Role of Line Manager and Leader in Employee Development using Talent Management Strategies within Nisa

This research project explores the role of line manager and leader in employee development using talent management strategies within Nisa. It aims to understand the concept of talent management in the retail sector, evaluate strategies employed by Nisa's leader, identify challenges faced by leaders in employee development, and recommend effective practices for employee development.

Research project
Company: Nisa

 Aim and objectives
 Research methodology
 Data analysis
 Recommendations
 References
Table of content

Aim: The aim of the study is to determine the role of line manager and leader towards
employee development using talent management strategies within Nisa
Objectives:
 To understand the concept of talent management within retail sector
 To evaluate the strategies employed by Nisa’s leader to improve employee’s well-
being and development.
 To identify the challenges faced by leaders while developing strategies for
employee development.
 To recommend the effectual practices to leader of Nisa regarding employee
development
Aim and objectives

Research
methodologies
Description
Research type Qualitative research type has been adopted by the scholar
because it is relied upon theoretical aspects
Research Approach In order to meet the defined aim, inductive research
approach has been adopted by the scholar.
Data collection Both primary and secondary data collection methods has
been used
Sampling Purposive sampling is used in which 20 Employees of Nisa
has been used
Data analysis Thematic data analysis has been used
Ethical consideration Reference list has been added at the end of study
Research methodology

Data analysis
Theme 1: Employees are working so
long with Nisa
Theme 2: Yes, respondents are aware
with talent management strategies
From last
1 year
From last
2 to 3
years
From last
3 to 5
years
More
than 5
years
0
1
2
3
4
5
6
7
8
3
7
8
2
How long you are working in the organization?
Respondents
12
6
2
Are you aware with the concept of talent management?
Yes
No
Don’t know

Continued….
Theme 3: Benefits of talent
management strategies
Theme 4: Employees are satisfied with
the strategies used by leader to
improve employee’s well-being
Retain top talent
Increase employee engagement
Improve working environment
All of these
0 1 2 3 4 5 6 7 8
4
6
2
8
What are the benefits of using talent management
strategies?
Respondents
Strongly satisfied
satisfied
Neutral
Dissatisfied
Strongly dissatisfied
0
2
4
6
8
4
8
3 2 3
Are you satisfied with the strategies employ by leader to
improve employee’s well-being within Nisa?
Respondents

Continued….
Theme 5: Different strategies used by
the Nisa
Theme 6: There is a positive impact of
strategies upon employee well-being
3
5
4
8
Which of the following strategies are used by your line
manager?
Training and
development
Supportive working
environment
Performance
appraisal
All of these
Positive
Negative
Don’t know
0 2 4 6 8 10 12 14
14
5
1
Do you think that strategies used by the leaders have any
impact upon employee’s well-being?
Respondents

Continued….
Theme 7: Yes, there are many
challenges faced by line manager
Theme 8: Different challenges faced
by the employer
13
6
1
According to you, is there any challenges faced by your
line manager while implementing talent management
strategies?
Yes
No
Don’t know
0
4
8
12
2 4 3
11
What are the challenges faced by line manager of Nisa?
Respondents

 It is important that the qualified people are hired in the business and based on their
skills a concise form of the job description of the employees must be developed.
The distribution of the roles and the responsibilities must be based on the interest
sector.
 Give the necessary rewards and recognition on the basis of the performance that is
contributed by the employees as this can boost their morale in the business.
 Proper support and guidance must be provided throughout the learning process
when the employees are being trained and developed in the environment of the
company.
Recommendations

 Bordia, S. and Crossman, J., 2021. Introduction to the Handbook of Qualitative
Research Methodologies in Workplace Contexts. In Handbook of Qualitative
Research Methodologies in Workplace Contexts. Edward Elgar Publishing.
 Chen, S.Y., Lee, A. Y. P. and Ahlstrom, D., 2021. Strategic talent management
systems and employee behaviors: the mediating effect of calling. Asia Pacific
Journal of Human Resources. 59(1). pp.84-108.
 Collings, D. G. and et.al., 2021. Strategic human resource management and
COVID‐19: Emerging challenges and research opportunities. Journal of
Management Studies.
 Golik, M. and Blanco, M. R., 2021. Homophily: functional bias to the talent
identification process?. Personnel Review.
 Radivojevic, I., 2021. Adapting Practices from Qualitative Research to Tell a
Compelling Story: A Practical Framework for Conducting a Literature Review. The
Qualitative Report. 26(5). pp.1546-1566.
 Santhanam, N. and et.al., 2021. Employee turnover intention in the milieu of
human resource management practices: moderating role of work-life
balance. International Journal of Business Innovation and Research. 24(1). pp.57-
75
REFERENCES