Importance of Contextualising Approaches to Talent Management

Part 2: Research Report
(“To identify the importance of contextualising
approaches to talent management within an
organisation”. A study on Marks & Spencer)

Contents
CHAPTER ONE: INTRODUCTION ................................................................................4
1.1Research Aim and Rationale..................................................................................4
1.2Research Questions...............................................................................................4
1.3Research Objective................................................................................................4
1.4Significance of the Research..................................................................................5
CHAPTER TWO: LITERATURE REVIEW ......................................................................6
2.1 Introduction of Literature Review...........................................................................6
2.2 Main Body .............................................................................................................6
2.3 Conclusion of Literature Review............................................................................8
CHAPTER THREE: METHODOLOGY ...........................................................................9
3.1 Research Approach ..............................................................................................9
3.2 Research Strategy/Methods................................................................................10
3.3 Research Methodology .......................................................................................10
3.4 Research Instruments/Tools................................................................................11
3.5 Sampling..............................................................................................................11
3.5.1 Identifying Population and Research Sit.......................................................12
3.5.2 Sampling Strategy.........................................................................................12
3.6 Ethical Implications...........................................................................................12
CHAPTER FOUR: FINDINGS (DATA ANALYSIS AND PRESENTATION) ................12
Frequency distribution table .....................................................................................12
CHAPTER FIVE: DISCUSSION (DATA INTERPRETATION) .....................................14
CHAPTER SIX: CONCLUSION, RECOMMENDATIONS AND IMPLICATIONS FOR
FURTHER RESEARCH.................................................................................................23
REFERENCES...............................................................................................................24
Appendix .......................................................................................................................25
Questionnaire.............................................................................................................25
Questionnaire ............................................................................................................26

CHAPTER ONE: INTRODUCTION
Research Aim and Rationale
Research aim
“To identify the importance of contextualising approaches to talent management within an
organisation”. A study on Marks & Spencer
Research rationale
The major rational behind selection to this topic is to understand regarding various
concepts of talent management strategies that can be used within an organisation in order to
attract and retain workforce. In current time talent management strategies are assisting the
business to gain such insight by which overall development can be seen and employees can be
engaged within business functions (Uddin and Arif, 2016). So executing this research will lead
in developing knowledge regarding management and its significance within the organisation.
The research is having higher interest in the field of HR and this is regarded as the prominent
reason that researcher is inclined with this topic. This research will lead in developing various
skills such as analytical skills, research skills, communication skills and many more. By
enhancing such skills researcher may use the same in their future working so that prominence
can be attained by them in their future conducted researches (Clark and et. al., 2019). This
research could be helpful in sharpening career path of individual in which they can get easy
access over their future work and projects.
Research Questions
 What are the different talent management strategies that can be used by Marks & Spencer?
 What is the importance of talent management strategies within workplace of Marks & Spencer?
 What are the challenges faced by Marks & Spencer during contextualising talent management
strategies?
Research Objective
 To explore various talent management strategies that can be used by on Marks & Spencer.
 To identify importance of talent management strategies within workplace of Marks and
Spencer.

 To analyse the challenges which are faced during contextualising talent management strategies
within workplace of Marks & Spencer.
Significance of the Research
Talent management is defined as the concept in which emphasise is seen over skilled
employees so that using their skills opportunities for business development can be obtained
(Golhar and Alex, 2017). With the help of talent management business succession planning can
be executed and the same may lead to gain long term sustainability (Ali and Guha, 2018). So
the current research is having significance in terms of managing business by dealing various
complexities using talent management as major tool. This research is based on Marks &
Spencer which is one of the greatest retailers dealing in food, clothing and accessories. The
company is having global presence which makes the company to use talent management
strategies as imperative tool.

CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction of Literature Review
Literature review is defined as a survey which is executed in order to perform depth
analysis regarding research topic and to study already published work related with research.
Within a research literature review holds higher degree of significance as this leads the
researcher to attain their research objectives in appropriate time (Sharma, Taggar and Jain,
2018). In the context of above research literature review is elaborated as under:
2.2 Main Body
What are the different talent management strategies that can be used by Marks & Spencer?
According to Aktas and Meng (2017), there are various talent management strategies
which are used by the business in order to execute and attain their business objectives in more
proficient manner. There are differentiated talent management strategies that can be used by the
business which are enumerated as under:
Introduction of employee emphasised programs: In order to get higher employee
contribution organisations are required to think for their employees. In this manner by
providing employee centred programs would lead the business manage talent management
strategies as well. In the context of an organisation their employees are treated as their assets so
when they are treated in significant manner then this will lead into providing business benefits
as in terms of managing talent management strategies.
Organising significant sessions of training and development: In order to boost skills and
capabilities of employees organising various training and development sessions could be
helpful as this leads working employee to sharpen their skills and this is regarded as one of the
most prominent tool of talent management.
Providing transparent appraisal system to employees: For retaining employees providing
monetary benefits are also necessary as this will not only enhance their retention but also
develop sense of accountability in them.
What is the importance of talent management strategies within workplace of Marks & Spencer?

According to Yong (2017), with the help of talent management various benefits can be
attained which are helpful for the business to grow and sustain. In this manner several benefits
are attained such as:
Intensified business performance: With the help of implementing talent management
strategies business performance can be increased and in this manner higher opportunities of
succession can be received by the organisation. Using such strategies of boosting employee
performance with the help of talent management strategies could be assisting the organisation
to intensify performance.
Increased market image: Impact of talent management strategies are directly linked with
performance of employees. In this manner when business performance get enhanced this will
lead into developing market image in tremendous manner. When market image of the
organisation get increased then this will lead into developing higher market prominence and
self-dependence as well.
Execution of organisational functions in effective manner: Strategies of talent management
are directly linked with employee and their performance so in this manner functions within
organisation can be executed in most impactful and significant manner.
What are the challenges faced by Marks & Spencer during contextualising talent management
strategies?
According to Deters (2017), at the time of implementing talent management strategies
there are various challenges which are being faced by the organisation such as:
Disruptive company culture: Sometimes the organisational culture is rigid in nature that
means employees are not happy for accepting any change which makes issues for the
organisation to implement talent management strategies.
Cultivation of career path for employee: For employee success within career path is very
necessary but in some cases when talent management strategies are adopted within business
then this become tough for the organisation to foster employee career as focus has been
diverted. In this situation various issues are faced by organisation which creates barrier in
overall success.
Disinterested employee: In an organisation there are various types of employees so some are
not interested in taking participation of talent management activities. In this manner restrictions
are imposed within organisation and barrier may be created.