Strategic Talent Management at Apple: A Quantitative Study

This study examines the concept of talent management and its benefits, identifies talent management strategies used by Apple's competitors, and analyzes Apple's current talent management strategy. The study emphasizes the importance of making talent management a strategic priority. A quantitative research approach is used to gather relevant data.

Individual Project Report

TABLE OF CONTENTS
CHAPTER 1- INTRODUCTION....................................................................................................1
Overview of the company......................................................................................................1
Project backgammon and business case.................................................................................1
CHAPTER 2- RESEARCH PROJECT OBJECTIVES...................................................................2
Research objectives...............................................................................................................2
Research Rationale................................................................................................................2
CHAPTER 3- LITERATURE REVIEW.........................................................................................3
CHAPTER 4: RESEARCH METHODOLOGY.............................................................................6
CHAPTER 5- PROJECT RESULTS AND FINDINGS...............................................................12
CHAPTER 6- CONCLUSION AND RECOMMENDATION.....................................................32
Recommendations................................................................................................................32
CHAPTER 7- REFLECTION........................................................................................................33
REFERENCES..............................................................................................................................35
APPENDIX....................................................................................................................................37

CHAPTER 1- INTRODUCTION
Overview of the company
Apple is one of the successful organization that is one of the multinational technology company having specialization in the
consumer electronics, software and online services. In the current era, technology sector is growing with the rapid speed which is
offering number of opportunities to organizations. It is one of the most valuable firm that is referred as the second largest
manufacturing enterprise in world. It is established by Steve Jobs, Ronald Wayne and Steve Wozniak in the year 1976 which is found
to be one of higher revenue generating firm in the specified sector. There are different types of the actions which are taken into the
consideration by the organization for coordinating with the changing circumstance via enabling customer to get updated version of
technology. In the year 2021, the particular firm is gaining the competitive edge in the market due to its significant adoption of the
changing circumstances in turn accomplishing the organization the objective such as higher share, profitability, sustainability has
become possible. For this purpose Apple has given emphasis on launching memorable advertising campaigns, acquiring number of
companies, possessing positive working culture, higher employee engagement, etc. There is higher level of focus is provided on
gaining the significant innovation in turn accomplishing leading in sector has enabled.
Project backgammon and business case
Strategic talent management is concerned with having the plan of action which can contribute in optimizing the employee
performance. In the current era, it is highly important for the company to pay attention on having strategic talent management in turn
accomplishing the objective of gaining full potential of employees can become possible. There is higher level of competition in the
particular sector as the customer trends keeps on changing which require firm to focus on having reliable talent management in turn
coordinating with this requirement can become possible. Apple is one of the successful firm whose market share is increasing as
compared to the previous year which require firm to pay attention on talent management as it play crucial role in affecting the
organizational performance. Talent management is related with procedure of selection, engagement & culture, employer branding,
1

learning & development, succession planning, retention & performance management, sourcing & attracting talent, etc so that reliable
processing can be derived. The current study will pay attention on assessing benefits of talent management and identifying strategies
used by specified organization as compared to competitors. In addition to this, the study will focus on examining Apple's current
talent management strategies and significance of making it priority. For this purpose the particular study will emphasize on using the
quantitative research so that significant information regarding the selected subject matter in structured manner will be conducted. The
current study will focus on having the reliable research aim and objectives in turn accomplishing the reliable & relevant data to
ascertain its impact on the organizational performance. This will emphasis on shading light on deductive approach and positivism
philosophy in turn attaining the appropriate information can become possible.
CHAPTER 2- RESEARCH PROJECT OBJECTIVES
Research objectives
 To study the concept of talent management
 To examine the benefits of talent management
 To identify talent management strategies used by Apple's competitors
 To identify the current talent management strategy
 To concluding on the importance of making talent management a strategic priority
Research Rationale
The main purpose of the current investigation is to ascertain how talent management can improve organizational l
performance. In the current era, employees are considered to be one of the crucial factor of the success so having reliable procedure of
talent management can become possible. In order to gain the success in effective manner via having reliable application of the talent
management so that attracting, retaining and controlling employees in effectual pattern can be exerted. There are distinct form of the
benefits which can be derived by applying the talent management as it leads to improve the organizational performance. This
advantages comprise strategic hiring procedure, improved on boarding process, retaining higher experience possessing talent,
2

employee development, positive staff experience and greater engagement. Apple is one of the successful company in the particular
sector which uses talent management strategy in turn accomplishing the organizational objective such as higher profitability
sustainability, etc. The particular study will enable the Apple to get the significant understanding about the concept & its significance.
This will permit to get the information regarding the strategies used, current approach and concluding on importance on of making
talent management a strategic as priority so that significant depth understanding can be derived to coordinate with prevailing
circumstances in business environment.
CHAPTER 3- LITERATURE REVIEW
Theme 1: The concept of talent management
According to Claus (2019) Talent Management (TM) is the procedure related with HR process which includes attainting,
onboarding, developing, motivation and retaining higher performance providing employees. It is usually taken into the consideration
by the organization for having the relabel level of effectiveness in enhancing productiveness of its performance. There are four areas
of TM which comprises recruiting, having corporate learning and development, performance and compensation management. On the
other side, Gallardo-Gallardo, Thunnissen and Scullion (2020) depicted that talent management is implemented for the purpose of
accomplishing the organizational objective of increasing performance so that greater outcomes via enabling the employees to get the
different traits and tactics can become possible. There are basically two types of the talent manageable activities such as
unidimensional and multidimensional in turn meeting the organizational objective of higher profitability can be attained.
In the views of Ansar and Baloch (2018) TM is the activity which is related with having the people specific trends so that
reliable so that strategic planning and controlling can be done to get the greater organizational objectives. This is concerned with
having strategic and organized pattern so that having corrective form of employees at the right position can be attained. This pay
attention on having acquiring, assessing, developing and deploying approaches in turn meeting the objective of higher positive results
can be attained. On the other side, Shahi and et.al., (2020) depicted that talent management is the process of attracting and retaining
the staff for the longer duration in turn skills and attributes required for the organizational growth can be derived. This offers various
3

competitive attributes and strategy formulation for the organization to gain the better working procedure which is helpful in receiving
better processing.
Theme 2: the benefits of talent management
In the views of Jayaraman, Talib and Khan (2018) there are various benefits which can be received by the organization
through applying the talent management procedure into the consideration. This provides the benefits like sharing the data via
establishing the connection between the management and the organization. It is helpful for the firm to get the profitability and
sustainability in turn accomplishing the organizational objectives can become possible. Retaining top talent via ensuring that
employees are getting the significant information from the company in respect to get the higher clarity for conducting the operational
practices. This helps in getting the feeling of belongingness in turn accomplishing the goal of retaining employees for longer duration
can be done. On the contrast to this, Ali and Jawad (2022) depicted that talent management is related with having the effective hiring
procedure in to the organization which is helpful for the business to get the corrective employees at the right position in turn gaining
the competitive scenario can become m possible. This tends to offer the higher ROI to the company processes which allows to have
strategic goals that enhances business performance.
According to Sindhura (2022) there are various aspects which can be accomplished by the firm through having the reliable
procedure into the business. Increased diversity, equity and inclusion offers the strategic businesses and financial advantage and
becomes possible to have higher productiveness so that coordinating with the changing circumstances can become possible. In
addition to this, such practice in the firm is helpful in gaining the greater employee engagement which provides the ability to get the
higher ideas and views which are helpful in achieving the greater information so that better working procedure to overcome prevailing
competition can become possible. In the contrast to this, Abu-Darwish, Al-Kasasbeh and Al-Khasawneh (2021) that there are number
of benefits which can be attained by the firm through having effectual talent management process that involve good brand image,
higher efficiency & effectiveness, eliminating irrelevant components, good employee experience, etc. which gives the ability to the
firm to cope up with prevailing circumstance to possess desirable position.
4

Theme 3: Talent management strategies used by Apple's competitors
In the view of Al Jawali and et.al., (2021) in the current era having reliable functioning is highly via gaining the
competitiveness so that ability to overcome the competition. It is important for the firm to pay attention on developing understanding
of the tactics used by organization for achieving competitiveness through using effectual talent management approach. For example-
Motorola is international firm that uses the technique that uses standardized talent review and on boarding processes so that achieving
the important functioning via effective job description, etc activities so that attaining the greater capability to retain employees.
On the contrast to this, Gerhardt and Karsan (2022) tracking and measuring performance is the highly used technique which
tends to offer the motivation to the staff to get the chance to grow via eliminating the lacking areas. For instance - LG is the
multinational company offering the competition to the Apple bu using the tactic of measuring performance in turn accomplishing the
goal of accomplishing the eliminating lacking areas via making improvements actions.
In the contrast to Mujtaba, Mubarik and Soomro (2022) there are different types of the talent management which tends to
offer the crucial information to the organization so that effective culture building, retention of employees, recognizing & rewarding to
performer, offering career development paths, establishing the crucial objectives so that achieving the higher profitability can become
possible. For essence- Dell is one of the significant company that is highly covering the market share through ensuring that employees
are contributing in respect to get the success so that having higher profitability by using employee relationship strategy.
Theme 4: The current talent management strategy
According to d’Armagnac, Al Ariss and N’Cho (2021) there are distinct types of the objectives which are basically
predetermined buy the firm for having the higher profitability and sustainability. For this purpose talent management plays crucial role
in turn getting greater effectiveness can become possible. The actions which are taken into the process of managing & retaining staff
the actions which are taken into procedure includes competitive package, flex benefits, periodical stock grants for their contribution to
the company. On the other side, Anlesinya, Dartey-Baah and Amponsah-Tawiah (2019) stated that the major course of the action
5

which is executed for the mentioned subject matter is to have strategic plan to optimize employee performance so that achieving
effective performance to build brand image.
As per the views of Neri and Wilkins (2019) there are different form of the activities which are basically taken into the
process by the firm for gaining the goal of profitability & stability. This includes having the iPhone interview, an assessment test and
final interview, keeping timely meetings, etc so that greater innovative processes to get higher performance can become possible. In
contrast to this, Mujtaba and Mubarik, (2021) performance based cash incentive re offered by the organization to motivate
subordinates so that effectiveness to build good position in market via having strategic management. This is helpful in accomplishing
objective of higher productiveness and stability in the market.
From the above information it can be concluded that strategic talent management is related with having the effective
procedure so that accomplishing the objective to have the higher profitability is important. Strategic talent management is one of the
highly effective process that provides number of benefits such as attracting and retaining employees for the longer duration, gaining
good brand image, etc which positively influences overall performance of company. This tends to give the greater competitiveness to
deal with organization, having appropriate consistency, quality performance, better working activities, enhanced employee motivation,
etc. which tend to offer the positive results.
CHAPTER 4: RESEARCH METHODOLOGY
Research type
There are three types of the research such as qualitative, quantitative and mixed. The in the current study quantitative type
of the research has been taken into consideration as it pay attention on gathering the data that is numerical and fact based. This tends
to give proper structure and reliable information so that accomplishing the objectives of the research can become possible. The reason
behind the selection of the quantitative research is to get the proper ability to accomplish the objective such as understanding of talent
management, its significance, strategies, etc.
Research approach and philosophy
6

There are two types of the approaches which are taken into the consideration so that significant information regarding the
procedure to be followed can be taken into the consideration. This includes inductive and deductive that are respectively focused for
the qualitative and quantitative research. For the current study, the researcher has give emphasis on using deductive approach so that
theory for having hypothesis, observation and confirmation so that significant insights can be derived. In addition to this, philosophy
for the quantitative research include positivism that tend to focus on having scientific testing of hypothesis and findings logical proof.
Research Sample
it is basically related with having the group people from the total population in turn gaining the information regarding the
views and experience can be derived. For the current research regarding assessing how strategic talent management improve the
organizational performance, scholar has given emphasis on using the simple random sampling technique for selecting 10 HR
managers. This has allowed to get the appropriate information which is helpful in accomplishing the objective of recherche so that
reliable and relevant vies and experience can be derived to get ability to complete the research in effective manner. This tends to give
the significant information of Apple's talent management in turn accomplishing appropriate so that completion of research in effective
manner has become possible.
Data collection
it is important to have information in reliable and valid format so that accomplishing the purpose of having fair study can
become possible. This can be done by using two methods such as primary and secondary. Primary method is related with gathering the
information which is collected for solving the particular issue and have not been used previously. Secondary data collection is
collected from the articles, journals and books so that data which is saleslady published can be obtained. For the recent report, the
research has given emphasize on spreading questionnaire among the HRM mangers so that their views and experience that how
strategic talent management can improve the organizational performance.
Data analysis
7

For evaluating the information it is important to focus on the two distinct method that includes thematic and SPSS. The
current report is based on quantitative research so scholar has paid attention on using the SPSS data analysis technique. This is helpful
in gaining the relevant data in turn accomplishing the objective of gaining the reliable data in the structured format so that depth study
can be exerted. This is helpful in assessing the significant information so that attaining the appropriate insights to attain the objective
such as understanding about the talent management, significance, current strategies of specified organization, etc. This is helpful in
meeting the significant data that has made possible to formulate reliable report.
Ethical consideration
It is highly crucial for the researcher to focus on having the significant focus on following the ethical requirements so that
ability to make reliable & valid report can become possible. There are different kinds of the aspects which has been focused that
includes providing benefits, mitigating risk and maintaining privacy. In the current study the researcher has given focus on having
taking the consent for the willing participation which indicates that proper information can be achieved. Reliable sources of
information has been used by using the references published after the 2017 and copy right sources has been taken into process. It is
ensured that data privacy is maintained by keeping personal information of samples private. On the basis of this it can be specified that
scholar has highly given focus on having compliance with the ethical requirements in turn completing the report in reliable manner
has become possible. This is indicating that scholar has paid attention on having reliable practices to get the significant report
formulation.
Gantt chart Schedule
S.no Task Name Duration Start Finish Predecessors
1 Initiation 5 days Tue 5/10/22 Mon 5/16/22
2 Providing overview and
background of the study 5 days Tue 5/10/22 Mon 5/16/22
3 Planning 5 days Tue 5/17/22 Mon 5/23/22
4 Defining Objectives & 5 days Tue 5/17/22 Mon 5/23/22 2
8

Research Rationale
5 Execution 38 days Tue 5/24/22 Thu 7/14/22
6 Evaluating Literature Review 7 days Tue 5/24/22 Wed 6/1/22 4
7 Conducting Research
methodology 7 days Thu 6/2/22 Fri 6/10/22 6
8 Designing Questionnaire 2 days Mon 6/13/22 Tue 6/14/22 7
9 Data collection via survey
(Questionnaire) 10 days Wed 6/15/22 Tue 6/28/22 8
10 Arranging the Data in
structured format 7 days Wed 6/29/22 Thu 7/7/22 9
11 Data evaluation by referring
collected data and conducted
calculation
5 days Fri 7/8/22 Thu 7/14/22 10
12 Monitoring and controlling 8 days Fri 7/15/22 Tue 7/26/22
13 Concluding, findings 7 days Fri 7/15/22 Mon 7/25/22 11
14 Recommendation 1 day Tue 7/26/22 Tue 7/26/22 11,13
15 Closure 5 days Wed 7/27/22 Tue 8/2/22
16 conducting reflection 1 day Wed 7/27/22 Wed 7/27/22 14
17 Consulting with tutor to check
the study and outcome derived. 2 days Thu 7/28/22 Fri 7/29/22 14,16
18 Feedback 1 day Mon 8/1/22 Mon 8/1/22 17
19 Submission after feedback
modification 1 day Tue 8/2/22 Tue 8/2/22 18
9

10

Network diagram
Work break down structure
Research limitations
In order to complete the research, the scholar has given emphasis on identifying the certain limitations which are faced during
its completion. This includes time, resource and money which has hampered the working procedure of study. Time is related with
having difficulty in gathering the data but usage of SPSS has helped in accomplishing the objective of research in higher effective
11

manner. Resource limitation has hampered as there were various websites which were paid but using multiple sources to gather the
data has helped in accomplishing the goal of conducting research in accurate manner. Money constraint has been dealt by paying
attention on having the reliable method of contacting with sample so that attaining the objective of research has become possible by
overcoming this limitation.
CHAPTER 5- PROJECT RESULTS AND FINDINGS
Statistics
Q1. Are
you aware
of the
concept of
talent
manageme
nt
strategies?
Q2. Do
your
company
implement
good
talent
manageme
nt
strategies
in order to
retain the
employees
?
Q3. Are
there any
benefits of
using
various
talent
manageme
nt
strategies?
Q4. What
are the
benefits of
using the
talent
manageme
nt
strategies
for Apple?
Q5. Do
the talent
manageme
nt
strategies
of
competitor
affect the
working
of Apple?
Q6. What
are the
various
strategies
relating to
talent
manageme
nt
strategies
which are
used by
competitor
of Apple?
Q7. What
are the
various
techniques
pertaining
to Apple
which they
are using
for talent
manageme
nt?
Q8. Is it
important
for Apple
to make
the talent
manageme
nt
strategies
a priority?
Q9. What
is the
importanc
e of talent
manageme
nt
strategies
with
respect to
the
retention
of
employees
in Apple?
Q10. What
are the
challenges
which
company
face while
implementi
ng talent
manageme
nt
strategies?
N
Valid 10 10 10 10 10 10 10 10 10 10
Missin
g 0 0 0 0 0 0 0 0 0 0
Mean 1.4000 2.3000 1.4000 2.2000 1.4000 2.0000 2.9000 1.4000 3.1000 3.1000
Median 1.0000 2.0000 1.0000 2.0000 1.0000 2.0000 3.5000 1.0000 3.5000 3.5000
Mode 1.00 1.00 1.00 1.00 1.00 1.00 4.00 1.00 4.00 4.00
12

Std.
Deviatio
n
.51640 1.41814 .51640 1.22927 .51640 1.05409 1.28668 .51640 1.10050 1.10050
With the help of the overall descriptive statistics it is clear that maximum of the respondents is aware of the concept and
importance of talent management. This is necessary for the reason that it helps the company in improving the working efficiency of
the employees and overall company as well.
Frequency Table
Q1. Are you aware of the concept of talent management strategies?
Frequency Percent
Valid
Yes 6 60.0
No 4 40.0
Total 10 100.0
13

Interpretation- With the help of the primary data gathered and evaluated it is clear that majority of the respondent states that they are
aware of the concept of talent management strategies. This was agreed by 60 % of the sample and the remaining were not being
aware.
14

Q2. Do your company implement good talent management strategies in order to retain the employees?
Frequency Percent
Valid
Strongly agree 4 40.0
Agree 2 20.0
Neutral 2 20.0
Disagree 1 10.0
Strongly disagree 1 10.0
Total 10 100.0
15

Interpretation- By evaluating the data assimilated from 10 respondents it is clear that they strongly agree that company is using
different types of strategies for talent management. This is pertaining to the fact that it assists company in improving the working
efficiency to a great extent. However, some of the respondent agree and some are neutral relating to use of talent management
strategy.
16

Q3. Are there any benefits of using various talent management strategies?
Frequency Percent
Valid
Yes 6 60.0
No 4 40.0
Total 10 100.0
17

Interpretation- By evaluating the data gathered it is clear that the majority of people states that there is benefit being present of using
different talent management strategies. This was agreed by 60 % of the people and remaining stated that there is not much benefit of
using the talent management strategies.
18

Q4. What are the benefits of using the talent management strategies for Apple?
Frequency Percent
Valid
Increase in profitability
and sustainability 4 40.0
Retaining top talent 2 20.0
Increased diversity and
inclusion 2 20.0
Increase in employee
engagement 2 20.0
Total 10 100.0
19

Interpretation- With the analysis of the data, it is clear that there are different types of the benefit which company can gain by using
different talent management strategies. In accordance to the views of 40% of respondent the most common benefit is increase in
profitability and sustainability. As per the views of Poisat, Mey and Sharp, (2018) when the employees will be happy and satisfied
then they will be working in better manner resulting in increase in profitability and capability of company and employees as well.
20

Q5. Do the talent management strategies of competitor affect the working of Apple?
Frequency Percent
Valid
Yes 6 60.0
No 4 40.0
Total 10 100.0
21

Interpretation- With the analysis it is clear that talent management strategy used by the other competitor affect the working of Apple.
This is pertaining to the fact that Apple works in competitive environment and other companies working affect Apple’s working as
well.
22

Q6. What are the various strategies relating to talent management strategies which are used by competitor of Apple?
Frequency Percent
Valid
Standardized talent review
and on- boarding process 4 40.0
Tracking and measuring
performance 3 30.0
Taking feedback and
reviews 2 20.0
All of the above 1 10.0
Total 10 100.0
23

Interpretation- By the evaluation of the data it is clear the majority of people states that standardized talent review and on- boarding
process is the strategy use by most of the competitor. On the other hand, some companies use feedback and all of the above are also
some of the strategy used by competitor.
24

Q7. What are the various techniques pertaining to Apple which they are using for talent management?
Frequency Percent
Valid
Recognizing and
rewarding top performers 2 20.0
Providing good growth
opportunities 2 20.0
Using employee training
tool 1 10.0
All of the above 5 50.0
Total 10 100.0
25

Interpretation- With the evaluation of the data it was clear that there are different strategies with respect to talent management which
Apple uses. Majority of the people agreed with all of the above which includes recognizing top talent, providing opportunity for
growth and using employee training tool.
26

Q8. Is it important for Apple to make the talent management strategies a priority?
Frequency Percent
Valid
Yes 6 60.0
No 4 40.0
Total 10 100.0
27

From the assessment it can be mentioned that firm requires to make the talent management strategies priority as 6 HR mangers
has selected yes option. It can be justified by referring the views of Neri and Wilkins (2019) talent management tend to offer different
kinds of benefits which helps in achieving appropriate performance by ensuring that accurate hiring, retaining, etc procedure can
become possible to uplift organizational performance.
Q9. What is the importance of talent management strategies with respect to the retention of employees in Apple?
Frequency Percent
Valid
Helps business in
improving performance 1 10.0
Assist in driving
innovation 2 20.0
Reduces employee
turnover 2 20.0
Increases company’s
image and reputation 5 50.0
Total 10 100.0
28

The above presented chart is showing that there are different types of the importance which are derived by talent management.
The one of the most chosen category by sampling size is increased company's image and reputation. From the views of Mujtaba and
29

Mubarik (2021) there are various benefits which are derived by application of talent management which involves higher effectiveness
which inclined its reputation in the market and enable to get competitive positive position which aids in having good stability of firm.
Q10. What are the challenges which company face while implementing talent management strategies?
Frequency Percent
Valid
Issue in hiring right person
at right job 1 10.0
High competition 2 20.0
Lack of proper planning
and communication 2 20.0
All of the above 5 50.0
Total 10 100.0
30

From the evaluation of the above information it can be interpreted that the company is facing the challenges all the above
which comprises issue in hiring right person, high competition, and lack of proper planning and communication. It can be supported
by the opinion of Ansar and Baloch (2018) that talent management strategies are concerned with having effectiveness but there are
31

certain issues which hamper the working of firm that involves hiring person, gaining ability to overcome competition, clear
communication, etc.
CHAPTER 6- CONCLUSION AND RECOMMENDATION
From the above report it can be concluded that strategic talent management is concerned with having the appropriate approach
to attract and retain employees in turn attaining the organizational objective of having greater efficiency and effectiveness can be
maintained. In the current report the research has given emphasis on having the research objectives so that accomplishing effective
road map can be derived. The present study has involved literature review which has helped in getting theoretical knowledge
regarding talent management, its significant, competitors strategies, etc. Research methodology has paid attention on using
quantitative research type, deductive approach & positivism philosophy, SPSS data analysis technique, etc. which has helped in
conducting the research in appropriate manner. Data findings has provided assistance in understanding that how strategic talent
management improve organizational performance. In addition to this, it has given emphasis on having the reliable insights that
strategic talent management is important.
Recommendations
It is recommended to the organization to pay attention on having the significant information about the employees requirements by
focusing on having appropriate feedback mechanism. The main reason behind the particular strategy is to gain the significant
understanding of the needs of employee in turn reliable action for enhancing their employee performance can be derived. This can
permit to uplift the overall performance of organization and helps in boosting its position in market.
This is suggested to specified organization to get the understanding of performance contributed by the staff by having performance
evaluation technique. This can permit in getting the significant position to provide employees ability to get the rewards according to
32

their talent in turn attracting and retaining employees so that achieving the organizational objective of greater profitability,
sustainability and competitiveness in market which can permit overcoming prevailing barriers of success.
CHAPTER 7- REFLECTION
Gibbs reflective cycle is concerned with having the six stages which provide s assistance in offering the information of
experience by focusing on description, feelings, evaluation, analysis, conclusion and action plan. Strategic talent management is one
of the crucial strategy that helps the company to get the appropriate capability to coordinate with the requirements of business in turn
accomplishing the organizational goal such as higher profitability & sustainability can be derived. The particular research study has
been conducted to evaluate that how effectively strategic talent management improve the organizational performance.
In the particular project I have felt that there is distinct form of skills which are required to be attained in respect to get the
proper ability to complete all the parts of the research in effective manner. In my opinion the skills like having proper research of the
information has provided assistance in gathering the reliable information so that meeting the criteria of coordinating with requirements
such as having accurate and precise details. Time management skill of mine has been found helpful as permitted to derive accurate
information by meeting with the deadline of each planned activity.
In addition to this, I have analyzed that having reliable problem solving approach has allowed me to concentrate on gaining the
ability to conduct the proper questionnaire formulation and evaluation that has helped me to understand prevailing circumstances so
that lacking areas that is hampering the strategic talent management of the organizational performance get affected. There are various
aspects that I have felt required to be coordinated in respect to get the proper ability to derived significant outcomes which include
communication skills. Communication skill has provided me assistance to have appropriate way of connecting with HR managers that
has given me ability to coordinate with prevailing requirements.
From the evaluation of the particular research there is lacking of critical thinking which has not allowed me to get the proper
understanding of the prevailing situation. In addition to this, it has affected my ability to comply with the data analysis part. There is
33

lacking of technical skill as in conducting of SPS there are certain difficulties which are faced by me. This is required to be concluded
for gaining the reliable information which can help in having more competitiveness.
It can be concluded that particular research study regarding how strategic talent management affect the organization
performance. It is important for the firm to get the corrective hiring, retaining and monitoring procedure so that greater competitive
position can be derived. The course of action which will be implemented by me for overcoming critical thinking lacking ness is
participating in the case study and management based game so that higher approach of understanding situation can be derived. The
technical skill to get greater effectiveness is having reliable tutorial and internship activities can give the ability to coordinate with
requirements of having significant efficiency. On the basis of this, it can be interpreted that having significant improvement via these
mentioned methods can provide assistance in achieving higher effectiveness to coordinate with requirements of project.
34

REFERENCES
Books and Journals
Abu-Darwish, N.J., Al-Kasasbeh, M.M. and Al-Khasawneh, M.M., 2021. The mediating role of cloud computing in the relationship
between talent management and competitive advantages. Competitiveness Review: An International Business Journal.
Al Jawali, H and et.al., 2021. Talent management in the public sector: empirical evidence from the Emerging Economy of Dubai. The
International Journal of Human Resource Management, pp.1-29.
Ali, A.A. and Jawad, A.B., 2022. TALENT MANAGEMENT. World Economics and Finance Bulletin. 8. pp.151-155.
Anlesinya, A., Dartey-Baah, K. and Amponsah-Tawiah, K., 2019. Strategic talent management scholarship: a review of current foci
and future directions. Industrial and Commercial Training.
Ansar, N. and Baloch, A., 2018. Talent and talent management: definition and issues. IBT Journal of Business Studies. 14(2). pp.213-
230.
Claus, L., 2019. HR disruption—Time already to reinvent talent management. BRQ Business Research Quarterly. 22(3). pp.207-215.
d’Armagnac, S., Al Ariss, A. and N’Cho, J., 2021. Talent management in turbulent times: Selection, negotiation, and exploration
strategies for talent management in the aeronautics and space industries. The International Journal of Human Resource
Management, pp.1-29.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: context matters. The International Journal of
Human Resource Management. 31(4). pp.457-473.
Gerhardt, T. and Karsan, S., 2022. Talent management in private universities: the case of a private university in the United
Kingdom. International Journal of Educational Management.
Jayaraman, S., Talib, P. and Khan, A.F., 2018. Integrated talent management scale: Construction and initial validation. Sage Open.
8(3). p.2158244018780965.
35

Mujtaba, M. and Mubarik, M.S., 2021. Talent management and organizational sustainability: role of sustainable
behaviour. International Journal of Organizational Analysis.
Mujtaba, M., Mubarik, M.S. and Soomro, K.A., 2022. Measuring talent management: a proposed construct. Employee Relations: The
International Journal.
Neri, S. and Wilkins, S., 2019. Talent management in transnational higher education: Strategies for managing academic staff at
international branch campuses. Journal of Higher Education Policy and Management. 41(1),. pp.52-69.
Poisat, P., Mey, M. R. and Sharp, G., 2018. Do talent management strategies influence the psychological contract within a diverse
environment?. SA Journal of Human Resource Management. 16(1). pp.1-10.
Shahi, T and et.al., 2020. Behavioral Factors Affecting Talent Management: Meta-Synthesis Technique. Iranian Journal of
Management Studies. 13(1). pp.117-137.
Sindhura, K., 2022. Talent Management Strategies in Human Resource Management: Critical for Business-A Systematic
Review. Journal of Positive School Psychology. 6(3). pp.3396-3409.
36

APPENDIX
Questionnaire
Name:
Age:
Gender:
Q1. Are you aware of the concept of talent management strategies?
 Yes
 No
Q2. Do your company implement good talent management strategies in order to retain the
employees?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Q3. Are there any benefits of using various talent management strategies?
 Yes
 No
Q4. What are the benefits of using the talent management strategies for Apple?
 Increase in profitability and sustainability
 Retaining top talent
 Increased diversity and inclusion
37

 Increase in employee engagement
Q5. Do the talent management strategies of competitor affect the working of Apple?
 Yes
 No
Q6. What are the various strategies relating to talent management strategies which are used by
competitor of Apple?
 Standardised talent review and on- boarding process
 Tracking and measuring performance
 Taking feedback and reviews
 All of the above
Q7. What are the various techniques pertaining to Apple which they are using for talent
management?
 Recognizing and rewarding top performers
 Providing good growth opportunities
 Using employee training tool
 All of the above
Q8. Is it important for Apple to make the talent management strategies a priority?
 Yes
 No
Q9. What is the importance of talent management strategies with respect to the retention of
employees in Apple?
 Helps business in improving performance
38

 Assist in driving innovation
 Reduces employee turnover
 Increases company’s image and reputation
Q10. What are the challenges which company face while implementing talent management
strategies?
 Issue in hiring right person at right job
 High competition
 Lack of proper planning and communication
 All of the above
Q11. What are some of the recommendation for the company in order to improve the talent
management strategies?
39

40