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

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.