Role of Line Managers and Leaders in Developing Employees in UK Retail Industry: A Study on River Island

This research project aims to analyze the role of line managers and leaders in context to develop the employees in UK retail industry. The study is focused on River Island. The research questions, objectives, and significance of the research are discussed. The literature review covers the concepts and elements of talent management, the role of leaders and line managers, and the issues faced by them. The methodology includes research philosophy, approach, strategy, sampling, and data analysis. The findings are presented through a questionnaire.

Research Project

Table of Contents
Chapter one: Introduction................................................................................................................3
Research Aim and Rationale..................................................................................................3
Research Questions................................................................................................................3
Research Objectives...............................................................................................................3
1.4 Significance of the Research............................................................................................4
CHAPTER TWO: LITERATURE REVIEW..................................................................................5
What are the concepts and elements of talent management within UK retail industry in the
employee development?.........................................................................................................5
What is the role of leaders and line managers in the process of developing and managing
talented workforce within River Island?................................................................................5
What are the several issues faced by line managers and leaders of River Island while
developing the employees?.....................................................................................................6
CHAPTER THREE: METHODOLOGY........................................................................................8
Interpretations:......................................................................................................................19
Chapter Six: Conclusion, Recommendations and Implications for Further Research...................22
Recommendations................................................................................................................23
References......................................................................................................................................25

Chapter one: Introduction
Employee development is one of the most critical aspects of a business that is why leaders and
line managers are considered to be essential for the success of the company in its development
(Arora, Lodhia and Stone,2021). River Island is chosen as the study's company which is one of
the multi-channel fashion brands in London. It was founded in the year of 1948 by Bernard
Lewis. It has wide range of trend focused wears, menswear, pet collections and many others.
Line managers are crucial to the development of their team and keep a constant line of
communication open (Smith and et.al.,2018). Along with it, they are renowned for motivating
the diverse workforce to produce at greater standards. Employee development is one of the
essential components that equips workers to handle unforeseen scenarios. Due to their regular
interactions with employees, the firm regards line managers as an essential component of the
business (Cooke, 2018). As a result, having a line manager is necessary to encourage increased
employee involvement inside the organisation. The main duty is to plan the daily activities of the
teams and control the workers.
Research Aim and Rationale
To analyse the role of line managers and leaders in context to develop the employees in UK
retail industry. A study on River Island.
Research Questions
 What are the concepts and elements of talent management within UK retail industry in
the employee development?
 What is the role of leaders and line managers in the process of developing and managing
talented workforce within River Island?
 What are the several issues faced by line managers and leaders of River Island while
developing the employees?
Research Objectives
 To demonstrate the concepts and elements of talent management within UK retail
industry in the employee development.
 To explore the role of leaders and line managers in the process of developing and
managing talented workforce within River Island.
 To assess several issues faced by line managers and leaders of River Island while

developing the employees.
1.4 Significance of the Research.
The study will help in better understanding of the concepts and elements of talent management in
the employee development of the UK mainly in the retail sector (Hewett and et.al.,2022). Along
with it, there are various methods which are used by the companies in order to maintain the top
management to develop and manage their skilled workforce. Furthermore, the study will help in
resolving the issues and difficulties which are faced by the chosen company in supporting staff
growth.

CHAPTER TWO: LITERATURE REVIEW
What are the concepts and elements of talent management within UK retail industry in the
employee development?
According to the point of view Eubanks (2022) talent management refers to the important
term for any company or organisation because it is helps to develop the talent within the
organisation or industry. Talent management is defined as the specific skills that are required for
the talent. Talent management is the term which is developing the team for achieving the goals
and objectives. It is the process which is attract by the HR to choose the right talent for the
company. In relation to retail industry, talent management helping the industry to develop the
talent for the development of employees. Talent management play a vital role in the development
of employees where they required the skills, knowledge, motivation of the company. It is helps
in increasing the retail industry's performance and productivity as well which is helping to earn
more profit. Talent management encourage their motivation for achieving the goals and objective
which is helps in employee’s development.
In the opinion to Mohamed, Rahim, and Ma'aram (2020) talent management is refers to
the process which required some skills for developing the talent within the company. Talent
management is one of the most important terms for every company or industry because it is helps
to create talent team within the industry which attain effectiveness and efficiency for the
company. In context to UK retail industry, talent management helps to manage all the activities
of business which attain the goals and objectives of the industry. It is the term which is required
for the development of employees. The talent management helps to encourage and motivate the
employees for give their best performance to achieved the goals and success of the industry.
Talent management can be achieved by providing rewards and benefits, learning and
development, career development, training session and many more. Employee development
helps to increase the industry's performance and productivity which attain more profit for the UK
retail industry.
What is the role of leaders and line managers in the process of developing and managing talented
workforce within River Island?
As per the point of view of Richards (2020) the role of leaders and line managers within
the workplace plays a vital role because it is helps to motivate, training, controlling, managing all

the business activities of organisation. The role of line managers and leaders are responsible for
all the activities of talent management because they are providing the training or leading them. In
relation with River Island, the role of line managers and leaders are developing the skills and
knowledge of the employees for attaining the best talent in their business. There role in
developing and managing the talent within the organisation which heps to attain more success
and achievement of the business. The line managers and leaders are able to handle all the
situation and activities of business of River Island where they are motivate their staff for giving
their best for the business.
In the opinion to Yogalakshmi and Suganthi (2020) the role of leaders refers to the term
where they are motivators, mentor, learner, guider and many more. In context to River Island, the
role of line managers and leaders are play a important term within the organisation because it is
helps to manage and develop the talented workforce within the River Island. There role is to
developing the talented by providing training, learning and development. There role is to
motivate their staff for increasing the performance and productivity for the business. There role
is to guide their employees and show them right directions which is helps the employees to
choosing the right path for their better performance. There are many types of role of the leaders
and line managers within the River Island but the overall aim of leaders and managers to provide
better training for attain their talent for the organisation.
What are the several issues faced by line managers and leaders of River Island while developing
the employees?
According to the point of view of Simmons (2021) there are many several issues and
challenges that is faced by the line managers and leaders of River Island towards developing the
employees, where they faced that there is no motivation in the employees for their working
which affects on the performance of the industry as well. They faced that employees are not give
their best performance according to businesses needs which affects the overall growth. They
faced that there is a lots of challenges due to low working performance of the employees which
affects the talent within the business. They faced that it is not easy to communicate with the
employees and trained them because there are different-different nature and culture of
employees. These all challenges affects the performance of the managers and leaders which they
failed to developing the employees for the River Island.

As per the point of view of García-Lorenzo, Ahsan, and Varela-Lafuente (2021) there are
many challenges and several issues that is faced by the leaders and line managers of River Island
in developing the employees. Where they faced that employee are not motivated about their
work and not giving their best performance for the business. They faced that there is lack of team
work and communication which affects the industry's performance. Employees development is
the most important part for the business development but leaders faced that there are lack of
knowledge and skills in employees which is creating issues in the development of employees.
These all several issues are facing by the leaders and line managers of the River Island which
affects the development of employees and also affects their business function and operation.

CHAPTER THREE: METHODOLOGY
Research philosophy: It is referred as the framework that is known to assist in supplying
direction on the nature of knowledge and the approaches to data collection and analysis
(Hussain, 2019). When formulating their research theories, researchers may consider the
positivism and interpretivism categories. In relation to the study, the researcher would select
positivism as their research philosophy after measuring the demands of the particular study in
order to achieve the investigation statistically and provide statistical data. Along with it, it is
more trustworthy and pursues to describe and foresee the study process. Likewise, it also helps to
obtain information that will reduce research problems. The researcher will find it simpler to
collect and analyse data independently as a result of this. Interpretivism was not chosen for the
study since it is less trustworthy than positivism (Katou, Budhwar and Patel, 2021).
Research Approach: It is described as a group of approaches used to speed up the data
collection process. It can also be referred as the various methods for achieving the goal that rely
on broad presumptions about data collection and processing Huo and et.al.,2022). The two most
important subcategories of research methodology that is inductive and deductive. To incorporate
theories and helpful knowledge into the current investigation, the researcher will employ a
deductive technique. Research will not make of use the inductive approach because it focuses on
creating ideas.
Research Strategy: As it can be seen that there are numerous methods, including surveys,
qualitative interviews, case studies, and action-oriented research. Numerous sections, including
case studies and surveys for research strategies, make up this document. Based on the demands
of the project, surveys will be selected. A wide range of research techniques, such as surveys,
interviews, grounded theories, surveys, systematic literature reviews, and many others, may be
considered by the researcher. The researcher will make use of survey as a research method to
gather research findings for the current study employing statistics (Mehmood, Macky and Le
Fevre, 2022).
Research Methodology
The term research methodology is defined as the acceptable group of techniques used to locate
and analyse the information on the subject, enabling the reader to judge the overall accuracy of
the material. This method, which comprises suitable processes for data analysis on a subject, is
essential to the research project since it helps the researcher construct the method for data

analysis. These approaches include numerous techniques for data collecting, statistical analysis,
and general observations.
Sampling
It can be defined as the process of using statistical data and analysing it while keeping an eye on
a bigger population (Muniz, Wintersberger and Hong, 2022). Additionally, it chooses samples
from a big population despite considering probability and non-probability. mostly due to the
existence of probabilistic sampling and non-probabilistic sampling as sorts of sample
methodologies. Employees of the selected organisation make up the sample size for the current
study, which will be conducted using probabilistic sampling.
Identifying Population and Research Site
Since probability sampling facilitates the inquiry process by selecting a predetermined number of
participants, it will be used for this study. The 40 individuals selected for the poll are employees.
Non-probability sampling, on the other hand, is primarily disregarded because it relies on non-
random groups to engage in the study (Picart and Jaussaud, 2021).

Chapter Four: Findings (Data Analysis and Presentation)
QUESTIONNAIRE Frequencies
Name:
Employee ID:
Gender:
Age:
Q1. What are the elements which are involved in the talent
management in retail industry?
Frequency
(a) Learning Culture 30
(b) Performance management 5
(c) Succession Planning 5
Q2. Explain the role of leaders in the way of developing the talented
workforce of the retail industry?
Frequency
(a) To motivate 13
(b) To be a good mentor 13
(c) To navigate 14
Q3. What are the challenges that can be faced by River Island when it
manages the talented workforce at the workplace?
Frequency
(a) Communication 20
(b)Working environment 20
Q4. What are the major issues which can be faced by the management
of the chosen company in context to develop the employees?
Frequency
(a) Workforce resistance 20
(b) Poor feedback system 10
(c) No proper training 10
Q5. Which of the following best describes the main support of line
managers in the process of developing the talented workforce?
Frequency
(a) Smooth functioning of operations 1
(b) Communicate objectives 4
(c)Annual Reviews 30

(d) All of the above 5
Q6. What are the benefits of managing the talent management for the
development of employees?
Frequency
(a) Employee Motivation 12
(b) Achieve job satisfaction 25
(c) More opportunities 1
(d)Better employee motivation organisational 2
Q7. As per your view, how does River Island manage the employees
and their level of talent in the company?
Frequency
(a)By developing employee management 5
(b) By setting clear goals 10
(c)By rewarding their hard work 9
(d) By proper communication 16
Q8. What is the importance of enhancing the talent management by
line managers in the chosen company?
Frequency
(a) Increased employee retention 20
(b) Better leadership 2
(c) Generation of profit 8
(d) Proper time management 10
Q9. How is the company managing the major challenges and issues at
workplace in context to the talent management of employees?
Frequency
(a) By measuring the performance of employees regularly 4
(b)Communication 6
(c) Taking regular feedback 10
(d) By improving business performance 10
Q10. What are the recommendations to the chosen company for
managing the talent management for the development of the
employees?
Frequency
(a) Improve employee engagement 30
(b) Creation of positive work environment 9
(c) Use of technology 1

Question 1: The elements which are involved in the talent management in retail industry
Q1. What are the elements which are involved in the talent
management in retail industry?
Frequency
(a) Learning Culture 30
(b) Performance management 5
(c) Succession Planning 5
Q2. Explain the role of leaders in the way of developing the talented
workforce of the retail industry?
Frequency
(a) To motivate 13
(b) To be a good mentor 13
(c) To navigate 14

Q3. What are the challenges that can be faced by River Island when it
manages the talented workforce at the workplace?
Frequency
(a) Communication 20
(b)Working environment 20
Q4. What are the major issues which can be faced by the management
of the chosen company in context to develop the employees?
Frequency
(a) Workforce resistance 20
(b) Poor feedback system 10

(c) No proper training 10
Q5. Which of the following best describes the main support of line
managers in the process of developing the talented workforce?
Frequency
(a) Smooth functioning of operations 1
(b) Communicate objectives 4
(c)Annual Reviews 30
(d) All of the above 5

Q6. What are the benefits of managing the talent management for the
development of employees?
Frequency
(a) Employee Motivation 12
(b) Achieve job satisfaction 25
(c) More opportunities 1
(d)Better employee motivation organisational 2

Q7. As per your view, how does River Island manage the employees
and their level of talent in the company?
Frequency
(a)By developing employee management 5
(b) By setting clear goals 10
(c)By rewarding their hard work 9
(d) By proper communication 16
Q8. What is the importance of enhancing the talent management by
line managers in the chosen company?
Frequency
(a) Increased employee retention 20
(b) Better leadership 2
(c) Generation of profit 8
(d) Proper time management 10

Q9. How is the company managing the major challenges and issues at
workplace in context to the talent management of employees?
Frequency
(a) By measuring the performance of employees regularly 4
(b)Communication 6
(c) Taking regular feedback 10
(d) By improving business performance 10

Q10. What are the recommendations to the chosen company for
managing the talent management for the development of the
employees?
Frequency
(a) Improve employee engagement 30
(b) Creation of positive work environment 9
(c) Use of technology 1

Chapter Five: Discussion (Data Interpretation)
Interpretations:
Theme 1 What are the elements which are involved in the talent management in retail
industry?
Interpretation: From the analysis of above graph, it can be interpreted that the total number of
respondents in the talent management is selected by the three categories such as learning culture,
performance management and succession planning. It can be analysed that the learning culture is
one of the most important terms in talent management because it is selected by the 30
respondents. While performance management is selected by the 5 respondents and succession
planning is also selected by the 5 respondents. It can be analysed that learning culture plays a
vital role in talent management.
Theme 2 Explain the role of leaders in the way of developing the talented workforce of the
retail industry
Interpretation: from the above analysis, it can be analysis that the role of leader and line
managers in developing the talented workforce of the retail industry is defined as the motivators,
good mentor and navigator. In the above graph the role of leader is helps to navigate which is
selected by the 14 respondents where, motivate and good mentor is selected by the 13
respondents. It can be analysed that the role of leaders is navigated which helps in developing the
talented workforce within the retail industry.
Theme 3 What are the challenges that can be faced by River Island when it manages the
talented workforce at the workplace?
Interpretation: From the above graph, it can be interpreted that there are some challenges that
can be faced by the River Island in managing the talent at the workforce where they can face
challenges in communication and work environment. It can be analysis that the number of
respondents is equally divided into communication and working environment which is 20
respondents in communication and working environment.
Theme 4 What are the major issues which can be faced by the management of the chosen
company in context to develop the employees?

As per the graph presented above it can be said that about 20 respsondendts said the main issue is
the employee resistance in relation to bring changes in the operations and work. While rest of
the respondenst think that a weak feedback system and inadequate training are the main issues.
The achieved by incorporating a variety of problems with regard to leaders and line managers
when talent management techniques are put into practise. For example, they struggle to control
others while doing so, which damages relationships.
Theme 5 Which of the following best describes the main support of line managers in the
process of developing the talented workforce?
From the graph it can be interpretd that about 16 respondents said the chosen company manages
its employees by making proper commuincation and while rest of them have mix selection such
as by enhancing employee management, establishing specific objectives and also
by recognising their efforts. Effective communication is a critical issue since every person
communicates differently, thus line managers must first understand how to lead. The line
managers must be the best presenters and communicators to sustain synchronisation. Large
corporations are challenging to run since there is a high likelihood that many conflicts will
develop. Additionally, it is challenging to retain employees in today's workplace. A great method
to keep the staff in a positive frame of mind is to give them the proper compliments.
Theme 6 What are the benefits of managing the talent management for the development of
employees?
On the basis of the graph presented above it can be presented that there are various benefits of
proper talent management. That is why most of the respondendts said to attain the level of job
satisfcation is the main advantrage of managing the level of the managemnt. While very few of
them said it helps in attracting better opportunities. By increasing employee engagement
programmes, the organisation hopes to boost employee involvement in corporate activities.
Additionally crucial are better employee care and consideration for their overall growth. They
must provide the right person a legitimate incentive after considering their performance and
contribution to the organisation.
Theme 7 As per your view, how does River Island manage the employees and their level of
talent in the company?
On the basis of the information above, it is clear that the company is able to manage the
employees and its talents by various ways that is why the 16 respondents has selected the option

of proper communication. While rest of them choose the options of employee management,
making specific objectives and also by recognising their efforts.
Theme 8 The importance of enhancing the talent management by line managers in the chosen
company
Company's line managers' plays a significant role in improving the talent management that is
why majority of employees that is 20 selected the increased employee retention as the main
benefit of talent management. While few of them think better leadership is the main and whereas
there are various benefits too. Employee development is regarded as one of the essential
components that equips workers to handle unforeseen scenarios. Line managers are viewed as an
essential component of the business by the corporation because they frequently engage with the
workers. As a result, having a line manager within the organisation is essential to promoting
increased employee involvement.
Theme 9 How is the company managing the major challenges and issues at workplace in
context to the talent management of employees?
As the company is to face the major issues and challenges at work in relation to employee talent
management. As per the above mentioned data it can be summaried that about 4 responednfs said
nby routinely evaluating employees' performance the company can manage the issues.
Furthermore, 6n choose the commuincation option whereas the rest of them said by enhancing
business performance and by receiving regular feedback option. Line managers are crucial in the
process of an employee's development, and they frequently interact with their staff. They are
renowned for managing the diverse personnel to raise their level of output.
Theme 10 Are the recommendations to the chosen company for managing the talent
management for the development of the employees?
It can be concluded from the graph above that there are about 30 respondants choose better
employee engagement as the preventive measures. While 9 of them choose the option of positive
environment. It is must to mange the talent in the workplace in order to bring development of the
employees. The main duty is to manage the personnel and the daily tasks assigned to the teams
in order to achieve the company's objectives. In addition, the line manager is in charge of leading
team meetings, supervising the group, enforcing team rules, and developing staff.

Chapter Six: Conclusion, Recommendations and Implications for Further
Research
From the above research, it has been concluded that talent management plays a vital role
in any industry or company because it is helps to attain more talent within the organisation. It is
the term that is required many skills and knowledge to achieve the business goals and objectives.
It is analysed that for any company or industry talent management is the effective term that
manage and maintain the talent within the organisation. In relation to UK retail industry, talent
management helps to the development of employees which can be developed by providing the
rewards and benefits system, performance appraisal, training session, motivation, learning and
development and many more. These all skills and ways that helps to attain the talent within the
organisation. It has been analysed that the role of line managers and leaders in attaining talent
within the workplace play an essential role because they are motivating and encouraging the
employees for their effective working and giving their best for achieving the goals and success
for the organisation. It has been analysed that the role of line managers and leaders provide the
training and learning session to developed the employee development. Employees development
is one of the most important terms for achieving the goals and objectives of the company. It is
necessary to having the leaders and line managers within the industry to motivate the staff and
team to attain the talent within the industry. It has been analysed that there are many challenges
and issues faced by the line managers and leaders to attaining the development of talented
workforce. They faced that there is no talent within the workforce, employees are not able to
communicate properly, there is no effective team work, there is poor environment and culture of
the organisation, there is no right person for the vacant positions. they are facing the issue in staff
turnover and many more. These all challenges faced by the line managers and leaders in
managing the talent within the workforce. It has been concluded that these all challenges can
affect the productivity and performance of the industry which is the biggest disadvantage for
them. The overall study has been concluded that every industry and company should have talent
management for achieving the goals and objectives of the industry.

Recommendations
There are some recommendations for attaining the talent within the industry which is
helps in increasing the productivity and performance. The recommendations will help the leaders
and managers to manage the talented workforce within the industry that is helps to attain the
goals and objectives for the organisation. The recommendation for leaders and managers are as
given below-
 Reward and benefits: it is the best way to retaining talent within the organisation.
Reward and benefits is the term that is helps to encourage the employee for their effective
working and increase the talent within the organisation. So, it will recommended to the
leaders to provide reward and benefits to their employees to attain the more talent within
the organisation.
 Provide training session: training session helps in learning and development of the
employees which is provide information to their work role. Training session is one of the
most important term for an organisation to attain the talent management in the
organisation. So, it will recommended to the leaders and managers to provide training
session to their employees for attaining the best talent in their industry.
 Hiring right candidates: choosing the right and qualified candidates is also the way to
increasing the talent within the organisation. So, it will recommended to the leaders and
line managers to hired the right and qualified candidate for the vacant job because it will
helps to the talent in the organisation and also helps to increase the performance and
productivity of the industry.
 Analysis performance: analysing performance is also the way to find the best talent for
an organisation. Analysing performance of the employees is helps to understand their
skills, and knowledge and growth. So, it will recommended to the leaders and line
mangers to analysis their employees and staff performance for analysing the talent within
the industry. The recommendation will helps to attain the talent within the industry by
providing training to non talented employees.

References
Books and Journals
Arora, M.P., Lodhia, S. and Stone, G., 2021. Enablers and barriers to the involvement of
accountants in integrated reporting. Meditari Accountancy Research.
Cooke, S.A., 2018. The role of the social services first-line manager. In Working for Children on
the Child Protection Register (pp. 229-243). Routledge.
Eubanks, B., 2022. Artificial intelligence for HR: Use AI to support and develop a successful
workforce. Kogan Page Publishers.
García-Lorenzo, I., Ahsan, D. and Varela-Lafuente, M., 2021. Community-based fisheries
organisations and sustainable development: Lessons learned from a comparison
between European and Asian countries. Marine Policy, 132, p.104672.
Hewett, R., Sikora, D., Brees, J.R. and Moelijker, R., 2022. Answerable for What? The Role of
Accountability Focus in Line Manager HR Implementation. In Academy of Management
Proceedings (Vol. 2022, No. 1, p. 12300). Briarcliff Manor, NY 10510: Academy of
Management.
Huo, M.L., Boxall, P. and Cheung, G.W., 2022. Lean production, work intensification and
employee wellbeing: Can line-manager support make a difference?. Economic and Industrial
Democracy, 43(1), pp.198-220.
Hussain, T., 2019. Impact of financial knowledge of line manager on pharmaceutical company
performance.
Katou, A.A., Budhwar, P.S. and Patel, C., 2021. Line manager implementation and employee
HR attributions mediating mechanisms in the HRM system—Organizational performance
relationship: a multilevel and multipath study. Human Resource Management Journal, 31(3),
pp.775-795.
Mehmood, I., Macky, K. and Le Fevre, M., 2022. High-involvement work practices, employee
trust and engagement: the mediating role of perceived organisational politics. Personnel Review,
(ahead-of-print).
Mohamed, Y.H., Rahim, A.R.A. and Ma'aram, A., 2020. The effect of halal supply chain
management on halal integrity assurance for the food industry in Malaysia. Journal of
Islamic Marketing.
Muniz Jr, J., Wintersberger, D. and Hong, J.L., 2022. Worker and manager judgments about
factors that facilitate knowledge‐sharing: Insights from a Brazilian automotive assembly
line. Knowledge and Process Management, 29(2), pp.132-146.
Picart, L. and Jaussaud, J., 2021. The Role of the Line Manager in Burnout Prevention Among
Executives. HAL.
Richards, J., 2020. Putting employees at the centre of sustainable HRM: a review, map and
research agenda. Employee Relations: The International Journal.
Simmons, A., 2021. Impacts of climate change on young people in small island communities.
Springer International Publishing.
Smith, M.B., Wallace, J.C., Vandenberg, R.J. and Mondore, S., 2018. Employee involvement
climate, task and citizenship performance, and instability as a moderator. The International
Journal of Human Resource Management, 29(4), pp.615-636.

Yogalakshmi, J.A. and Suganthi, L., 2020. Impact of perceived organizational support and
psychological empowerment on affective commitment: Mediation role of individual
career self-management. Current Psychology, 39(3), pp.885-899.