Role of talent management in culture change

This research project focuses on the role of talent management in culture change, specifically in the context of Starbucks. It aims to examine the benefits of talent management, determine its role in cultural change, and analyze the complexities and outcomes associated with talent management. The research proposal includes a literature review and research objectives, while the research methods involve primary and secondary research. The findings will be analyzed using appropriate analytical tools.

Research Project

Table of Contents
TASK 1............................................................................................................................................3
P1 Produce a research proposal that clearly defines a research question or hypothesis
supported by a literature review..................................................................................................3
P2 Examine appropriate research methods and approaches to primary and secondary research
.....................................................................................................................................................5
TASK 2............................................................................................................................................6
P3 Conduct primary and secondary research using appropriate methods for a business
research project that consider costs, access and ethical issues....................................................6
P4 Apply appropriate analytical tools, analyse research findings and data................................6
TASK 3..........................................................................................................................................19
P5 Communicate research outcomes in an appropriate manner for the intended audience......19
TASK 4..........................................................................................................................................21
P6 Reflect on the effectiveness of research methods applied for meeting objectives of the
business research project...........................................................................................................21
P7 Consider alternative research methodologies and lessons learnt in view of the outcomes..21
CONCLUSION..............................................................................................................................21
REFERENCES..............................................................................................................................23

TITLE: Role of talent management in culture change.
TASK 1
P1 Produce a research proposal that clearly defines a research question or hypothesis supported
by a literature review
Background of Research
Talent management is constant process that mainly consist to attracting as well as
retaining the well talented staff members, developing skills and motivating them to make
improvement in their performance level. Its main purpose is to develop motivated workforce
who can stay with firm in long run. The talent management is anticipation of the necessary
human capital and planning in order to meet with the requirements. In this, HR team plays
necessary role in the talent management overseeing all the necessary components of talent
management strategy, from hiring to the performance management to succession planning.
Human resources scale knowledge and also experience to assist the streamline reviews of talent
along with the employee development.
John Lewis & Partners is brand of the high end department stores which operating
throughout the Great Britain. It was founded in year 1864 by John Lewis. It sells the general
merchandise as part of employee owned mutual company known as John Lewis partnership and
it is largest co-operative in UK. This organisation hires the well talented and experienced
employees to provide the better experience and satisfaction to staff members. The management
motivate the employees by providing them training, conduct employee engagement activities and
others to attract as well as sustain at workplace for longer period of time.
Rationale of Research
The main rationale behind conducting present investigation is that it provides the
information regarding the talent management in regards to culture change. The talent
management is related to sustaining the talent employees at workplace to enhancing the
organisational productivity as well as profitability (Boella and Goss-Turner, 2012Bratton and
Watson, 2018Deery and Jago, 2015. Gallardo Gallardo and Thunnissen, 201Hoque, 2013
Jauhari and et. al., 2012Madera and et. al., 201Mathew, 2015McCracken, Currie and Harrison,
01Mulej, 2014 Nzonzo and Chipfuva, 2013. Renwick, Redman and Maguire, 2013Sheehan,
Grant and Garavan, 2018Solnet, Kralj and Baum, 2015). The another reason for conducting this

investigation is that it helps in enhance the research skills and abilities of an investigator for
conducting similar kind of investigation in future.
Aim
The aim of this research is “To examine the role of talent management in culture
change.” A study on Starbucks.
Objectives
 To examine the benefits of talent management.
 To determine the role of the talent management in culture change.
 To analyse the complexities, arise in talent management and related outcomes.
Questions
 What are advantages of the talent management?
 What is the main role of talent management in the cultural change?
 Which complexities are faced by company in talent management and related outcomes?
LITERATURE REVIEW
Literature review is known as the chapter that has essential part to play in any study as it
allows to explore the same subject in depth to include various perspectives and points of view
offered by multiple scholars. In terms of extracting real findings on the study subject, this section
also supports researchers when they draw findings by effectively working through all facets of
the investigation. One of key aim of this chapter is to compile a comprehensive and in-depth
overview of research aims. This is an aspect of the secondary approach that assists the
investigator in assessing the problems and problems listed. This also leads to the mentoring of a
prior research that another study has read, evaluated and assimilated to make the correct and true
judgement. The key aim of the literature review is to provide the researcher with a detailed
overview in order to explain the concepts that have been created. For collection of information,
there have been secondary sources used for an instance books, journals, articles, internet sources
and others.
Benefits of talent management
As per opinion of Emon Dastidar (2020) the talent management is necessary to develop
the stable and sustainable employee base in firm. This looks into development of company as
whole. There are some advantages related to talent management in company mention below:

Better hiring methodologies- The engaged workforce can be regender the better
outcomes in company. Strong talent management related strategy would be help with bringing
regarding engaged workforce and also hire better people which are suitable for vacant position.
Retain the talented employees- This is not easier to keep up with competition and also
maintain similar quality work. Once better team in place then this is necessary to sustain them
for longer time. The effective talent management strategy will assist to reduce the attrition and
plan development of staff members.
Develop the consistent performers- Motivated set of the staff members can assist firm to
reach at the new heights. When they know their vision at workplace this makes them prepared in
better manner to perform effectively at workplace.
Build diverse talent pools- Expand use of the analytics to determine talent flow related
opportunities rethink the talent acquisition by innovative sourcing related strategies and also
develop through experience based development interventions which focuses on the diverse
population tools.
Role of the talent management in culture change
Aanya Rose (2020) stated that stated that talent management is continuous process that
consists attracting and also sustaining the talented employees and also motivate them to make
improvement in performance level. Main purpose of the talent management is to develop
motivated workforce that stay with firm in long run. Main role of talent manager is to assuring
the cultural compatibility at workplace. The talent leaders have duty to be most educated
employees of company regarding culture. The culture consists group behaviour and norms that
mainly shared the values that retain those norms. At the time of organisational reorganisation and
change, culture of firm may be shift. Company may be re- evaluate basic structure and the staff
members many search this disconnecting. Under this environment, the talent managers of
Starbucks company require to be identify how the better organisational culture is to be
sustainability of mission of company and also sent positive message regarding firm to be recruits
and existing staff, helping to understand prospects for the development.
Complexities are faced by company in talent management and related outcomes
As per opinion of Top Echelon (2020), Businesses work hard to be attract, train and also
sustain the top talent. Staff members are mainly expected to add the value to form so this can

develop. Hiring authorities are mainly faced with the challenges related to talent management
before, during and after hiring process.
Complexities
Poor hiring strategies- The talent management mainly begins with filling open position
with the high performer. Without strong staff management plan, firm can face the complexity
with rest of process of talent management.
Ineffective leadership- The strong leadership throughout firm is basis of the talent
management. The managers and the other staff members are on necessary role in developing as
well as sustaining the staff members. If the leadership is ineffective then staff would not have the
proper guidance in developing talent.
Increase employee turnover- The main focus of talent management is on developing
staff members from begin to the finish. It can assist the staff members to be feel challenged,
values and also satisfied with jobs. Without implementing the talent management successfully,
Starbucks could be experience the enhanced employee turnover.
Overcome
Developing better hiring strategies- The main role of recruiter is to search best
candidates for clients. They can afford to be spend the more time for sourcing the candidates
which can add to business. Adopting the better hiring practices are helpful in devoting the more
time to attract the talented employees and also provide the best experience to customers.
Work with effective leadership- Through employees cannot improve current leadership
in an organisation. If firm has the better leaders, work with the managers to search what type of
the staff members would be better fit for business.
Reduce employee turnover- Mainly the turnover begins with new hire is better fit at
firm or not. It is necessary to training the better candidates for firm. By screenings, managers can
ascertain who would be mesh with company culture. The minimum employee turnover begins
with putting time as well as efforts to hiring process.
P2 Examine appropriate research methods and approaches to primary and secondary research
It applies to the method or technique that researcher considers in order to perform testing
activities and efficiently gather data effectively. The technique of analysis can be defined as the
manner or procedure used by the investigator to gather and use data to accomplish the desired
research goal. This is a tool that can assist the researcher to conduct a study activity efficiently.

Type of Investigation- It's another efficient technique section that specifies how the investigator
can interpret actual collected data. Basically, this is achieved with the use of two types of
qualitative methods. The investigator primarily adopts the qualitative method of research to
perform it, which consists of human experiences. Also numerical methods or mathematical
formulas do not provide any time in the respective process. The quantitative approach relies on
the use of the numerical methods to analyse general knowledge in order to obtain valid results.
The qualitative method of data processing is used in the present study as it relates to the
conduct of descriptive analysis. In this, information has been collected in the detailed and
descriptive manner.
Research Philosophy- The philosophy of research is described as the perception or principle
that is used to gather, interpret and use evidence for research work. Reality is stable according to
the positivism, and from the perspective of an objective, it can be observed and defined. Only
way to the subjective understanding of and interference in truth is understood as per the
interpretivism approach. There are different interpretations of truth according to this strategy,
and they are preserved as part of scientific understanding.
There has been interpretivism research philosophy used as it is concerned with the
qualitative research method. This method is more effective in analyse the opinions and
viewpoints of the different authors regarding different talent strategies and their benefits in
attract and retain people.
Research approach- It was primarily a deductive and inductive type of two approaches. By
conducting studies, the inductive approach of methodology focuses on developing its own
hypothesis and discovering new results for it. Whereas, in case of the deductive research
approach process, this can be examined that respective approach is useful in responding
effectively to the research questions proposed.
In present research, the investigator essentially uses the inductive approach to
authenticate data and consistency in order to complete this. This research approach is based on
the qualitative method and provide the detailed information.
Data collection- It covers primary and secondary techniques. Both methods only provide
investigator with the best possible support to obtain pools of data on suggested subject matter.
Information is actually obtained from respondents under the primary method. The data collected
hereby is raw and totally fresh because it is first-hand data that offers assistance to individuals

with valid outcomes in completing project. The investigator collects general information in a
secondary method from data obtained through another author. Under this method, the
information obtained is not new, but still useful in completing research with relevant information
in a limited time frame. In this, researchers predominantly make use of books, journals, web
posts, and so on. Investigator effectively uses main and secondary approaches to provide them
with the best possible result in completing the current inquiry.
There has been secondary method of data collection used. In order to obtain useful test
results, the key purpose behind selecting secondary method is to obtain maximum knowledge
within a short timeframe. In comparison, the purpose behind selecting secondary information is
to enable use of the fresh data that will increase the research 's reliability and contribute to the
authentication of results.
TASK 2
P3 Conduct primary and secondary research using appropriate methods for a business research
project that consider costs, access and ethical issues
There are mainly primary and secondary two different data collection methods.
Researcher use these both methods to collect the useful information to carried out the research
objectives. Various methods considered in the research project mention below:
Cost- This is one of the most necessary aspect included in an investigation. In conducting
the present investigation, thus is expenditure that mainly incurred through an investigator. There
has been both primary and secondary method used to draw conclusion but selection of research
methods is mainly reliable on cost of study. Primary method of data collection mainly consists
collection of the data by first hand sources so thus is costly.
Access- This can be identified as ethical as well as academic practices that mainly
executed on gaining entry that is provided to gathering information by research methods. This
provides an investor to access to participants to provide opinions concerned with the specific
subject area.
Ethical consideration - In carrying out numerous research tasks and practices, it is
important for the investigator to understand ethics and morals. Ethical concern can lead to a
direct influence on the researcher's overall results. It would have a positive impact on the whole
study process and help to produce the intended results accurately by considering ethics when

conducting research activities. It is necessary for the researcher to accurately report and store the
information gathered in important to secure from misused.
P4 Apply appropriate analytical tools, analyse research findings and data
QUESTIONNAIRE
Q1) Do you have understanding about the talent management?
a) Yes
b) No
Q2) Does talent management helps in sustaining the employees for longer time period?
a) Yes
b) No
Q3) What are the different approaches related to talent management?
a) Developing Job Descriptions
b) Provide Development Opportunities
c) Performance Assessments
d) Selection Process
Q4) What are the significance of talent management in context to organisation?
a) Develop motivated workforce
b) Retaining high-quality staff
c)Developing their skills
Q5) What is the role of the talent management in culture change?
a) Ensuring cultural compatibility
b) Provide valuable information
c) Sustaining talented employees
Q6) What are the complexities faced by company related to talent management?
a) Unappealing company culture
b) Increased employee turnover
c) Lack of leadership.
Q7) What are the different ways used by Starbucks company to overcome from the talent
management issues?

a) Improve company culture
b) Build diverse talent pools
c) Redefine the value of HR
d) Embrace the new work equation
Q8) According to your opinion, why the Culture is Key to Talent Management?
a) Frequent change
b) More independent work
c) An increase in knowledge work
Q9) What are the various challenges to Managing Culture Change in Workplace?
a) Lack of Motivation to Change
b) Lack of Ownership
c) Complacency
d) Resistance to Change
Q10) Which ways company should be adopted to manage the cultural change at
workplace?
a) Collaborate
b) Communication
c) Make Gradual Changes
d) Start with a Clear Vision
Q11) Recommend ways to enhance the motivation level of staff members at workplace.
Frequency table
Q1) Do you have understanding about the talent management? Frequency
a) Yes 30
b) No 10
Q2) Does talent management helps in sustaining the employees for
longer time period?
Frequency
a) Yes 28
b) No 12

Q3) What are the different approaches related to talent management? Frequency
a) Developing Job Descriptions 10
b) Provide Development Opportunities 10
c) Performance Assessments 10
d) Selection Process 10
Q4) What are the significance of talent management in context to
organisation?
Frequency
a) Develop motivated workforce 15
b) Retaining high-quality staff 5
c)Developing their skills 20
Q5) What is the role of the talent management in culture change? Frequency
a) Ensuring cultural compatibility 12
b) Provide valuable information 18
c) Sustaining talented employees 10
Q6) What are the complexities faced by company related to talent
management?
Frequency
a) Unappealing company culture 15
b) Increased employee turnover 10
c) Lack of leadership. 5
Q7) What are the different ways used by Starbucks company to
overcome from the talent management issues?
Frequency
a) Improve company culture 10
b) Build diverse talent pools 10
c) Redefine the value of HR 10
d)Embrace the new work equation 10

Q8) According to your opinion, why the Culture is Key to Talent
Management?
Frequency
a) Frequent change 15
b) More independent work 15
c) An increase in knowledge work 10
Q9) What are the various challenges to Managing Culture Change in
Workplace?
Frequency
a) Lack of Motivation to Change 12
b) Lack of Ownership 18
c) Complacency 5
d) Resistance to Change 5
Q10) Which ways company should be adopted to manage the cultural
change at workplace?
Frequency
a) Collaborate 10
b) Communication 10
c) Make Gradual Changes 10
d) Start with a Clear Vision 10
THEME 1: Understanding about the talent management
Q1) Do you have understanding about the talent management? Frequency
a) Yes 30
b) No 10

Interpretation: It has been stated from above mention statement that there are 30 respondents
and according to them they have the understanding regarding the talent management. The talent
management is related to hiring as well as sustaining the talented employees at workplace for
longer time period. Other than this, there are 10 remaining respondents which are not agree with
the given statement and as per their opinion that they are not specifically aware about this
concept accordingly.
THEME 2: Talent management helps in sustaining the employees
Q2) Does talent management helps in sustaining the employees for
longer time period?
Frequency
a) Yes 28
b) No 12
a) Yes b) No
0
5
10
15
20
25
30
30
10

Interpretation: On the basis of 28 respondents that talent management is one of the effective
way to sustaining staff members for long period of time. The main focus of human resource in
talent management is that it helps in targeting the talented employees and motivate them so that
they can able to retain at workplace for longer time period. This will helps in enhancing the
productivity as well as profitability of business. There are 12 remaining respondents which are
not agree with mention statement.
THEME 3: Different approaches related to talent management
Q3) What are the different approaches related to talent management? Frequency
a) Developing Job Descriptions 10
b) Provide Development Opportunities 10
c) Performance Assessments 10
d) Selection Process 10
a) Yes b) No
0
5
10
15
20
25
30 28
12

Interpretation: On the basis of given graph, there are 10 respondents and as per their opinion
that the main approach concerned with the talent management is related to developing the job
description in an effective manner. The better job description help in providing the job
opportunities to candidates as per their experience level. 10 respondents are agree with provide
the effective development opportunities as it helps in provide the effective opportunities to
employees so that they can able to develop their skills and core competencies to perform work
effectively. 10 respondents are agree with performance assessment. There are 10 remaining
respondents and as per their viewpoint, the selection process is more necessary.
THEME 4: Significance of talent management in context to organisation
Q4) What are the significance of talent management in context to
organisation?
Frequency
a) Develop motivated workforce 15
b) Retaining high-quality staff 5
c) Developing their skills 20
a) Developing Job Descriptions
b) Provide Development Opportunities
c) Performance Assessments
d) Selection Process
0
1
2
3
4
5
6
7
8
9
10
10 10 10 10

Interpretation: There are 15 respondents which said that company should develop the
motivated workforce so that they can focus on achieving set objectives within given time period.
According to 5 respondents that sustain the high talented and capable employees at workplace so
that they can make innovation and focus on achieving the set objectives significantly. There are
20 remaining respondents and they said that talent management helps in developing skills. On
the basis of 20 remaining respondents that talent management helps in developing skills of
employees as they can able to performing the activities and managing operations at workplace.
THEME 5: Role of talent management in culture change
Q5) What is the role of the talent management in culture change? Frequency
a) Ensuring cultural compatibility 12
b) Provide valuable information 18
c) Sustaining talented employees 10
a) Develop motivated workforce
b) Retaining high-quality staff
c) Developing their skills
0
2
4
6
8
10
12
14
16
18
20
15
5
20

Interpretation: On the basis of 12 respondents that main role of talent management in the
culture change is assuring the cultural compatibility. According to 18 respondents that company
should provide the valuable information to employees regarding any chance at the workplace.
There are 10 remaining respondents and they said that talent management plays necessary role in
the culture change is sustaining the talented staff.
THEME 6: Complexities faced by company related to talent management
Q6) What are the complexities faced by company related to talent
management?
Frequency
a) Unappealing company culture 15
b) Increased employee turnover 10
c) Lack of leadership. 5
a) Ensuring cultural compatibility
b) Provide valuable information
c) Sustaining talented employees
0
2
4
6
8
10
12
14
16
18
12
18
10

Interpretation: On the basis of 15 respondents that the issue faced through firm concerned with
the talent management is to appealing the culture of company as it is more effective and provide
the valuable information. 10 remaining respondents are agree with enhancing the employees
turnover. If employees will not be satisfied from culture then they will leave the company. 5
remaining respondents are agree with the lack of leadership at workplace.
THEME 7: Ways used by Starbucks company to overcome from the talent management
issues
Q7) What are the different ways used by Starbucks company to
overcome from the talent management issues?
Frequency
a) Improve company culture 10
b) Build diverse talent pools 10
c) Redefine the value of HR 10
d) Embrace the new work equation 10
a) Unappealing company culture
b) Increased employee turnover
c) Lack of leadership.
0
2
4
6
8
10
12
14
16 15
10
5

Interpretation: There are 10 respondents which said that Starbucks can make improvement in
culture of company as this helps to employees to work in the positive culture. As per opinion of
10 respondents that company should develop the diverse talent pools. 10 respondents said that
firm should be redefine the value of HR. There are 10 remaining respondents and according to
them Starbucks can embrace the new work equation.
THEME 8: Culture is Key to Talent Management
Q8) According to your opinion, why the Culture is Key to Talent
Management?
Frequency
a) Frequent change 15
b) More independent work 15
c) An increase in knowledge work 10
a) Improve company culture
b) Build diverse talent pools
c) Redefine the value of HR
d) Embrace the new work equation
0
1
2
3
4
5
6
7
8
9
10
10 10 10 10

Interpretation: On the basis of 15 respondents that staff members have the ambiguous
objectives and also working with the large stakeholders groups making the ability and flexibility
to collaborate the competencies for firm. There are 15 respondents which said that company
should make the independent work. 10 respondents said that an increase in knowledge work is
key to the talent management.
THEME 9: Challenges to Managing Culture Change in Workplace
Q9) What are the various challenges to Managing Culture Change in
Workplace?
Frequency
a) Lack of Motivation to Change 12
b) Lack of Ownership 18
c) Complacency 5
d) Resistance to Change 5
a) Frequent change
b) More independent work
c) An increase in knowledge work
0
2
4
6
8
10
12
14
16 15 15
10

Interpretation: As per opinion of 12 respondents that the lack of the motivation to change is
also a main issue. 18 respondents are agree with the lack of the ownership at workplace. 5
respondents said that challenge related to managing the cultural change is Complacency. 5
remaining participants are agree with resistance to the change.
THEME 10: Ways company should be adopted to manage the cultural change
Q10) Which ways company should be adopted to manage the cultural
change at workplace?
Frequency
a) Collaborate 10
b) Communication 10
c) Make Gradual Changes 10
d) Start with a Clear Vision 10
a) Lack of Motivation to Change
b) Lack of Ownership
c) Complacency
d) Resistance to Change
0
2
4
6
8
10
12
14
16
18
12
18
5 5

Interpretation: There are 10 respondents which said that at workplace there should be the
collaboration among the employees and managers at workplace. 10 respondents said that positive
communication is necessary at workplace as managers communicate with the employees in a
positive manner and also motivate them. 10 respondents said that make the gradual changes is
one of the effective way company should be adopted to manage the cultural change at
workplace. 10 remaining respondents are agree with start with clear vision.
TASK 3
P5 Communicate research outcomes in an appropriate manner for the intended audience
Research outcomes have been analysed from the literature review part in which the data
and information has been collected through using secondary method. It is helpful in provide the
proper understanding about the specific area in detailed manner.
It has been discussed from literature review part that there has been examined the
advantages of the talent management at workplace. Requirement of the talent management not
consists involvement from Human Resource department but from C-suite decision makers in
firm as well. This mainly consisting aligning development of the potential employee ion the
basis of company aim and strategy. There has been studied about the main advantages of talent
management in context to organisation for an instance Retain the talented employees, Better
hiring methodologies, Develop the consistent performers and Build diverse talent pools. This is
a) Collaborate
b) Communication
c) Make Gradual Changes
d) Start with a Clear Vision
0
1
2
3
4
5
6
7
8
9
10
10 10 10 10

helpful in increasing the performance level of staff members and also sustain them for longer
time period. This helps in make the business successful and also gain competitive advantage.
It has been examined that there is talent management plays an important role in the
cultural change. Role of the talent manager is to assuring the cultural compatibility at workplace.
They have duty to become educated company members regarding culture. If firm acquired or
merges other then the talent leaders will have duty to be educate the new employees regarding
company culture. It has been stated that the culture is considered as the behaviours as well as
values which mainly contribute to unique psychological and social environment of company.
The organisational culture can give the influence if it is strong corporate culture that can impact
on performance of staff members which will improve organisational performance and
improvement in competitiveness of firm. In context to this, staff members have the ambiguous
objectives and also working with the large stakeholders groups making ability as well as
flexibility to be collaborate competencies form firm to seeking the high performance level.
In the literature review, it has been examined that there are different complexities faced
though the company related to the talent management for an instance Poor hiring strategies,
Ineffective leadership and Increase employee turnover. This develops the negative impact on the
employees performance and also productivity of business. There has been studied about the
various ways to overcome from the arisen challenged related to talent management such as
developing better hiring strategies, Work with effective leadership and Reduce employee
turnover. Overcoming from the issues will help to company to enhance the employees
performance as well as productivity. This will help in sustain the staff members for set time
period.
Findings to Stakeholders
The stakeholders are person or company that mainly interested in project analysis. It
impact on the employees through attaining objectives of firm. The stakeholders included in the
research project are team leaders, administrators, senior management, employees and the
researcher. It is necessary to communicate the research findings to all the stakeholders through
using different communication methods such as telephone and email.

TASK 4
P6 Reflect on the effectiveness of research methods applied for meeting objectives of the
business research project
I felt good to got this chance to perform the present investigation and its impact on the
talent management. The talent management plays a necessary role in managing the culture
change at workplace. Through conducting the present investigation, skills and the core
competencies. In collection of information in the literature review, I used the different secondary
sources of data collection by consisting different articles, journals and books. These are effective
in provide the detailed information about the subject area and also better understanding. For
carried out the analysis, I used the various methods considered in the research methodology for
an instance positivism research philosophy, deductive research approach, primary and secondary
data collection method. Questionnaire has been developed by consisting the different questions
on particular area.
Other than this, I faced some complexities in conduct the research. I faced the issues
regarding the time as well as cost included in the research. To overcome from these issues, I
developed the proper time management plan and segment all the activities as per the set time
period. Money should be arrange to perform the research activities effectively.
P7 Consider alternative research methodologies and lessons learnt in view of the outcomes
In current investigation, questionnaire has been developed by consisting different
questions concerned with particular subject area. It is one of the successful method to collect the
reliable and relevant information. The main reason to use this method is that it is cost saving as
well as the time saving. As alternative research methodology, there could be the interview
chosen as it is more effective because in this interviewer observe the answer of the interviewee.
This method did not use in this investigation because it is more time taking and also expansive.
CONCLUSION
It has been concluded from above mention report that talent management is all about
searching and sustaining right person. This is all about making the smart decision that is
beneficial for company and staff members also. Main objective of the talent management is to
develop high performance and the sustainable company that meets strategic objectives. The
culture is a main key to the talent management. The main focus of an organisation is to manage

the cultural change and also make the business more profitable. In this research project, aim and
objectives are developed on the basis of specific area. The data has been collected in literature
review by using the different sources for an instance books, journals, articles, internet sources
and others. Research methodology consists the different methods which helps in conducting the
investigation effectively and significantly. In order to collection of information and data, there
has been primary and secondary both methods used. The questionnaire has been developed to
collected the data and information from primary method.

REFERENCES
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