The Effect of Talent Management as a Strategy Priority on Organizational Performance at Pizza Hut

This research project explores the impact of talent management as a strategy priority on the performance of Pizza Hut. It examines the role of talent management in attracting, retaining, and developing talented employees and its significance amidst the challenges of Covid-19. The study aims to recommend innovative ways of applying the right talent management strategy to enhance employee performance.

RESEARCH PROJECT

ABSTRACT
The report has summarised about the concept of talent management, which becoming as
important for identifying the greatest strength, weakness of staff member in organisation. In this
report, it has been described about the talent management and its significant role at different
level of organization. Hence, it should give the proper attention in attracting large number of
staff member. Talent management is helping for organization to improve the overall performance
whereas each and every employee can use their own skill, knowledge to achieve desirable goal
or objective. in this study, it has been considered the Quantitative method or technique that help
for collecting the large information about talent management. The investigation to find out the
problem and resolved them through Quantitative research method. The significance of research
project has gained more idea about process of talent management and useful for identifying
suitable candidate in business development.

DEDICATION.................................................................................................................................................................... 1
ACKNOWLEDGEMENT...................................................................................................................................................... 1
ABSTRACT........................................................................................................................................................................ 2
LIST OF TABLES..................................................................................................................................................................
LIST OF FIGURES.................................................................................................................................................................
CHAPTER ONE.................................................................................................................................................................. 1
1.0 INTRODUCTION.......................................................................................................................................................... 1
1.1 RESEARCH BACKGROUND........................................................................................................................................... 1
1.2 STATEMENT OF RESEARCH PROBLEM......................................................................................................................... 1
1.3 RESEARCH AIM........................................................................................................................................................... 2
1.4 RESEARCH OBJECTIVES............................................................................................................................................... 2
1.5 RESEARCH QUESTIONS............................................................................................................................................... 2
1.6 RESEARCH RATIONALE................................................................................................................................................ 2
CHAPTER TWO – LITERATURE REVIEW.............................................................................................................................. 4
2.0 INTRODUCTION.......................................................................................................................................................... 4
2.1 THEME (1).................................................................................................................................................................. 4
2.1.1 SUB-THEME.....................................................................................................................................................................5
2.2 THEME (2).................................................................................................................................................................. 5
2.2.2 SUB-THEME.....................................................................................................................................................................6
2.3 THEME (3).................................................................................................................................................................. 6
2.3.1 SUB-THEME.....................................................................................................................................................................6
2.4 THEME (4).................................................................................................................................................................. 7
CHAPTER THREE – RESEARCH METHODOLOGY.................................................................................................................. 7
3.0 INTRODUCTION.......................................................................................................................................................... 7
3.1 RESEARCH PARADIGM................................................................................................................................................ 7
3.2 RESEARCH PHILOSOPHY............................................................................................................................................. 8
3.3 RESEARCH APPROACH................................................................................................................................................ 8
3.4 RESEARCH DESIGN...................................................................................................................................................... 9
3.4.1 QUANTITATIVE.................................................................................................................................................................9
3.4.2 QUALITATIVE................................................................................................................................................................... 9
3.5 DATA COLLECTION...................................................................................................................................................... 9
3.5.1 SAMPLING METHOD.....................................................................................................ERROR: REFERENCE SOURCE NOT FOUND
3.5.2 PRIMARY DATA COLLECTION...........................................................................................ERROR: REFERENCE SOURCE NOT FOUND

3.5.3 SECONDARY DATA COLLECTION.......................................................................................ERROR: REFERENCE SOURCE NOT FOUND
3.6 ANALYSIS OF DATA................................................................................................................................................... 11
3.6.1 QUANTITATIVE...............................................................................................................................................................10
3.6.2 QUALITATIVE.................................................................................................................................................................10
3.7 ETHICAL CONSIDERATIONS....................................................................................................................................... 10
CHAPTER FOUR - DATA PRESENTATION, ANALYSIS, FINDINGS AND DISCUSSIONS...................ERROR: REFERENCE SOURCE
NOT FOUND
4.0 INTRODUCTION........................................................................................................................................................ 12
4.1 QUANTITATIVE DATA PRESENTATION....................................................................................................................... 12
4.1.1 DESCRIPTIVE STATISTICS ANALYSIS.....................................................................................................................................11
4.2 QUALITATIVE DATA PRESENTATION.......................................................................................................................... 11
4.2.1 CONTENT ANALYSIS.........................................................................................................................................................11
4.3 DISCUSSION OF FINDINGS......................................................................................................................................... 11
CHAPTER FIVE................................................................................................................................................................ 31
5.0 INTRODUCTION...................................................................................................................................................... 326
5.1 CONCLUSION............................................................................................................................................................ 31
5.2 RECOMMENDATIONS............................................................................................................................................... 32
5.3 REFLECTION ON RESEARCH METHOD........................................................................................................................ 32
REFERENCES................................................................................................................................................................... 33
APPENDICES…………………………………………………………………………………………………………………………………………… 33

Research title: The effect of talent management as a strategy priority on the performance of an
organisation at Pizza Hut
CHAPTER ONE:
1.0 INTRODUCTION
Talent management is based on the process or method by which companies recognise or develop
the talented people who have a positive impact on the enterprise (Narayanan, Rajithakumar and
Menon, 2019). In order to increase the productivity and profitability in marketplace. The aim of
project is to evaluate talent management as a strategy priority, on the performance of an
organisation at Pizza Hut.
The purpose of study is to identify the organizations ability to engage, attract or retain the
staff members. In ultimately, it automatically lead an enterprise for improving the current
performance and efficiency, which gain more competitive advantage in global marketplace.
In this research project, it will discuss the effect of talent management as a strategy priority on
the performance of an organisation. The project will describe the impact of talent management
on the performance of the organisation, and it will also describe what is the role of talent
management of organisational performance amidst the challenges of Covid -19 in Pizza Hut.
1.1 Research Background
In era of modern technology whereas organizations are more working in the isolation and
implement variety of technology (Narayanan, Rajithakumar and Menon, 2019). Hence, the
enterprise leader such as Pizza hut, it starts for promoting the different resources such as human
capital which give them better competitive advantage against the other competitors. Various
organizations consider the idea of talent management for making it their effective strategic
priority to develop, retain or hire the employees. Talent management is all about analysing the
requirement of skilled staff member and also developing strategies to meet the expectation level.
Furthermore, it improves the overall performance of enterprise which help for maintaining the
financial position in global world.
1.2 Statement of research problem
Through talent management is considered as important aspects within organization.
There is some mis-constructed notion between human resource and lack of proper coordination
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between employees. In this way, talent management give as priority in context of strategic goal
to streamline the overall business and also increasing the performance.
1.3 Research Aim:
Research title: The effect of talent management as a strategy priority on the performance of an
organisation: a case study of Pizza Hut
Research Aim: To evaluate the talent management as a strategy priority on the performance of
an organisation.
1.4 Research Objectives
Research title: The effect of talent management as a strategy priority on the performance of an
organisation at Pizza Hut
 To review about the concept of talent management as strategic priority including its need
and importance for an organisation.
 To determine the impact of talent management on performance of Pizza Hut.
 To examine the role of talent management to ensuring organizational performance amidst
the challenges of Covid -19 at Pizza Hut.
 To recommend innovative ways of applying the right talent management strategy to
employee effective performance in Pizza Hut.
1.5 Research Questions
Research title: The effect of talent management as a strategy priority on the performance
of an organisation.
 Why talent management has become a strategic priority for an organisation?
 What possible impact is lead by talent management on performance of Pizza Hut?
 What is role of talent management to ensuring organizational performance amidst the
challenges of Covid -19 at Pizza Hut?
 What talent management strategies are applied to employee effective performance in
Pizza Hut?
1.6 Research Rationale
The importance of research is identifying the talent management process that help for
investigator to find out suitable hiring parameter. The research has contributed to analyse the gap
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with talent management and its current approach. It has validated to resolve the conflict issue or
problem. Investigator has gained more knowledge about talent management through this research
study.
Main purpose of research study is to understand the concept of talent management and
how it appropriate for organization to maintain the different task. Through this research,
investigator has identified the significant role of talent management whereas Human resource
management consider to find out the talented person (King and Vaiman, 2019). Investigator has
focused on the problem statement regarding lack of proper coordination between employees.
These will be resolved by consideration of strategic as talent management concept. Researcher
can be determined that talent management directly impact on the performance of organization in
marketplace.
Gantt chart
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CHAPTER TWO: LITERATURE REVIEW
2.0 Introduction
Talent Management can be defined as a kind of method that can help organization in
recognizing talented people who can have a positive impact upon organization. It is extremely
important factor organization to focus upon talent management as it can help them in
enhancing organization’s overall performance. There are many different kinds of strategies that
can be used by companies for talent management. This literature review will focus upon
reviewing previous research papers in order to gain understanding of this research topic.
2.1 Theme 1 Talent management importance in an organization
According to the view of Krishnan and Scullion, (2017) Talent management is one of the
most important part of an organization. Main purpose of talent management is to recruit, retain,
hire and development of most talented employees within an organization. It is one of the main
and primary responsibility of human resource department to retail and hire employees with
required and rights skills, qualities and knowledge within the organization for longer time period.
It helps in maintaining higher performance of workforce of the organization. Talent management
is needed within an organization because they help in implementation of competitive
compensations that includes attractive salary packages, periodic increment, develop training and
development programs and many more so that all the required and emerging requirements of
company can be developed.
2.1.1 Talent management need within an organization
Krishnan and Scullion, (2017) further elaborates that, every organization need to focus
upon their talent management as it not only helps company in retaining talented employees but
also helps in ensuring continuous growth and innovation within an organization. For food and
beverages industries likes Pizza hut it is extremely important because it helps in increasing
productivity of the organization, development of required skills within employees so that
customer satisfaction can be enhanced. Development of desired skills within an organization also
helps in completing organizational operations in a cost effective and timely manner. Today for
organizations, talent management is the second most important thing required within an
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organization as it helps in taking the organization to next level and also helps in expanding
organization in different ways.
2.2 Theme 2 Impact of talent management on organizational performance of food and beverages
industry organizations
As per the view of Hongal and Kinange, (2020) Talent management impacts overall
organizational performance in many different ways. It is one of the most effective and
appropriate way though which gap between talent demand and talent supply by determining
strength and weakness of employees so that flow of talent within the organization can be
maintained. Effective talent management within a company helps in connecting organizational
goals and workforce strategies to main business strategies. Talent management helps in
enhancing overall performance of employees as well. Effective and appropriate talent
management within an organization helps in providing employees within an opportunity so that
they can enhance their overall performance level so that they can contribute and enhance overall
performance of employees. Hongal and Kinange, (2020) further elaborates that, Human resource
department of a company is required to work upon talent management so that they can identify
skills and qualities that are required to be developed within employees so that they can fulfil their
roles and responsibilities in an appropriate manner and achieve desired target goals in an
effective and appropriate manner. it further helps the company in excelling in every
organizational department which not only helps them in a achieving their desired aim and
objectives but also helps in gaining competitive advantage. Talent management basically focuses
upon optimizing people within an organization. HR department with the help of talent
management can effectively develop competitive perspective within employees so that each
employee can work upon enhancing their overall potential and achieve desired goals for
achievement of potential target.
2.2.2 Ways in which talent management can help in bringing changes within an
organization
If any kind of change is required to be brought within the organization then with the help of
effective talent management, change perspective can be developed within employees so that
change within business can be brought easily. This clearly explains that importance of talent
management in enhancing organizational performance. In food and beverage industry as well
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talent management is important as it helps organizations to gain competitive advantage, bring
changes within their organization as per market competition so that overall organizational
performance can be improved.
2.3 Theme 3 Role of talent management in meeting the challenges of COVID-19
According to the view of Haak-Saheem, (2020) talent management plays a vital role in meeting
challenges of Covid-19 because due to this corona virus pandemic many organizations are facing
different kinds of issues in managing their business operations in an appropriate manner. corona
virus pandemic has forced organizations to work with less workforce or introduce work from
home facility for employees so that overall operations of organizations is not impacted. Not only
organizations but even workforce has to adjust themselves as per the current satiation of corona
virus. It has impacted organizations and their employees in many different ways but most
importantly Covid-19 pandemic has increased need and importance of advance technology so
that even in this situation employees can remain connected with the organization and carry out
their work in an appropriate manner. Talent management can help organization in employee
management in this crises in an effective manner so that their employees can keep their morale,
motivation and satisfaction level high and it does not impact their overall performance level.
Effective talent management strategies can help in lightening up negative impact of Covid-19.
2.3.1 Covid-19 impact upon recruitment and selection
Haak-Saheem, (2020) further says that, Covid-19 has majorly impacted hiring, training
and development of an organization. With the help of effective talent management techniques
organizations can use or implement advance technologies so that they can hire or recruit
employees online, with the help of online sessions effective training can be provided to
employees. For organizations like Pizza hut it is extremely important for them to adopt effective
talent management strategies so that their business operations can be carried out effective
manner.
2.4 Theme 4 Innovative ways of recruitment and training of employees to ensure effective talent
management
Abdollahbeigi, Salehi and Jayashree, (2017) explains that, there are various kinds of
innovative ways though which recruitment and training of employees can be ensured in an
effective manner though talent management. It is important for organization to focus upon these
innovative approaches so that in current situation their recruitment and training programs are not
6

impacted. Organizations can focus upon adopting labour platforms that can be used by human
resource departments for bringing improvement within productivity of their new employees in an
appropriate manner. they can focus upon using tools six as Zoom so that they can conduct online
interview with and hire skilled and talented employees. They can work upon conducing online
examination of that test of new candidates can be done and can be checked that then as per the
skills, qualities and knowledge requirement of organization new candidates can be hired. HR
department can focus upon digitalize their major HR processes by using mobile, social and cloud
technologies so that required data can be collected and analysed effectively and employee
experience can also be enhanced effectively.
CHAPTER THREE: RESEARCH METHODOLOGY
3.0 Introduction
In this section, investigator has included the research methodology and other approaches
that help for providing the relevant information or data. Generally, it intend to cover all different
topics such as research philosophy, approaches, method, and research design and so on.
It is a type of specific technique or procedure that mainly used for identifying, selecting,
processing and analysing the information relevant to topic or subject. Research methodology
allows for investigator to evaluate the reliability as well as validity of case study.
3.1 Research philosophy
It is based on the principle which states that investigator performed the significant role in
observation of social world. Generally, research philosophy mainly deals with the nature, source
and other knowledge development (Wang and et.al., 2019 ). In simplest way to belief on the
relevant data or information that should be gathered or collected. Research philosophy can be
divided into different types: intepretivism, realism and positivism.
The researcher has been considered the positivism philosophy that always support for
collecting the interpretation of quantitative data or information. This type of philosophy is
basically depending on the quantifiable observation that lead to statistical analyses.
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3.2 Research paradigm
Here, it can be representing the Ontology, Epistemology or Axiology. The ontological is
based on the question that may represent as form and nature of reality. Epistemology can brief
about the concept of talent management. in order to gain more idea about it. Furthermore, it has
been justified that investigator has chosen ontology as research question to identifying accurate
result. It help for identifying solution of particular research problem in this research project.
Research methods
These are considered as strategies, processes and other technique that can be utilised in
the large collection of data or information. Afterwards, it also helping to uncover the new data
which have developed the better understanding towards research topic or subject. There are
different way to categorises research methods such as qualitative research, quantitative and
mixed method research.
Qualitative research method is consider as appropriate technique which help for gathering
behaviour, emotions and meaning individuals attach to them. It assist in the enabling the
investigator to gain the understanding towards complex concepts (Kumar, 2019). On the other
hand, Quantitative method is another technique which mainly consider numerical value for
generating accurate result or outcome. Mixed methods are those considering in both numerical as
well as descriptive idea about the talent management in the Pizza Hut.
The researcher has been chosen quantitative method for gathering and collecting
numerical value. It is leading the data in statistical term that yield an easier way to find out the
better result or outcome.
3.3 Research approach
It is based on the plan and procedure that mainly consists of different steps on behalf of
assumption in detailed manner (Wang and et.al., 2019 ). This approach plays important role in
the research project in regardless of areas. In order to specify the approach that has adopted by
researcher. Approach can be categorised into different types: deductive, inductive and abductive.
The researcher has used the deductive approach for identifying the better conclusion or
outcome. Generally, it can be used in quantitative method for considering numerical value
(Wang and et.al., 2019 ). This type of approach is basically associated with quantitative whereas
8

they does not have specified the specific rules and regulation. It is becoming useful for
researcher to identify the result or outcome.
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3.4 Research design
3.4.1 Quantitative
When investigator has chosen Quantitative method and collecting the relevant
information through Questionnaire. Through this method, it also considered the review or
opinion of individual respondent towards concept of talent management. The Justified the reason
for using questionnaire to determine the positive and negative response in proper manner.
3.4.2 Qualitative
In Qualitative method, researcher has chosen observation because it provide the brief idea
about the research study. Also justification of research to collect information from different
respondent. This help for investigator to make decision and then generating accurate result or
outcome.
It is based on the overall strategy that can integrate with different components of case
study within logical manner (VanKooten, 2019). Sometimes, it ensure that researcher effectively
identified the research problem or issue. There are divided into two types: conclusive and
exploratory.
The conclusive research design which implies to generate the accurate finding. In
practical way to useful for reaching the particular conclusion or decision-making. This type of
design help for clarifying the need or requirement. On the other hand, exploratory research
intend to explore the particular research question, determining the better solution of research
question.
The investigator has chosen conclusive research design to find out the accurate solution
of particular questions. It is becoming useful for researcher to change the direction of research
study at certain level.
3.5 Data collection
It is based on the method or technique that mainly consists of different observations,
interviews and survey. In order to focus on the different source of data collection (Wang and
et.al., 2019). There are two different way to divide such as primary and secondary data collection
method.
3.5.1 Sampling method
It is based on the strategy that can investigate about the current performance and
efficiency of Pizza Hut (Wang and et.al., 2019 ). In research case study, Investigator has chosen
10

non-probability sampling method and also ensure that collecting member from large population.
Furthermore, it is convenient for researcher to handle the reliability as well as authenticity. The
sample size is 20 employees of pizza Hut.
3.5.2 Primary data collection -Justify your choice
The researcher has been chosen primary data collection to acquire information or data
relevant to the research project by using questionnaires. Justification that ensure the effectively
gather data from large number of respondents. In this research study, it has been selected from
employee of Pizza Hut.
3.6 Analysis of Data
Investigator has been interpret the data by using Quantitative method through SPSS. It
helps for researcher to consider numerical aspect for implementing suitable input and then
generating accurate output.
3.6.1 Quantitative
SPSS or Excel are considered the effective data analysis tool which always support for
investigator to generate accurate result or outcome. SPSS is based on the statistics as software
package use for interactive, analysis and batched the information or data.
3.6.2 Qualitative
The qualitative method is used the Content analysis in the form of description relevant to
gather or collect data.
3.7 Ethical consideration
The accumulation of principles and values that mainly address question of what is right
or wrong in particular case study. In research project, ethics searches for research in acting and
refraining (Wang and et.al., 2019 ). When conducting the research work meeting the ethical,
moral and code of conduct on the basis of principles. It is helping for maintain the reliability as
well as authenticity of case study. Moreover, it should be considered the essential principles that
relates to ethical consideration within research project.
 Each and every participant should not properly subjected to harm anyone during case
analysis.
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 It may require to maintain the proper dignity of other research participant members.
 It can be maintained the privacy and confidentiality of information or data (Wang and
et.al., 2019 ).
 Improve the misleading information among different research participate in proper
manner.
Limitation of study
The research study has limited for not particular way to consider both mediating as well
as moderating factors. It may directly affect on the research project. Talent management can be
identified by various measurement. in order to find out the measure attraction, engagement of
staff member . In this way, it also identified that research technique significant way to establish
the correlation and regression to strength.
CHAPTER FOUR: Data Presentation, Analysis, Findings
4.0 Introduction
Here, it will be interpreted about the data analysis and outcomes obtained from it. For that
there are various test which is applied. Moreover, it will cover descriptive data analysis and
quantitative one.
4.1 Quantitative data presentation
Regression
Model Summaryb
Model Change Statistics Durbin-Watson
df2 Sig. F Change
1 18a .288 1.347
a. Predictors: (Constant), skillsandcompetenceimprovedthroughactivitiescarriedout
b. Dependent Variable: satisfiedwithactivitiescarriedoutbyPizzahuttoenhanceyourskills
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Interpretation- By analysing table it is found that significance value obtained is P= .288 which
is less than 0.05. it means that there is no relationship between satisfaction of employees and
skills and competency gained by activities done.
Regression
Model Summaryb
Model Change Statistics Durbin-Watson
df2 Sig. F Change
1 18a .665 1.251
a. Predictors: (Constant), talentmanagementstrategyeffectivelyimplementedwithinpizzahut
b. Dependent Variable: positiveimpactoftalentmanagementonyourperformance
Interpretation- it is identified that significance value P= .665 which is more than P= 0.05. thus,
there is relationship between TM strategy implementation and its positive impact on employee
performance. If strategy is properly executed than there is positive impact otherwise there is no
improvement in employee productivity.
4.1.1 Descriptive statistics analysis
Statistics
talentmanageme
ntstrategyeffectiv
elyimplemented
withinpizzahut
positiveimpactoft
alentmanageme
ntonyourperform
ance
talentmanageme
ntwillusefulinove
rcomingcovid19c
hallenge
Pizzahutabletofu
lfilitsneedsthroug
hTMstrategy
whattypeofTMstr
ategiesarefollow
edwithincompan
y
N Valid 20 20 20 20 20
Missing 0 0 0 0 0
Mean 1.4000 1.8500 2.0000 1.8500 1.8000
Std. Error of Mean .11239 .18173 .19194 .18173 .18638
Median 1.0000 2.0000 2.0000 2.0000 2.0000
Std. Deviation .50262 .81273 .85840 .81273 .83351
Variance .253 .661 .737 .661 .695
Statistics
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talentmanageme
ntandemployeep
erformancerelate
dtoeachother
howdoesyourco
mpanyidentifytal
ent
whatarenewtalen
tretentionstrateg
y
whattypeoftalent
developmentacti
vityiscarriedout
satisfiedwithactiv
itiescarriedoutby
Pizzahuttoenhan
ceyourskills
N Valid 20 20 20 20 20
Missing 0 0 0 0 0
Mean 1.5500 2.1000 2.1500 2.5000 1.6000
Std. Error of Mean .15347 .17622 .16662 .27625 .11239
Median 1.0000 2.0000 2.0000 2.5000 2.0000
Std. Deviation .68633 .78807 .74516 1.23544 .50262
Variance .471 .621 .555 1.526 .253
Statistics
skillsandcompetenceimprovedthroughactivitiescarr
iedout
N Valid 20
Missing 0
Mean 1.6000
Std. Error of Mean .11239
Median 2.0000
Std. Deviation .50262
Variance .253
Frequency Table
talentmanagementstrategyeffectivelyimplementedwithinpizzahut
Frequency Percent Valid Percent Cumulative
Percent
Valid
1.00 12 60.0 60.0 60.0
2.00 8 40.0 40.0 100.0
Total 20 100.0 100.0
14

Interpretation- it is analysed that 12 said yes TM strategies are effectively implemented within
Pizza hut whereas 8 said no.
positiveimpactoftalentmanagementonyourperformance
Frequency Percent Valid Percent Cumulative
Percent
Valid
1.00 8 40.0 40.0 40.0
2.00 7 35.0 35.0 75.0
3.00 5 25.0 25.0 100.0
Total 20 100.0 100.0
15

Interpretation- from table it is stated that 8 said yes, 7 said no and 5 was not sure that there is
positive impact of TM on their performance.
talentmanagementwillusefulinovercomingcovid19challenge
Frequency Percent Valid Percent Cumulative
Percent
Valid
1.00 7 35.0 35.0 35.0
2.00 6 30.0 30.0 65.0
3.00 7 35.0 35.0 100.0
Total 20 100.0 100.0
16

Interpretation- from above graph it is evaluated that 7 said yes, 6 said no and 7 was not sure that
TM will overcome covid 19 challenge.
PizzahutabletofulfilitsneedsthroughTMstrategy
Frequency Percent Valid Percent Cumulative
Percent
Valid
1.00 8 40.0 40.0 40.0
2.00 7 35.0 35.0 75.0
3.00 5 25.0 25.0 100.0
Total 20 100.0 100.0
17

Interpretation- the table states that 8 said yes whereas 7 said no and 5 was not sure about Pizza
hut fulfill needs with help of TM strategy or not.
whattypeofTMstrategiesarefollowedwithincompany
Frequency Percent Valid Percent Cumulative
Percent
Valid
1.00 9 45.0 45.0 45.0
2.00 6 30.0 30.0 75.0
3.00 5 25.0 25.0 100.0
Total 20 100.0 100.0
18

Interpretation- the graph shows that 9 said company follow person organization fit, 6 said
reward and 5 said continuous improvement.
talentmanagementandemployeeperformancerelatedtoeachother
Frequency Percent Valid Percent Cumulative
Percent
Valid
1.00 11 55.0 55.0 55.0
2.00 7 35.0 35.0 90.0
3.00 2 10.0 10.0 100.0
Total 20 100.0 100.0
19

Interpretation- by interpreting table it is said that 11 said yes, 7 said no and 2 was not sure that
TM and employee performance are related to each other.
Howdoesyourcompanyidentifytalent
Frequency Percent Valid Percent Cumulative
Percent
Valid
1.00 5 25.0 25.0 25.0
2.00 8 40.0 40.0 65.0
3.00 7 35.0 35.0 100.0
Total 20 100.0 100.0
20

Interpretation- from graph it is said that 5 said by performance, 8 said by competency and 7 said
by potential Pizza hut identify talent.
whatarenewtalentretentionstrategy
Frequency Percent Valid Percent Cumulative
Percent
Valid
1.00 4 20.0 20.0 20.0
2.00 9 45.0 45.0 65.0
3.00 7 35.0 35.0 100.0
Total 20 100.0 100.0
21

Interpretation- it is evaluated from data that 4 employees said hiring new talent, 9 said retaining
and 7 said leveraging existing staff is the new talent strategy followed by company
Whattypeoftalentdevelopmentactivityiscarriedout
Frequency Percent Valid Percent Cumulative
Percent
Valid 1.00 6 30.0 30.0 30.0
2.00 4 20.0 20.0 50.0
3.00 4 20.0 20.0 70.0
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4.00 6 30.0 30.0 100.0
Total 20 100.0 100.0
Interpretation – by analyzing graph it is said that 4 respondents said workshop, 6 said coaching,
4 said action learning and 6 said other are some activities organized by Pizza hut to develop
talent within staff.
satisfiedwithactivitiescarriedoutbyPizzahuttoenhanceyourskills
Frequency Percent Valid Percent Cumulative
Percent
Valid 1.00 8 40.0 40.0 40.0
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2.00 12 60.0 60.0 100.0
Total 20 100.0 100.0
Interpretation- it is identified that 8 said yes while 12 said no they are not satisfied with
activities carried out to improve their skills.
Skillsandcompetenceimprovedthroughactivitiescarriedout
Frequency Percent Valid Percent Cumulative
Percent
Valid
1.00 8 40.0 40.0 40.0
2.00 12 60.0 60.0 100.0
Total 20 100.0 100.0
24

Interpretation- it is analysed that 8 participants said yes while 12 said no that skills and
competency is not improved by activities.
4.3 Discussion of findings
From above analysis it can be stated that there are talent management effectively help in
enhancing competency of employees. It also leads to increasing ability and skills of staff and
gaining objectives in effective way. however, there is no relationship between satisfaction of
employees and skills and competency gained by activities done. Furthermore, it is evaluated that
there is relationship between TM strategy implementation and its positive impact on employee
25

performance. The efficiency of staff increases that results in attaining goals. Besides that,
creativity and motivation is improved as well.
CHAPTER FIVE
5.0 Introduction
In this section, it includes the overall conclusion of research study. it can be identified on
the basis of data analysis technique. It has summarised about the brief overview of entire
research study to understand the concept of talent management.
5.1 CONCLUSION
From the above research study, it has been concluded that, talent management is an
important part of an organization that helps them in enhancement of their employees current
skills and qualities, bring improvement within current organizational performance, retain talented
employees and fulfil skills and knowledge needs of the organization so that they can maintain
competitive advantage and move a step forward towards growth of the organization. As per
discussion, it has concluded that talent management plays an effective role and its integration at
different level of organization. Hence, it is should give the proper attention in attracting large
number of staff member. Talent management helps a firm to maintain high performance of their
employees though competitive compensations which further helps in enhancing overall
capabilities, skills and performance of their employees. It has also been summarized that talent
management helps in enhancement of organizational performance in an appropriate manner. it is
one of the best ways through which gap between talent demand and talent supply can be reduced.
With the help of effective talent management strategies companies can focus upon enhancing
weaknesses of their employees so that their overall potential level can be increased. Not only this
it further helps in developing competitive perspective within employees so that they can easily
adjust themselves as per the changes brought within organization for maintaining or gaining
competitive advantage and for enhancement of overall organizational level.
Above discussion has also helped in concluding that with the help of effective talent
management organizations can easily overcome or meet challenges of Covid-19 pandemic.
Coronavirus pandemic has impacted recruitment, hiring process but it has also impacted training
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and development program of the organization. These strategies can help in effective employee
management even in this crisis’s situation. It can not only help in providing innovative solution
to organization for effective employee management but can also help in providing effective ways
though which overall potential of employees can also be improved so that their performance is
not impacted and desired results can be achieved. It has also been summarized that there are
various kinds of innovative ways though which recruitment and training of employees can be
carried out in an appropriate manner. these ways can also help organizations so that they can
work with limited workforce and negative impact of work from home policy can also be reduced.
So, it can be said that talent management within an organization is extremely important and can
help the organization in managing or enhancing their overall performance effectively.
5.2 RECOMMEDNATION
There are some recommendations which can be followed by Pizza hut. They are as
The company can develop new and innovative talent management strategy. In that they can
improve their hiring process and T&D. Through that it will be easy to retain staff for long
term. In this employees can also be involved in developing of strategy so it becomes easy to
fulfil their needs.
The performance review system should be redefined so that employee performance is measured
effectively. So, on basis of that their skills and competency is improved.
Here, technology must be used in it to provide training. It will allow in improving capability of
staff and gaining knowledge as well.
Pizza hut should focus on retaining of staff rather than hiring new one. It is because in covid 19
time this will put burden on income .
5.3 REFLECTION ON RESEARCH METHOD
Through this study, I have improved own knowledge about the concept of talent
management that always support for Human resource management. in order to achieve desirable
goal and objective. In this study, I have been developed the suitable aim, objective to focus on
particular direction. Generally, I have used quantitative method for collecting large information
or data relevant to the talent management. By using quantitative method, I have been used
numerical value for calculating accurate result or outcome.
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This study will help for me to gain more knowledge about talent management and build own
understanding towards organizational or employee performance. It is totally depending on the
talent management process.
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REREFENCES
Books and Journals
Abdollahbeigi, B., Salehi, F. and Jayashree, S., 2017. The effect of recruitment, selection and
development on talent management in IKCO company in Iran. International Journal of
Advanced Engineering and Management. 2(3). pp.69-77.
Haak-Saheem, W., 2020. Talent management in Covid-19 crisis: how Dubai manages and
sustains its global talent pool. Asian Business & Management. pp.1-4.
Hongal, P. and Kinange, U., 2020. A Study on Talent Management and its Impact on
Organization Performance-An Empirical Review. International Journal of Engineering and
Management Research. 10.
King, K.A. and Vaiman, V., 2019. Enabling effective talent management through a macro-
contingent approach: A framework for research and practice. BRQ Business Research
Quarterly. 22(3). pp.194-206.
Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review. 27(3). pp.431-441.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage Publications
Limited.
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.
VanKooten, C., 2019. A research methodology of interdependence through video as
method. Computers and Composition. 54. p.102514.
Wang, Z. and et.al., 2019. Basic research methodology in wireless communications: The first
course for research-based graduate students. IEEE Access. 7. pp.86678-86696.
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APPENDIX
Questionnaire
Q-1 does talent management strategy is effectively implemented within Pizza hut?
Yes
No
Not sure
Q-2 is there positive impact of talent management on your performance?
Yes
No
Not always
Q-3 do you think that talent management will be useful in overcoming covid 19 challenge?
Yes
No
Not sure
Q-4 does Pizza hut able to fulfil its needs through TM strategy?
Yes
No
Sometimes
Q-5 what type of TM strategies are followed within company?
Person organisation fit
Reward and recognise
Continuous improvement
Q-6 is talent management and employee performance related to each other or not?
Yes
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no
Not sure
Q-7 how does your company identify talent?
By performance
By competency
By potential
Q-8 what are new talent retention strategy?
Hire new talent
Retain existing one
Leverage existing talent
Q-9 what type of talent development activity is carried out?
Workshops
Coaching
Action learning
Others
Q-10 are you satisfied with activities carried out by Pizza hut to enhance your skills?
Yes
No
Q-11 has your skills and competence improved through activities carried out?
Yes
No
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