Effects of Talent Management on Small Entrepreneurs and Businesses

This research focuses on studying the effects of talent management and development on the success of small entrepreneurs and businesses. It includes a case study on Davison Canners and explores different strategies for talent management. The research aims to understand the concept of talent management, analyze strategies for small entrepreneurs, and examine the impact of talent management on business development.

Unit 11– Research
Project
Contents

Executive summary.........................................................................................................................3
TOPIC: To study effects of Talent management and development on success of Small
Entrepreneurs and Businesses. A study on Davison Canners..........................................................5
Introduction......................................................................................................................................5
Research Title, objectives and responsibilities................................................................................5
Reason for choosing this research project.......................................................................................6
Literature review..............................................................................................................................7
Concept of talent management....................................................................................................7
To analyse strategies which can help Small entrepreneurs for talent management.....................8
To understand impact of talent management on development of business.................................9
Research approaches and methodologies......................................................................................10
DATA ANALYSIS AND INTERPRETATION...........................................................................13
RESEARCH OUTCOMES...........................................................................................................22
CONCLUSION RECOMMENDATION......................................................................................23
REFLECTION...............................................................................................................................23
REFERENCES..............................................................................................................................25
Appendix........................................................................................................................................27

Executive summary
In the below research, researcher is conducting this through qualitative and quantitative
methods. In qualitative method, research is doing this from literature review. And quantitative
method is done from questionnaire survey. In this research, there is a data and interpretation and
at last conclusion and recommendations are given. Talent Management is important for the
overall success of any organization and can help it in retaining the employees by developing
their skills as well as enhancing their existing knowledge. There are different strategies that an
organization can adopt in order to gain a competitive advantage as well as enhance its overall
performance. Effective talent management strategies can involves the providing rewards and
recognition to the employees, training and development as well as offering flexible working
hours to the employees. Also, there are many different benefits of effective talent management
such as it increases the morale of the employees and provides them a sense of belonging towards
the company. Davison Canners is a well-known for its high quality products across the world.
The company is focused on providing training to its employees as well as developing them so
that they are committed to their respective jobs and satisfied with the same.

TOPIC: To study effects of Talent management and development on success
of Small Entrepreneurs and Businesses. A study on Davison Canners.
Introduction
Talent management’s strategies and practices are the main term of the section of the
implementation of integrated human resources strategies to attract, develop and retain and
productivity of employee to meet organisational objectives and goals. Now a days banking sector
is becoming more competitive and customer oriented in the market. Whether it can be private or
public bank. For banking industry, management of talented personal is the most important things
which is to be performed and mange by managers of a company. Talent Management within an
organization can be defined as a constant process that involves attracting as well as retaining,
high-quality and experienced employees, developing their skills as well as motivating them
continuously to improve their performance. The main purpose of talent management is to create
a workforce that is motivated and will continue to contribute to the performance of the company
in an effective manner. Talent management is an important component within the workplace
because it can help an organization to grow and make the employees feel engaged as well as
committed to their respective jobs. Also by this there are certain talent management strategies
and practises are applied on the banking organisation. In this report the bank which is taken is
Davison Canners. It was founded in the year 1989. It is the manner of the product development
company. In this research it will consist the manner of the research title, objective, aim and
questions. There is also use of literature review and primary source through questionnaire. There
is an interpretation and findings and last it contains reflection and conclusion. The report that
will explains the concept of talent management as well as different talent management strategies
that are used by a company in order to be successful.
Research Title, objectives and responsibilities
Research Topic: To study effects of Talent management and development on success of Small
Entrepreneurs and Businesses. A study on Davison Canners.
Aim: Effective Talent Management strategies for successful organizations”. A case study
on Davison Canners.
Objective of the study:
 To understand concept of talent management

 To analyse strategies which can help Small entrepreneurs for talent management
 To understand impact of talent management on development of business
Research questions:
 What is the concept of talent management
 What are the strategies which can help small entrepreneurs for talent management
 What is the impact of talent management on development of business.
Reason for choosing this research project
Every organisation depends on effectiveness and efficiency of its employees. Employees are
considered as asset for organisation which help organisation in achieving its goal and objectives.
Human resource department plays crucial role in hiring and retaining skilled employee for an
organisation and human resource department plays vital role in retaining skilled employees with
organisation. Human resource management covers concept of talent management which is
explained as managing talented employees in an organisation effectively by completing their
needs and preferences. Human resource department roles and responsibilities includes hiring of
skilled employees, providing appropriate training to employees in order to develop their skill and
knowledge. Talent management is a part of Human resource department which includes retention
of employees, providing them training to develop their skills and knowledge etc. Market trends
are changing with time and in order to be competitive in market employees of
organisation play vital role and employee plays crucial role in gaining competitor advantage over
competitors. Research will help in understanding the concept of talent management and how
Davison Canners can utilise their resources in retaining talented employees with organisation.
Talent management in Davison Canners involves various practices and research will help in
understanding practices used by human resource department of an organisation and its
importance in small entrepreneur’s development and growth in their business. Small
entrepreneurs focuses on development of business by implementing necessary changes in an
organisation and entrepreneurs make sure that every organisation functioning depends on its
employees as effective employees help in maximizing productivity and profitability of
organisation. Research help small entrepreneurs in understanding needs of employees and how
talented employees are attracted towards organisation. For carrying out the research, researcher
have identified two main reason in terms of personal and professional context. In personal
context, this topic help researcher in understanding concept of Talent management and how

human resource management help in attracting talented employees. It help researcher in
understanding importance of talent management in development and growth of businesses. In
professional context, research will help researcher in understanding about topic which can help
researcher in developing its skill by understanding need of skill and knowledge in current
employability scenario. Other benefit of conducting this research is developing several skills
such as analytical skills, reasoning skills etc. These skill will help researcher in its own personal
development for researcher career growth.
Literature review
Concept of talent management
On the basis of Susan M. Heathfield (2019) Talent Management is an essential component
for the management to contribute to the total development of the employees through different
methods. The management that should make effective talent management as their priority. The
concept of talent management to get involves in developing the employees, motivating and
retaining the goals. By effective talent management, the employees get a chance to develop their
skills, enhance their present term of the skill and as well as it will enhance their total
performance. As in the context to the company that are more engaged and motivated towards
their work schedule. The main objective of talent management is to help the organization in
getting the best employees, developing employees at all levels as well as retaining the ones who
are high performing. There are different components of talent management such as talent
acquisition and retention, strategic employee planning, compensation, career development,
performance management, learning and motivating as well as succession planning. All of these
key components work towards effectively managing talent within the workplace. There are
different benefits of conducting talent management in the workplace such as a talent
management system can be implemented. An effective talent management system can integrate
as well as align the core HR processes and ensure that they are conducted smoothly. Not only
this, the employees’ experience at the workplace also improves and thus, they are more engaged
towards their work (Alias, and et.al., 2019). The overall employee retention is also increased
because there is an increase in the overall job satisfaction among employees. Therefore, it can be
said that talent management is an important component within an organization and effective
talent management helps it in making the company more competitive as well as progressive. It

establishes a match between the jobs as well as skills that are needed to do the job. As far as
employees are concerned, talent management promotes long-term association with the
organization, keeps them motivated which further helps in career development and also, promote
high productivity. Apart from this, the manager as well as employees are engaged with each
other and there is effective statement within the workplace. Therefore, organizations that will
practice effective talent management at their workplace by implementing appropriate strategies.
This is because it is not only beneficial for the employees but also for the company. Effective
talent management can allow a company to achieve its goals as well as objectives in an effective
manner.
To analyse strategies which can help Small entrepreneurs for talent management
According to Hugh Scullion (2021) One of the basic set of the goals for the company that
is to become successful and profitable in the market. As there are various sort of the talent
management plan of actions that can be used by a management in respect to become successful
at a potential market. The talent management plan of action will help the business in making
informed decisions as well as retaining the talent for a long duration of time. Some of the talent
management strategies can include clearly planned the roles as this will only attract eligible as
well as relevant candidates. Also, the company will be able to save a lot of time on the
recruitment process and ensure that the company has the best options to select from. Another
strategy that can be executed by the respective organization, Davison Canners in order to become
successful at the potential marketplace is to provide regular training as well as developmental
opportunities to the employees. This will help the employees to acquire new skills and also work
productively. As a result, there will be an improvement in the output and so the management will
also be able to perform in an effective and productive manner. The respective company, Davison
Canners is widely known and operates across different geographic regions. The company will
consider the employees to be one of the most valuable properties.
As contrary to this, Christina Pavlou (2021) stated that it is focused on practicing
effective talent management at the workplace in order to gain a competitive advantage as well as
enhance its overall productivity. The company should review the performance of the employees
regularly and also, focus on treating each employee in a fair and consistent manner. It can be
useful in developing their overall morale as well as improving their productivity level. Apart
from this, regular concert reviews should be conducted and they should be provided with

constructive feedback. It will help them in identifying their strengths as well as areas wherein
they need improvement. As per to the other strategies can include awarding the employees for
their efforts and hard work, promotion, setting attainable goals etc. The business is attentive on
the manner training as well as empowering its employees so that they are able to address the
customer concerns effectively. Consequently, these are some of the plan of the business that can
implement in respect to become successful at the potential market place that will also gain the
competitive benefits.
To understand impact of talent management on development of business.
Matt Warnock (2021) stated that Talent management has various sort of the advantages,
not only for the organization but for the employees as well. By adopting the section effective
talent management plan of actions, a company can retain its talent as well as promote effective
management of the resources. There are several benefits of talent management strategies such as
the hiring process that is conducted in an effective manner as well as the company is able to
retain the talent for a longer period of time. When qualified and experienced employees are
hired, they work productively and are engaged in their own jobs. Moreover, the candidates that
will be motivated and they will be committed to giving their best in in their work. With
appropriate as well as effective talent management strategies, the total on the board experience
that can be improved for new employees. Talent management systems, on the other side that are
integrated the solutions that built to manage the recruitment, expert improvement and total
presentation of personnel and capability applicants. As these structures that will enable the
automation of all of the approaches in the skills management and will simplify the workflows for
the business enterprise as an entire.
As contrary to this Lynn Whitesell (2021) stated that with the modern day market turning
into conspicuously aggressive for extraordinary people, agencies are considering capital a
highpoint priority and considering that management are best as the successful as the individuals
in them, it is important to discover, rent and retain nice candidates and top players. A strong
talent management system that can help to influencing and keeping top knowledge in addition to
create a bottom line impact on the productivity. Obvious advantage of impressive talent
management software program that are streamlined operations and the integration with core
software program or Human Capital Management groups that gives the collection of operations
for staff, blessings, time and attendance, etc. As below that are five greater blessings the manner

of the business enterprise that will experience by implementing a skills control machine. By the
proper ascertainment of human capabilities and strengths, people selections advantage a strategic
schedule. The capability or competency mapping permits you to take stock of talent inventories
mendacity with the business enterprise. This is mainly critical both from the attitude of the
management in manner to the worker that are due to the fact the right man or woman is deployed
inside the right function and employee productiveness is accelerated. Also due to the fact there
may be a higher alignment among an person’s pursuits and his activity profile the activity
satisfaction is increased. Despite changes within the worldwide financial system, attrition stays a
primary issue of groups. Retaining pinnacle expertise is critical to management and growth
inside the marketplace. Organisations that fail to retain their top skills are at the danger of losing
out to competitors.
Research approaches and methodologies
This is the method which are used to explain the site and different prospect of amazing technique
which are suitable for the used for identity to select, process and analysis the behaviour to make
explanation and get the informative behaviour of the topics. There are several stages which are
helpful for understanding and working ability by consisting several components.
 Research Philosophies: There are different ways and use of the philosophies which are
helpful in making data is collected. There are two philosophies position according to
studies which are highly related to make positivism and make interpreivism (Meyers,
2020). The positivism approach are used to make factual information and make different
to help researcher in factual knowledge to work for observation and help stories in
collecting data and observing.
 Research Approaches: In this research, deductive approach are used for complete this
research and include effective hypotheses and it will be beneficial for the companies to
focus on pre-defined studies. Inductive approach is the option which are helpful in
conducting make new research and innovation in the research projects. It will be helpful
for the growth of researcher to conduct and analysis different sector for checking research
outcome in an ethical manner.
 Research Strategies: This is the strategy which are used for developing strategies and
make a carry research in an organised way. Strategies are to be used as case study,
questionnaire and literature review. Here the researcher are able to make quantitative

research method and make successful questionnaire method to work and enable cost
effective strategies.
 Research choice: There are different research choice and growth which are helpful from
gaining and advertising the growth of the company and researcher as well. There are
mainly three type of method which include mono-method, multi-method and mixed
method (Wassell and Bouchard, 2020). Here the researcher use mono-method that are
helpful and analysis for the growth of the company on the basis of the quantitative
method of data collection.
 Data collection: This is the method which are helpful in collecting data and make a
supportive analysis by using questionnaire in this research. Questionnaire is helpful for
analysing and conducting the management in small based enterprises for the role and
growth of the company in an authenticate manner. Primary and secondary method of data
collection are used by the researcher to conduct and analysis the approaches of company.
 Sampling: Sampling is the basic method which are helpful and analysing the collected
data. As there are large number of observation are choose so with the help of sampling
method, there are different establishment connection and behaviour are used for the help
of study (Yunus, and et.al., 2020). The chosen sample size for the growth of the products
are related to 50. And all the respondent are able to give equal chance to make their
contribution.
 Time horizon: This is the method which are explained for the use and tactics of the
company. Mainly there are two type of methods are used which are related to
longitudinal and cross-sectional. Here cross-sectional method are used for working in
effective and authenticate manner.

DATA ANALYSIS AND INTERPRETATION
Theme: 1: Knowledge about the concept of Talent Management
Q1. Do you have the knowledge about the concept of Talent
Management?
Frequency
(a) Yes 26
(b) No 24
Interpretation: On the basis of above given graphical representation, it has been
concluded that there are 26 subordinates who have a knowledge regarding concept related to
talent management. In addition to this as there are 24 subordinate who do not have idea
regarding concept related to talent management.
Theme 2: benefits of talent management strategies adopted by an organization in order to
be successful
Q2: What are the advantages of the talent management
strategies adopted by an organization in order to be successful?
Frequency
(a)Improved efficiency 18
(b) Attain organizational goals 22
(c) Achieve a competitive advantage in the market 10

Interpretation: On the basis of above given graph, it is analysed that there are different
kind of strategy which is achieved by business organisation for being successful in future period
of time. Therefore there are 18 subordinates believe that improved efficiency is the primary
benefit of talent administration strategy that is used by company for being successful. In addition
to this, there 22 subordinates who believes attaining goal of organisation is primal tactics which
is adopted by company for being successful. Apart from this, there are 10 subordinates who
believe that accomplishing competitive edge is the primal advantage of talent administration
used by organisation for being successful in future time period.
Theme 3: different challenges experienced by a company due to implementing talent
management at their workplace
Q3 What are the different challenges experienced by a company
due to implementing talent management at their workplace?
Frequency
a) Increased turnover 18
b) Less motivation 12
c) Low morale of employees 20

Interpretation: On given graph, it is assess that there are various challenges confronted
by organisation due to executing talent administration within company. There are 18 staff
member who agrees that increasing turnover is considered as a challenge faced by organisation
due to execute talent administration within company. And, there are 12 subordinate who believes
that less motivation is major challenge that is faced by organisation during period of time. And,
also, there are 20 subordinate believe that due to having low morale of subordinate, it is
considered as a major challenge faced by company.
Theme 4: different measures that can be taken in order to overcome the challenges of
talent management at workplace
Q4: What are the different measures that can be taken in order
to overcome the challenges of talent management at workplace?
Frequency
a) Provide effective training to the employees 12
b) Encourage the employees to participate in the decision-making
process
28
(c) Conduct regular meetings 10

Interpretation: On above given graph, it is assess that there are or 12 subordinate
believes that offer appropriate training to it subordinates is the measure which is taken by
organisation in order to overcome from challenge related to talent management in organisation.
In addition to this, there are 28 subordinates who agrees that encouraging subordinate to take
participate in decision making is the measure adopted by organisation to overcome from
challenge related to talent administration. And, there are 10 staff member believes that organise
regular meeting is the measure used by company to overcome from challenge of talent
management.
Theme: 5 the organization implement talent management strategies in the workplace
Q5. Does your organization implement talent management
strategies in the workplace?
Frequency
(c) Yes 26
(d) No 24

Interpretation: On basis of above given graphical representation, it is analysed there are
26 subordinates who agrees that talent management strategy executed within an organisation and
there are 24 subordinate believe that there is no need to implement strategy related to talent
administration within an organisation.
Theme: 6 the importance of talent management within an organization
Q6: What is the importance of talent management within an
organization?
Frequency
(a) Improved productivity 15
(b) Increased performance of the company 16
(c) Improved employee retention 19

Interpretation: On given graphical representation, it is analysed that there are 15
subordinates believe that increase productivity is significance of talent administration within
organisation. And, there are 16 subordinate believe that enhance performance is determined as a
main significance for retaining talent within company. And there are 19 subordinates believes
that enhance employee retention is the significance of talent administration within an
organisation.
Theme: 7 some of the talent retention strategies that can be implemented in the workplace
Q7: What are some of the talent retention strategies that can be
implemented in the workplace?
Frequency
a) Flexible working hours 10
b) Improve company culture 8
c) Develop a positive work environment 12
d) Provide rewards and benefits 20

Interpretation: On the given graph, it is assess that there are 10 subordinates believe that
flexible working hour is the strategy related to talent retention that is executed within
organisation. And there are 8 subordinates believe that increase company culture is the main
strategy which is adopted by organisation. And, there are 12 staff believes that improving
positive work atmosphere is considered as a primary strategy related to talent administration
within an organisation. And, remaining 20 subordinates believes that providing rewards is
determined as an effective talent administration strategy which must be executed within an
organisation.
Theme 8: According to opinion, what motivates you the most at work?
Q8: As per your opinion, what motivates you the most at work? Frequency
a) Feeling valued 18
b) Constructive feedback 10
c) Rewards and Recognition 22

Interpretation: According to given graph, it is analysed that there are 18 subordinate
who believes that feeling valued motivates to perform work in better manner. And, there are 10
subordinate believe that constructive feedback motivate to perform their work in proper manner.
In addition to this, there 22 subordinates believe that rewards help them to motivate to execute
work in proper manner
Theme 9: According to opinion, what motivates you the most at work?
Q9: How does your organization identify talent? Frequency
a) By results 16
b) By competencies 14
c) By Potential 20

Interpretation: On the basis of above given graph, it is assess that there are 16
subordinates believes that by assessing result is determined as a primal strategy that help in
identifying talent. And, there are 14 subordinates believe that competency it is a primary reason
that help in identifying talent. And, there are 20 staffs member who believes that potentiality is
considered as a talent which is
Q10. Can you describe the most important factors that can contribute to effective Talent
Management?
There are various factors that impose direct effect on the talent administration such as
salary and benefits, succession planning, provide training to employees, organisation culture &
many more. Thus, it is necessary to consider those factors that provide contribution to
appropriate management of talent within business organisation. Thus, the employees believe that
good salary and rewards motivate them to perform their work in better manner.
Q11. What is the impact of talent management on the job satisfaction level of employees in
your organization?
It has been analysed that talent management, training as well as mentoring that imposes
direct effect on job satisfaction. Therefore, it aids assistance in retaining staffs for loner period of
time.
Q12. Would you be interested to work for an organization that implements efficient talent
management strategies? Why?

It is assessed that talent administration assists subordinate to feel involved, motivated and
provides allowance for them to perform their work to achieve goal of business organization and
it is also helpful in increasing satisfaction level of client and other performance of company for
conducting work in proper manner.
Q13. Can you describe the talent management strategies that your organization is using
currently?
There are different kinds of talent management strategy which is adopted for retaining
talent within business organization such as they provide positive ambience to its employees and
provide rewards and benefit that motivate them to perform their work in an appropriate manner.
DISCUSSION
This part of research is related to literature review in which information has been
collected by using the secondary sources such as books, articles, journals and others. It is also
linked with the research objectives.
Talent management
From the above mention information, it has been examined that to accomplish corporate
goals, talent management boils down to developing and retaining a strong staff. Strategy for
attracting, recruiting, retaining, and developing employees in organisation is known as talent
management. In contrast to typical HR's day-to-day transactional approach, talent management
focuses on long-term planning. Hire best people, keep them engaged and stay flexible enough to
respond to changing circumstances. Staff also want to stay relevant within today's changing
world, thus they seek opportunities for continual development and learning to master new skills.
Not only do talent management strategies should be adaptable as well as flexible to
manage personnel lifecycle, but they also must provide quick information to tap into their
workforce's potential. Businesses must source in-demand skills, engage in continuous learning
and knowledge development, and manage and optimise performance to create competitive
workforce.
Strategies which can help Small entrepreneurs for talent management
This has been analysed from literature review that in today's highly competitive as well
as uncertain market, effective talent management is among most critical strategic business
advantages firms may have. A personnel management strategy can help organisations improve

performance and cut expenses. Businesses should, in ideal situation, have plan based on forecasts
of demographic and economic changes such that they are ready to respond. Because small firms
have fewer employees, its individual performance is more reliant on them: in some cases, small
business may just have only staff in one job. As a result, the performance of this individual will
influence the organization's overall performance in that function. Once a small business
has talent it requires, it must ensure that its employees are engaged, valued and productive. It can
be accomplished through cultivating desirable culture, as well as understanding as well as
meeting the requirements as well as motivations of staff. To make their employees feel valued,
the company should provide possibilities for them to grow.
Impact of talent management on development of business
It has been analysed from literature review that Well- implemented talent management
plan has a variety of effects on customers such as reduced employee turnover results in more
consistent customer experience as well as longer-term client relationships. Staff that are engaged
and also well develop and deliver high quality products and services. The talent management
develops positive impact on employee retention. One amongst their core business objectives for
the sustainability in highly competitive and dynamic industry is to establish and maintain a
talented resource pool. Employee turnover is high, which has a negative impact on bottom line.
Retaining and improving talent allows them to understand business benefit of effectively
managing their clients. Talent management strengthens client interactions by facilitating business
acumen as well as knowledge management. Consistent client strategy develops robust client
management procedure that matches with sales and delivery teams throughout project life cycle.
RESEARCH OUTCOMES
The research outcomes for this respective study are that talent management is an important
component within an management. This is because it helps the company in enhancing its overall
performance and developing the employees so that they can work productively. By undertaking
the research, it has also been found that there are different talent management strategies that can
be used by the respective organization, Davison Canners in order to retain the employees for a
longer period of time. These can include providing rewards, effective training and development,
creating a positive environment in the workplace etc. The other outcomes of the respective

research are that the various factors that can affect talent management are succession planning,
provide training to employees, organization culture etc.
It was also found that some of the respondents believed that feeling valued is one factor
that motivates employees at work. Besides this, other factors that can motivate employees at the
workplace can include receiving constructive feedback as well as rewards and recognition. It was
also found that the respective organization, Davison Canners will identifies talent among
employees mostly by their potential. And apart from this, it also takes into account their
competencies as well as the results. By implementing appropriate talent management strategies, a
company can gain a competitive advantage as well as improve its overall performance as well. It
can be said that talent management can impact the overall productivity of the company in a
positive manner as well as allow it to retain the talent for a longer period of time. When the
company offers various developmental opportunities to its employees, they get motivated and
committed towards their work.
Davison Canners is a widely known organization and has a large number of employees
working for it. The company is committed towards training as well as developing the employees.
Most of the respondents were of the view point that their organization implements effective
talent development strategies in the workplace. This has improved the employees’ overall
knowledge about the latest trends in the market. By undertaking the respective research, it has
also been found that talent management is important because it not only improves productivity,
but also increases the overall performance of the company as well as improves the overall
employee retention. Davison Canners offers its employee’s flexible working hours and also
promotes a healthy workplace culture. Due to this, it has been able to stay relevant as well as
competitive in the market. This is because the employees are committed to their respective jobs
in the company.
CONCLUSION & RECOMMENDATION
From the above research, it can be evaluated and that talent management is a vital
component of Davison canners. This is because it facilitates the respective company to hire
suitable employees and retaining potential talent as well as select skilled and experienced
candidates with organization. There are various talent management strategies and tools that are
implemented by Davison Canners in order to retain its employees for long period of time.
Effective implementation provides flexible working hours to employee, promote a positive as

well as healthy workplace culture, provide different rewards and recognition to the employees
etc. It can also be concluded that effective talent management is significant for both the
organization as well as the employees. This is because the employees get an opportunity to
develop new skills as well as enhance their existing knowledge about the latest trends in the
market. As a result, they are more focused as well as committed to their jobs. This helps in
improving the performance as well as productivity of the company and it gains a competitive
advantage. Therefore, all organizations should implement effective talent management strategies
at their workplace.
There are certain recommendations that can be made for the respective company Davison
Scanners in order to help it retain its talent as well as maintain a consistent performance. The
company is recommended to encourage its employees to share their ideas as well as views during
the decision-making process. This will give them a sense of belonging and there will be an
increase in the overall level of job satisfaction. It is also recommended that the managers as well
as team leaders of the company should provide constructive feedback to the employees in order
to ensure that the employees have an idea about their strengths as well as weaknesses. The
employees should feel valued at the workplace because then only, they will be able to work in an
effective manner. Apart from this, it is suggested that the investigator should take into account
the different ethical considerations. This will ensure that all the results that are obtained, are
reliable as well as accurate.
REFLECTION
Undertaking this research has been a learning experience for me because I got an
opportunity to enhance my existing knowledge about talent management. I did not have any
experience of undertaking a research. But with this report, I got a chance to understand the
different components of a research such as literature review, research methodology as well as
data analysis. I learned about the different research approaches that a researcher can adopt in
order to complete the research effectively and attain the objectives. I have also gained experience
about the process of data collection and how one should interact with the respondents. It is very
important to define the type of research because the results as well as conclusions depend on the
same. I think that all of the overall experience that I have gained by undertaking this project, will
be helpful for me in my future career. This is because I will be able to implement the same
practically. I have learned that in order to be successful, an organization should implement

effective talent management strategies. It should regularly conduct training as well as
development session in order to help the employees develop new skills. As a result, they become
more confident as well as their overall level of job satisfaction also increases. But in the future
researchers, I will try to take into account the different ethical considerations into account. I have
acquired certain skills such as interpersonal skills, effective communication skills as well as time
management skills.
On the basis of above given data, it is assessing that there are various recommendation
that can be provided to the company which is going to be mentioned below:
 It can be recommended to management team of organisation that survey is determined as
an appropriate means of collecting information regarding population. This method can be
used by manager in order to collect data from respondent. Thus, the information is
gathered from by using survey method is accurate. It is assessed that the manager can use
survey as a superior for collecting data in order to achieve favourable recommendation.
This method can help company in saving their time and cost for collecting data in order
to organise research in an appropriate manner
 It is also recommended to manager of company that they provide effective training to its
employees and also provide them reward according to their performance that helps them
in retaining for a longer period of time. It aids assistance in motivating subordinates to
perform their work in proper manner and sustain for longer time period.
 Alternatively, the researcher could have used qualitative research methods in order to
complete the research. By conducting a qualitative research, the researcher would have
been able to identify the underlying reasons behind the research problem.
 Similarly, it can also be recommended that the researcher could have used survey method
in order to collect information from the respondents. This will also help the researcher in
observing as well as understanding the behaviour of the respondents and then make
informed decisions.
 There are many advantages of conducting surveys such as they do not involve a lot of
investment and also, the results obtained are precise. The researcher has a wide reach in

terms of respondents and this can be helpful for the researcher in obtaining valuable
results.

REFERENCES
Books and Journals
Alias, N.E. and et.al., 2019. Towards effective employee retention strategy: Implementation of
talent management in information, communication and technology companies. Advanced
Science Letters, 23(8), pp.7857-7860.
Beamond, M.T., Farndale, E. and Härtel, C.E., 2020. Frames and actors: translating talent
management strategy to Latin America. Management and Organization Review, 16(2),
pp.405-442.
Böhmer, N. and Schinnenburg, H., 2016. How gender and career concepts impact Global Talent
Management. Employee Relations.
Cappelli, P. and Keller, J.R., 2017. The historical context of talent management. The Oxford
handbook of talent management, pp.23-42.
Dirani, K.M. and Nafukho, F.M., 2018. Talent Management and Development: Perspectives
From Emerging Market Economies. Advances in Developing Human Resources, 20(4),
pp.383-388.
Divekar, R. and Raman, R., 2020. Talent Management in Academia--The Indian Business
School Scenario. International Journal of Higher Education, 9(2), pp.184-192.
Harsch, K. and Festing, M., 2019. Managing non-family talent: Evidence from German-speaking
regions. German Journal of Human Resource Management, 33(3), pp.249-279.
Iii, G.C.T., 2016. Assessment centres and global talent management. CRC Press.
Jais, M. and et.al., 2021. Talent Management in Higher Education Institutions: Developing
Leadership Competencies. Journal of Education and e-Learning Research, 8(1), pp.8-15.
Kaliannan, M., Abraham, M. and Ponnusamy, V., 2016. Effective talent management in
Malaysian SMES: A proposed framework. The Journal of Developing Areas, 50(5),
pp.393-401.
Latukha, M. and Selivanovskikh, L., 2016. Talent management practices in IT companies from
emerging markets: A comparative analysis of Russia, India, and China. Journal of East-
West Business, 22(3), pp.168-197.
Martínez-Morán, P.C. and et.al., 2021. The Digital Transformation of the Talent Management
Process: A Spanish Business Case. Sustainability, 13(4), p.2264.
McCracken, M., Currie, D. and Harrison, J., 2016. Understanding graduate recruitment,
development and retention for the enhancement of talent management: sharpening ‘the
edge’of graduate talent. The International Journal of Human Resource
Management, 27(22), pp.2727-2752.
Murillo, E. and King, C., 2019. Why do employees respond to hospitality talent
management. International Journal of Contemporary Hospitality Management.
Narayanan, A., Rajithakumar, S. and Menon, M., 2019. Talent management and employee
retention: An integrative research framework. Human Resource Development
Review, 18(2), pp.228-247.
Nasir, Y.S., Moktar, S. and Ariffin, A.S., 2017. Effectiveness of talent management to improving
organisational performance in government owned bank. Journal of Advanced Research in
Business and Management Studies, 7(1), pp.32-38.
Omotunde, O.I. and Alegbeleye, G.O., 2021. Talent management practices and job performance
of librarians in university libraries in Nigeria. The Journal of Academic Librarianship,
47(2), p.102319.

Schneider, B., 2018. Being competitive in the talent management space. Industrial and
Organizational Psychology, 11(2), pp.231-236.
Shikweni, S., Schurink, W. and Van Wyk, R., 2019. Talent management in the South African
construction industry. SA Journal of human resource management, 17(1), pp.1-12.
Suseno, Y. and Pinnington, A.H., 2017. The war for talent: Human capital challenges for
professional service firms. Asia Pacific Business Review, 23(2), pp.205-229.
Tamunomiebi, M.D. and Worgu, V.O., 2020. Talent Management and Organizational
Effectiveness. Journal of Contemporary Research in Social Sciences, 2(2), pp.35-45.
Thunnissen, M. and Gallardo-Gallardo, E., 2017. Talent management in practice: An integrated
and dynamic approach. Emerald Group Publishing.
Tyskbo, D., 2019. Talent management in a Swedish public hospital. Personnel review.
Vinichenko, M.V. and et.al., 2017. Development of skills management in the system
management of talents. Modern journal of language teaching methods, 7(9), pp.50-57.
Wadhwa, S. and Tripathi, R., 2018. Driving employee performance through talent management.
International Journal of Environment, Workplace and Employment, 4(4), pp.288-313.

Appendix
Questionnaire
Q1. Do you have knowledge about the concept of Talent Management?
a) Yes
b) No
Q2. What are the benefits of talent management strategies adopted by an organization in
order to be successful?
a) Improved efficiency
b) Attain organizational goals
c) Achieve a competitive advantage in the market
Q3. What are the different challenges experienced by a company due to implementing
talent management at their workplace?
a) Increased turnover
b) Less motivation
c) Low morale of employees
Q4. What are the different measures that can be taken in order to overcome the challenges
of talent management at workplace?
a) Provide effective training to the employees
b) Encourage the employees to participate in the decision-making process
c) Conduct regular meetings
Q5. Does your organization implement talent management strategies in the workplace?
a) Yes
b) No
Q6. What is the importance of talent management within an organization?
a) Improved productivity
b) Increased performance of the company
c) Improved employee retention
Q7. What are some of the talent retention strategies that can be implemented in the
workplace?

a) Flexible working hours
b) Improve company culture
c) Develop a positive work environment
d) Provide rewards and benefits
Q8. As per your opinion, what motivates you the most at work?
a) Feeling valued
b) Constructive feedback
c) Rewards and Recognition
Q9. How does your organization identify talent?
a) By results
b) By competencies
c) By Potential
Q10. Can you describe the most important factors that can contribute to effective Talent
Management?
Q11. What is the impact of talent management on the job satisfaction level of employees in
your organization?
Q12. Would you be interested to work for an organization that implements efficient talent
management strategies? Why?
Q13. Can you describe the talent management strategies that your organization is using
currently?

Research Ethics approval form
All students conducting research activity that involves human participants or the use of data collected
form human participants are required to gain ethical approval before commencing their research. Please
answer all relevant questions and note that your form may be returned if incomplete.
For further support and guidance please see your respective Unit Tutor:
Before completing this form, we advise that you discuss your proposed research fully with your unit tutor.
Please complete this form in good time before your research project is due to commence.
Section 1: Basic details:
Project title:
Student name:
Student ID number:
Programme:
College Name:
Intended research start date:
Intended research end date:
Section 2 Project summary
Please select all research methods that you plan to use as a part of your project:
Interviews Yes No
Questionnaires Yes No
Observations Yes No
Use of personal records Yes No
Data Analysis Yes No
Action Research Yes No
Focus Groups Yes No
Others (Please specify):
Section 3: Participants
Please answer the following questions, giving full details where necessary.
Will your research involve human participants?
Who are the participants? Tick all that apply:
Ages 12-16: Young people aged: 17-18 Adults: More than 18

How will participants be recruited (identified an approached)?
Describe the processes you will use to inform participants about what you are doing:
How will you obtain consent from participants? Will this be written? How will it be made clear to
participants that they may withdraw consent to participate at any time?
Studies involving questionnaires: will participants be given the option of omitting questions that do not
wish to answer?
Yes No
If no please explain why below and ensure that you cover any ethical issues arising from this
Studies involving observation: Confirm whether participants will be asked for their informed consent
to be observed.
Yes No
Will you debrief participants at the end of their participation (i.e give them a brief explanation of the
study)?
Yes No
Will participants be given information about the findings of your study? (This could be a brief summary
of your findings in general)
Yes No
Section 4: Data Storage and Security
Confirm that all personal data will be stored and processed in compliance with the Data Protection Act
(1998)
Yes / No
Who will have access to the data and personal information?
During the research:
Where will the data be stored?
Will mobile devices such as USB storage and laptops be used

Yes / No
If Yes, please provide further details:
After the research:
Where will the data be stored?
How long will the data and records be kept for and in what format?
Will data be kept for use by other researchers? Yes No
Section 5 :Ethical Issues
Are there any particular features of your proposed work, which may raise ethical concerns? If so, please
outline how you will deal with these:
It is important that you demonstrate your awareness of potential risks that may arise because of your
research. Please consider/address all issues that may apply. Ethical concerns may include, but are not
limited to the following :
 Informed consent.
 Potentially vulnerable participants.
 Sensitive topics
 Risk to participants and /or researchers
 Confidentiality/anonymity
 Disclosures/ limits to confidentiality
 Data storage and security, both during and after the research (including transfer, sharing,
encryption, protection).
 Reporting
 Dissemination and use of your findings.
Section 6: Declaration
I have read, understood and will abide by the institution’s Research and Ethics Policy: Yes /
No
I have discussed the ethical issues relating to my research with my Unit Tutor:
Yes /No
I confirm that to the best of my knowledge:
The above information is correct, and this is a full description of the ethical issues that may arise
in the course of my research
Name: Date: