Talent Management Strategies for Attracting and Retaining Talent

This presentation discusses the importance of talent management in driving growth and success for businesses. It explores different talent management strategies implemented by businesses, with a focus on Starbucks. The presentation also highlights the challenges faced by Starbucks in attracting and retaining talent. The research methodology used is quantitative research. The outcome of effective talent management is discussed, along with recommendations for businesses, particularly Starbucks, to implement effective talent management strategies for growth and development.

Managing Successful Business Project
Talent Management

Table of Content
• Title of the Research
• Introduction
• Research Aim, Objectives and Questions
• Research Methodology
• Outcome to Stakeholder
• Conclusion
• Recommendation
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Title of the study
Talent management strategies that are used by business to attract and retain
talent within the organisation.

Introduction
The study aim to evaluating, different talent management strategies that are implemented by
the businesses to attracting and retaining employees at workplace. Therefore, managing
talent is an important aspect which is widely being considered by the businesses to attain
growth and development. Managing talent is the key obligations of the businesses in the
manner to driving growth and success. However, in this present analysis study has based
over Starbucks, thus it is an American multinational chain of coffeehouse and roaster
reserves and the head quarter of the business is in Seattle, Washington, United States.

Aim of the Research
The key aim of the research is “To investigate different talent management strategies used by
organisations to attract and retain best talent within business. A study on Starbucks”.
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Objectives of the Research
The suitable investigation approaches that are connected with the aim of the study are
defined as under:
To study the concept of talent management in the context to business.
To identify different talent management strategies implemented by the business.
To determine the challenges faced by Starbucks and its management in attracting and
retaining talent at workplace.

Research Questions
The effective questions that are suitable for the analysis are associated as under:
 What is the concept of talent management in the context to business?
 What are the different talent management strategies implemented by the business?
 What challenges are mainly faced by Starbucks and its management in attracting and
retaining talent at workplace?
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Research Methodology
Research methodology is imperative in providing suitable assistance to aid the study in right
manner. Therefore, for the execution of the present study, based on the aspect of investigate
different talent management strategies used by organisations to attract and retain best talent
within business, analysis has been based over quantitative research where information
accumulation is based over quantitative, mathematical and statistical aspects.
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Outcome to the stakeholders
It has been found from the study that that talent management is a crucial concept for
organisations. They need to emphasize on managing effective talent at workplace as this
will help in attaining competitive advantage, improving productivity and various other
benefits. In addition to this, if the company has highly skilled and talented employees,
then it will be able to perform its business operations effectively and accomplish
predetermined goals.
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Theme 1) Individual have an appropriate understanding in
relation to the aspect of talent management.
Q1) Do you have an appropriate
understanding in relation to the
aspect of talent management?
Freq
uenc
y
a) Yes 29
b) No 1

Theme 2) Talent management create value for the business in
attracting and retaining people for longer operations of the
business.
Q2) According to you, is talent
management create value for
the business in attracting and
retaining people for longer
operations of the business?
Freq
uenc
y
a) Yes 27
b) No 3

Theme 5) In different manner talent management strategies
influencing the operational ability of a Starbucks.
Q5) According to you, in what
manner talent management
strategies influencing the
operational ability of a
Starbucks?
Freq
uenc
y
a) Positive 26
b) Negative 2
c) Neutral 2

Conclusion
As per the detailed analysis of the study it has been concluded that, talent management is a key
considered aspect for a business to drive growth and success. Therefore, this is an effective process
of identifying, selecting, and recruiting the right candidate for the vacant job profile. The detailed
analysis of the study, has stated that, businesses are widely concern over attaining growth and for
this, they are widely concern over implementing effective talent management strategy like rewards
and benefits, performance appraisal, Training and Development, Apprenticeship Scheme,
Compensation and Incentives and so on, that effectively be implementing by the businesses to attain
growth and development.

Recommendation
As per the evaluation executing over the aspect of analysing the talent management strategies that
are used by business to attract and retain talent within the organisation, it has been recommended to
the businesses to implementing suitable talent management strategies for the purpose of attaining
growth and success. Starbucks is a leading corporation which is mainly concern over reaching at
higher development and for the progression of the business it is recommended to Starbucks to
implement effective training sessions that would be significant for the business to attaining growth
and development.

References
Mupepi, M. ed., 2017. Effective talent management strategies for
organizational success. IGI Global.
Tafti, M.M., Mahmoudsalehi, M. and Amiri, M., 2017. Critical success
factors, challenges and obstacles in talent management. Industrial and
Commercial Training.
van Zyl, E.S., Mathafena, R.B. and Ras, J., 2017. The development of a talent
management framework for the private sector. SA Journal of Human
Resource Management, 15(1), pp.1-19.
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Thank You