discussed
below:
Marks and Spencer should provide clear career path to the employees for the growth in
career and success. Through this, employees within organisation has been retain for the longer
period of time and competency level also enhanced in a systematic manner. In addition to this,
Marks and Spencer can provide training and development programme through which capabilities
and knowledge of the employees will improve on constant basis (Varajão, 2018). Along with
this, it also help in to match job roles and duties will matched with the individual’s knowledge so
that long term sustainability will be maintain in proper manner.
Reflect value for undertaking project
The above research is conducted by me, in which I've gained knowledge about various aspects of
the talent management that has been used by the companies in order to attract and retain the
more of the talent within organization. This it is acknowledged that marks and Spencer are using
appropriate strategies and approaches such as training and development program job description
for encouraging the performance of employees (Crane, and. et. al., 2019). For this research
design questionnaire for gathering information and data in a systematic manner along with this I
have learn about various tools and techniques such as gain chart work breakdown structure
which provides support in completing activities in given period of time. Moreover I have also
faced various challenges and issues in making interaction with the employees as some of them
are not interested and cooperative but I have overcome this with support of my academic
knowledge and communication skills. In addition to this, I have used my skill for or better
interpretation so that effective outcome can be achieved
CONCLUSION
As per the above report it has been concluded that talent management is refers to the
continuous process of attracting and retaining talented and skilled employees while developing
their skills and abilities so that oral performance of business can be improved. Small scale
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research has been performed to understand the concept of talent management and its impact on
employee’s performance along with various key challenges and issues analyze. Moreover for this
research both primary as well as secondary sources are utilized through which certain changes
are executed on concept constant basis in order to achieve standardized goals and objectives.
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