Impact of Talent Management on HR: A Case Study on Burberry

This presentation explores the impact of talent management on the role of HR through a case study on Burberry. It covers the concept of talent management, challenges faced by HR in talent management, and strategies used by Burberry's HR. The aim is to determine the impact of talent management on HR.

Research Proposal

Table of content
 Introduction
 Research aims and objectives
 Research questions
 Literature review
 Research methodology
 Anticipated outcomes
 Gantt Chart
 References

Introduction
Talent management is explained as a procedure of staffing and retention of
employees who drive success of the firm. Therefore, it is one of the significant
priorities of administrator to acknowledge the organisational execution supported to
its workers. Also, it offers support in administration of skilled workers at workplace
by offering them effective encouragement and motivation to do well. Generally, it is
strategic priority of establishment to administrate their talent through hiring as well
as develop applicants talented as per vacant job position. It can be crucial in
retaining skilled manpower at place of work for long term. If workers are efficiently
administrated and effectively managed, then they provide their appropriate efforts
for accomplishing their assigned targets.

Research aim
The aim of this research project is “To determine the impact of talent
management on the role of HR. A case study on Burberry.”

Research Objectives
 To acknowledge the concept of talent management.
 To monitor the issues and challenges which faced by HR regarding talent
management
 To analyse the strategies which is considered by HR in context of talent
management?

Research questions
 What is the concept of talent management?
 What are the challenges that faced by HR in Burberry regarding talent
management?
 What the plan of actions which is considered by Burberry’s HR in order to
talent management?

Literature review
The concept of talent management
As per the view of Heathfield M. S. (2019), Talent management is a business venture’s
commitment to hire, staffing, retaining and develop that most talented and superior
workforce accessible in the job market. TM indicates to the abilities of getting attention
of highly knowledgeable and skilled employees, of integrating new workers and
developing as well as retaining existing workforce to meet current and future business
goals. Establishments that involving in a talent management strategy shift the
accountability of workers from the human resources division to all managers
throughout the venture. The process of getting attention and retaining profitable
manpower, as it is increasingly more rivalry among organisations and of strategic
importance, has to come to be known as the war of talent.

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The issues and challenges which faced by HR regarding talent management
According to Erickson T. (2008), there is several kinds of issues and challenges are faced
by the HR division of the company in context of talent management. These issues are
related to attracting and retaining enough workers, creating a value proposition,
developing a robust leadership pipeline and many more. The HR manager of the firm is
continually battling regarding a high employee turnover ratio. High employee turnover
is one of main issue which faced by the HR as well as affect the business as the
employee retention is incredibly significant for the overall development of company.
When, there is highest level of turnover in the organisation then this creates the
problem for HR, a lack of leadership within the venture.

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The strategies which is considered by HR in context of talent management
Accordant to Ansari K. (2020), there are several plans and strategies which can be considered and
followed by the HR division in order to deal with talent management issues. Training and
development opportunity is one of the key strategy which can be used by the organisation in
term of retaining skilled workers as when the organisation provide constantly development
programmes to its workforce then they it can retail skilled people till long term and reduce the
rate of employee turnover. Along with this, reward and remuneration is another strategy which
assists in dealing talent management challenges like employee turnover and lack of leadership.
In large ventures cultivating a genuine career path can be very tricky; workers tend to feel far
more involved when they are under the impression that the sky is the limit for them in context
of how far they can grow.

Research methodology
Research Philosophies
It basically signifies the values and beliefs on which the researcher is carrying on the research and
completes the investigation. There are generally two phases of research philosophy like
interpretivism and positivism. In this research assessment, the surveyor is using and considering
positivism research philosophy. This sort of research philosophy enables in providing data and
information regarding a specific topic of all over research project.
Research Approaches
There are two key forms of research approach that can be effectively used through a researcher in
context of completion of investigation, in the current research report; the investigator is utilising
deductive tool that is mainly based in the quantitative method of research. It enables in providing
the appropriate results from a research and study.

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Research Strategies
It is another layer of research onion that is related with data collection for the organisation
of research. It considers experiment, case study, survey and others. In this research,
researcher will be considered survey as a research strategy as it enables in gleaning
more data and answer research questions.
Research Choices
This layer of research onion is linked with the quantitative and qualitative methods. There
is a need of selecting the appropriate and adequate method that offers amended and
superior outcomes. The qualitative method will be included because it provides the
rich information by including explanation and opinion.

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Data Collection
It is related to collection of data with the use of reliable and valid source in an
effective manner. These are primary and secondary method of data collection
which assists in providing relevant and appropriate information in order to
particular area. In this study, primary method of data gathering is more
effective because it provide the pure and fresh information so that positive
outcomes can be summarised.

Anticipated Outcomes
As per above research it is determined that getting attention, developing and
retaining top talent in working environment is one of the significance practice
for organisation which support in accomplishment of all the predefined aims
and objectives in an assigned duration. In context of it, the HR plays an
effective role by considering effective talent management strategies and plans
like reward system and training & development opportunities to its workforce.
It will maximise the probabilities of accomplishing competitive success at
market.

References
 Heathfield M. S. 2019. Why Talent Management Is an Important Business Strategy to
Develop. [Online]. Available Through: <
https://www.thebalancecareers.com/what-is-talent-management-really-1919221>.
 Erickson T. 2008. Today’s Top 10 Talent-Management Challenges. [Online]. Available
Through: < https://hbr.org/2008/06/todays-top-10-talentmanagement>.
 Ansari K. 2020. Simple Talent Management Strategies. [Online]. Available Through: <
https://theundercoverrecruiter.com/talent-management-strategy/>.

Thank You…