Role of Line Managers and Leaders in Staff Growth Process as Part of Talent Management Strategy

This research report focuses on the role of line managers and leaders in the staff growth process as part of talent management strategy. It includes a literature review, research methodology, data analysis, and findings. The report also discusses the strategies used by leaders and managers, challenges faced, and recommendations for future research.

RESEARCH REPORT

Contents
Title: “To determine the role of line managers and leaders into staff growth process as part of
talent management strategy”............................................................................................................3
INTRODUCTION...........................................................................................................................3
Research aim................................................................................................................................3
Objectives....................................................................................................................................3
Questions.....................................................................................................................................3
Rationale......................................................................................................................................4
Literature review..............................................................................................................................4
Introduction of literature review..................................................................................................4
Concept of employees’ growth within retail organisation...........................................................4
Strategies utilised by leaders and line manager of organisation for their growth within
company.......................................................................................................................................4
Problems faced by both leaders and managers of Marks & Spencer while executing employees
growth strategies at workplace....................................................................................................5
Conclusion of literature review...................................................................................................5
Methodology....................................................................................................................................5
Findings (data analysis and presentation)........................................................................................7
Data and interpretation....................................................................................................................8
Conclusion, recommendation, implication of future research.......................................................14
REFERENCES..............................................................................................................................15
Appendix........................................................................................................................................16

Title: “To determine the role of line managers and leaders into staff growth
process as part of talent management strategy”.
INTRODUCTION
The project aims to determine the role of line managers and leaders in the staff growth
process as a part of talent management strategies. Talent management strategies are being used
by the mangers and leaders in the organisation for retaining employees and workforce for long
time. As this helps the employees in developing and enhancing their potential as well (Ahakwa,
and et.al., 2021). the organisation that is taken in these reports is Marks and spencer. as it is the
largest retailing company of UK. And is operating in many other countries while implementing
better talent management strategies. This report includes research aim, questions and objectives.
It also consists of literature review and research methodology and data interpretation is made. At
last, there is a conclusion drawn and recommendation are also made.
Research aim
“To determine the role of line managers and leaders into staff growth process within
company. A case study on Marks & Spencer”.
Objectives
 To understand the concept of employee’s growth within retail organisation.
 To analyse the strategies utilised by leaders and line manager of organisation for their
growth within company
 To evaluate the various problems faced by both leaders and managers of Marks &
Spencer while executing employee growth strategies at workplace.
Questions
 What is the concept of employees’ growth within retail organisation?
 What are the strategies utilised by leaders and line manager of organisation for their
growth within company?
 What are the various problems faced by both leaders and managers of Marks & Spencer
while executing employees growth strategies at workplace?

Rationale
One of the main purposes of choosing the respective topics is to regulate the roles of leaders
and line managers in the company's employee growth program. In addition, it helps to get info
linked to the strategies used by the entire retail company for employee development. In addition,
this is helpful for researchers in both professional and personal environments (Akhtar, 2021). In
a professional setting, this will help researchers contract with situations that will work in the near
future. At the personal level, this helps to improve skills in data explanation, management of
time, data collection, and communication. In addition, present research will help to conduct
future research in a very appropriate and applicable way.
Literature review
Introduction of literature review
Literature review is referring to the foundation of theoretical framework. As it is used in
report report in order to carried out the theoretical knowledge about a particular topic. It consists
of theories, models and definition of the concepts used in the particular report. It is survey from
various sources like books, journals and different articles.
Concept of employees’ growth within retail organisation
According to the views of Al Halbusi, 2021, Employee growth is basically carried out as
expert development, which can maximize employee participation in the company procedure. In
addition, this is used effectively to appeal highly well-organized talent to the workplace. In
addition, the company adjusts each idea to provision and recall its capabilities and qualities that
can help deliver external and internal growth chances. In addition, employee development
assistances entities increase productivity levels, gain marketplace share, etc.
Strategies utilised by leaders and line manager of organisation for their growth within company
From the views of Alhashedi, 2021, This is essential for line managers and leaders to
develop effective employee development plans in order to recall many capable people who are
capable of responding to changes in the business environment. In addition, according to the
analysis, one of the actual strategies is to provide employees with a personalized training plan,
because this helps to train employees to classify levels of competence and use them for growth.
In addition, if career growth chances are also called an employee growth strategy, because it
helps to cultivate an optimistic attitude of employees to get tasks done, as the general practice

can be performed in a systematic and timely manner. Further, employees are becoming more
advanced now a days so for these managers and leader should have to focus on satisfying their
needs and demands. Strategies like training and development session, rewards and recognition
and better growth opportunities used in Marks and spencer organisation in order to retain their
employees for long time and developing more employees.
Problems faced by both leaders and managers of Marks & Spencer while executing employees
growth strategies at workplace
According to Chinglunsana, Keruniyan, and Sendhu, 2021, in the process of employee
growth, line managers and leaders are faced with various problems. Therefore, one of the
important issues is to have enough time to deliver training for employees because they must
perform their nonstop job functions. In addition, there are still some problems such as the present
pandemic state, ineffective leadership, etc. further, increasing in employee’s expectation could
results in become a challenge for front line mangers and leaders. As if managers fulfil all the
demands of employees, then they will demand more and this could result in becoming a
challenge.
Conclusion of literature review
From the above it can be concluded that literature revie helps the investigator in developing
a particular knowledge through various sources. In this given report the researcher is using
various sources like books, journals and articles in order to collect in depth knowledge about a
topic.
Methodology
The research method is carried out as a procedure of the investigator and the invalid aspect,
because it helps to carry out the general investigation using effective tools. In addition, it helps to
get info from applicable and effective sources. In addition, to properly follow the procedures,
researchers use a research view agenda that contains multiple stages and determines the
effectiveness of each step to complete the study efficiently and proficiently (Goyal, Garg, and
Luthra, 2021). The different levels of the research onion model are conferred under:
Research philosophy: It is considered to be the initial sheet of onion research. Researchers
choose real philosophy for the purpose of accumulating and confirming research-related
information. In addition, this is essential for the researcher to choose the suitable philosophy,

because the whole conclusion be subject to on it. Moreover, there are mostly two research
philosophies of interpretivism and positivism. In this research, positivism is castoff because it
helps to obtain information from applicable bases and gather info based on basic facts and data.
Research method: As added indispensable research onion layer, the actual info connected
to the corresponding topic is analysed in the research, that is, the role of leaders and line
managers in the process of employee growth. Besides, it has mainly two kinds of inductive
method and deductive method (Hammedi, and et.al., 2021). For the respective investigation,
deductive investigation is used as suitable in this regard and helps control the information
entered quantitatively. In addition, this helps researchers to collect info in the best time and cost.
Research strategy: Considered another layer of research onion, which found various types
of research strategies, including surveys, case studies, etc. For the particular research, conduct
investigations, as this lets researchers to accrue secondary and primary data from applicable and
effective bases.
Sampling: This is the process of selecting a specific sample from the general people for
investigate and data accumulation. Furthermore, there are fundamentally two types of sampling,
namely non-probability sampling and probability sampling. For the respective studies,
probability sample and random sample are used as share of probability. In addition, the sample
selected for this is 30.
Research tool: it is careful a method that helps to accrue information connected to a specific
topic. In addition, there are numerous types of investigate tools, such as meetings and
observations. As far as the individual research is concerned, the questionnaire was chosen
because it helps to obtain in-depth info linked to the topic and effectively achieve the investigate
goals.
Research choice: It is considered a vital research onion layer, efficiently focusing on the
forms of data that researchers must accrue and analyse (Kong, and et.al., 2021). Furthermore,
these two research options are quantitative and qualitative. For the respective research, it is used
as an auxiliary tool to collect valid statistical data from dependable sources.
Data collection: This is done as single of the basic aspects of the research method, because
the results depend on this. In addition, it is essential that researchers choose actual reporting
methods to draw related and effective conclusions. Also, there are several ways to accumulate
information, and it is basically divided into two types, such as secondary and primary. In their

particular surveys, primary and secondary information gathering approaches were used.
Therefore, by accumulating raw data, researchers will develop the questionnaire because it helps
to appreciate a specific topic (Leclercq-Vandelannoitte, 2021). For second-hand data, numerous
magazine articles, books, etc.
Findings (data analysis and presentation)
Questionnaire
Q1. Do you think, the line managers and leaders are performing their job
role more efficiently and effectively in the organisation?
Frequency
a. Yes 20
b. No 5
c. Can’t say 5
Q2. According to you, the line managers and leaders are listening to the
employees needs and demands in the marks and spencer organisation?
Frequency
a. Yes, most frequently 20
b. Never 10
Q3. According to you, what strategies are being used by leaders and
managers in employee’s growth in the organisation?
Frequency
a. Motivation techniques 10
b. Recognising and rewarding 12
c. Training and development 8
Q4. Are you being able to recognise and appreciated by the leaders and
managers in timely basis?
Frequency
a. Yes 17
b. No 13
Q5. According to you, why managers should provide growth opportunities
to employees?
Frequency
a. For enhancing their productivity 8
b. For profitability of organisation 15
c. For reducing their employee’s turnover rate 7
Q6. What challenges can be faced by leaders and managers why Frequency

implementing strategies for employee’s growth in Marks and spencer.
a. ineffectual leadership 15
b. increasing cost of training 5
c. employees increasing expectations 10
Q7. Did leaders and managers take regular feedbacks from the employees? Frequency
a. Yes 14
b. No 16
Data and interpretation
Theme 1 managers performing their job role
Q1. Do you think, the line managers and leaders are performing their job
role more efficiently and effectively in the organisation?
Frequency
a. Yes 20
b. No 5
c. Can’t say 5
Interpretation
From the above graph it has been concluded that this survey is conducted between 30 members
of marks and Spencer organisation. out of those 30, 20 says yes that line managers and leader are
performing their job role in very effective manner. Another five people gone with no that line
managers and leaders are not performing their job role efficiently and effectively in the

organisation (Nazario-Colón, and Davis, 2021). Rest of the five people are not aware about this
statement.
Theme 2 managers listening to employees needs and demands
Q2. According to you, the line managers and leaders are listening to the
employees needs and demands in the marks and spencer organisation?
Frequency
a. Yes, most frequently 20
b. Never 10
Interpretation
From the above graph it is concluded that out of those 30 respondents, 20 gone with yes
sometimes most frequently the managers and leaders are listening to the employees needs and
demands in M&S organisation. rest of the 10 people says never that managers and leaders are
never listening to the needs and demands of employees. this is the most important question that
is to be considered in mind because it is more important to listen to employees needs and
demands and satisfied them (Sahami, and et.al., 2021).
Theme 3 strategies used by leaders and managers in employee’s growth
Q3. According to you, what strategies are being used by leaders and
managers in employee’s growth in the organisation?
Frequency
a. Motivation techniques 10
b. Recognising and rewarding 12
c. Training and development 8

Interpretation
From the above 30 respondents 10 respondents are with motivation techniques that this is the
best strategy that is being used by leaders and line managers in developing the growth of
employees in marks and Spencer. another 12 people gone with recognising and rewarding of the
employees is the strategy that is being used by leaders and managers. rest of the eight
respondents gone with training and development strategy that is used by managers and leaders in
marks and Spencer for growth of employees so that they could retain more time in the
organisation.
Theme 4 recognition and appreciation
Q4. Are you being able to recognise and appreciated by the leaders and
managers in timely basis?
Frequency
a. Yes 17
b. No 13

Interpretation
From the above it has been concluded that out of those 30 respondents, 17 says yes, they are
being able to recognise and appreciated by the leaders and frontline managers on timely basis.
Rest of 13 people says no they are not recognising and appreciated by managers in the
organisation on timely basis (Soriano, and et.al., 2021).
Theme 5 managers provide growth opportunities
Q5. According to you, why managers should provide growth opportunities
to employees?
Frequency
a. For enhancing their productivity 8
b. For profitability of organisation 15
c. For reducing their employee’s turnover rate 7

Interpretation
From the above it can be analysed that out of those 30 members, 8 said that for enhancing their
productivity managers provide growth opportunity to the employees in the organisation. Another
15 gone for increasing the profitability of the organisation managers are providing opportunity of
growth to the employees or workforce. another seven people gone for reducing their employee
turnover rate is the reason by which managers are providing growth opportunity to the
employees.
Theme 6 challenges faced by leaders
Q6. What challenges can be faced by leaders and managers why
implementing strategies for employee’s growth in Marks and spencer.
Frequency
a. ineffectual leadership 15
b. increasing cost of training 5
c. employees increasing expectations 10

Interpretation
There are some of the challenges that are being faced my leaders and front line managers. from
the above analysis it is concluded that out of 30 members, 15 says that ineffectual leadership is
the challenge that is faced by leaders and front line managers while implementing strategies of
the employee’s growth in marks and Spencer. another five people gone with increasing cost of
training and development sessions is the challenge that is being faced by leaders and managers
while implementing of strategies of employee’s growth. rest of the 10 people gone with
employees increasing expectations is the challenge faced by managers while making use of
strategies for the growth of employees in marks and Spencer (Sunarsi, and et.al., 2021).
Theme 7 regular feedbacks from employees
Q7. Did leaders and managers take regular feedbacks from the employees? Frequency
a. Yes 14
b. No 16

Interpretation
It can be analysed that 14 people gone with yes that leaders and managers take regular feedback
from their employees in the organisation. another 16 people says that leaders and managers did
not take regular feedback from the employees.
Conclusion, recommendation, implication of future research
It can be concluded from above that leaders and line managers are the main people who are
responsible for the growth of employees and this helps the employees in developing their skills
and knowledge. In the above survey it is concluded that managers and leaders are using various
strategies in marks and spencer organisation in order to enhance employees towards the
achievement of goals and objectives of organisation.
It could be recommended to the organisation that they should effectively use of talent
management strategies in order to retain employees in the organisation for long time. Mangers
and leaders should listen to the employees needs and demands and move forwards to satisfy
them. Further, they should work on rewarding and recognising of the employees and provide
them proper training so that they could be more enhanced and this results in developing of the
employee’s potential. And this will result in growth of their workforce.
The implication of future is that it helps the researcher in gaining more in-depth and accurate
knowledge about the given topic. Also, this helps them in knowing about the talent management
strategies. This research will help the researcher in knowing about the future knowledge of talent
management strategies and the roles which are being played by them in organisation.

REFERENCES
Books and Journals
Ahakwa, I and et.al., 2021. The Effects of Job Autonomy, Organizational Learning, and Work
Environment on Organizational Commitment of Public Sector Employees in the Ashanti
Region of Ghana. International Journal of Scientific Research and Management, 9(1),
pp.2099-2110.
Akhtar, Z., 2021. Effect of Entrepreneurial Training for Human Resource Management of
Prisoners: A Framework. International Journal of Criminal Justice Sciences, 16(1),
pp.217-235.
Al Halbusi, H and et.al., 2021. How upper/middle managers' ethical leadership activates
employee ethical behavior? The role of organizational justice perceptions among
employees. Frontiers in Psychology, 12.
Alhashedi, A.A.A and et.al., 2021. Organizational citizenship behavior role in mediating the
effect of transformational leadership on organizational performance in gold industry of
Saudi Arabia. Business: Theory and Practice, 22(1), pp.39-54.
Chinglunsana, G., Keruniyan, A. and Sendhu, S., 2021. Autonomous Administration of
Corporation through Workers Participation in Management. International Journal Papier
Public Review, 2(3), pp.22-28.
Goyal, S., Garg, D. and Luthra, S., 2021. Sustainable production and consumption: Analysing
barriers and solutions for maintaining green tomorrow by using fuzzy-AHP–fuzzy-
TOPSIS hybrid framework. Environment, Development and Sustainability, pp.1-47.
Hammedi, W and et.al., 2021. Uncovering the dark side of gamification at work: Impacts on
engagement and well-being. Journal of Business Research, 122, pp.256-269.
Kong, L and et.al., 2021. CSR as a potential motivator to shape employees’ view towards nature
for a sustainable workplace environment. Sustainability, 13(3), p.1499.
Kong, L and et.al., 2021. CSR as a potential motivator to shape employees’ view towards nature
for a sustainable workplace environment. Sustainability, 13(3), p.1499.
Leclercq-Vandelannoitte, A., 2021. The new paternalism? The workplace as a place to work—
and to live. Organization, p.13505084211015374.
Nazario-Colón, R. and Davis, T.W., 2021. The Blueprint: Creating a Sense of Community
among African American Faculty & Staff at Western Carolina University (Doctoral
dissertation, Western Carolina University).
Sahami, E and et.al., 2021. Why do organizations share their most important capital? The
provision of an open innovation model based on human capital. VINE Journal of
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Soriano, A and et.al., 2021. Employees’ Work Patterns–Office Type Fit and the Dynamic
Relationship Between Flow and Performance. Applied Psychology, 70(2), pp.759-787.
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Appendix
Questionnaire
Q1. Do you think, the line managers and leaders are performing their job role more efficiently
and effectively in the organisation?
d. Yes
e. No
f. Can’t say
Q2. According to you, the line managers and leaders are listening to the employees needs and
demands in the marks and spencer organisation?
c. Yes, most frequently
d. Never
Q3. According to you, what strategies are being used by leaders and managers in employee’s
growth in the organisation?
d. Motivation techniques
e. Recognising and rewarding
f. Training and development
Q4. Are you being able to recognise and appreciated by the leaders and managers in timely
basis?
c. Yes
d. No
Q5. According to you, why managers should provide growth opportunities to employees?
d. For enhancing their productivity
e. For profitability of organisation
f. For reducing their employee’s turnover rate
Q6. What challenges can be faced by leaders and managers why implementing strategies for
employee’s growth in Marks and spencer.
d. ineffectual leadership
e. increasing cost of training
f. employees increasing expectations
Q7. Did leaders and managers take regular feedbacks from the employees?

c. Yes
d. No