A study on talent management and employee performance at Tesco

This research report focuses on evaluating the roles of talent management on employee performance at Tesco. It explores the impact of talent management practices on workers and analyzes the methods for enhancing talent management in the organization. The report also discusses the challenges faced by the firm in implementing talent management practices.

RESEARCH REPORT
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TABLE OF CONTENTS
LO1..................................................................................................................................................3
INTRODUCTION...........................................................................................................................3
Background......................................................................................................................................3
Rationale..........................................................................................................................................3
Significance.....................................................................................................................................4
MAIN BODY..................................................................................................................................5
LO2..................................................................................................................................................8
P3. TOPIC....................................................................................................................................8
DATA ANALYSIS.....................................................................................................................8
P4 FINDINGS AND CONCLUSION.......................................................................................22
LO3................................................................................................................................................22
P5. Recommendation.................................................................................................................22
LO4................................................................................................................................................23
P6 Reflective writing:................................................................................................................23
P7Alternative Research type:....................................................................................................24
REFERENCES..............................................................................................................................25
APPENDIX....................................................................................................................................27
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LO1
TITLE: - A study to evaluate the roles of talent management on employee performance of Tesco.
INTRODUCTION
Talent management plays a very important role in the business and it is important for the business to
develop the talent and proper training for the management so that they can improve the working of the
business and develop their performance of the business and it need a proper process of HRM to
develop the talent management in the organization (Khoreva, Vaiman and Van Zalk, 2017).
Aim –
To analyse impact of talent managing practices on workers by Human resource department of
Tesco.
Background
Talent management plays important role in changing business sphere of the country. There are various
kinds of practices related to its use by Human resource department of retail industry which help in
increasing customer satisfaction level. From last decade there is rising chances of workers leaving
firm because of various reason such as company unable to competitive price, no opportunities etc.
Objective
 To study concept of talent management practices use by HRM
 To identify methods for enhancing practices involved in talent management in Tesco.
 To evaluate impact of talent management practices on workforce by HRM of Tesco
 To analyse challenges face by the firm in implementation of talent management practices.
Research Question
 What is the impact of talent managing practices on workers by Human resource department of
Tesco?
Rationale
Tesco Is focusing a lot in their talent management activities so that they can help in improvement of
business. Managing of various techniques in the business and still unable to develop a better
performance in the organization. It is very important to have the research on the topic ads it can help a
lot of people and it is important to have a good understanding of the talent management in Tesco so
that the organization can enhance their working and get all the objective done.The main reason
because of which this topic has been selected is because today most of the organizations are facing
issues in terms of employee satisfaction and due to this most of the organizations are facing employee
satisfaction issues and as a result their employee turnover is increasing. Due to this importance of
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talent management practises has increased within organizations. This is one of the main reason
because of which this topic has been selected.
Significance
It is very important to have good research on this topic as it is important for the organization to work
better, this research will help a lot of the readers and the people who want to take a good
understanding about the topic. Another significance of study is that it will help company to make
changes in their culture, performance, etc. to enhance employee performance. Besides that, in future
another authors and researcher can also do in depth study on this topic and find out relationship
between impact of talent management practices on employee performance.
Literature Review:
As said byPatrick, (2019), every organisation is required to manage and retained their
employees so that they can gain competitive advantage in industry. Thus HR perform talent
management concept in which focus is on improving employee efficiency, train them, do performance
review, etc. these all enable in increasing their efficiency. The turnover of employees is well
maintained because they employees are well understood and improvement in the company is made
according to them so that there is going to be better functioning and support and trust of the
employees. Talent management is going to help the employees also find a balance between personal
and professional life as well as satisfaction with the work they are doing in the organization which is
going to make the organization have strong operations. There are a lot of opportunities which the
employees of the organization are going to find if there is going to be effective talent which is being
maintained in the company because the employees use their talent to get the tasks done. The tasks are
going to be achieved after which means the objectives and goals are going to be achieved and that is a
great factor for Tesco because is able to maintain their customer and market share.
The Poisat, Mey and Sharp, (2018), suggested that talent management is one of the most
important part of the modern era business management because the issues which the organization
these days are facing is affecting the business objectives and goals due to low retention rate and other
issues the employee are facing. The management need to retain the best for their talent so that they
can control the impact on the business which can lead to other failure in business need to be
controlled.
As per the view of Mohajan (2018), Talent management is important for organization so that
they can make the best resources in HRM process and develop the Talent for the organization to
improve the working of the business. Better talent improves the higher satisfaction in the business
working and better employee with great talent is always profitable for the business. Talent need to be
improved in business so that they can improve the working and also develop the process in which they
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can make sure that they are providing the proper training and development in the organization.
According to the Ørngreen. and Levinsen (2017), the process of talent development and training is
one of the most important part of business so that the process of development in business. The
employees need to performance according to the expectations of the management which is present in
the organization.
According to the Deters, (2017), it is critically analysed that the process of talent management
need to be done in the prominent ways so the process of developing the retention and increasing of
effectiveness into the management can be obtained. The organization need to make sure that they
create a great career development offering to the employee. The Farndale, Morley and Valverde,
(2019), feels that the talent management can be beneficial as well as can be negative for the
organization if the personal grievances take place into workplace. It is important to maintain the
working culture so that employees can rely on the organization and improve performance in
development of the business for the organization. Prioritize results is one of the practices that can
make a huge impact in the business and it can also enhance the business performance which can
further lead to development in better results.
Rostam, (2019) suggested that it is important practices for the business as they can lead to a lot
of changes into the working of the business which can lead to a lot of things in the business. The
impact of the talent management help in sustainability of the business and performance of the
organization which is one of the major responsibility of the business. They can utilise the talent
management to create the best of the talent into the organization and achieve business objective by
talent. It also help the organization in minimizing the training and development cost on the new
employee the organization expense. It can be critically analysed that the talent management provide a
great impact on the retention of the employee and providing them with good opportunities in career
but on the other hand there are issues which employee faces in the business due to the inefficiency of
the management and the working culture which impact the behaviour of the employee and caused
negative performance towards the organization.
MAIN BODY
Research Methodology
Research Methodology is the process in which they perform all the research activity of the
research include the process in which they perform the activities. Research methodology refer to the
process in the research type is being discussed and explain the process of research as what research
type is being done by the researcher in their research. Research methodology also include the data
analysis and the process of data collection. The collection method and the ways the research is being
done in the data factors with all the collection of data from various ways. The ethical consideration of
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the research and the consent form is also including in the research methodology (Krishnan and
Scullion, 2017). The limitation of the research is being mentioned in the methodology which include
the working limitation the researcher gets in the research process and the limited time and resources in
which they perform best for the company. At last methodology include the validity and reliability
which provide the declaration of reliable data and valid data is used in research. The research is done
on 20 respondent of Tesco and the process of all the data and the research is done by the researcher on
20 respondent to get the actual situation and find the best ways to overcome things if they are lacking
at any place. Research Type: Research type is the process of doing the research in a particular way. The
research type is of two type, the one is Qualitative and the other one Quantitative. Qualitative
type of research includes the research which have a human touch in it (Ngozwana, 2018). The
qualitative research refers to the process in which the research is done on the human beliefs
and their psychology. The researcher has chosen the qualitative type of research. This is
because the present study requires the researcher to study the impact of talent managing
practices on workers. Qualitative research has helped to incorporate the human experience. Research Approach: Research approach refer to the ways of approaching to a research and it
is the process in which the research approach to the topic and find ways of doing the research.
There are two type of research approaches, Inductive and deductive approach. Inductive
approach is done on the human beliefs and on the other hand the deductive approach of the
research is done on the numerical data. The research is doing the qualitative type of research
and so that the researcher has chosen the inductive approach of research in it. The researcher is
taking inductive approach on the given topic because the it provided human belief and also
facilitated in gaining theoretical data for the process. With the inductive approach the
researcher was able to create new theories of working on the topic of impact of talent
management. Research Philosophy: Research philosophy deals with the source, nature and the
development of knowledge. The research philosophy in simple words Is a process of colleting
the data and doing the process of working(Taherdoost, 2016). Research philosophy is the
process of philosophy in the working of research and they are of two type of research
philosophy in the research methodology. They are interpretivism and positivism. In the
research the researcher has chosen the Interpretivism philosophy of working in research. The
researcher has chosen this philosophy because it involves the human interest into the study of
the topic and the researcher is focusing on the topic with finding human belief on topic. Data Collection: Data Collection is the process of collection of data in the research process
and it is done in two ways, the primary and secondary collection of data. The researcher has
used both type of research in the data collection process, both primary and secondary data are
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collected. The primary and the first-hand data has been collected through survey is done
in the research because it provide high representativeness and also provide convenient data
gathering. Questionnaire has been used as the research instrument. On the other hand the
secondary data was collected from journals, articles, books, online articles. Questionnaire are
done because it is inexpensive and are quick in working. Data Sampling: Data sampling is the process in which the researcher works in the process of
sampling of data and make different sampling process in the data which is collected in the
previous working. For the present study, the researcher has chosen the simple random
sampling and the purposive way of sampling. It provide ease in use and also help in finding
the accurate data representations. The data sampling is done on the basis of the size and the
numbers of the respondents for the given topic.Data collection is done on a sample size of 20
respondents. These are the employees working in the organization and they have provided all
the required data to the researcher. Data Analysis: Data analysis refer to the process of research methodology in which the
researcher analyses the sampled data in the process of research on Tesco. The researcher has
analysed the data from the collected and sampled data of the company. Data analysis process
can be done in many ways (Zangirolami-Raimundo, Echeimberg and Leone, 2018). The
researcher has chosen the thematic way of data analysis in the research as the research is done
in qualitative research type and approach. The research is done on qualitative approach so that
is the reason the researcher chooses the thematic way of analysis. It provides better details and
also does not require detailed theoretical and technological knowledge in providing research. Ethical Consideration: Ethical consideration refer to the process of working in the ethical
manner when doing the research in the research process. It is important to work in the best
ethical manner so that the research can be trusted and can be reliable. Ethical consideration is a
part of the research methodology which provide that the working of the researcher is done in a
proper manner and the process is being followed properly. In ethical consideration of the
research the researcher asked to fill the consent form from the respondent which gives the
proof that the researcher have not forced the respondent in filling the form or it is not the
actual data. The consent form is filled and declare by the respondent providing the information
by them and the declaration provide the ethical way of working and not done on the forceful
manner by the researcher. RM Limitations: Research methodology have a lot of limitation in the process but in this step
the researcher provide the information that with all the limitation in the resources and time
period of the research. The research is being done in the best way and provided all the
necessary details in the research by the researcher. The research provides all the information
with proper presentation and is done in the given time slot and resources. The utilization of the
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time and resources by the researcher is done in a complete way to provide the research in
given resources (Snyder, 2019).
 Validity and Reliability: Validity and reliability is the last step of the research methodology in
the research by the researcher. Validity and reliability need to be proven in the process of
working as it is important for the company to get the result in reliable research. Validity proof
the valid sources and data in the research by the researcher and in the reliability they provide
the reliable resource and data with the proof that all the data and sampling of the research and
all the research is done under the reliable sources and is also done with proper ways of
research methodology by the researcher.
Timeline
Activity/Week 1st 3nd 7rd 10th 12th 14th 17th 19th 21th 24th
Type Selection
Literature
Review
Research
Methodology
Sampling
Questionnaire
Preparation
Collecting data
Data Analysis
Data
Rechecking
Final Report
Timeline of the research shows the details in which the work of the research is done by the researcher
in the given time period and also the process of steps of the research done by the researcher.
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LO2
P3. TOPIC
To evaluate role of Talent management practices on employees by HRM in retail industry in
United Kingdom. A study on Tesco.
DATA ANALYSIS
The data collection was completed in the Tesco office in UK using questionnaire method and
purposive sampling used for selection of population where sample size was random 20 employees
from the organisation. The analysis will be conducted by thematic analysis and all the patterns,
experiences, concepts and responses will be accordingly analysed.
Theme 1: Majority feel Tesco prioritizes talent management practices
Question: Are talent management practices a top priority in Tesco?
Particulars Respondents
Yes 14
No 6
Total 20
Interpretation:
From the above pictorial illustration, it can be interpreted that around 70% of the total
employees selected for the study from Tesco offices UK feel that the company gives priority to all
relevant talent management practices for the betterment of employees and productivity of company.
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The rest 30% feel that the company doesn’t do much regarding the talent management initiatives. This
represents conflicting views which indicates dissatisfaction among certain employees in the
organisation.But it can be critiqued that there are certain talent management practices which does not
impact in positive way on employee performance. The employees feel that extreme improvement in
performance is induced through the talent management practices. Also, in Tesco managers are not
focusing on performance of staff. They are not giving effective rewards to them.
Theme 2:
Question: What talent management practices are conducted effectively in Tesco among the
following?
Particulars Respondents
Creation of a productive workplace culture 9
Rewarding top performing employees 5
Places right people at right positions 1
Provision of adequate training opportunities 3
Employee participation in decision-making 2
Total 20
Interpretation:
From the above graphical pie-chart, the observations that can be inferred are that majority of
the employees who took part in the study, around 45%, feel that Tesco creates a workplace culture
that is productive in nature, which is the most effective talent management practices among the given
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choices. 25% of the employees feel that rewarding and recognition of top performing employees is
most effective talent management practice followed at the company. 15 % of the employees consider
training and development opportunities as significant talent management practices while the least
effectively conducted practices are right job placement and employee participation in decision making
(Wilcox, 2016). This infers that Tesco needs to improvement in recruitment practices and creation of
employee participation policies.
Theme 3: Majority feel Tesco does encourage growth and development through policies
Question: Does HRM of Tesco create policies that encourage your growth and development
opportunities?
Particulars Respondents
Yes 11
No 9
Total 20
Interpretation:
It can be interpreted from the above pictorial representation that 55 % of the employees at
Tesco feel that the company does create policies which encourage the growth and development of its
employees, while a nearby 45% of employees feel the opposite. Therefore, it can be concluded from
that there are conflicting views regarding this topic and the HRM of Tesco needs to emphasize more
upon the learning, growth, career progression policies and assessments for its employees.It is critiqued
that tesco is not having policies that create opportunities. This does not led to gaining to skills by staff.
Moreover, policies also does not led to flexibility.
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Theme 4: Majority consider all the recruitment and selection procedure effective
Question: Which among these recruitment and selection practices conducted most appropriately
in Tesco?
Particulars Respondents
Recruitment from multiple sources 4
Selection process by written test and interviews 5
Effective Onboarding program 4
All of the above 7
Total 20
Interpretation:
From the above representation through the pie-char it can be observed that almost 35% of the
employees feel that all recruitment and selection practices conducted at Tesco are conducted most
appropriately therefore, are very effective. On the other hand, 25% of the employees feel that the
selection process conducted by written tests and interview is the most significant and effective step of
the whole process. Equal number of employees that is 20% each, feel recruitment through multiple
sources and onboarding or induction program seem most effective steps in the recruitment procedure.
This indicate that almost all the recruitment and selection procedures seem to be effectively conducted
in Tesco through use of talent management initiatives (Khoreva and et.al., 2017). But some consider
not effective as staff is hired only by one technique. This led to reducing hiring of new talent from
various other sources. T&D is also required in talent management.
Theme 5: Majority of employees are aware of the formal budget
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Question: Does your organisation have a formal budget for recruitment, employee development
and retention of employees?
Particulars Respondents
Yes 18
No 2
Total 20
Interpretation:
From the above graphical illustration, it can be interpreted that 90% or majority of the
employees of Tesco are aware of the specialised allocated format budget for the talent management
initiatives the company for functions like recruitment and selection, performance appraisal, training
and development, employee development prnactices, transitioning practices, employee benefits and
remuneration and compensation policies and other retention practices followed at the company. Only
a 10% of the total population considers no formal budget allocation. But on contrary some said that
tesco is not having a fixed budget for hiring. They spend a lot of amount on that. This is done in order
to hire new talent and experienced candidates from various sources. This results in increase in
expenses in budget of company.
Theme 6: Majority feel quarterly performance reviews are most effective talent management
practices in Tesco
Question: Which of these performance appraisal practices seem most effective to improve your
performance in Tesco?
Particulars Respondents
On the spot counselling 4
360 ˚ appraisals 2
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Quarterly performance review 8
Employee- self evaluation 6
Total 20
Interpretation:
From the above pictorial representation, it can be concluded that majority of the employees
that is 40% feel that the most effective talent management practices in terms of monitoring and
evaluating the performance of the employees are quarterly performance reviews followed by 30% of
employees feeling that best performance appraisal practices being employee self-evaluation. The least
effective performance appraisal is on the spot counselling for feedback standing at 20%- and 360-
degree appraisal which stands at 10%. Therefore, talent management approaches in context of
performance appraisal have to be focussed upon quarterly reviews and self-evaluation for allotment of
rewards and recognition to motivate the employees (Patrick, 2019). but some said that tesco need to
change their performance management technique. It is because it will help in doing right analysis of
performance. Also, present technique does not focus on behaviour of staff.
Theme 7: Majority agree that training & development activities conducted quarterly seem most
helpful to employees.
Question: What frequency of conduction of training and development activities is best fit for you
in Tesco?
Particulars Respondents
Monthly 2
Quarterly 11
Yearly 4
14

Others 3
Total 20
Interpretation:
From the above pictorial illustration, it can be observed that majority of the employees that is
55% feel that quarterly conduction of training and development activities in Tesco seemed best fit for
them in terms of increasing their learnings and skills and improvement of performance. However,
20% feel yearly training and development is a better option and 10% feel monthly training activities is
helpful. 20% of the total employees feel other options like occasional days or training as per need is a
better option for them. This indicate that Tesco can work towards implementation of quarterly
activities for its employees as a talent management approach to retain them and improve their
productivity. However, some said that weekly training must be done in order to bring efficiency. This
will help in enhancing staff ability and skills. they will learn to do task in effective way. Also, staff
must be trained in every 2-3 months so that they learn skills and knowledge. It will be useful in
increasing their productivity.
Theme 8: Majority of employees feel that training and development activities improve their
productivity and learning skills moderately.
Question: Do the current training and development improve your learning skills effectively?
Particulars Respondents
Not at all 2
Slightly 3
Moderately 11
Extremely 4
15

Total 20
Interpretation:
From the above pictorial representation, it can be inferred that 55% of the majority of
employees feel that the training and development active ties, workshops, classes, courses, on the job
training and simulation techniques used at the retail stores improve their productivity and learning
skills moderately. However, around 20% of the employees fell that the training and development
activities impact their performance extremely in terms of improvement. Around 15% of the
employees agree that there is only a slight improvement in their performance while the least number
of employees or 10% of them agree that the training activities did not affect them at all and the
performance level is constant. This represents that the current practices are well enough for majority
but there is a need of improvement in the training methods (De Boeck and et.al., 2018).Some said
their skills are not improved as it the technique is same in all over T&D program. There is nothing
different which employee can learn. They are not able to be creative in their work. So, the training is
not useful for them to learn new skills and knowledge.
Theme 9: Majority feel promotions and increments implemented in Tesco tend to be most effective
for them.
Question: Which among the following retention strategies are most important for you that are
conducted at Tesco?
Particulars Respondents
Promotion and increments 7
Participative decision making 3
Identification of employee contribution 4
Training and development 6
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Total 20
Interpretation:
It can be interpreted from the above pictorial illustration using a pie-chart that all the
employees have mixed reviews regarding the effectiveness of talent management initiatives for
retention of employees that are conducted in Tesco. Most employees that is 35% of them feel that
promotions and increments are the best retention strategy for them while 30% of employees feel that
effective training and development methods and practices are important retention strategies for them.
Around 20% of employees feel that considering employee contributions in the workplace and relevant
appraisal is the best retention strategy while 15% of employees consider participation of employees in
the management and decision-making are important retention strategies that are conducted in the
company (Collings, Mellahi and Cascio, 2017). From the above data it can be concluded that the
individual differences in motivation tend to differ the options of employees as for few the feelings of
achievement are important, for others cash and increments are important while for others recognition
or improving their skills might be motivational. It is critiqued that organisation culture, new talent, job
security are also some technique or ways of employee retention. This is because it also helps staff to
work in effective way.
Theme 10: Majority have rated their satisfaction levels at scale 4
Question: On a scale of 1 to 5, 5 being the highest, how satisfied are you with your remuneration
and employee benefits given at Tesco?
Particulars Respondents
Scale 1 3
Scale 2 2
Scale 3 5
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Scale 4 8
Scale 5 2
Total 20
Interpretation:
From the above graphical illustration, it can be interpreted that majority of the employees
working in Tesco UK, that is, 40% of the employees have rated their satisfaction level in context to
compensation, remuneration and employee related benefits such as Mediclaim, vacation days, bonuses
etc. at the scale of 4. This implies that the satisfaction level of employees is good while the highest
satisfaction was achieved by only 10% of the total employees. Around 25% of the employees have
rated their satisfaction level at scale 3 which is average while 10% have rated it at scale 2 and 15%
have rated it at scale 1. This concludes the need for better and improved remuneration policies and
provision of more employee benefits to the employees for talent management effectiveness and
increasing motivation of employees (Claus, 2019). But it is critiqued that some staff is not satisfied
with salary as they think that it is too less for them as per their roles and tasks. they said that more
salary must be given to them.
Theme 11: Most employees feel retirement benefits are the transitioning practices that are most
beneficial.
Question: Which of these transitioning practices are conducted in Tesco which may be beneficial
for you?
18

Particulars Respondents
Retirement benefits 8
Internal promotions 5
Exit interviews 3
Succession planning 4
Total 20
Interpretation:
As per the above data represented through the pie-chart, 40% of the employees feel retirement
benefits are the most beneficial transitioning talent management practices that are conducted in the
company while 25% of employees feel internal promotions seem more beneficial transitioning
practices for them. 20% of the employees fell succession planning can be most significant
transitioning practice in theory perspective while the least amount of preference goes for exit
interviews. Therefore, Tesco should focus on enhancement of its retirement benefits scheme to retain
and motivate its best talent in the organisation. But there must be internal promotions and exist
interviews conducted. It is because it will help firm to know what are views of staff for company. The
internal promotion will boost morale and confidence of staff.
Theme 12: Most employees are ware that HR works directly with the or managers
Question: Does HR work directly with managers or employees in talent management initiatives?
Particulars Respondents
Yes 16
No 4
Total 20
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Interpretation:
From the pictorial representation, it can be concluded that majority of the employees are aware
of the way HR coordinates and indulges in promotion and implementation of the talent management
initiatives in the organisation. 80% of the employee are aware that HR managers or representatives
work directly with wither the managers, team leaders or with the employees to retain and manage the
employees (McDonnell and et.al., 2017). It is critiqued that 20% said no HR do not work directly with
managers. Instead they work with top management about talent management practices. So, it results in
ineffective practices applied.
Theme 13: Majority of employees consider moderate improvement in productivity by current talent
management practices in Tesco.
Question: How effectively do you think the current talent management initiatives improve your
productivity?
Particulars Respondents
Not at all 2
Slightly 5
Moderately 11
Extremely 2
Total 20
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Interpretation:
From the pictorial illustration represented above, it can be interpreted that 55% of the
employees consider the current talent management practices to have a moderate impact on
improvement of their productivity in the organisation. Only 10% of the employees feel that extreme
improvement in performance is induced through the talent management practices while 25% feel there
was only a slight improvement in their performance. About 10% of the employees feel that there was
no improvement in their productivity. The organisation needs substantial improvements in the talent
management policies, initiatives and practices that have been currently deployed in Tesco. It is
critiqued that current talent management practices does not improved their productivity. This is
because the practices are not properly implemented. Also, staff only learn few things through
practices.
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LO 3
P4 FINDINGS AND CONCLUSION
It can be concluded that talent management turned out to be an important segment of motivating
and retaining the best talent that works in the company. The talent management practices that are
conducted in Tesco are improving the productivity of its employees, motivating them and improving
the retention rate of the company, although needs for changes and improvements is deemed necessary.
The literature review summarised the concept of talent management practices use by HR, evaluation
of methods for enhancing practices involved in talent management in Tesco, impact of talent
management practices on workforce and analysed challenges in its implementation. The research
methodology summarised the use of qualitative research, questionnaire methods, purposive sampling
and thematic analysis for the project in consideration of all ethical values, validity and reliability. The
data analysis represented the findings which led to the outcome that a substantial improvement in
talent management approaches by the HRM of Tesco is needed. The individual differences in
motivation tend to differ the options of employees as for few the feelings of achievement are
important. Also, tesco needs substantial improvements in the talent management policies. About 10%
of staff feel that there was no improvement in their productivity. Also, 80% of them are aware that HR
managers or representatives work directly with wither the managers, 40% feel retirement benefits are
the most beneficial transitioning talent management practices and 40% have rated their satisfaction
level in context to compensation, remuneration and employee related benefits. Most employees feel
that promotions and increments are the best retention strategy.
From the above data analysis, major findings can be summarised as the need for modifications
and improvements in the current talent management practices that are implemented in Tesco.
Conflicting views in employees indicate dissatisfaction among certain employees in the organisation
and Tesco needs to improvement in recruitment practices and creation of employee participation
policies. It can be observed from that the data analysis that there are conflicting views regarding
implementation of talent management policies and the HRM of Tesco needs to emphasize more upon
the learning, growth, career progression policies and assessments for its employees (Taylor, 2018).
Talent management approaches in context of performance appraisal have to be focussed upon
quarterly reviews and self-evaluation for processing and awarding rewards and recognition to
motivate the employees. Analysis also indicates that almost all the recruitment and selection
procedures seem to be effectively conducted in Tesco through use of talent management initiatives
22

(Krishnan and Scullion, 2017). However, need for better and improved remuneration policies and
provision of more employee benefits to the employees for talent management effectiveness and
increasing motivation of employees has to be initiated. Tesco should also focus on enhancement of its
retirement benefits scheme to retain and motivate its best talent in the organisation.
LO 4
P5. Recommendation
It is important for the human resource to management the talent management in the organization
so that there is going to be higher performance. There has to be good training which is required in the
organization so that there is going to be higher performance and also the company will be able to
compete in the competitive market as well. There is a lot of technological changes and other changes
which are coming in the market which means Tesco will have to get in talent management so that the
changes in the company can come in easily. It is important for the organization to be able to get in the
changes because the competition is increasing rapidly which is going to affect the functioning of the
organization as well. There is a certain kind of value, beliefs and culture which the employees have
for themselves and that will have to be followed in the organization (Taylor, 2018). Talent
management is going to help the employees also find a balance between personal and professional life
as well as satisfaction with the work they are doing in the organization which is going to make the
organization have a strong operations. The demands of the customers are increasing and they have to
be matched otherwise the company can lose their market base which is a great loss for the
organizations long run in the market.
Tesco has got a strong reputation in the industry because of the experience and the methods they have
been using so that the satisfaction of the people can be higher. The internal factors of Tesco is very
strong which is why the organization is the leading company in this industry which makes the
company have a strong reputation and brand image in the market as well. The turnover of employees
is well maintained because they employees are well understood and improvement in the company is
made according to them so that there is going to be better functioning and support and trust of the
employees is going to be present (De Boeck, Meyers and Dries, 2018). There are a lot of opportunities
which the employees of the organization are going to find if there is going to be effective talent which
is being maintained in the company because the employees will be using their talent to get the tasks
done. The tasks are going to be achieved after which means the objectives and goals are going to be
achieved and that is a great factor for Tesco because they will be able to maintain their customer and
market share. The profitability of the company is going to increase which makes the company be able
to invest in a lot of factors and that would make the organization be able to improve their economic
stability in the market. There are right candidates also coming in Tesco for the jobs because they are
providing the best of facilities to the employees of the organization as well which is going to make the
productivity and operations of the organization increase.
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Direction for future researchers-the future scholars must do quantitative analysis so that it becomes
easy for them to apply SPSS and find out association between talent management practice and
employee performance. Thus, they must also include large sample size as well to obtain relevant
outcomes. This will help in answering research question in effective way. Besides, they can relate
employee performance with motivation as well.
P6 Reflective writing:
There is a lot of learning which I have received while doing this report is that there is a lot of
data which I had to collect and to find out the real results there had to be good and effective measures
which I had to plan. There has to be good structure which needs to be present for doing this report on
time which is going to bring out the best for this report which is going to reflect on my capabilities. It
is important that I give attention and time to all the topics which have been covered in the report but I
felt like I did not do justice with all the answers since I was getting the real data from the employees
of Tesco so much that i had little time left to put all that data in this report.
Time management is important and also getting the actual data is important as well. I got 20
responses from employees of Tesco which is a great number for me which made me understand the
internal working of the organization as well. There is a lot of learning which I received while doing
this report and that is good for a business growth and ideas to develop as well. Talent management is
very important to make the productivity and operations increase in an organization and I did not
understand this importance before I started doing this report but I can conclude by saying that this has
been a wonderful journey for me since I got to explore a lot of ideas and fields.
Questionnaires took a lot of time because direct questions were not asked to the employees
since they could be in trouble and I tried to make the questions as simple as possible for the
employees to understand. The employees confidentiality was kept up by me so that they are not going
to be in trouble for any result of this report which is not going to harm anyone overall. There is
primary data and secondary data which was collected so that the report can have the right figures and
information which is going to be let out therefore I had to make sure that there is a good balance
between the two which is going to make the outcome of the report better. There are a lot of issues like
ethical problems, communication, meeting, etc which has to be well planned otherwise the working is
not going to be according to the working which is going to make the overall working bad. The tools
which are used to collect the data are also very effective so that there is going to be better
understanding which is going to make the report have the right responses on this file which would be
good for the further understanding. There was a good manner and understanding of the topic so that
the right knowledge could be put out by me and there was a good structure to the report as well which
I developed making the best outcome and expected results.
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P7Alternative Research type:
Alternative research methodology for the research by the researcher can be the interviews and
focus on group questions, the researcher has used questionnaire form to get the revert from the
respondents and find the data for the research (Rudmin, Wang and de Castro, 2017). The researcher
can also find the research with the process of doing different activities like the interview sections and
group focus which can be helpful in getting the result and find the objective of the research.
The alternative research methodologies also include the diaries of the research respondents and the
Art method of research. The walking method of research methodology is also a great way of doing
research and researcher can also used that to find the research objective (Kasivisvanathan and et.al.,
2018). The mapping method and the diagram method to find the proper research of the data collection
and analysis by the researcher in the Tesco.
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REFERENCES
Books and Journals
Claus, L., 2019. HR disruption—Time already to reinvent talent management. BRQ Business
Research Quarterly, 22(3), pp.207-215.
Collings, D.G., Mellahi, K. and Cascio, W.F. eds., 2017. The Oxford handbook of talent management.
Oxford University Press.
De Boeck, G., and et.al., 2018. Employee reactions to talent management: Assumptions versus
evidence. Journal of Organizational Behavior, 39(2), pp.199-213.
De Boeck, G., Meyers, M.C. and Dries, N., 2018. Employee reactions to talent management:
Assumptions versus evidence. Journal of Organizational Behavior. 39(2). pp.199-213.
Kasivisvanathan and et.al., 2018. The British Urology Researchers in Surgical Training (BURST)
Research Collaborative: an alternative research model for carrying out large scale
multi-centre urological studies. BJU Int. 121(1). pp.6-9.
Khoreva, V., and et.al., 2017. Talent management practice effectiveness: investigating employee
perspective. Employee Relations.
Khoreva, V., Vaiman, V. and Van Zalk, M., 2017. Talent management practice effectiveness:
investigating employee perspective. Employee Relations.
Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small and
medium enterprises. Human Resource Management Review. 27(3). pp.431-441.
Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small and
medium enterprises. Human Resource Management Review, 27(3), pp.431-441.
McDonnell, A., and et.al., 2017. Talent management: a systematic review and future
prospects. European Journal of International Management, 11(1), pp.86-128.
Mohajan, H.K., 2018. Qualitative research methodology in social sciences and related
subjects. Journal of Economic Development, Environment and People. 7(1). pp.23-48.
Ngozwana, N., 2018. Ethical Dilemmas in Qualitative Research Methodology: Researcher's
Reflections. International Journal of Educational Methodology, 4(1), pp.19-28.
Ørngreen, R. and Levinsen, K., 2017. Workshops as a Research Methodology. Electronic Journal of
E-learning. 15(1). pp.70-81.
Patrick, M., 2019. Talent Management A focus on excelence.
Rudmin, F., Wang, B. and de Castro, J., 2017. Acculturation research critiques and alternative
research designs.
Snyder, H., 2019. Literature review as a research methodology: An overview and guidelines. Journal
of Business Research, 104, pp.333-339.
Taherdoost, H., 2016. Sampling methods in research methodology; how to choose a sampling
technique for research. How to Choose a Sampling Technique for Research (April 10,
2016).
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Wilcox, M., 2016. Effective talent management: Aligning strategy, people and performance.
Routledge.
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Zangirolami-Raimundo, J., Echeimberg, J.D.O. and Leone, C., 2018. Research methodology topics:
Cross-sectional studies. Journal of Human Growth and Development, 28(3), pp.356-
360.
Rostam, F.A., 2019. A Review of Talent Management as a Key in any Organizations. The
International Journal of Indian Psychology, 7(3), pp.78-83.
Farndale, E., Morley, M.J. and Valverde, M., 2019. Talent management: Quo vadis?.
Poisat, P., Mey, M.R. and Sharp, G., 2018. Do talent management strategies influence the
psychological contract within a diverse environment?. SA Journal of Human Resource
Management, 16, p.10.
Deters, J., 2017. Global leadership talent management: Successful selection of global leadership
talents as an integrated process. Emerald Group Publishing.
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APPENDIX
QUESTIONNAIRE
Name:
Job role:
Gender:
1. Are talent management practices a top priority in Tesco? Yes No
2. What talent management practices are conducted effectively in Tesco among
the following? Creation of a productive workplace culture Rewarding top performing employees Places right people at right positions Provision of adequate training opportunities Employee participation in decision-making
3. Does HRM of Tesco create policies that encourage your growth and
development opportunities? Yes No
4. Which among these recruitment and selection practices conducted most
appropriately in Tesco? Recruitment from multiple sources Selection process by written test and interviews Effective Onboarding program All of the above
5. Does your organisation have a formal budget for recruitment, employee
development and retention of employees? Yes No
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6. Which of these performance appraisal practices seem most effective to improve
your performance in Tesco? On the spot counselling 360 ˚ appraisals Quarterly performance review Employee- self evaluation
7. How frequently training and development activities conducted in Tesco? Monthly Quarterly Yearly Others
8. Do the current training and development improve your learning skills
effectively? Not at all Slightly Moderately Extremely
9. Which among the following retention strategies are implemented most
significantly at Tesco? Promotion and increments Participative decision making Identification of employee contribution Training and development
10. On a scale of 1 to 5, 5 being the highest, how satisfied are you with your
remuneration and employee benefits given at Tesco? Scale 1 Scale 2 Scale 3 Scale 4 Scale 5
11. Which of these transitioning practices are conducted in Tesco?
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 Retirement benefits Internal promotions Exit interviews Succession planning
12. Does HR work directly with managers or employees in talent management
initiatives? Yes No
13. How effectively do you think the current talent management initiatives improve
your productivity? Not at all Slightly Moderately Extremely
14. What are your suggestions for improvement of talent management practices in
your organisation?
___________________________________________________________________
Unit 11 Research Project (RQF) L5
Brief
Session: September 2020
This form should be submitted into the Formative Feedback Forum so that I can keep
updating your give you feedback on your Achievement based on the Gantt chart (Section
Five). You should therefore use the Word version in the VLE.
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Research Proposal Form:
Student Name Student ID
Tutor Date
Unit
Proposed title
Section One: Title, objective, responsibilities
TITLE: - A study to evaluate the roles of talent management on employee performance of
Tesco.
Aim – To analyse impact of talent managing practices on workers by Human resource
department of Tesco.
Objective
 To study concept of talent management practices, use by HRM
 To identify methods for enhancing practices involved in talent management in Tesco.
 To evaluate impact of talent management practices on workforce by HRM of Tesco
 To analyse challenges, face by the firm in implementation of talent management
practices.
Section Two: Reasons for choosing this research project
This is one of those topic which I found interesting and it help me in understanding the actual
importance of talent management which provide a great importance of data representation. It
is crucial for the business and other factors which can make a good business impact and the
business need to increase good in talent management with better process of working.
Section Three: Literature sources searched
Activities to be carried out during the research
project (e.g., research, development and analysis
of ideas, writing, data collection, numerical
analysis, tutor meetings, production of final
outcome, evaluation, writing the report):
Milestone one: See Gantt Chart
Target date (set by tutor).................................30 december.................................
Milestone two..........30 may.....................................
Target date (set by
tutor): .........................................................................................
Section Five: Research approach and methodologies
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What type of research approach and methodologies are you likely to use and why?
Research approach are the inductive and the research methodology is done in qualitative way
of research. Both are used because it provides the best explanation of the human belief and it
also provide a great understanding of the research topic.
What areas will your research cover?
The research will cover the entire topic in the process of developing a good
knowledge about the topic and it will also help others in understanding the given
topic. It will further useful for the people who want to get information about the topic
and who used to read a lot for knowledge.
Comments and agreement from tutor
Comments (optional)
I confirm that the project is not work which has been or will be submitted for
another qualification and is appropriate
Agreed Name: Date:
Comments and agreement from project checker (if applicable)
Comments (optional)
I confirm that the project is not work which has been or will be submitted for
another qualification and is appropriate
Agreed Name: Date:
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Section 1 Basic Details
Project title:
Student name:
Student ID Number:
Programme:
College:
Intended research start date:
Intended research end date:
Section 2 Project Summary
Please select all research methods that you plan to use as part of your project:
(Copy and paste the tick where applicable)
Interviews:
Questionnaires:
Observations:
Use of Personal Records:
Data Analysis:
Action Research:
Focus Group:
Other (Please specify):
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Section 3: Participants
Please answer the following questions, giving full details where necessary.
Will your research involve human participants?
Yes
Who are the participants? Tick all that apply:
Ages 12-16:  Young People aged 17-18:  Adults: How will
participants be recruited (identified and approached)?
They will be identified through Random sampling.
Questionnaires will be sent to them online.
Describe the processes you will use to inform participants about what you are doing:
Information sheet will be given to them.
How will you obtain consent from participants? Will this be written? How will it be made clear to
participants that they may withdraw consent to participate at any time?
Information sheet will provide all the above details. Yes the consent will be written.
Studies involving questionnaires: Will participants be given the option of omitting questions theydo
not wish to answer?
Yes:  No: 
If No please explain why below and ensure that you cover any ethical issues arising from this
Studies involving observation: Confirm whether participants will be asked for their informed
consent to be observed.
Yes:  No: 
Will you debrief participants at the end of their participation (i.e. give them a brief explanation of the
study)?
Yes:  No: 
Will participants be given information about the findings of your study? (This could be a brief
summary of your findings in general)
Yes: No: 
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Section 4: Data Storage and Security
Confirm that all personal data will be stored and processed in compliance with the Data Protection Act
(1998) Yes:  No: 
Who will have access to the data and personal information?
Researcher
During the research:
Where will the data be stored?
Will mobile devices such as USB storage and laptops be
used? Yes:  No:
If yes, please provide further details:
After the research:
Where will the data be stored?
How long will the data and records be kept for and in what format?
The record will be kept for 3 months.
Will data be kept for use by other researchers?
Yes: No:
If yes, please provide further details:
Section 5: Ethical Issues
Are there any particular features of your proposed work which may raise ethical concerns?
Yes:No: 
If so, please outline how you will deal with these:
It is important that you demonstrate your awareness of potential risks that may arise as a result of your
research. Please consider/address all issues that may apply. Ethical concerns may include, but are not limited
to the following: Informed consent. Potentially vulnerable participants. Sensitive topics. Risks to participants and/or researchers. Confidentiality/anonymity. Disclosures/limits to confidentiality. Data storage and security, both during and after the research
(including transfer, sharing, encryption, protection). Reporting. Dissemination and use of your findings.
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Section 6: Declaration
I have read, understood and will abide by the institution’s Research and Ethics Policy:
Yes: No:
I have discussed the ethical issues relating to my research with my Unit Tutor:
Yes: No:
I confirm that to the best of my knowledge:
The above information is correct and that this is a full description of the ethics issues that may arise in the
course of my research.
Name: .....................................................................................................................................................................
Date: ...................................................................................
Please submit your completed form to ......................................................................................................................................................................
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