Effective Talent Management Strategies for Barclays

Research Project
Effective talent management strategies for successful
organisations i.e. Barclays

INTRODUCTION
Talent management introduces the full scope of the human resource process that includes different
activities such as attraction, onboard, development, motivation, and retention of high-performing employees. It is
important for each and every organisation to use effective strategies for talent management (Anton Shufutinsky
and Ryan Cox, 2019). There are some essential strategies of talent management i.e. understand the power of job
description, providence of continued training and development opportunities, assess candidate cultural fit etc.
These are main and effective strategies that would be beneficial for multinational organisations in successfully
managing talent within a workplace.
For this research project, Barclays is a chosen British multinational universal bank that was founded in
1690 by different key people i.e. Nigel Higgins and Jes Staley. Barclays is headquartered in London, England, UK
and specialises in producing different products i.e. retail Banking, commercial Banking etc. (Bray Jr, 2019).
Main purpose of this report is to identify the main talent management strategies used by Barclays as a
multinational bank through primary and secondary research.
TASK 1
P1
Research proposal is an initial part of the research project that includes information about the research aim,
objectives, questions and rationale for the section of the project. All these information are explained as under:
Research aim:
Main aim of this research project is “To identify the strategies used by multinational organizations for
managing talent at workplace”. A study on Barclays in London, United Kingdom
Research questions
 What are the talent management strategies using by Barclays?
 What is the significance of talent management strategies in improvement of employee’s performance at
workplace?
 What are the major challenges that would be face by Barclays while managing talent at workplace?
Research objectives
 To identify talent management strategies using by Barclays.
 To explore the significance of talent management strategies for improving employee’s performance at
workplace of Barclays.
 To examine challenges facing by Barclays while managing talent at workplace.
Rationale of the research
Main rationale of choosing this research project or title is to recognise the talent management strategies
and their significance for multinational organisations. Current research or title is highly significant for various
stakeholders, including researcher, organisation and students. For students this research helps them by increasing
their knowledge regarding talent management strategies (Crawshaw, Budhwar and Davis, 2020). For

organisations, this research facilitates them by improving their understanding about the benefits of talent
management in business growth and success. For researchers, this research facilitates them by increasing their
different types of research skills, which are data collection, presentation, time management etc. Thus, present
study or title is extremely important in all ways.
Literature review
What are the talent management strategies using by Barclays?
According to the Elzen (2019), talent management is the exercise about retention of employees for longer
period of time. This is not limited up to that extent only but also focuses over development of skills and
knowledge. In actual, talent management has wide scope and has contribution in development of an overall
organisation. This help in team building and creating positive working environment that directly improves the
productivity of an organisation. The strategies which are using by Barclays for management of talent within an
organisation includes;
Talent management: This is the strategy about the development of skills and knowledge. As per the
opinion of Furusawa and Brewster (2019), this is applying by Barclays on quarterly basis where they provide
training on the basis of their weaknesses through usage of tailored based programmes. This has effective role in
creation of positive attitude among all employees that organisation is considering their needs and working in the
direction of developing their personality.
Rewards: This is the scheme of rewarding to employees on the basis of their performance. This is using
by Barclays to motivate employees and improving their performance. This includes providence of monetary and
non-monetary benefits as per employees working abilities and nature.
What is the significance of talent management strategies in improvement of employee’s performance at
workplace?
According to the Galunic (2020), The talent management strategies which are using by Barclays in very
common nature at workplace includes training and development and reward. Significance of both is defined below
in the direction of improving employee’s performance;
Training and development: This has major concern about the creating sense of responsibility and loyalty
among employees towards organisational functioning and approaches. Development of personality help
employees to satisfying about personality growth and on other hand help an organisation to improve overall
growth. Advance nature of skills help in gaining targets in least possible time and also eliminates the chance of
errors.
Rewards: This motivates the employees to perform good for earning extra monetary amount within an
organisation (Garcia-Arroyo and Osca, 2019). Here, good performance also benefits the employee in form of
professional growth through promotion at higher responsibilities.
What are the major challenges that would be face by Barclays while managing talent at workplace?
According to the Garg and et. al., (2021), there are many challenges that will be faced by Barclays while
managing talent at an organisation in future time. All these are defined below;

Employee resistance: Talent can be managed only through the adaption of changes according to the
current trends and needs. In this situation, employees always resist because they became familiar with old
approaches. So, stimulating their behaviour and retaining after providence of training would be a challenging task
for the management of an organisation.
Office politics: Exercise related to talent management increases the instances related to office politics.
This is so because everyone wants growth and attaining higher responsibilities (George, Li and Hou, 2020). So, in
end will resultant into the negative working environment that hampers current level performance of all employees.
P2
Research philosophy
It is one of the methods of research methodology to conduct research in an effective manner. It is generally
divided into two types commonly known as positivism philosophy and interpretivism philosophy. As per the
requirement of present project researcher has selected positivism philosophy because it evaluates in gathered
information in the numerical or quantitative way (Haque, Fernando and Caputi, 2019). It also does not take
maximum time period and evaluate without much cost. Interpretivism is not selected because it focuses on
information that is present in qualitative way.
Research approach
Research approach is defined as procedure of evaluating data by using various research approaches. It is
generally classified into two significant kinds that are inductive and deductive research approach. Deductive ap-
proach is selected by project manager because it helps in achieving the aim that is evaluating the concept of e-
commerce along with evaluating the impact of development of e-commerce strategies over performance manage-
ment of an organisation in the retail industry of United Kingdom because it focuses on measurement of quantita-
tive data. It is very useful approach for measuring data that is available in numerical style as this type of data is
more reliable and accurate.
Inductive approach is not selected because it is concerned about qualitative information (Hee and Shanmugam,
2019).
Research strategy
Research strategy is generally known as another significant part of research methodology as it assists in collecting
information with the use of approaches that are effective in nature of research strategies. It is being divided into
different parts that are commonly called grounded theory, experimental research, literature review, survey, action
research etc. The above mentioned approaches are very great for collecting information but by looking at the
present project researcher has decided to go with survey (Helens-Hart and Engstrom, 2020). Survey is the method
that is great to collect numerical information from different sources and the sources are generally first hand or
raw. Another main purpose of selecting survey is it does not increase cost of research and give a lot of information
in a limited period of time.
Research choice

Research choice is an important type of research methodology because it facilitates in gathering information by
two methods that are called by qualitative and quantitative method. With the motive of achieving objectives of
present project researcher has chosen quantitative research choice because it assists investigator in collecting
information available in the format of numbers (Kargas and Tsokos, 2020). Quantitative research choice has
selected questionnaire as instrument because it concentrates on collection of numerical data only. Qualitative
research choice is not selected as it is concerned about subjective information that focuses on providing new
theory related to the topic of study.
Time horizon
It is one of the essential parts of research methodology as it assists in attaining every task and activity of the
project in a very limited period of time. Time horizon is classified into two significant sections that are cross-
sectional and longitudinal. They both have great skills to help researcher in completing project but investigator has
selected cross-sectional time horizon as it focuses on completing every task and activity in a very short time
duration and based on actual circumstances or situations. Longitudinal is not selected for the current study as it
takes more time duration in comparison to cross-sectional (Krishna, Rao and Datta, 2019).
Data collection
It is the method of collecting primary and secondary data. Researcher has selected primary as well as sec-
ondary data collection method because these both are necessary for taking out needed information. Primary re-
search is selected as it facilitates in collection of first hand data with the help of questionnaire, interview etc. In the
present project questionnaire is selected because it provides outcome in less period of time. The secondary data
collection is selected to take out existing information for addressing gaps and for the sources selected is articles,
publications, business sites, books etc.
Sampling
Sampling is referred to the procedure of selecting samples out of the given large population. It is commonly
divided into probability and non-probability sampling. As per the requirement of present project investigator has
selected probability sampling because it facilitates in selecting large number of respondents to take out informa-
tion. Non-probability sampling is not selected as it does not allow selecting large number of participants and it
also selects samples on the basis of particular criteria. 15 managers are selected to gather their opinions and views
with the assistance of instrument called questionnaire.
TASK 2
P3
It is important for researchers to conduct both primary and secondary research because it helps them in
getting first hand and in-depth information about the topic. There are different sources or methods that help
researchers in conducting primary and secondary research systematically. These are explained as below:

Cost: This is an important factor or source because without this, it is not possible for researchers to
successfully complete both primary and secondary research. In order to complete both types of research, there is a
requirement of around £150.34 (Madan and Madan, 2019). There are different activities for this researcher that
require an accurate amount of capital i.e. traveling cost, stationery cost, internet cost etc.
Access: This is significant for researchers to have access for collecting primary and secondary data. For
primary data, there is a requirement of getting access from Barclays to collect data from their employees. For
secondary research, there is a need for having access to open company websites and any other sources i.e. books,
journals etc.
Ethical issues: There are various ethical issues that are faced by researchers by conducting primary and
secondary research. For primary research, ethical issues are informed consent, respect for confidentiality, respect
for privacy and beneficence-do not harm. For secondary research, there are also main ethical issues i.e. data
should be de-identified before release to the investigator, consent of study subjects can be reasonably presumed
etc. These are main ethical issues but to overcome all these, there is a requirement of using principles of research
ethics that avoid using deceptive practices, obtain informed consent, provide right to withdraw etc.
P4
Research analytical tool is a type of technique that helps in finding and evaluating of gathered information
effectively. In accordance to the current project, quantitative data has been gathered by researcher through
questionnaire. Thus, for evaluating quantitative data, frequency distribution analysis is used by investigator. This
is an effective analytical technique because it helps in findings and evaluation of quantitative data within less time
and systematic manner.
Q1 Do you know about the concept of talent management in the context of
Barclays?
Frequency
a) Yes 15
b) No 0
Q2 What types of talent management strategies are used by Barclays? Frequency
a) Assess candidate cultural fit 5
b) Understand the power of job description 5
c) Learn to become a coach 5
Q3 How talent management helps Barclays in improvement of its
organisational performance?
Frequency
a) Reduce turnover of employees 6
b) Increase level of customer satisfaction 4
c)Assist in accomplishment of competitive edge 5
Q4 What is the significance of talent management strategies in
improvement of employee’s performance at workplace?
Frequency

a) Attract new talent 5
b) Improvement of employee engagement 4
c) Building good team 6
Q5 Does use of talent management strategies help Barclays in attraction
and retention of highly performing employees at workplace?
Frequency
a) Yes 13
b) No 2
Q6 What types of talent management initiatives would be required to be
taken by Barclays?
Frequency
a) Increasing remuneration and pay 5
b) Temporary shifting of employees 3
c) Development of e-learning programs 7
Q7 What are the biggest challenges or issues that would be faced by
Barclays while managing talent at the workplace?
Frequency
a) Higher turnover of employees 7
b) lack or poor leadership 4
c) Reduced business image and goodwill 4
Q8 What are the essential ways that would be required for overcoming all
challenges related to talent management?
Frequency
a) Providence of flexible work environment 6
b) Development of effective leadership styles 4
c) Maintaining a positive workplace 5
Table 1: Understanding about talent management in the context of Barclays
Q1 Do you know about talent management in the context of Barclays? Frequency
a) Yes 15
b) No 0