Impact of Talent Management Systems on Branding and Market Image

This research project analyzes the impact of talent management systems on branding and market image of an organization operating at a multinational level. It examines various talent management practices adopted by Marks & Spencer, investigates the extent of impact received over branding and market image, discerns the challenges faced by Marks & Spencer due to ineffective talent management system, and explores different aspects to be adopted by Marks & Spencer in business strategies for developing effective talent management system.

Research Project
(Secondary Research)

TITLE: Impact of talent management systems over branding and market image...........................2
CHAPTER 1: INTRODUCTION 500.............................................................................................2
CHAPTER 2: LITERATURE REVIEW 900..................................................................................3
What are the various talent management practices that Marks & Spencer can adopt for
managing organisational workplace?.....................................................................................3
What is the impact received by Marks & Spencer on branding and market image using
effective talent management practices in their business?.......................................................4
What are the challenges that are faced by Marks & Spencer due to ineffective talent
management system at their workplace?................................................................................4
What are the different aspects to be added by Marks & Spencer in their talent management
system?...................................................................................................................................5
CHAPTER 3: RESEARCH METHODOLOGY 800......................................................................6
CHAPTER 4: ANALYSIS AND DISCUSSION 700.....................................................................8
CHAPTER 5: CONCLUSION 150...............................................................................................11
CHAPTER 6: RECOMMENDATION 200...................................................................................12
.......................................................................................................................................................13
REFERENCES..............................................................................................................................13
APPENDICES ..............................................................................................................................14
Appendix 1: Research Proposal............................................................................................14
Unit 11 Research Project (RQF) L5...............................................................................................15
1

TITLE: Impact of talent management systems over branding and market
image
CHAPTER 1: INTRODUCTION
Research Aim: To analyse the impact of talent management systems over branding and market
image of an organisation operating at multi-national level. A study on Marks & Spencer.
Research Objective
 To examine various talent management practices adopted by Marks & Spencer to manage
organisational workforce.
 To investigate the extent of impact received over branding and market image of Marks &
Spencer using talent management practices at workplace.
 To discern the challenges faced by Marks & Spencer over business functions in the
absence of effective talent management system. To explore different aspects to be adopted by Marks & Spencer in business strategies for
developing effective talent management system.
Research Question
 What are the various talent management practices that Marks & Spencer can adopt for
managing organisational workplace?
 What is the impact received by Marks & Spencer on branding and market image using
effective talent management practices in their business?
 What are the challenges that are faced by Marks & Spencer due to ineffective talent
management system at their workplace? What are the different aspects to be added by Marks & Spencer in their talent
management system?
Research Rationale
 The primary and foremost rationale in conducting this particular research is to acquire
insightful knowledge and information of determined topic. In addition to that, it will be
including impact of Talent management upon Branding and Market Image of respective
business entity.
2

 Another major rationale behind carrying out this particular research is to attain and
develop various individual or personal skills including literature review, time
management, and collection of data. Referring to respective business organisation, it will further facilitate in determining
Talent Management practices regulated and organised within organisation. Furthermore,
impact of these practices will be illustrated in carrying out this particular research.
Research Significance
Talent management plays a crucial role in ensuring organisation growth and success with
consideration of various aspects and factors impacting upon the same. Moreover, the chosen
topic has been taken into consideration in order to acquire detailed and insightful knowledge
with conducting research.
The significance of this research lies in understanding insightful information and
knowledge of the concept of talent-management. For instance, it will be including various factors
and aspects in talent-management which results in impacting upon the same. The readers will be
facilitated with understanding of importance of talent-management in an business organisation as
well as effects of ineffective practices of the same.
CHAPTER 2: LITERATURE REVIEW
What are the various talent management practices that Marks & Spencer can adopt for managing
organisational workplace?
According to Jeff Niles, (2019), There is a essential requirement of Talent management
practices in a workplace in order to ensure achievement of organisational goals and objectives.
For instance, it determines various strategies and practices to be implemented in a workplace in
order to carry out efficient Talent management procedure. In addition to that, these strategies and
practices are further determined as effective recruitment, performance measurement and
management, corporate learning, and compensation management.
Referring to author, there is requirement of implementation of these strategies in
workplace in order to strengthen Talent management in an business organisation. The initial step
or initiative starts with efficient recruitment and selection of suitable and eligible candidates for
carrying out operations and activities of respective organisation. Moreover, continuous corporate
3

learning must be taken into consideration with training and development of employees engaged
in workplaces.
In order to move further, next step determined by author is to measure and compare
actual performance of employees with expected performance. For instance, it requires
consideration of necessary action in order to prevent occurrence of any deviation. Furthermore,
employees with upright performance in carrying out operations and activities must be recognised
and appreciated among workforce which facilitates in boosting up morale of employee.
Therefore, all these positive initiatives directly results in ensuring organisation success and
growth (Talent Management Strategies, 2019).
What is the impact received by Marks & Spencer on branding and market image using effective
talent management practices in their business?
Referring to Marc Holliday, (2021), There are various benefits contributed through
Talent Management in respective organisation towards organisation success and growth as well
as achievement of desired goals and objectives. For instance, it also contributes additional values
towards Branding and market image of specific business organisation.
Efficient recruitment process and productive working environment could be taken into
consideration by management representatives of respective organisation in order to promote
company among customers in society. In addition to that, efficient and upright workforce is one
of the strongest asset for the company facilitating towards organisation success and growth.
Furthermore, it could be used by representatives of company in efficient branding practices in
order to attract customers towards products offered by company.
Efficient and upright workforce facilitates in carrying out operations and activities in an
efficient manner. For instance, efficient completion of tasks and operations results in enhancing
quality of products offered by company in consumer market. Furthermore, all these positive
aspects and considerations lead to enhance image of company in market with providing quality
products at efficient prices.
Efficient Talent management practices in a workplace often leads to enhance quality of
company's offerings in direct or indirect manner. Therefore, it contributes in providing additional
values to respective organisation with selection of suitable and appropriate candidate as well as
initiating efforts towards development of productive working environment (Benefits of a Talent
Management System, 2021).
4

What are the challenges that are faced by Marks & Spencer due to ineffective talent
management system at their workplace?
According to Tammy Erickson, (2020), Presence of efficient talent management in an
business organisation plays a crucial role in carrying out operations and activities in an efficient
manner. On the other hand, ineffective Talent management results in arise of various challenges
faced by respective organisation. Furthermore, primary and major of these issues and challenges
includes Poor hiring strategies, inefficient leadership, insufficient technological friendly, etc.
Recruitment and selection of inappropriate individual for carrying out company's
operations and activities results in inefficient completion of assigned tasks and roles. Moreover,
it results in being a barrier in achievement of organisational goals and objectives. It has been
considered as one of the major issue due to ineffective Talent management in respective business
organisation.
Inefficient Leadership often leads to degradation of productivity among workforce in
carrying out operations and activities in workplace. For instance, inadequate productivity in
workplace results in being a obstacle in optimum utilisation of resources. Furthermore,
insufficient guidance provided by these inefficient leaders results in development of
unproductive working and negative environment.
According to George Kettner, (2017),
What are the different aspects to be added by Marks & Spencer in their talent management
system?
According to Jacinda Santora, (2021), different aspects to be implemented in respective
organisation are determined as Motivation and efficient employee engagement. In order to
ensure efficient and productive working environment, both motivation as well as employee
engagement plays a vital role.
Motivation is described as encouraging and uplifting morale of employees in workplace
which facilitates in initiation of additional and upright efforts towards completion of tasks and
activities. On the other hand, engaging employees efficiently in workplace contributes in
development of sense of belongingness among workforce towards organisation.
Therefore, these aspects will contribute in providing additional efforts towards respective
organisation with increased productivity as well as positive working environment.
5

According to Jillian Ogawa, (2020), Talent management is a huge concept comprised of
various factors and aspects which facilitates in carrying out practices and activities in an efficient
manner. For instance, primary and major aspects are considered as compensation and benefits,
and critical skills and gap analysis.
In order to appreciate and recognise particular employee among others for efficient
performance in assigned tasks and operations, compensation and benefits is taken into
consideration by management representatives of respective organisation. Moreover, allowing
additional incentives, bonus, prize, etc. are common means of recognition of employees for
efficient performance. Whereas, analysis of skill gap of employees facilitates in determination of
areas of improvement in an particular employee which is further taken into account for
organising training and development program for employees.
CHAPTER 3: RESEARCH METHODOLOGY
Research methodology is determined as systematic procedure or techniques that are used
to conduct a particular research in an efficient manner. For instance, it is comprised of various
elements and components that determines well planned course of action in order to be executed
for completion of particular research. Moreover, it involves research philosophy, design,
approach, collection of data, etc. which facilitates in determining a suitable approach.
Furthermore, this section of research contributes in providing overall validity and reliability of
overall research over a specific topic or subject.
Research Philosophy
Research philosophy is described as understanding of belief underlying in carrying out
particular research with gathering, analysing, and interpretation of information or data. For
instance, it involves insightful knowledge of problem or scenario which facilitates in developing
ideas for carrying out research.
There are different types of research philosophies according to determined purpose of
conducting research. It includes positivism and interpretivism research philosophy to be taken
into account.
For the reason being particular research is being conducted over secondary basis,
interpretivism has been taken into consideration for carrying out this particular research.
Therefore, reason behind eliminating positivism research philosophy lies in being designed for
primary research.
6

Research Approach
It is determined as plan and course of action comprised of steps to be implemented in
order to complete a research in a systematic manner. For instance, it facilitates in consideration
of most suitable and appropriate approach in order to collect, analyse and interpret data.
There are various approaches for conducting research in accordance with particular
research. Moreover, it includes deductive and inductive approach for carrying out research in an
appropriate manner.
Inductive approach has been taken into consideration for implementation in order to
execute and complete determined research as it includes observations upon specific and defined
objectives as well as suitable for secondary research. Therefore, reason behind elimination of
deductive approach is that it deals with testing and analysing an existing theory.
Research choice
Research choice is determined as element which describes choice of type of data or
information for completion of this particular report.
There are two major choice of data or information that could be considered in completion
of determined research including quantitative and qualitative research.
Quantitative research has been taken into consideration according to the defined topic as
it involves non-numerical information and data. On the other hand, quantitative research is
eliminated as it involves consideration of numerical or calculative information such as statistics,
figures, numbers, etc.
Research Design
Research design is described as framework which determines methodologies as well as
techniques considered by researchers in conducting a particular research. In addition to that, it
facilitates in determination of most suitable research methods according to particular research.
There are various types of research design that could be taken into account for execution
and completion of research including descriptive and exploratory research design.
Exploratory research design has been considered to be implemented in order to achieve
desired outcomes as it facilitates in further exploration and evaluation of ideas and thoughts of
researcher. Furthermore, reason behind elimination of descriptive research design is that it is
majorly focused upon describing and determining particular situation.
Data collection
7

It is determined as procedure of collecting and gathering information in order to complete
determined research. For instance, it includes data or information in form of text or numbers to
be used in carrying out research.
There are two major methods of collecting data or information including primary and
secondary method of collection of data.
Secondary data collection method has been considered as the determined topic is a huge
and broad concept with immense of information or knowledge available over various sources of
information. Primary data collection has been eliminated as it incurs huge time for collection of
primary data.
Time Horizon
It is defined as particular time frame for conducting research in appropriate manner. For
instance, it facilitates in fulfilling the purpose behind consideration of effective research design.
There are two determined time horizons including longitudinal and cross-sectional.
Cross-sectional data has been taken into account for conducting research as it includes
observations and information over a specific period of time. On the other hand, Longitudinal data
is eliminated from consideration as it involves information or data over a long period of time.
Data Analysis
This unit of research methodology is determined as consideration of several different
aspects to be included in particular research in order to attain desired outcome or result. There
are several different types of analysis that could be taken into account for implementation into
particular research including statistical, content, thematic, etc.
Thematic data analysis is considered for carrying out this particular research as it
involves analysing qualitative data which facilitates in efficient completion of qualitative
research. Therefore, other types of data analysis are eliminated as they are beneficial for
quantitative research but does not go well with qualitative.
CHAPTER 4: ANALYSIS AND DISCUSSION
 To examine various talent management practices adopted by Marks & Spencer to manage
organisational workforce.
 To investigate the extent of impact received over branding and market image of Marks &
Spencer using talent management practices at workplace.
8

 To discern the challenges faced by Marks & Spencer over business functions in the
absence of effective talent management system.
 To explore different aspects to be adopted by Marks & Spencer in business strategies for
developing effective talent management system.
Theme 1:- Determine different Talent Management practice to be adopted in order to manage
workforce in an organisation.
From the above mentioned information it has been determined that Talent management
system is a wide concept, being comprised of various essential practices and activities. In order
to be precise, it includes effective recruitment, corporate learning, compensation, etc. which
facilitates in ensuring skilled and proficient workforce in an organisation.
Illustration 1: What is Talent Management?, 2020
Source: (What is Talent Management)<https://joshbersin.com/2007/07/what-is-talent-
management/>
Interpretation: Referring to above figure, it has been determined that Talent
management function in an organisation involves various essential practices to be regulated and
organised in order to ensure effective Talent management function. Moreover, it defines a
systematic order or carrying out these practices which initially starts with strategic planning and
goes on towards succession planning with performance management as well as learning and
9

development. Furthermore, carrying out these practices in a defined and systematic manner
results in skilled and satisfied employees which further leads to development of positive and
productive working environment. Compensation management has been determined as one of the
major practice in Talent management which facilitates in ensuring satisfied employees in a
workplace.
Theme 2:- Illustrate the impact of Talent Management of respective organisation upon branding
and market image.
From the information and knowledge provided above, it could be determined that
efficient Talent management practices impact upon branding and market image in a positive
manner. For instance, it facilitates in employer branding and attaining upright brand image in the
market.
Illustration 2: What is Talent Management?, 2021
Source: (What is Talent Management,
2021)<https://www.toolbox.com/hr/talent-management/articles/what-is-talent-management/>
Interpretation: Talent management is a wide concept comprised of various activities and
practices to be conducted within business organisation. Referring to above figure, it has been
determined that efficient Talent management practices results in effective coordination and
collaboration of employees in workplace which often lead to development of productive working
environment. For instance, these positive values facilitated by Talent management further
supports in Branding and attaining effective market image. Moreover, workforce of an
10

organisation is considered as most essential asset for the company as it is engaged in carrying out
each and every operation and activity in a workplace.
Theme 3:- Discuss about the challenges that could be faced by Marks & Spencer due to
incompetent Talent management system.
From the above mentioned information, it could be said that respective organisation is
facing issues and challenges related to talent-management practices including poor hiring
strategies and ineffective leadership. Furthermore, these issues to could lead to degradation of
efficiency and productivity in a workplace of an business organisation.
According to George Kettner, (2017), Marks and Spencer is facing various issues and
challenges related to talent-management practices in organisation. In addition to that, it results in
being a barrier Talent Management Strategies, 2019in moving further towards organisational
success and growth. Poor hiring strategies is a major issue as it results in selection of
inappropriate individual for vacant job positions in workplace. Furthermore, it will further result
in inefficient completion of assigned tasks which will lead to development of negative and
unproductive working environment in workplace of respective organisation. On the other hand,
ineffective leadership has been considered as another major issue in talent-management as it
results in negative influencing of employees relating to their performance in workplace.
Theme 4:- Ascertain various aspects to be adopted in order to ensure effective Talent
management system.
From the above mentioned information, it could be determined that various aspects that
could be adopted in talent-management system of respective organisation includes motivation
and compensation practices. Moreover, it defines importance of these aspects in facilitating
smooth functioning of operations in workplace.
According to Jillian Ogawa, (2020), talent-management is a wide concept being
comprised of several factors and aspects impacting upon carrying out practices and activities of
the same. Moreover, it includes development of positive working environment with satisfied
employees in workplace. Motivation plays a major role in encouraging employees in a workplace
in order to ensure efficient performance from them in carrying out assigned tasks. It further
facilitates in initiation of additional efforts from employees in workplace which results in
effective and efficient completion of tasks and activities. Compensation is another major positive
11

initiative to be added in workplace of respective organisation as it contributes in recognition of
employees among other co-employees. In addition to that, it results in boosting up morale of
employees as well as enhancement of sense of belongingness towards organisation.
CHAPTER 5: CONCLUSION
From the above report assessment, it could be concluded that Talent-management plays a
crucial role in attaining organisation success and growth. Being a wider concept, it is comprised
of various factors and aspects that results in impacting upon activities and practices carried out in
Talent-management. The practice of motivation and compensation has been determined as
aspects to be involved in workplace of respective organisation in order to ensure organisation
success and growth. Moreover, it provides several values towards business organisation
including branding as well as effective market image. In addition to that, poor hiring practices
and ineffective leadership is determined as issues and challenges faced by respective business
organisation in carrying out operations and activities in workplace. Furthermore, in order to
ensure systematic function of talent-management, there is a necessity of developing and
determining strategies in order to carry out the same.
CHAPTER 6: RECOMMENDATION
Referring to information and knowledge provided above, there are few recommendations
to respective organisation which are as follows:
 In order to prevent major issue of poor hiring practices faced by respective organisation
in talent-management practices, it is recommended to revise and improvise hiring
regulated within respective organisation. For instance, it includes effective recruitment
practices as well as selection of eligible individual according to requirement and needs of
M&S in carrying out business operations and practices. Furthermore, appropriate
employee engaged in workplace will result in efficient completion of assigned tasks and
responsibilities. Therefore, it will contribute in enhancing productivity in workplace as
well as achievement of desired goals and objectives.
 Another major recommendation to M&S is to consider additional aspects of talent
management system including motivation and compensation. Moreover, it further
facilitates in encouraging employees for initiation of efforts with best of their potential in
completion of assigned tasks and responsibilities. Furthermore, motivated employees
12

always observed with positive attitude towards workplace as well as additional efforts in
completion of assigned tasks. Therefore, it will result in development of positive and
productive working environment with higher efficiency in carrying out operations and
activities.
13

REFERENCES
Books and Journals
Anlesinya, A. and Amponsah-Tawiah, K., 2020. Towards a responsible talent management
model. European Journal of Training and Development.
Cascio, W.F. and Aguinis, H., 2018. Applied psychology in talent management. SAGE
Publications.
Crane, B. and Hartwell, C.J., 2019. Global talent management: A life cycle view of the
interaction between human and social capital. Journal of World Business, 54(2), pp.82-
92.
Davidavičienė, V., 2018. Research Methodology: An Introduction. In Modernizing the Academic
Teaching and Research Environment (pp. 1-23). Springer, Cham.
Gardas, B.B., Mangla, S.K., Raut, R.D., Narkhede, B. and Luthra, S., 2019. Green talent
management to unlock sustainability in the oil and gas sector. Journal of Cleaner
Production, 229, pp.850-862.
Harsch, K. and Festing, M., 2020. Dynamic talent management capabilities and organizational
agility—A qualitative exploration. Human Resource Management, 59(1), pp.43-61.
Kumar, R., 2018. Research methodology: A step-by-step guide for beginners. Sage.
Ledford, J.R. and Gast, D.L. eds., 2018. Single case research methodology. New York, NY:
Routledge.
Meyers, M.C., 2020. The neglected role of talent proactivity: Integrating proactive behavior into
talent-management theorizing. Human Resource Management Review, 30(2), p.100703.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Online
Talent Management Strategies, 2019. [Online] Available Through: <https://blog.hwlmsp.com/4-
talent-management-strategies-for-2019>
Benefits of a Talent Management System, 2021. [Online] Available Through:
<https://www.netsuite.com/portal/resource/articles/human-resources/talent-
management-benefits.shtml>
How Recruiters Can Help Solve Talent Management Challenges, 2020. [Online] Available
Through: <https://www.topechelon.com/blog/talent-management-challenges-issues-
problems/>
7 RISKS OF POORLY IMPLEMENTED PERFORMANCE MANAGEMENT PROGRAMS,
2017. [Online] Available Through: <https://www.govloop.com/community/blog/7-
risks-poorly-implemented-performance-management-programs/>
7 Talent Management Systems to Streamline Your Workforce, 2021. [Online] Available
Through: <https://influencermarketinghub.com/talent-management-system/>
Understanding the Basics: What Is Talent Management?, 2020. [Online] Available Through:
<https://blog.workday.com/en-us/2020/understanding-basics-what-is-talent-
management.html>
14

APPENDICES
Appendix 1: Research Proposal
15

Unit 11 Research Project (RQF) L5
Brief
This form should be submitted into the Formative Feedback Forum so that I can keep
updating your give you feedback on your Achievement based on the Gantt chart
(Section Five). You should therefore use the Word version in the VLE.
Research Proposal Form:
Student Name Student ID
Tutor Date
Unit Proposed
title

Section One: Title, objective, responsibilities
Title or working title of research project (in the form of a question, objective or hypothesis)
Research project objectives (e.g., what is the question you want to answer? What do you want to
learn how to do? What do you want to find out?):Topic: Impact of talent management systems over
branding and market image
To analyse the impact of talent management systems over branding and market image of an organisation
operating at multi-national level. A study on Marks & Spencer.
Research Objectives
 To examine various talent management practices adopted by Marks & Spencer to manage
organisational workforce.
 To investigate the extent of impact received over branding and market image of Marks & Spencer
using talent management practices at workplace.
 To discern the challenges faced by Marks & Spencer over business functions in the absence of
effective talent management system.
 To explore different aspects to be adopted by Marks & Spencer in business strategies for
developing effective talent management system.
Research questions
 What are the various talent management practices that Marks & Spencer can adopt for managing
organisational workplace?
 What is the impact received by Marks & Spencer on branding and market image using effective
talent management practices in their business?
 What are the challenges that are faced by Marks & Spencer due to ineffective talent management
system at their workplace?
 What are the different aspects to be added by Marks & Spencer in their talent management
system?
Section Two: Reasons for choosing this research project
Reasons for choosing the project (e.g., links to other subjects you are studying, personal interest, future
plans, knowledge/skills you want to improve, why the topic is important):
 The primary rationale behind selection of this particular research project lies in understanding
significance of Talent Management in Branding and Market image. In addition to that, it will
provide with insightful knowledge of various aspects and factors as well as challenges to
respective organisation relating to Talent Management.
 This research project will contribute in development as well as enhancement of various research
skills including time management, literature review, accumulation of data/information,etc. For
instance, it will accelerate personal growth and development with understanding of concept as

well as enhancement of individual skills.
 This particular research will facilitate in identification and determination of Talent Management
practices organised and regulated within respective organisation. Moreover, it will also
demonstrate impact of these practices in workplace of respective organisation.
Section Three: Literature sources searched
Use of key literature sources to support your research question, objective or hypothesis:
Literature review is defined as process to gather knowledge and information from conducted research
upon a specific topic or subject. For instance, it involves presentation of acquired information and
knowledge from research in an organised and defined manner.
What are the various talent management practices that Marks & Spencer can adopt for managing
organisational workplace?
According to Jeff Niles, (2019), Talent Management plays a crucial role in ensuring organisation
success and growth. In order to be precise, primary and major strategies of Talent Management to be
implemented in respective organisation include Recruitment, Corporate learning, performance
management, and compensation management.
Recruitment is determined as selection of most suitable and efficient individual in order to
perform tasks and operations in workplace. Corporate learning is meant by learning or training of
employees for the sake of individual development. Moreover, monitoring and maintaining performance
of employees facilitates in ensuring productivity in workplace. Furthermore, compensation management
is based upon recognition and appreciation of employees in return of efficient performance.
Talent Management Strategies, 2019. [Online] Available Through: <https://blog.hwlmsp.com/4-talent-
management-strategies-for-2019>
What is the impact received by Marks & Spencer on branding and market image using effective talent
management practices in their business?
According to Marc Holliday, (2021), efficient Talent management practices in an business
organisation facilitates in superior succession planning as well as achievement of organisation goals. For
instance, Talent management is engaged in recruitment and selection of superior and upright employees
which results in providing business organisation with competitive advantage. In addition to that, these
employees contributes in attaining efficient image of business organisation in market. Furthermore,
Talent management in respective company has been resulted in impacting branding and market image of
company in a positive and efficient manner.
Benefits of a Talent Management System, 2021. [Online] Available Through:
<https://www.netsuite.com/portal/resource/articles/human-resources/talent-management-benefits.shtml>
What are the challenges that are faced by Marks & Spencer due to ineffective talent management system

at their workplace?
According to Tammy Erickson, (2020), Ineffective practice of Talent Management results in
arising of various challenges and issues faced by Marks & Spencer in carrying out operations and
activities. For instance, it includes poor recruitment strategies, inefficient leadership, inexperience with
technology, etc.
The primary and major of them is considered as Poor hiring strategies which results in inefficient
choice of candidate for carrying out business operations and activities. In addition to that, it results in
inefficient leadership approach implied in workplace of respective organisation. Moreover, inefficient
Talent management often leads to inexperience with technology as business organisations considers use
of technological elements such as ATS(Applicant Tracking system), accounting software, payroll, etc.
Furthermore, in order to cope up with latest and advanced technology, efficient Talent management plays
a crucial role in implementation of the same.
How Recruiters Can Help Solve Talent Management Challenges, 2020. [Online] Available Through:
<https://www.topechelon.com/blog/talent-management-challenges-issues-problems/>
What are the different aspects to be added by Marks & Spencer in their talent management system?
According to Jacinda Santora, (2021), Talent management system is a huge concept comprised
of various aspects which facilitates in ensuring efficient practice of the same. For instance,
recommended aspects to be implemented in respective business organisation is considered as
Motivation and efficient employee engagement.
Motivation is meant by practice of encouraging as well as boosting up morale of employees in
workplace. On the other hand, employee engagement is determined as giving importance to presence
of employee as a team member.
Furthermore, it facilitates in additional efforts from employees in carrying out operations and
tasks as well as development of sense of belongingness in workforce towards business organisation.
7 Talent Management Systems to Streamline Your Workforce, 2021. [Online] Available Through:
<https://influencermarketinghub.com/talent-management-system/>
Section Four: Activities and timescales
Activities to be carried out during the research project (e.g., research, development and
analysis of ideas, writing, data collection, numerical analysis, tutor meetings, production of
final outcome, evaluation, writing the report):
Introduction
Aims and objectives
Literature review
Research methodology
2 days
5 days
9 days
a
R
E
r
e
r
e
r
e

Submission of research proposal
Data collection
Data analysis
Conclusion and recommendations
Reflection
Submission of final project
15 days
25 days
18 days
7 days
7 days
2 days
H
o
w
l
o
n
g
t
h
i
s
w
i
l
l
t
a
k
e
:
(
S
e
e
G
a
n
t
t
C
h
a
r
t
b

e
l
o
w
)
Milestone one: Time management
Target date (set by tutor): .........................................................................................
Milestone two: Literature review..............................................................................
Target date (set by tutor): .........................................................................................
Section Five: Research approach and methodologies
What type of research approach and methodologies are you likely to use and why?
Research methodology is defined as determined and specified approach of procedures and
techniques taken into consideration in order to conduct particular research.
Research philosophy: It is determined as belief regarding the mechanism of gathering, analysing,
and using information or data. For instance, various types of research philosophy include positivism
and interpretivism, among them interpretivism has been taken into consideration in carrying out this
particular research.
Research approach: It is described as course of action or procedure to be implemented in order to
carry out particular research with methods of collection of information, analysis, and further

interpretation of the same. Furthermore, different research approaches include inductive and
conductive. Therefore, Inductive research approach has been considered in order to complete this
research this research assessment.
Research choice: This element of research methodology determines the type of data or information
in order to carry out this report. Moreover, types of choice in research includes Quantitative which
deals with numbers as well as figures and Quantitative which deals with fact based information.
Therefore, Qualitative research choice is considered for further execution of research.
Research Design: It is comprised of consideration of appropriate framework of market research to
be taken into consideration for carrying out particular research. Furthermore, among various types of
research design, Exploratory research design has been taken into consideration to be executed for in
order to conduct research.
Data collection: It determines specific sources of information to be used for gathering of
information or data. For instance, different sort of data collection sources includes primary and
secondary. Therefore, Secondary data collection method is taken into account for carrying out this
particular research.
Time Horizon: It is described as particular time frame for conducting research in a particular
duration of time. In addition to that, Cross-sectional data has been considered as most appropriate as
it involves all observations and data over a particular and same period of time.
Research Analysis: This component of research methodology is described as consideration of
various elements and aspects to be involved in research. Moreover, there are various types of
analysis that could taken into consideration for carrying out research including statistical, thematic
analysis, Content analysis, etc. As the particular research choice is qualitative, Thematic research
method has been taken into consideration for carrying out this particular research.
What areas willll your research cover?
Comments and agreement from tutor
Comments (optional)
I confirm that the project is not work which has been or will be submitted for another qualification and is appropriate
Agreed Name: Date:
Comments and agreement from project checker (if applicable)
Comments (optional)
I confirm that the project is not work which has been or will be submitted for another qualification and is appropriate
Agreed Name: Date:

Gantt Chart
Milestone Projective
Activities
W1 W3 W4 W7 W8 W11 W12 W16 W17 W20 W21 W23 W24
M1 Project
formulation
and Project
Planning
M2 Literature
Review
M3 Methodology
M4 Data
Collection
and Analysis
M5 Discussion of
the results
M6 Report
writing
M7 Presentation
of the project
to the Board
of Directors
Achievement based on Gantt chart (To be completed by students)
Week Activities to achieve planned milestones Tutor’s feedback
and date
W3 Problem formulation and Project Planning
Research Problem and background to the problem
Research Topic
Research objectives
W7 Literature Review
Key sources of information
W11 Methodology
Choice of methodology
Sampling
Brief description of how data would be collected and analysed
W16 Data Collection and Data Analysis
Data collection
How it was collected
Advantages and disadvantages of the technique
Data Analysis

Technique used to analyse the data
Advantages and disadvantages of the technique
Interpret the results
W20 Discussion of the results
What do the results mean based on the literature reviewed? Taylor, S., 2018.
Resourcing and talent management. Kogan Page
Publishers.Recommendations to solve the research problem
W23 Report writing
Appropriate structure
W24 Presentation of the project to the Board of Directors