Talent Management for High Performance Working: A Case Study of Marks and Spencer

Research Project
Talent management being used to create High
Performance Working organisation: A case of
Marks and Spencer.
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Contents
Contents...........................................................................................................................................2
Chapter One: Introduction...............................................................................................................4
1.1 Aim and Rationale.................................................................................................................4
1.2 Questions...............................................................................................................................5
1.3 Objectives..............................................................................................................................5
1.4 Significance...........................................................................................................................5
Chapter Two: Literature Review.....................................................................................................6
2.1 Introduction............................................................................................................................6
2.2 Main Body.............................................................................................................................6
2.2.1 What are the ways in which M&S can use talent management for increasing their
overall performance?.........................................................................................................6
2.2.2 How talent management is important for M&S.......................................................7
2.2.3 What are the benefits of talent management within a workplace of M&S?.............8
2.3 Conclusion.............................................................................................................................9
Chapter Three: Methodology.........................................................................................................10
3.1 Approach..............................................................................................................................10
3.2 Strategy................................................................................................................................10
3.3 Methodology........................................................................................................................11
3.4 Tools....................................................................................................................................11
3.5 Sampling..............................................................................................................................12
3.5.1 Identifying Population and Research Site.........................................................................12
3.5.2 Sampling Strategy.............................................................................................................12
Chapter Four: Findings..................................................................................................................13
Chapter Five: Discussion...............................................................................................................24
Chapter Six: Conclusion, Recommendations and Implications for Further Research..................30
REFERENCES..............................................................................................................................33
Appendix........................................................................................................................................35
Questionnaire.............................................................................................................................35
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Chapter One: Introduction
Talent management introduces to the main scope of human resource process. Talent
management is important in attracting, developing, motivating, satisfying and retaining talented
employees that is also the process of HR. in simple word, talent management is the systematic
attraction, development, identification, evaluation, engagement and retention of those employees
who are of specific value to an enterprise (Aburumman and et. al., 2020). Along with this, high
performance working is emphasised on creating a culture in which there is open communication,
transparency and trust. It is simply a series of policies, processes and practices that can be put
within a workplace, and when working pleasantly can output in enhanced performance of
workers. Therefore, talent management and high working performance are important for an
organisation. Talent management is important and beneficial in increasing working performance
of employee that output in enhanced business performance.
For this report, M&S is a selected clothing retailer within an organisation. Company was
founded by Michael Marks, Thomas Spencer in year 1884 and headquartered in London,
England and United Kingdom. M&S is a well-known brand because of its quality products.
Company is specialising in selling of home products, clothing and food products. Company
wants to enhance working performance of their employees that is only possible with talent
management. Therefore, it is responsibility of company to manage talent at workplace by using
different ways and strategies. This will be beneficial for them in accomplishment of competitive
edge.
1.1 Aim and Rationale
Research aim
Main aim of this research is to identify the use of talent management in creating of high
performance working within an organisation: A study on M&S
Rationale
Main rational and reason behind doing of this research is to determine the use of talent
management in developing high performance working in an organisation (Atoniou and et. al.,
2021). There are different issues faced by company without the use of talent management at
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workplace such as high employee turnover, decreased employee performance, reduced business
image etc. These are main issues that are identified with the help of current research.
1.2 Questions
 What are the ways in which M&S can use talent management for increasing their overall
performance?
 How talent management is important for M&S
 What are the benefits of talent management within a workplace of M&S?
1.3 Objectives
 To identify the different ways in which Marks and Spencer can use talent management to
increase its overall performance.
 To analyse the importance of talent management within an organization.
 To determine benefits of talent management for an organization.
1.4 Significance
Current research is externally significant from different stakeholders i.e. company,
researcher and students. For company, present study is essential for them by increasing their
knowledge regarding the importance of talent management at workplace. For researcher, current
study is personally important for them by increasing their research skills. This type of skill
includes different other skills i.e. decision making, time management, presentation and many
others. By using these skills, researcher can easily conduct various types of research that have
direct impact on their professional growth (Baran and Sypniewska, 2020). For students, current
study helps them by enhancing their knowledge about the significance of high working
performance within a workplace. Therefore, present investigation helps all stakeholders by
increasing their understanding about the research and talent management.
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Chapter Two: Literature Review
2.1 Introduction
Literature review is a systematic review of previous studies. This is also a process of
gathering data from secondary sources that are articles, magazines, books, journals and many
other applicable to the research topic. Main perseverance of literature review within a research
project is to identify the research gap. In current research, main gap is the use of talent
management in creating of high performance working within an organisation. In previous
studies, there were various and sufficient information available about the talent management but
there were missing data regarding the effectiveness of talent management in improving working
performance. This is a main gap and for fulfilling this gap, research questions are explained in
main body.
2.2 Main Body
2.2.1 What are the ways in which M&S can use talent management for increasing their
overall performance?
As per the view point of Bévort and Einarsdottir (2021), there are different ways in which
M&S can use talent management. These ways are explained in context of M&S;
 High employee turnover: This is a main way and reason of using talent management
within a workplace. In order to overcome high employee turnover issue within a
workplace, company can use talent management. There are different roles played by
talent management in reduction of high employee turnover at workplace. These roles are;
helps business to improve employee performance, drives innovation, helps from
productive teams, decrease turnover, leads to strong employer branding, increase
employee motivation etc. These are main benefits that are essential in reduction of high
employee turnover at workplace.
 Achieving competitive advantages: This is another way and in which M&S will require
in using talent management at workplace (Imran and Aldaas, 2020). By hiring and
developing highly experienced and talented employees, M&S becomes stronger as well
as better prepared to face changes and also risks. This will be beneficial for them in
achieving of competitive benefits within minimum time and successful manner.
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According to the Ionut (2020), there are different ways that are beneficial in management
of talent and increasing overall employee performance. These ways are defined as below:
 Leadership development: It is important way M&S to develop leadership for talented
employees at workplace because it helps in improvement of employee knowledge
regarding the business. This has positive impact on company in higher management of
talent and improving of their business performance. Talent management is a human
resource strategy for developing for the career of talented employees within an
organisation (Islam and et. al., 2020). To this end, a leader of company must identify
which skills and competencies are particularly significant to the business success,
recognise those workers that have them, and manage their development. This will helps
in increasing of employee performance at workplace.
 Diversity: This is another way that is highly significant for increasing employee
performance at working place. Company must hire diverse people because they have
accurate and effective knowledge about the business activity. Working within diverse
group, employee feel more motivated and satisfied that turn to impact in talent
management and increment of employee working performance.
2.2.2 How talent management is important for M&S
According to the Jarosz (2021), talent management is highly essential for M&S in
improvement of its business performance as well as productivity. There are some significance of
talent management that are explained as below in context of M&S;
 Helps in retaining of finest talent: With the help of talent management, company can
easily retain finest talent because talented employee has to increase motivation and
satisfaction among other worker that result in retention of finest talent.
 Helps in reducing of high turnover of employees: Talent management is significant in
reduction of high employee turnover within a workplace (Kargas and Tsokos, 2020).
There are different benefits that have talent management for employees such as increase
in motivation, long-term existence, boost up confidence, enhance personal skills etc.
These benefits help in reducing of employee turnover. As motivated employees never
wants to leave specific organisation from another this result in increased brand reputation
of company.
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 Helps in increasing working performance: Talent management directs continuous
enhancement in business performance making it more effective and efficient. Therefore,
talent management is an important part of increasing organisational performance of
M&S. This will facilitate them in accomplishment of competitive benefits in effective as
well as successful manner.
2.2.3 What are the benefits of talent management within a workplace of M&S?
According to the Li and et. al., (2020), M&S is a clothing retailer that has main business
operations within United Kingdom. This company has large number of employees together with
having operations in all over the worldwide. Talent management in an effective aspect because
this will facilitate a company further in their success. This is a significant concept of building
employee’s team who are capable to do functions within any situations as well as competent to
adjust as per variations in circumstances. This is related with large number of advantages that are
defined in context of Marks and Spencer;
 Encouraging working culture: Talent management facilitate in enhancing working
culture of M&S. This support to all workforces that share their opinions with each other
as of the creating sense of accountability towards work. Therefore, talent management is
an important part of encouraging positive working culture that turn to helps an
organisation in retaining of finest talent for longer time period.
 Improved engagement of employee: Talent management increase the employee
engagement as the basic requirement regarding the personality development is satisfied
within a workplace of M&S (Mariasavery, 2020). Therefore, employee engagement
within a workplace is highly important in reduction of high employee turnover and
improving of employee performance as well as productivity.
 Skill development: Talent management within a workplace leads to development of
knowledge and skills among workers. This develops significance of work amongst
workers. Likewise, they know that their current working not only assistance M&S to
attain objective then them also achieving professional aims. This repeatedly leads
creation of confident working culture. This is important and essential for company in
increasing of their productivity in successful manner.
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 Development of Team: Talent management is essential in retention of employees at
workplace for longer time. This assist in developing good teams as well as friendly
atmosphere. This has direct effect over organisational culture that all employed with each
other lacking any misunderstanding and in friendly way.
2.3 Conclusion
From the above mentioned secondary information, it has been concluded that talent
management is beneficial within an organisation because it helped in improving employee’s
working performance. There are different main reasons for using talent management at
workplace such as increased employee retention, improved brand reputation, increase
performance and productivity of company etc. Along with this, talent management is important
and beneficial for the growth and development of company.
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