Role of Talent Management as a Lever for Cultural Change in Morrison

This research investigates the role of talent management as a lever for cultural change within an organisation, with a study on Morrison. Learn about the practices of talent management, its significance, and challenges faced by Morrison. Get insights on the methodology used for the research.

Research Project
(To investigate the role of talent management as a
lever for cultural change within an organisation. A
study on Morrison)

Table of Contents
CHAPTER ONE: INTRODUCTION..............................................................................................4
1.1 Research Aim and Rationale.................................................................................................4
1.2 Research Questions...............................................................................................................4
1.3 Research Objectives..............................................................................................................4
1.4 Significance of the Research.................................................................................................5
CHAPTER TWO: LITERATURE REVIEW .................................................................................6
2.1 Introduction of Literature Review.........................................................................................6
2.2 Main Body (with Headings and Sub-headings)....................................................................6
What are the practices of talent management used within Morrison for managing business
functions?....................................................................................................................................6
What is the significance of talent management strategies within Morrison for lever of cultural
change?........................................................................................................................................7
What are the challenges faced by Morrison while developing talent management strategies for
cultural change?..........................................................................................................................8
2.3 Conclusion of Literature Review..........................................................................................9
CHAPTER THREE: METHODOLOGY......................................................................................10
3.1 Research Approach.............................................................................................................10
3.2 Research Strategy................................................................................................................10
3.3 Research Methodology........................................................................................................10
3.4 Research Tools....................................................................................................................11
3.5 Sampling.............................................................................................................................11
3.5.1 Identifying Population and Research Site...................................................................11
3.5.2 Sampling Strategy.......................................................................................................12
CHAPTER FOUR: FINDINGS (DATA ANALYSIS AND PRESENTATION).........................13
Frequency distribution table......................................................................................................13
Data analysis.............................................................................................................................14
CHAPTER FIVE: DISCUSSION (DATA INTERPRETATION)................................................22
CHAPTER SIX: CONCLUSION, RECOMMENDATIONS AND IMPLICATIONS FOR
FURTHER RESEARCH...............................................................................................................24

Conclusion.................................................................................................................................24
Recommendation.......................................................................................................................24
Future implication.....................................................................................................................25
REFERENCES .............................................................................................................................26
APPENDIX ...................................................................................................................................27
Questionnaire............................................................................................................................27

CHAPTER ONE: INTRODUCTION
1.1 Research Aim and Rationale
Research aim
To investigate the role of talent management as a lever for cultural change within an
organisation. A study on Morrison.
The significance of this investigation is to increase understanding on the topic of talent
management and its role within lever for cultural change in the organisation. The current
research topic is related with dual status of the researcher such as personal and professional. In
terms of personal status the research will develop various skills of researcher such as analytical
skills, research skills, communication skills and many others. Using these skills career can be
enhanced by researcher and this will assist them in long term. Besides this in terms of
professional status the current investigation will provide an edge to the researcher in order to
execute future researches in more appropriate and precise manner.
1.2 Research Questions
 What are the practices of talent management used within Morrison for managing business
functions?
 What is the significance of talent management strategies within Morrison for lever of
cultural change?
 What are the challenges faced by Morrison while developing talent management
strategies for cultural change?
1.3 Research Objectives
Research objectives
 To identify the practices of talent management used within Morrison for managing
business functions.
 To examine the significance of talent management strategies within Morrison for lever of
cultural change.
 To discern the challenges faced by Morrison while developing talent management
strategies for cultural change.

1.4 Significance of the Research
The significance of the current investigation is to analyse the role of talent management
as lever for cultural change and this is highly beneficial for the organisation to manage cultural
diversity in the organisation. This is the strategy which helps in long term employee retention
and developing employees in a manner that overall objectives can be attained. The major role of
talent management is to develop employee retention and to introduce cultural diversity in the
organisation and this would provide assistance to the organisation in attaining business
objectives in easy manner. Motivated employees can be retained in the organisation for longer
period of time and hence higher efforts can be given in accomplishing organisational objectives.
With the help of focusing over cultural diversity higher quality results within the organisation
can be attained and employee satisfaction can also be developed. The adoption of talent
management within the workplace is related with different dimension such as retention and
development of employees, cultural change within the organisation and many other. This is
stated that in the presence of cultural change in the organisation employee can be aligned with
organisational objectives and in the same manner support and value can also be given.

CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction of Literature Review
Literature review is defined as the summary of previous research on a topic. This
generally provides summary, evaluation and description regarding the research topic. This is
associated with gaining clarity on the research problem so that overall results can be taken out in
better manner and at the same time findings can be contextualised.
2.2 Main Body (with Headings and Sub-headings)
What are the practices of talent management used within Morrison for managing business
functions?
According to (Mensah, 2019), Talent management is a technique which companies use to retain
the talent of exceptional employees for increasing productivity and growth. Talent management
plays a vital role in designing the business strategy which helps in attracting, retaining and
developing employees for achieving the desired goals. Main purpose of talent management is to
find superior employees existing in the job market and attract them for the desired position in the
organization. Talent management is considered as a key activity in Morrison because it helps in
making effective decision by managers regarding prevailing talent shortages. There are several
practices of talent management which Morrison use for managing functions of business:
 Align organizational and individual goals – Aligning the objectives of an individual
with the organization is considered as a best talent management practice. Morrison
company mainly focus on retaining the knowledge and talent of employees within the
company in order to achieve competitive advantage. The leaders ensures that all
employees are working in the right direction for increasing the working efficiency and
productivity of employees.
 Conduct regular employee reviews – Tracking employee performance is an important
part in the organization as it helps in motivating them for increased productivity.
Morrison company appraise the performance of employees by rewarding and promoting
them to higher positions. Performance appraisal helps the manager of the company to
analyse those employees that are not performing well and enables them to take corrective
actions.

 Regular feedback for increased performance – Regular feedback by employers help in
proper management of their skills and knowledge in achieving the objectives of the
company (Morrison, 2022). Morrison company focus on ongoing feedback in the
company which helps in making performance appraisal of employees faster and easier for
managers to complete.
Every business organization is different and every business can benefit from the basic strategy of
talent management which helps in improving return on their huge investment. So effective talent
management helps in retaining the talent of employees for increasing productivity and
performance of existing and new employees.
What is the significance of talent management strategies within Morrison for lever of cultural
change?
According to (Asplund, 2020), Talent management plays an important role in retaining and
attracting high quality employees, developing their knowledge and skills, and motivating them
continuously for improved performance. Good management of talent helps in aligning the long
term goals of organization with employee desires and aspirations. Effective management of
talent is necessary for attaining employee talent retention and company's objectives. Morrison
company manage their talent by organising effective training programs in order to develop skills
and knowledge of their employees for increasing productivity. The importance of talent
management is explained below:
 Attracts talent employees – Strategic talent management helps in attracting highly
talented and skilled employees available in the job market. Talent management plays an
important role in Morrison company as it helps them in retaining talented employees for
improved performance of business and results.
 Enhance performance of employees – Proper talent management in organization is
important for improving the performance of existing and new employees by providing
effective training. Morrison company uses talent management for retaining employees in
the company for long period of time. This will also helps in reducing the issues related to
performance management and grievances.
 Increases employee engagement – Talent management enable organizations to make
consistent and systematic decisions regarding staff development which helps in
developing employee skills (Barr, Fletcher and Morrison, 2020). Morrisons company

provides proper training and development to their employees so that they feel more
valued and engaged in the company. Increased employee engagement helps in improved
performance and growth in the company.
 Increase customer satisfaction – Systematic talent management process helps in
organizational integration which leads to increased client satisfaction. This helps
Morrison company to divide the tasks of employees according to their capability and
skills which enable them to deal with less customers.
Talent management plays a significant role in the company as it helps in proper management of
talented employees which helps in retaining their skills and knowledge to their full potential. It is
important for company to build effective talent management strategies for hiring and attracting
new employees. It also helps in increasing the motivation and engagement of employees which
leads to improved performance and productivity.
What are the challenges faced by Morrison while developing talent management strategies for
cultural change?
According to (Guan and Huan, 2019), Developing effective talent management strategies is a
challenge for many companies because it helps in increasing the profitability and productivity.
Proper development of talent management strategy is necessary as it helps in hiring and
recruiting highly qualified and skilled employees in the company for achieving organizational
goals. Morrison company faces several challenges at the time of developing strategies of talent
management:
 Poor hiring strategies – Talent management is related with the hiring of highly skilled
person to the specific position for retaining the best talent within the organization. But
without strategic talent management system, Morrison company might face difficulty in
hiring and attracting the best talent in the company. Ineffective strategy of hiring the
company will face trouble in sourcing the top talent and will also hinder the growth of
company.
 Providing engaging work – It is very important for a company to indulge employees in
valuable work so that they feel engaged and motivated while performing the tasks. This is
a major challenge for Morrison company which hinders the operations of the company.
The company needs to make job interesting and knowledgable because boring job is not
tolerated by people and they do not perform to their full potential.

 Employee turnover – The main objective of talent management is to focus on
developing employee for attainment of organization profitability (Schotter, 2021).
Morrison company needs to focus on proper growth of employees because it helps in
developing skills and knowledge for increased satisfaction. But if the talent management
is not implemented properly then it will result in high rate of employee turnover.
The overall process of talent management is dependent on the entire workforce, so it is important
to develop effective talent management strategies for retaining top talent within the company.
Each employee plays a significant role in the company which leads to increased productivity and
growth. The company needs to focus on implementing good talent management plan that helps
in training and motivating employees for positive growth and development.
2.3 Conclusion of Literature Review
From the above literature review this can be concluded that talent management helps the
business to lever cultural change in the organisation so that succession opportunities can be
developed and at the same time benefits can be provided to employees. With the help of talent
management strategies employee development opportunities can be provided which would be
helpful in attaining business objectives.

CHAPTER THREE: METHODOLOGY
Research methodology is regarded as one of the essential dimension within investigation
which includes different processes and helps the researcher to manage the research in
advantageous manner (Snyder, 2019). This chapter of the research is linked with application of
different methods and these are elaborated as under:
3.1 Research Approach
Research approach is regarded as one of the major procedure which is used within
research so that to acquire information in systematized manner. There are two sorts of research
approach such as inductive and deductive (Opoku, Ahmed and Akotia, 2016). Inductive
approach is related with gathering of theories within the research so that starting point of the
research can be developed as a theory whereas deductive approach is a deep routed theory which
is based on quantitative research. Under the current investigation, deductive approach is
followed so that in statistical manner research can be executed (Malhotra, Nunan and Birks,
2017). Using this approach practical answer can be provided to the investigation and in the same
case quantitative information can be collected.
3.2 Research Strategy
Research strategy is associated with such research methods which are used in order to
collect reliable and appropriate data within the research. There are various research strategies
such as grounded theory, archival theory and many others (Sekaran and Bougie 2016). Under
the current investigation survey method within research strategy is used so that research aim and
objectives can be attained (Etikan and Bala, 2017). Using survey research strategy numeric data
can be gathered and under the current research close-ended questions are added so that in
appropriate manner research can be executed (Sekaran and Bougie 2016).
3.3 Research Methodology
Research methodology is considered as such procedure which is used in order to collect
information in proper manner. This is serving the researcher in gathering of authentic and
reliable information so that research objectives can be acquired. Research methodology is of two
types such as quantitative and qualitative (Gliner, Morgan and Leech, 2016). Quantitative
research methods are associated with developing research information in form of statistics and
numerical information, Whereas qualitative research methods are related with managing the

research in depth manner so that deep routed information can be taken out. In the current
research, quantitative research methodology is used so that research can be executed in statistical
manner (Hart and et. al., 2016).
3.4 Research Tools
Research tools are categorised as those methods that can be used within research in order
to acquire research results. Data collection is one of the major research tool that is helpful in
taking out the research in effective manner. This is significant for the researcher that to choose
research methodology in apt manner so that relevant data can be taken out (Zeithaml and et. al,
2020). There are two kinds of data collection such as primary and secondary. Primary data
collection is related with process of collecting data directly from the sources such as interviews,
questionnaire and many other. Whereas secondary data collection methods are related with
gathering of data using already existing sources so that to gather in-depth information related
with research topic (Sloan, 2018). In respective of the current research primary and secondary
data collection are used so that research process in proper manner. In the terms of primary data
collection method research has opted to choose questionnaire and for secondary method books
and journals are used so that prominent results can be acquired.
3.5 Sampling
Sampling is reagrded as the step which is associated with taking out such samples within
overall population so that process of research can be executed in appropriate manner (Sharma,
2017). This is considered as a crucial step includes selection of number of respondents out of
whole the population so that research results can be taken out in significant manner (Yoshida,
2016). There are two types of sampling such as probability sampling and non-probability
sampling. Under the current research random probability sampling is used and 30 respondents
are taken those are employees of Morrisons.
3.5.1 Identifying Population and Research Site
In the current research 30 respondents are taken those are employees of Morrisons. This
sample size would be helpful in managing the research and executing the research in desired
manner.

3.5.2 Sampling Strategy
Under the current research, random sampling strategy is followed so that research can be
executed in desired manner.

CHAPTER FOUR: FINDINGS (DATA ANALYSIS AND PRESENTATION)
Frequency distribution table
Q.1. Are you familiar about the concept of culture change within an
organisation?
Frequency
a) Yes 28
b) No 02
Q.2. What are the major talent management practices adopted in the
organisation?
Frequency
a) Employee training tools 10
b) Recognising top talent 5
c) Tracking and measuring performance 5
d) Providing career development path to employees 10
Q.3. What is the role of talent management strategies for Morrisons as a
lever for cultural change?
Frequency
a) Attracting employees 6
b) Retaining employees 5
c) Recruiting diversified employees 4
d) Developing employee's skills 7
e) Increasing employee engagement 8
Q.4. As per your judgement, do talent management strategies assist the
organisation to lever cultural change in the organisation?
Frequency
a) Yes 27
b) No 3
Q.5. What are the major challenges faced by Morrisons at the time of
developing talent management strategies for cultural change?
Frequency

a) Communication barrier 6
b) Managing overall performance 8
c) Embracing new interest 7
d) Attracting talent employees 5
e) Developing employee engagement 4
Q.6. As per your experience, what are the major dimensions that are used
within the business for business improvement as in terms of talent
management?
Frequency
a) Examining needs of employees 10
b) Creating strategy for improvement 6
c) Managing customer centric approach 4
d) Managing team appropriately 10
Q.7. What is the importance of cultural change within an organisation? Frequency
a) Strong brand identity 5
b) Healthy team environment 8
c) Increased employee engagement 7
d) Elevated productivity 4
e) Effective on boarding 6
Q.8. What are the issues that are faced by Morrisons due to not having
culture change management in their organisation?
Frequency
a) High employee turnover 8
b) Higher rate of employee absenteeism 5
c) Resistance to change 4
d) Lack of commitment 5
e) Rigid organisational structure 8

Q.9. As per your perception, should Morrisons invest organisational money
and resources in managing talent and cultural change in the organisation?
Frequency
a) Yes 28
b) No 2
Data analysis
Q.1. Are you familiar about the concept of culture change within an
organisation?
Frequency
a) Yes 28
b) No 02
a) Yes b) No
0
5
10
15
20
25
30 28
2
Q.2. What are the major talent management practices adopted in the
organisation?
Frequency
a) Employee training tools 10
b) Recognising top talent 5
c) Tracking and measuring performance 5

d) Providing career development path to employees 10
0
1
2
3
4
5
6
7
8
9
10
10
5 5
10
Q.3. What is the role of talent management strategies for Morrisons as a
lever for cultural change?
Frequency
a) Attracting employees 6
b) Retaining employees 5
c) Recruiting diversified employees 4
d) Developing employee's skills 7
e) Increasing employee engagement 8

0
1
2
3
4
5
6
7
8 6
5
4
7
8
Q.4. As per your judgement, do talent management strategies assist the
organisation to lever cultural change in the organisation?
Frequency
a) Yes 27
b) No 3
a) Yes b) No
0
5
10
15
20
25
30 27
3

Q.5. What are the major challenges faced by Morrisons at the time of
developing talent management strategies for cultural change?
Frequency
a) Communication barrier 6
b) Managing overall performance 8
c) Embracing new interest 7
d) Attracting talent employees 5
e) Developing employee engagement 4
a) Communication barrier
b) Managing overall performance
c) Embracing new interest
d) Attracting talent employees
e) Developing employee engagement
0
1
2
3
4
5
6
7
8
6
8
7
5
4
Q.6. As per your experience, what are the major dimensions that are used
within the business for business improvement as in terms of talent
management?
Frequency
a) Examining needs of employees 10
b) Creating strategy for improvement 6
c) Managing customer centric approach 4
d) Managing team appropriately 10

a) Examining needs of employees
b) Creating strategy for improvement
c) Managing customer centric approach
d) Managing team appropriately
0
1
2
3
4
5
6
7
8
9
10
10
6
4
10
Q.7. What is the importance of cultural change within an organisation? Frequency
a) Strong brand identity 5
b) Healthy team environment 8
c) Increased employee engagement 7
d) Elevated productivity 4
e) Effective on boarding 6

a) Strong brand identity
b) Healthy team environment
c) Increased employee engagement
d) Elevated productivity
e) Effective on boarding
0
1
2
3
4
5
6
7
8
5
8
7
4
6
Q.8. What are the issues that are faced by Morrisons due to not having
culture change management in their organisation?
Frequency
a) High employee turnover 8
b) Higher rate of employee absenteeism 5
c) Resistance to change 4
d) Lack of commitment 5
e) Rigid organisational structure 8

a) High employee turnover
b) Higher rate of employee absenteeism
c) Resistance to change
d) Lack of commitment
e) Rigid organisational structure
0
1
2
3
4
5
6
7
8
8
5
4
5
8
Q.9. As per your perception, should Morrisons invest organisational money
and resources in managing talent and cultural change in the organisation?
Frequency
a) Yes 28
b) No 2
a) Yes b) No
0
5
10
15
20
25
30 28
2

CHAPTER FIVE: DISCUSSION (DATA INTERPRETATION)
Q.1. Familiar about the concept of culture change within an organisation?
Interpretation: From the above mentioned graph this can be summarised that within an
organisation culture change is one of the major aspect which is required to be managed so that to
develop the employees and to acquire their skills within business functions as well. Under this
research, out of 30 respondents 28 have said that they are familiar regarding the concept of
cultural change in their organisation whereas 2 have said that they are not aware about such
concept.
Q.2. Major talent management practices adopted in the organisation?
Interpretation: From the drawn graph demonstrated above this can be said that there are
different talent management practices which are adopted by the organisation for the major
purpose of manage the business and to develop their employees. In this manner out of 30
respondent, 10 have said that employee training tools are one of the major talent management
practice. Whereas 5 have said that recognising top talent is the major practice adopted by the
organisation as in terms of talent management. On the other hand, 5 have said that tracking and
measuring performance is the major talent management strategy adopted by the organisation and
at last 10 have said that providing career development path to employee is considered as the
major talent management practice by the organisation.
Q.3. Role of talent management strategies for Morrisons as a lever for cultural change?
Interpretation: From the above picture this is concluded that role of talent management strategy
is related with lever cultural change in the organisation. In this manner out of 30 respondents, 6
have said that attracting employees is the major role of talent management strategy as in context
of cultural change. On the other hand, 5 have said that retaining employee is considered as role
of talent management strategy as lever to cultural change. Besides this, 4 have said that
recruiting diversified employees are considered as role of talent management strategy as in term
to lever of change management. At last 7 have said that developing employee skills is considered
as role of talent management strategy as in lever to cultural change and 8 have said that
increasing employee engagement is considered as the role of talent management strategy as lever
to cultural change.
Q.4. Talent management strategies assist the organisation to lever cultural change in the
organisation?

Interpretation: From the graph this can be concluded that with the help of talent management
strategies cultural change can be managed in the business and in the same time business
succession opportunities can also be managed. In this manner out of 30 respondents, 27 have
said that talent management strategies assist the organisation within lever of cultural change. On
the other hand, 3 have said that these strategies are not effective within the organisation.
Q.5. Major challenges faced by Morrisons at the time of developing talent management
strategies for cultural change?
Interpretation: From the mentioned graph this can be concluded that there are different
challenges which are being faced by the organisation in order to develop talent management
strategies within cultural change. In this manner under the research out of 30 respondents, 6 have
said that communication barrier is the major challenges which is faced by the organisation. On
the other hand, 8 have said that managing performance is the challenge faced by the organisation
at the time of developing talent management. Similarly, 7 have said that embracing new interests
is the major challenge within developing talent management strategies for cultural change. At
last 5 have said that attracting talent is the major challenge within the organisation at the time of
developing talent management strategies for cultural change and 4 have said that developing
employee engagement is the major challenge for the organisation at the time of developing talent
management strategies.
Q.6. Major dimensions that are used within the business for business improvement as in
terms of talent management?
Interpretation: From the above graph this can be concluded that there are different dimensions
that can be used within the organisation for the purpose of improving the business as in terms of
talent management. Out of 30, 10 respondents have said that examining needs of employees is
considered as the major dimension of business in order to improvise processes as in terms of
talent management.
Q.7. Importance of cultural change within an organisation?
Interpretation: From the above graph this can be concluded that cultural change is one of the
major terminology within the organisation which is related with providing specific edge to the
organisation. In this manner out of 30 respondents, 7 have said that with the help of cultural
change employee engagement can be developed which helps the business to grow.

Q.8. Issues that are faced by Morrisons due to not having culture change management in
their organisation?
Interpretation: From the above graphical representation this can be concluded that due to not
having cultural change various issues are seen into the business. In this out of 30 respondents, 8
have said that rigid organisational culture is the major issue that can be faced by the organisation
due to absence of culture change management.
Q.9. Morrisons invest organisational money and resources in managing talent and cultural
change in the organisation?
Interpretation: From the above graph this can be stated that out of 30 respondents, 28 have said
that the organisation is needed to invest their time and resources in order to manage talent and
culture in the organisation.
CHAPTER SIX: CONCLUSION, RECOMMENDATIONS AND
IMPLICATIONS FOR FURTHER RESEARCH
Conclusion
From the above report this can be summarised that talent management is regarded as one
of the basic strategy which is required to be developed by the organisation so that to manage
their business and employees as well. Talent management is directly related with employees
which means that using talent management benefits can be given to employees in terms of
developing employees and their skills. Using talent management strategies employees are
assisted in managing their skills and at the same time using those skills in attaining business
objectives. Culture change in the business can be helpful in keeping diversified employees in the
organisation so that they can be accumulated in the context of managing business objectives.
Recommendation
 The major recommendation is related with using transparent process of recruitment so
that diversified workforce can be added into the business premises.
 Besides this various training and development sessions are needed to be used so that
skills and capabilities of employees can be sharpened.
 With the help of taking feedbacks in appropriate manner aspects within business can be
developed as in talent management.

Future implication
This research has used quantitative data so that in future researches qualitative methods
will be used so that in-depth information can be gathered. This way research topic can be
understood in depth manner which would be helpful in taking out appropriate results.

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APPENDIX
Questionnaire
Q.1. Are you familiar about the concept of culture change within an organisation?
a) Yes
b) No
Q.2. What are the major talent management practices adopted in the organisation?
a) Employee training tools
b) Recognising top talent
c) Tracking and measuring performance
d) Providing career development path to employees
Q.3. What is the role of talent management strategies for Morrisons as a lever for cultural
change?
a) Attracting employees
b) Retaining employees
c) Recruiting diversified employees
d) Developing employee's skills
e) Increasing employee engagement
Q.4. As per your judgement, do talent management strategies assist the organisation to lever
cultural change in the organisation?
a) Yes
b) No
Q.5. What are the major challenges faced by Morrisons at the time of developing talent
management strategies for cultural change?
a) Communication barrier
b) Managing overall performance
c) Embracing new interest
d) Attracting talent employees
e) Developing employee engagement
Q.6. As per your experience, what are the major dimensions that are used within the business
for business improvement as in terms of talent management?

a) Examining needs of employees
b) Creating strategy for improvement
c) Managing customer centric approach
d) Managing team appropriately
Q.7. What is the importance of cultural change within an organisation?
a) Strong brand identity
b) Healthy team environment
c) Increased employee engagement
d) Elevated productivity
e) Effective on boarding
Q.8. What are the issues that are faced by Morrisons due to not having culture change
management in their organisation?
a) High employee turnover
b) Higher rate of employee absenteeism
c) Resistance to change
d) Lack of commitment
e) Rigid organisational structure
Q.9. As per your perception, should Morrisons invest organisational money and resources in
managing talent and cultural change in the organisation?
a) Yes
b) No