Impact of Staff Motivation Schemes on Employee's Retention: A Case Study of Unilever

This research aims to identify the impact of employee’s motivation schemes to employee’s retention: A case study on Unilever company. The study explores the importance of talent management, types of staff motivation, challenges faced by talent managers, and effective TM strategies for the retention of productive & talented candidates in Unilever.

RESEARCH PROJECT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TITLE..........................................................................................................................................3
Background..................................................................................................................................3
Aim..............................................................................................................................................3
Objectives....................................................................................................................................3
Research questions.......................................................................................................................3
Rationale......................................................................................................................................4
Significance of the research.........................................................................................................4
Literature review..............................................................................................................................1
RESEARCH METHODOLOGY ................................................................................................2
DATA ANALYSIS AND INTERPRETATION.............................................................................4
Theme: 1 Talent management is significant for retain employees..............................................4
Theme: 2 Importance of motivation for employee’s retention....................................................5
Theme: 3 Employees motivation helps in improve retention rate of employees ........................6
Theme: 4 Recommend strategies for company talent management ...........................................7
Theme: 5 Talent management effective strategies for retain employees.....................................8
Theme: 6 Important roles of talent management in retain employees and motivated them........9
Theme 7: Staff motivation types helps in retain employees......................................................10
RECOMMENDATION.................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1
APPENDIX......................................................................................................................................2
Questionnaires..............................................................................................................................2

INTRODUCTION
TITLE
To analyse the impact of staff motivation schemes to employee’s retention: A case study
Unilever organization.
Background
The staff motivation is most important for the business to increase the retention rate of customers
and also helps in retain the talented employees within the organization. It plays an important role
in the staff satisfaction and enhance its retention rate. The employee’s retention also assists in
improved morale of employees, company culture, increase productivity, less time spent in the
training and recruitments of employees and reduced the cost as well as retain employees helps in
increase the customers experience. Talent management have to focus on the staff retention rate
and provide them training which helps in improve the retention rate of employees.
Aim
To identify the impact of employee’s motivation schemes to employee’s retention: A case study
on Unilever company.
Objectives
 To develop the understanding & importance of talent management.
 To assess the types of staff motivation in retention of employees within Unilever plc.
 To determine the challenges faced by talent manager in retaining talented candidate
within Unilever plc.
 To suggest effectual TM strategies for the retention of productive & talented candidates
in Unilever.
Research questions
 What is the concept of talent management and significance of talent management?
 What are the types of staff motivation to retain the employees?
 what are the challenges face by the talent manager of Unilever to retain the talented
employees?
Rationale
The research is conducted on the talent management that how to recruit the employees and
motivate them for retain the rate of employees within the business organization and also develop

the motivation schemes which are most important for employee’s retention. To retain the
talented employees helps in improve the performance and productivity of organization and also
helps in reduce the cost of training and developments of employees (Baharin and Hanafi, 2018).
The staff motivation helps in improve the morale of employees within the Unilever company so,
the talent management need to focus on motivate employees for retain more employees.
Significance of the research
Through the comprehensive exploration of this study on Unilever talent management, the impact
of staff motivation on employee's retention. This research has been provided the awareness to
talent management that how to motivate employees and how to retain the talented employees
within the business organization. The scholar has been identified that the talent management of
company also determined the challenges to retain talented candidate within the organization.
Literature review
Theme 1: understanding talent management and its importance.
According to Ansar and Baloch, 2018 talent management is refers to how employee
recruit and develop a workforce that is as productive as possible in order to stay with
organization for long term goal. Talent management are always work with the clients in order to
manage day to day aspect of their career that is also including fielding, scheduling and making
sure about the deadline in order to fulfil promised deliverables. In addition to this talent
management help to attract, select and retention of employee in orders focusing on combination
of human resource process. By considering the process this is related to employee engagement,
workforce planning, performance development, learning and development etc. That is why talent
management is one of the most rewarding specialism career routes for HR professional.
Also, talent management is important for employees in order to focus on how employee
can recruit and develop workforce which is related to productive as possible and then this is
related to how long employee want to stay in company. Atrizka, Simanjuntak and Pratama, 2020
This is also helped to improve the performance of organization of business in order to focus on
how to become competitive. Talent management also help to improve employee experience
which has direct impact on client satisfaction and higher ROI. This is also helped to provide
guideline in order to focus on business strategic goals that help to increase client satisfaction and
performance of business. Also, this is necessary for creating warm environment to work and it

helps to increase productivity and profitability in order to increased level of staff engagement on
the basis of lower recruitment cost.
Theme 2: Types of staff motivation strategies in retention of employees within Unilever plc.
There are different types of motivation strategies are used by Unilever in order to focus
on employee retention. According to Nasiri and Bageriy, 2020 mentorship programs are held
by company by pairing new employee on the basis of great component. In this process mentor
are responsible for welcoming new comers as well as it help to offer guidance by sounding board
and then new team member can learn from experienced employees. Also, employee
compensation is another strategy which help to evaluate their salaries in order to focus on right
pay and then providing bonus to them so that it help to provide them benefit of workings hard for
getting bonus and other benefit such as job satisfaction, benefit and retirement plan. Then, on the
basis of wellness program it helps to keep the employee fit by mentally, physically and
finanacially in order to leading employees by expanded and improved their wellness by offering
during the pandemic and help employees accordingly. Claus, 2019 suggested that continuous
feedback on performance help employee by reviewing performance in such way where
employee cans get honest review regarding their performance as well as it is necessary to
improve the professional goals. When employee get honest feedback they are trying to explore
more in their life by focusing more on career advancement and work in better terms.
Theme 3: To determine the challenges faced by talent manager in retaining talented candidate
within Unilever plc
As per the view of Rotolo and et.al., (2018) talent management has various opportunity and
challenges while retaining the employees. Along with this, one of the major issues is related to
monetary dissatisfaction as employee keep looking for change and each company has salary
budget for the workers on the basis of their skills and abilities. However, retention become the
challenge when the worker raise their expectation of salary compare to set budget of the
company and not willing to compromise. Rotolo and et.al., (2018) has stated that company
needs to take care of the interest of the worker so that dispute amongst employees can be

avoided. Another challenge is training and development for part time or temporary workers as
they work on contractual basis and increase in the stake of the people in their work is bigger
issues. Furthermore, some individual speak lies during the interview to get a job and it might
delay the brand profanely of the company. Rotolo and et.al., (2018) stated that problem arise
when there is wrong person for the right job and employee may lose a job when it has done the
work under compulsion. So human resource need to be careful while recruiting new workers and
check their reference in order to get right candidate and to avoid confusion later. Although most
of the employees have unrealistic expectation form job may not be avoided as it may lead to
misunderstanding and create issues within organization.
RESEARCH METHODOLOGY
Research type:
It is consisting of two types such as qualitative and quantitative. In the present research
qualitative method has been used in order to find the theoretical approach regarding the topic and
it will have collecting the data and make the research more authentic. Moreover, motive behind
making use of this method is to make the study look more authentic and appropriative. Along
with this, quantitative method has not been adopted as it deals with facts and figures which is not
useful for this topic (Jimoh and et.al.,2020).
Research Approach: It is also consisting of two type inductive and deductive. In the
current method scholar will adopt for inductive method as it will help in analysing qualitative
data and help in finding relevant information. Along with this, the motive behind adopting this
method as it helped in achieving the aim of the research effectively. However, deductive method
has not been adopted as it is more related to quantitative method.
Research philosophy: It is also one of the most crucial part of research as it allows in finding
the right strategy for analyzing, collecting and processing the data. Along with this, it is
consisting of two type such as interpretivism and positivism. In the present research investigator
has adopted for interpretivism approach as it will make the qualitative method more reliable and
authentic. Moreover, it has helped in analyzing the data which reflect different issues related to
talent management.
Data collection: It is known as method of collecting data from various source in order to
complete the research on time. Along with this, it also important part of the research process as it
helps in making the study look more reliable. In the current study the researcher has adopted for

both the method of collecting the data such as primary and secondary (Thamag and Motshegwa,
2021). For the primary method survey has been selected as way of collecting the data through
questionnaire format. On other hand for secondary information books and journals, articles,
blogs related to talent management has been adopted so that viewpoints of various author can be
presented.
Sampling: This method is known as evaluating the observation collected through survey of
large population. In the present study, scholar has adopted for simple random method has been
used under probabilistic method. In this 30 HR personal has been selected of Unilever in order
to collect their raw opinion regarding talent management and its impact on retaining the
employees.
Data Analysis: This is known as method of analyzing the collected data in effective manner so
to meet the key findings. Along with this, it is a practice of working with the data in order to
meet the aims and objective of the research. There are two type of analysis such as SPSS and
thematic for collecting the data. In the present report thematic method has been adopted in which
various graphs and chart will be used to depict the data in presentable manner.
Reliability and Validity: It is also one of the most important aspect in research in which
scholar make use of authentic source for collecting the information. Furthermore, in the current
study for improving the credibility of the research investigator has collected information form
sources that has been published after 2019 (Priya, 2021). Along with this, articles related to
talent management so that relevant information can be find out in effective manner. Moreover,
for maintaining the validity of the study scholar has adopted for making use of the data from the
copyright website so to achieve the aim of research efficiently.
Research Limitation: In the current research the key limitation was lack of time and
unavailability of the resources due to which thematic method has been used for finding the key
elements and to wider the scope of research.
Ethical consideration: It is one of the crucial part of the research that allow to get relevant
information from the participant. Along with this, in the present report scholar has made the
participant singed consent form that represent their willingness for participating. In addition to
this, Data Protection Act has been used for protecting the personal information of the candidates.

DATA ANALYSIS AND INTERPRETATION
Theme: 1 Talent management is significant for retain employees
1. Do you think talent management is
necessary for retaining employees?
Frequency
Yes 10
not sure 15
no 5
Total 30
Interpretation: out of 30 participants more that 10 % participants stated that talent management
is important for retaining employees because they hire the employees, and they know that how to
satisfy employees within the organization. However, there were 15% candidates not sure about
that and 5% candidate stated that talent management are not important for retain employees.
Theme: 2 Importance of motivation for employee’s retention
2. Do you think motivation is important for
employee’s retention?
Frequency

Yes 15
No 10
Not sure 5
Total 30
Interpretation: From the above table, 15 candidates said that the motivation are most important
for the business to retain the employees within the organization. However, 10 candidates stated
that the motivation are most important for employees and 5 candidates are not sure that it is
important or not.
Theme: 3 Employees motivation helps in improve retention rate of employees
3. Do you feel that staff motivation helps in
enhancing employee retention rate?
Frequency
Yes 20
No 5
Not decided 5
Total 30

Interpretation: from the above analysis, the 20 candidate are feel that employee motivation
helps in enhance the employee retention rate as well as that participants recommend that the
company should use theories of motivation which helps in motivate employee effectively and
improve the performance of employees rapidly. 5 candidates are said that it helps in increase the
employee retention rate and 5 participants are not decided yet that motivation helps in enhance
the employee's retention rate.
Theme: 4 Recommend strategies for company talent management
4.what strategies could you recommend
Unilever talent management to retain talented
employees?
Frequency
Training and developments 10
Increase turnover 10
Creativity 5
Reward system 5
Total 30

Interpretation: Out of 30 participants, 10 participants stated that the training and developments
strategies must used for retain talented employees, 10 participants stated that increase turnover of
employee helps in retain employees because turnover are first priorities of every employee, that
they want to maintain their income statements, 5 participants stated that creativity are most
important for retain the employee because it helps in attract them within the organization and 5
stated that reward systems also helps in attract the more employees and increase the retention
rate.
Theme: 5 Talent management effective strategies for retain employees
5. Does the organization have effective talent
management strategies for the retention of
talented employees?
Frequency
Yes 15
no 5
not decided 5
Total 30

Interpretation: out of 30 participants, 15 participants stated that the organization have the
effective talent management strategies for the employees retention and 5 candidates stated that
Unilever company not have effective strategies to retain employees and also 5 candidates not
decided yet that the organization have effective strategies to retain employees or not in within the
organization.
Theme: 6 Important roles of talent management in retain employees and motivated them.
6. Do you believe talent management plays a
significant role in motivating & retaining
talented employees with the company?
Frequency
Strongly agree 10
Agree 10
Neutral agree 5
Disagree 2
Strongly disagree 3
Total 30

Interpretation: from the above table and chart. Out of 30 employees, 10 candidates stated that
they are strongly agreed about that talent management play an important role in motivate and
retain employees in Unilever company. The 10 participants agreed that talent management are
important for employee motivation and 5 employees indicated that they are neutral agree with
talent management are significant role in retain employees and 2 disagree and 3 participants
strongly disagree that the talent management are significant for motivate and retain talented
employees.
Theme 7: Staff motivation types helps in retain employees.
7. What type of staff motivation helps in retain
employees effectively?
Frequency
Extrinsic motivation 10
Introjected motivation 5
Identified motivation 5
Intrinsic motivation 10
Total 30

Interpretation: From the above table, out of 30 candidates, 10 said that extrinsic motivation is
helps in retain the employees and 5 participants stated that introjected motivation types of staff
helps in retain employees and 5 stated that identified motivation is most helpful in retain
employees and 10 said that intrinsic motivation are wonderful to motivate and retain employees
within organization. There are participants are review about the perception that which types of
motivation helps in motivate employees.
RECOMMENDATION
Recommend to Unilever talent management to use some theories of motivation to motivate
employees and it helps in motivate employee and also increase the retention rate of employees
which are most important for company. The company should use the maslow hierarchy theory
and the company should also pay salaries above and average to employees, and they must show
appreciation towards the employees with respects (Modau, 2018). The company should provide
feedback to employees with the helps of talent management and it helps in encourage to morale
of employees as well as it helps in increase the retention rate of employees within the
organization. scholar should recommend to organization that they have to motivate employees
with the helps of providing training and developments and recruit the right employees which
helps in accomplish the goals of business as well as that types of employees helps in build the
morale of others employees. The retention of employees are most beneficial for employees, so

they should focus on employees and provide them positive working environments that helps in
retain employees.
CONCLUSION
As per the conclusion, the research report discussed the talent management which are most
important for the business and it is the role management and develop the competencies for the
employees. The talent management is the tools for the employees engagement and also helps in
retain employees which are most essential for the business because employees are the biggest
assets of company. Unilever company provide the consumer services and retaining talented
employees are most important to attract the employees. The research project elaborated the
employee's retention rate in organization with the helps of motivation regards as according to
authors and used the qualitative research in the report. Research has been elaborated with the
data analysis and interpretation on the data base on employees participants. This report also
discussed that the employees recommend the types of motivation which helps in retain the
talented employees within the organization.

REFERENCES
Books and journals
Ansar, N. and Baloch, A., 2018. Talent and talent management: definition and issues. IBT
Journal of Business Studies, 14(2), pp.213-230.
Atrizka, D., Simanjuntak, C.W. and Pratama, I., 2020. Ensuring Better Affective Commitment
and Organizational Citizenship Behavior through Talent Management and Psychological
Contract Fulfillment: An Empirical Study of Indonesia Pharmaceutical
Sector. Systematic Reviews in Pharmacy, 11(1).
Baharin, N.L. and Hanafi, W.N.W., 2018. Effects of talent management on employee retention:
A case study of hospitality industry. Global Business and Management Research.10(3).
p.697.
Claus, L., 2019. HR disruption—Time already to reinvent talent management. BRQ Business
Research Quarterly, 22(3), pp.207-215.
Jimoh, A. L. and et.al.,2020. Does Talent Management Practices Impact Service Quality in
Nigeria?. Journal of Southwest Jiaotong University 55(5).
Modau, F.D., and et.al., 2018. Exploring employee retention and intention to leave within a call
centre. SA Journal of Human Resource Management.16(1). pp.1-13.
Mohammed, S. A., 2020. The impact of talent management strategies on enhancing
organisational renewal capabilities. International Journal of Innovation, Creativity and
Change. 12(5). pp.1-13.
Nasiri, F. and Bageriy, M., 2020. The Relationship among Talent Management, Organizational
Intelligence and Entrepreneurship Tendency. The Journal of Productivity
Management, 13(4 (51) Winter), pp.173-193.
Praise, A. S., Kah, J. M. and Raimi, L., 2020. Talent Management Practices and Gender
Imbalance in Institutions: Impact on Institutional Performance. Dinasti International
Journal of Education Management And Social Science.1(5). pp.796-810.
Priya, G. S., 2021. A Study on Strategy of Employer Branding and its impact on Talent
management in IT industries. Elementary Education Online. 20(5). pp.3441-3441.
Rotolo, C. T. and et.al., 2018. Putting an end to bad talent management: A call to action for the
field of industrial and organizational psychology. Industrial and Organizational
Psychology. 11(2). pp.176-219.
Thamage, M. A. and Motshegwa, B., 2021. The Relationships of Organisational Talent
Management, Professional Experience, Promotion Policy and Competitive Advantage in
the Debswana Jwaneng Mine, Botswana. Journal of Public Administration and
Development Alternatives (JPADA). 6(2). pp.32-47.
1

APPENDIX
Questionnaires
1. Do you think talent management is necessary for retaining employees?
 Yes
 no
 not sure
2. Do you think motivation is important for employee’s retention?
 Yes
 No
 Not sure
3. Do you feel that staff motivation helps in enhancing employee retention rate?
 Yes
 No
 Not decided
4.what strategies could you recommend Unilever talent management to retain talented
employees?
 Training and developments
 Increase turnover
 Creativity
 Reward system
5. Does the organization have effective talent management strategies for the retention of talented
employees?
 Yes
 no
 not decided
6. Do you believe talent management plays a significant role in motivating & retaining talented
employees with the company?
 Strongly agree
 Agree
 Neutral agree
 Disagree
2

 Strongly disagree
7. What type of staff motivation helps in retain employees effectively?
 Extrinsic motivation
 Introjected motivation
 Identified motivation
 Intrinsic motivation
3