Impact of Talent Management on Employee Performance in UK Retail Sector: A Study on Burberry

This dissertation aims to identify the impact of talent management on employee performance in UK retail sector, with a study on Burberry. It covers the concept and methods of talent management, association between talent management and employee performance, and effectual strategies of talent management for Burberry.

Dissertation BMP6001

ABSTRACT
Talent management is a practice that involve managing the human resource requirement
of company. This is a process that involve managing the company's need in respect to the human
resources along with the requirement of employee of company as well. Talent management
support the company to support the future growth and development opportunities in favour of the
organisation.

Acknowledgement
In order to complete the research I would like to thank my tutors to provide this
opportunity. I am glad of getting this research project as I could get to know all different aspect
related to the talent management practice in organisation. This research project could wisely
support in improving my personal knowledge and understanding in respect to the practice of
talent management at organisation. This entire project has been a learning opportunity for me.

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Background..................................................................................................................................1
Research questions.......................................................................................................................1
Rationale......................................................................................................................................2
Significance.................................................................................................................................2
LITERATURE REVIEW................................................................................................................3
Concept of talent management....................................................................................................3
Methods of talent management....................................................................................................5
Association between talent management and employee performance........................................7
Chapter 3: Research Methodology..................................................................................................9
Chapter 4: Data Analysis...............................................................................................................14
Chapter 5: CONCLUSION AND RECOMMENDATION...........................................................25
Conclusion.................................................................................................................................25
Recommendation.......................................................................................................................26
REFERENCE................................................................................................................................27
Appendix........................................................................................................................................28

TOPIC: to identify the impact of talent management on employee performance in UK retail
sector. A study on Burberry.
INTRODUCTION
Background
Retail sector is one of the most growing sector and it also contributes in the economic
development of the United Kingdom. Government also support retail sector because they
provide employment to many people in the country (Claus, 2019). Retail sector includes
company like grocery stores, clothing, footwear, fashions related items etc. in retail sector
managing talent is the most important thing because it requires lot of employees for their daily
business activities. If company will take care of the requirements of their employees then
employee will also perform effectively so that company can attain their goals. Burberry is the
multinational company which has been established in UK.
Company is famous for their clothing, footwear, accessories etc. they are the winner of the
fashion industry as they never disappoint their customers. Company manufacture good quality of
products and never every sacrifice when it comes to the products quality. As they believe that if
customers wanted to retain then it is important to provide them good quality of products. This
report will discuss about the detail description of this topic with the help of literature review
(Taylor, 2018). This will shed light on the methodology which will be used in completing this
research. This report will also discuss analysis and discussion along with that recommendations
will also be given.
aim
the aim of this report is to identify the impact of talent management on employee performance.
A study on Burberry.
Objectives
 to develop understanding of the concept of talent management.
 To identify methods of talent management.
 To analyze association between talent management and employee performance.
 To recommend effectual strategies of talent management to Burberry.
Research questions
 what is the concept of talent management?
 What are the methods of talent management?
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 What is the association between talent management and employee performance?
Rationale
Talent management is the most important thing in every organization. As every company
is concern about their employees. So in order to retain employees for longer period in the
company has became issue for the company. Earlier also managing or retaining the talent was
very difficult but as the companies are increasing and also competitive companies are providing
attractive salaries to the employees so that they can attract high performer employees in the
company for long run. Talent management brings effective employee performance. It is very
important to perform employee nicely because they contribute in the growth of the company. If
they will not perform effectively then it will became difficult for the company to attain
objectives (van Zyl, Mathafena and Ras, 2017).
Employees are the important asset to every company so no company want to leave their talented
workforce. Talent management practice is undertaken by the human resource of the company.
As HR hires candidates so managing them properly is also their duty only. If company wanted to
retain their employees for longer time period then they should have provided some extra benefits
so that they can be motivated and also retain in the company for longer time period. When
employee will get extra then they will feel happy and due to this their level of productivity
increases. For better employee performance company has to invest on their employees. If
company will value their employees then employees will value company.
Significance
The current research will help complete retail industry to know about the importance of
talent management and how it is helping in increasing the performance of the employees. talent
management is nothing but to retain talent workforce in the company. As company invest in
every employee in terms of their training and development etc so that is why they never wanted
to loose them. This research will also be helpful for the scholar who will conduct research on the
same topic (Garg, Dar and Mishra, 2018). As by reviewing this research they will get broad idea
of talent management and what is the connection with employee performance. This research will
going to be detailed one so that is why scholar will get detailed knowledge of the topic.
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LITERATURE REVIEW
Literature review means presenting the already published work on the particular topic in
own words. Literature review is done by referring to previous scholarly paper or already present
theory, books, articles etc.
Concept of talent management
According to the views of Wiradendi Wolor, (2020) Talent management means attracting,
hiring and retaining workforces in the company. It further involves workforce planning, learning
and development, recruiting, employee engagement, succession, on boarding, retention etc. with
the help of TM HR can attract top performer employees in the organisation. Every employee
wanted to join such company which take care of their employees and fulfils their needs.
Employees are the part of the organisation so that is why company should ensure that they make
their employees happy and satisfied. Along with attracting talent workforces retaining them in
the company is another important thing. It is quite challenging also because there are lot of
companies which attract talented employees. So by providing additional benefits to the
employees, company can retain them for longer time period. With the help of TM, employee
engagement can also be increased.
If employee will increase more and more with the organisation then it will became easy for the
company to attain their goals. Set goals can be achieved only if employee work with the good
level of dedication. Nowadays getting dedicated employees are not easy but will the help of TM
practices, company can increase the level of dedication within their employees. Rostam (2019)
said that HR can also do workforce planning by using Talent management. Planning for
employees helps them to shape them better. Preparing for employees for facing future challenges
are very important. With the help of TM practices HR can also manage performance of their
workers. Managing performance is important because then only manager will come to know that
employee is performance as per the expectations or not. If they lack in performing good then
they will be provided training so that they develop skills so that they perform effectively and
efficiently. On boarding employees properly is also comes under TM. At the time of on boarding
employee should have feel happy and good. HR should have explain about their job role and
also what is expected from them by the company should have properly explained to them. TM is
the ongoing process and will never end.
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It will not end because company require talented employees regularly so that is why TM process
is the continuous process. Motivation also can be gain with the help of Talent management.
Productivity of the employees can only be increased when they are motivated. So it can be said
that productivity is directly dependent on motivation. The main objective of the TM is to
motivate and inspire employees so that they can retained for the longer time in the organisation.
Reis, Sousa and Dionísio, (2021) stated that Talent management helps in getting right employee
for the right position. Employees should be effective enough so that they can help company in
attaining their goals and objectives. This process includes identifying the empty position in the
organisation and also how to fill the talent gaps. Selecting and on boarding suitable candidates
are very important. HR make sure that they provide training to their employees so that they
develop skills and understanding to carry their tasks effectively. Goals of the employees should
be connected with organisational goals. Planning is the initial stage of TM. As it find out the gap
of human resources in the organisation and also develop the workforce planning.
Attracting employees is the second step, HR attract their employees by giving attractive
advertisement. Attractive advertisement helps in getting talented workforce within the
organisation. If company want to hire talent employees so for that they need to attract them.
Selecting right candidate is also important. If HR will select wrong candidate for the position
then it will waste money which is invested in providing training to them and will also waste time
of the employees. Developing employees skills and knowledge is the fourth step. Developing or
building their knowledge so that goals or objectives of the firm can be attained. Jooss, Burbach
and Ruël, (2019) described that Talent management is not new but very effective practice, as it
helps in retaining high performer employees in the organisation.
If company want to attain sustainability then they need higher performer workforce. It is
necessary to retain talent so that company can use the talent for attaining growth and success. As
it is not easy to get growth and for that talented workforces are must to have. Organisation try to
retain their top employees by providing them extra benefits which can be in terms of rewards
and recognition. Employees can be retained by providing both monetary and non monetary
things. There are some employees will get motivated when monetary rewards are provided to
them but there are those employees also which do not need monetary benefits but require
recognition by their managers. They need credit for the work which is done by them.
4

Methods of talent management
Iscandarov (2018) evaluated that there are various methods of TM. Providing training to the
employees is also one of the method. Training is essential to be provided to the new employees
and nowadays training is also provided to the existing employees so that they can learn new
skills and also develop advanced knowledge which is require to attain objectives. It is always
require to learn new skill. As having more skills will make employee effective and efficient.
Despite of any field , training is must. If employer will provide training then employee will
come to know that how they have to carry their work. Lack of training brings confusion and also
waste time of employee and employer. Nowadays training can be also provided online through
online tools.
There are various video training software which can be used by the companies. Although
training is time consuming and expensive but it will help company in attaining long term goals.
Another method is developing well structured hiring process. Hiring right candidate for the right
position is very important. HR can hire right employee only if they will follow right hiring
process. Candidate should be given various tests which involves aptitude test, written test,
computer test and face to face test etc before HR actually hires them. If HR will hire wrong
candidate then it will be great loss to the company. On boarding employees properly is also
important. At the time of interview only HR should have explain the culture of the organization
to the employees. So that employee can decide tat they can work in such culture or not.
Damarasri and Ahman (2020) analyzed that another method of TM is measuring the
performance of employees. Manager can set key performance indicator so that success of the
employee performance can be measured. KPI is the measurement tool so with the help of this
tool manager can track their performance and also compare with the past performance. So by
using this tool manager can find out that employee is performing as per the expectations or not.
KPI will also helps manager to the know the strengths and weaknesses of the employees. In
order to check the knowledge and skills, HR can also organize quiz in the company. Through
this way they can check the efficiency and knowledge of an individual. If manager will not track
the performance on time than there are possibility that employee might be following wrong
direction.
King and Vaiman, (2019) said that giving feedback and reviews is the another method through
which talent management can be done. When managers will provide feedback to their employee
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then they get chance for improvement. Feed backs can be negative or it can be positive also.
Negative feedback will enhance the learning practice and improvement in the work forces and
positive feed backs can motivate employees which will increases their productivity level. It is
also important that manager provides reviews of the work which is done by their subordinate. As
performance review can be used in developing the career, getting promotions, compensations
etc. performance review can be provided to the employees quarterly, annually and yearly. As
criticism is also good if it is healthy one.
Healthy criticism can also helpful in increasing the level of productivity of the employees. By
providing feedback managers can find out that employee require additional training or not. HR
should have align individual goal with the organizational goals. HR should have develop
teamwork spirit so that goals of the company can be achieved easily by putting teamwork
efforts. It is also necessary that smooth conversation should be there between manager and
employees. As objectives can be fulfilled only when transparency and trust is there.
According to Zhang (2021) career development plan is also one of the method of talent
management. Employee will work more happily and satisfied when they came to know that their
employer is interested in their career development. As employees always have tension related to
their career. If employee will not get enough career opportunities in the company then there are
chances that they can quit the job. There are many cases when employee has left job because
they are not finding growth opportunities in the company despite of that their managers were
paying them good. Manager should give chance to their employees so that they can use skills
and knowledge and can complete task effectively.
If employee will work effectively then their getting chances of promotion also gets increased.
Career growth strategies implementation is also good because it helps company in retaining
talent workforce long longer time and also bring better performance. Motivation is also the part
of talent management. It is possible that employee will get demotivated so it is the duty of the
manager to timely motivate their workforce. Motivation is the inner feeling but due to this
employee retain in the organization. Manager should have build such workplace environment
which can motivate their employees. Motivation brings well being of the employee. Manager
should give time to their employees so that they can take breaks. It is proved that when
employee takes break then there productivity increases. Employee should get proper relaxation
because if their mind will get relaxed then they can thing bigger.
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Association between talent management and employee performance
Maurya and Agarwal (2018) discussed that there is direct relation of Talent management with
employee performance. Employee will definitely perform well when company will start giving
them value. If manager will give value to their employees then they will get motivated and that
will increase their productivity. Under TM, training and development also comes when
employer will provide training to their employees then obviously they will tend to perform
better. If employee will perform better then it will also help company in growing and achieving
success. Employee performance means the work which is delivered by employee by providing
their skills and mindset. Employee will perform bad if company will not give importance to their
employees.
Managers should have also listen to the views and opinions of their employees if they wanted to
retain them for longer time period. Employees are everything to the company so that is why
retaining them is very important. In order to improve the performance of employees HR give
mentoring to their employees. At the initial stage of their career life cycle, employee require
proper mentoring. Mentoring will help company in retaining employees. If employee will
understand that what they need to do then they will retain in the company. It has been also seen
that employees leaves the company because they do not understand their job profile.
Sanjeev and Singh (2017) argued that costs is the biggest disadvantage of TM. As Talent
management require time and resources in starting TM program. TM causes extra burden on the
small business because they do not have enough funds with them. Those companies which have
less HR professionals do not carry TM process because while implementing TM process it
requires time and efforts. As proper planning is to be made in making strategies related to TM.
TM also uses software and purchasing software can be expensive. It also creates workplace
conflicts.
In Talent management HR focus on retaining their workers for longer time period and if worker
will not have mindset to retain in the company for longer time period then Talent management
practice will go waste. It is difficult for companies to come up with effective recruiting
strategies. Reward strategy which comes under TM can also demotivate those employees which
are not getting rewards. TM can also bring management and HR conflicts. There is possibility
that line manager and HR do not agree on same Talent management strategy then that can
increases conflicts between managers and HR.
7

Ahammad and et.al., (2018) said that nowadays TM is became essential as every company
wanted to retain their employees for longer tenure. There are many companies which cannot
work without TM strategies. Employee will not work in those companies which will not give
them growth and additional benefits. Organization cannot retain their employees forcefully so
that is why they has to develop strategies so that they can retain their employees or employees
will get retained in the company. In order to retain employees in the company managers should
have provide them proper feed backs. This is also TM strategy. If employee will come to know
that they are doing something wrong then they will improve and that will also increase their
efficiency. Employee performance will also get improved when employee will get better coach
in the company. Coaching is the best method to teach employees what they should do. It also
increase the effectiveness of the workforce.
Whysall, Owtram and Brittain (2019) told that challenges of TM is not limited to the application
or the technology but getting support from every department is not easy and is the challenging
task. The success of Talent management is completely dependent on the level of
communication. It is important that employees should have told from starting only that what
company is expecting from them so that they can work hard and their performance will get
improved. There are certain level when company cannot deal with the shortages of talent or
skilled employees and at that time having Talent management strategies can help company in
attaining their objectives. TM planning is done by top management because it is one of the most
important thing as it is related to employees. In the absence of Talent management practices it
has became difficult for companies to retain their talented employees. As talented employees
will easily get attracted by the competitors of the company. If your employee will be hired by
your competitor then there is also possibility that your company secrets will get leaked. So this
also the reason that companies doesn't want that their employees will leave their company in
short time period. If more employee will leave the company then it will also going to hurt the
reputation of the organization. Then no talented employee will join such company which have
high level of employee turnover.
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Chapter 3: Research Methodology
The research methodology is a practice that supports the entire structure of rte
dissertation study. This is about to identify the type of study, approach taken to deliver the whole
study and all different part of the research study.
Research type: is a concept involve then projection about te type of research study that
is conducted by stakeholder. This entire process involves projecting the level and the
type of research study that is conducted to achieve the final research objective. The role
of t6he research type is to direct the entire study in such a manner that entire research
part study conducted in the best way possible. The role of the research study is to explore
the all different areas associated with study conducted and approach the final research
aim and objective in best way possible. Research is off two different types classified as
i.e. Qualitative and quantitative research type. Qualitative study involves the theoretical
form of information and knowledge that will generate the most favourable result in
favour of the scholar. The role of the qualitative type of study is to project the
stakeholder for approaching the whole study in the best way possible (Gardas And et.al.,
2019). The theoretical and the summarise form of information is utilised in case of the
9

qualitative study type that will further approach the scholar to mitigate the final research
objective. This study type is very precise and professional for the stakeholder to approach
the entire study in the best way possible. On the other ha quantitative study type involve
the sum of quantitative format of information comprises with statistics, data and such
other factors that wil support the scholar to approach the entire study in the best way
possible. The role of this study type is to support the scholar for ensuring the best form of
study in prcess to approach the final research objective. The current study is based on the
qualitative type of study as the topic of the study require scholar to explore and use this
topics as an area of study for this whole research. This type of study will support the
scholar to approach the final objective set for this study.
Research philosophy: Research philosophy is more like a basis on which the entire
study is based and approached. This is the basis to which the study is conducted by the
scholar. This is an ideology and belief associated with the whole study that supports the
scholar to approach the entire study in the best way possible. Research philosophies are
of two different types i.e. interpretivism and positivism philosophy. Interpretivism
philosophy is associated with the qualitative research whereas, the theoretical
assumptions are analysed to draw and justify with numerical conclusions (Mohammed,
Baig and Gururajan, 2020). The positivism philosophy on the other hand involve the
statistical evaluation of the records and data that can support the scholar to analysis the
statistics and data in order to approach the final research objective. The role of positivism
philosophy is about to explore the theoretical background of study so that final research
objective can meet by the scholar. The statistical data and factors will be analysed in this
so that overall objectives and aim of the study can meet by the scholar. The existing
study is based on the interpretivism philosophy as this will consider all different
theoretical consideration that will be required to deliver the whole study. This study type
will ensure the best form of projection of the all different theoretical information and
record to support the final aim and objectives et behind the whole study is conducted.
Data collection: is a process involve on the basis of the need and requirement of the
study conducted this is about to collect the require information. This is a process involve
completing the entire study with support of the collection of the best form of information
and data to support the final research objective. The data collection process can adopt
10

different techniques such as primary method of data collection and this secondary
method of data collection. Primary technique of data collection involve the different
primary sources such as interview, questionnaire technique and such other sources to
collect the most required information associated with the study conducted. The process
of data collection under primary research study comprises with the feature that will allow
the scholar to provide the fresh opinion in respect to the study conducted. This is
important fro the scholar to approach the whole study with the use of this technique in
process to conduct and execute the final research study (Tafti, Mahmoudsalehi and
Amiri, 2017). ON the other hand secondary method of data collection involves th
secondary sources that can provide the required information. This involve secondary
sources such as books, journal, academic article, Secondary data collection technique
will support the scholar to approach the whole study in the best way possible. The role of
this technique is to empower the scholar for approaching the entire study in the best way
possible. Secondary method of data collection is a process involves approaching the
scholarly article and review of the earlier dissertation study that has already conducted
over the similar topic. All this will consume to collect the require information and data
under this study is conducted. The current study type has approached to both the method
of data collection one is primary technique of data collection and the other is secondary
method of data collection. In case of primary method questionnaire technique will use to
collect the required information. In case of secondary study type literature review will
analysis to conduct the entire study.
Sampling: Sampling is a process involves identifying the sources to collect the required
information. This is a technique that is adopted in case of the primary research and data
collection process where the sources are identifying to collect the required information.
The role of sampling is significant in the study where the sources are identified and
projected to complete the entire study type. Sampling is of different types such as i.e.
probability sampling and non- probability sampling. Under probability sampling, there is
not any pre assumptions and processes that executed to deliver the entire data collection
process. This involves collection of the information with random sources under primary
source of study. This is a critical practice that will allow the scholar to approach the
primary study with the effective level of study type. Probability sampling do not contain
11

any prior stage of approach to identify the potential sources of study (Dabić and et.al.,
2021). On the other hand non probability sampling technique involves identifying the
prior sources under the primary study type to collect the required information. This is a
process involve spotting the primary sources to collect the required level of information
in order toe execute the whole study. This study is based on the simple random sampling
technique which will allow the scholar to randomly approach the sources for collecting
the bets level; of information under the research study conducted. This process is about
to provide the reasonable data and information that will support the scholar to approach
the entire study with support of the authentic sources that can provide the reasonable
information and data over the topic of study. 30 employees of Burberry Company will
approach in order to collect the information under primary study type. These respondents
will be approached based on the simple random sampling technique that will support the
best possible outcome of study conducted.
Data analysis: Data analysis is a practice involve assessing and interpreting the
information to approach the final objective of the study conducted. The role of data
analysis process is about to analysis and assesses the overall information and data that
will support the scholar for approaching the final objectives behind the study is
constituted. Quantitative data is analysed in a research using different quantitative tools
such as statistical analysis, SPSS, excel etc, and the qualitative data is analysed using
different tools such as thematic data analysis etc. The current study is based on the
thematic data analysis technique that involve assessing the entire data and information
with the use of graphs and pie chart that will empower the scholar to approach the final
study in the best way possible (Anlesinya, Dartey-Baah and Amponsah-Tawiah, 2019).
Excel will be used to prepare all the gah, chart, pie chart and such other graphical
presentation to assess and analysis the whole data and statistics. Graphical form of
presentation will allow the scholar to approach the entire study with te use of best form
of projection of the data and information to assess the whole study type. This entire
process of data analysis will support the scholar to approach the whole data and
information in the best way possible. The role of data analysis is to support the scholar
with the proper analysis of the data that is collected by the scholar to approach the final
research objective. This technique allow the scholar to interpret the whole data that is
12

collected under the data collection stage and find out th suitable outcome tat can allow
the scholar for approach the final aim and objective associated wirh the study tat is
conducted by scholar.
Ethical consideration: All the various principles associated with the ethical
consideration will be projected in the current study conducted. This involve meeting up
all different principles and fundamental associated with the whole study is conducted by
the scholar. The scholar will meet and compliance to ethical considerations by making
the respondents sign a consent form mentioning the fact that they were not forced by the
scholar in any way top provider the certain type of opinion. This consent from is a valid
and legal consent of the respondents against the information provide by the sources. This
further a part of declaration form wherein it will be confirmed that the entire work of
researcher that is undertaken is their own and wherever any external references have
been taken, the work has been adequately cited. All the different ethical consideration
principles such as all information is approach throughout authentic source opnly and also
the respective data did not modify in any given manner. The scholar supported the values
and ethics that will empower the scholar to approach the whole study in the best way
possible (Guan and Huan, 2019). The role of the ethical consideration is to support the
scholar to support the whole information ad data in the best way possible. The various
principle and beliefs associated with the ethical consideration that all the legal process
has been approached in order to conduct the whole study.
Validity and reliability: The concept of validity and reliability is tested by stating about
the fact that only the valid and the reliable sources will explore by the scholar. This is an
important characteristic of the research methodology that is about to disclose the fact that
all sources are effective and valid in the face of the scholar. The scholar has approached
only to the reliable sources that will present th best form of information and data to
support the need and requirement of the study is conducted. This is a significant fact that
will support scholar for approaching the whole study in the best way possible.
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Chapter 4: Data Analysis
This chapter project the collection of the information on the basis of the need and
requirement of the research study is conducted. This chapter is all about assessing the whole
information and bring out and generate the most effective level of finding to support the overall
objectives of the study conducted. This chapter will summarises all the information to identify
the key facts and information for supporting the information in the best way possible.
Burberry Company effectively practice talent management in organisation
Q.1) Do you feel that Burberry Company effectively practising the talent management function
in organisation?
Yes 25
No 5
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Interpretation:
The question is asked in respect to the efficiency of the talent management practice
adopted by the organisation. The 25 respondents out of 30 agree to the fact that th company is
adopting the talent management strategy effectively. The remaining 5 people disagree to the
whole fact that the organisation is not being able to practice talent management efficiently at
workplace. As per the views given by majority of respondents it can demonstrate as a fact that
the organisation is practice the talent management practice efficiently in the workplace. The
views of the majority of the respondents clearly mentioning the fact and feature which indicate
the fact that the talent management is among the most effective operation and functional activity
associated with venture. IN the practical situation the talent management is demonstrate as the
most effective on or practice that supported the company's final business objective. This fact is
clearly demonstrating in the whole outcome this question which demonstrates that the
organisation is being able to practice talent management in the best way possible. Further, this
has supported that the leadership of the company valuing the entire practice of talent
management that could further result favourable for organisation in against of adoption of that
talent management function in the company. There are only few of the respondents who do not
agree with the fact that the company is able to follow the talent management practice efficiently
at the organisation level. The opinions provided by the majority of respondents are clearly
15
Yes No
0
5
10
15
20
25
30
25
5
Column B

directing the fact that the business venture is capable enough to follow this whole practice
efficiently at the workplace.
Internal recruitment, external recruitment, training & development and incentive scheme
are the areas covered under talent management
Q.2) What are the areas that is covered by the company in against to adopt the talent
management practice in organisation?
Internal recruitment 6
External recruitment 5
Training and development 4
Incentive scheme 6
All the above 9
Interpretation:
The talent management strategy of the organisation is ken towards all different functional
areas of the company. The 6 respondents mentioned that internal recruitment is the most
prioritised area associated with talent management practice adopted by the organization. The
same number of people does believe that incentive scheme is the most focused area of the
company in against to adopt the talent management practice at the organisation. 5 respondents
16
Internal recruitment
External recruitment
Training and development
Incentive scheme
All the above
0
1
2
3
4
5
6
7
8
9
6 5 4
6
9
Column B

do believe that external recruitment is the one that is prioritised by the company in against to
adopt the talent management operation in organisation. There are 4 people also the believe that
training and development of the human resource associated with the Burberry Company is the
most focused area in respect to the talent management practice at the organisation. The
remaining 9 people agreed with all the above mention practices as a part of majority of
functional era in context to the talent management operation at the work place. As per the views
provided by the majority of respondents it is stated as a fact that all the various functional areas
such as external recruitment, internal recruitment, training and development and incentive
scheme are the major focused area for the company in respect to the talent management practice
follow by the company. The talent management as an operational sector consider all these as its
most prioritised functional areas associated with the organisation in context to the talent
management operations entertain an adopted by the business venture. The entire function of
talent management is well diversified in nature as it involve all different functional activities
such as internal recruitment, external recruitment, training and development and further
incentive scheme and such like of activities. The management of the Burberry Company try to
absorb all these functional activity in process to deliver the whole practice of talent
management.
Burberry Company focus on internal and external recruitment practices part of
recruitment and selection in organisation
Q.3) What is the major focused strategic choice of company in respect to recruitment and
selection in organisation?
Internal recruitment 8
External recruitment 7
Both 15
17

Interpretation:
The Burberry Company follow the practice of recruitment and selection in the
organisation. 8 respondents do believe that internal recruitment is the major focused recruitment
and selection area for the company. 7 respondents do believe that external recruitment and
selection is the most prioritised area for the company. The remaining 15 respondents favour both
the practices internal and external for approaching the recruitment and selection inn the
organisation. On the basis to the view govern by majority of respondents it can clarify as a fact
that the organisation is approaching to both the practices internal and external for conducting the
recruitment and selection function in the organisation. The role of both the practices is
significant for the business venture in process to follow the recruitment and selection at the
workplace. Both the practices favour the company to sustain the right balance in respect to the
whole recruitment and selection at the workplace. In respect to the business venture this entire
practice of recruitment and selection is best in the favour of the company as it allow the
organisation to sustain a good balance in the form of internal recruitment by sustaining the
existing workforce of the company along with attracting new employees over various designated
position role in the organisation. Both the practices empower the company for supporting the
workforce in the form of attracting new talent as well along with supporting or motivating to the
existing employees for sustaining the current bunch of employees at workplace. This practice
18
8
7
15 Internal recruitment
External recruitment
Both

has supported and favours the organisation to maximise the business growth and development
possibilities in the business.
Talent management supported the growth and development of employees at workplace
Q.4) Do you agree with the fact that talent management supported the growth and development
of the employees?
Strongly agree 12
Agree 8
Neutral 2
Disagree 5
Strongly disagree 3
Interpretation:
The question is about whether the practice of talent management contributes in the
overall growth and development of the employee part of the organisation. 12 people strongly
agree to the fact that the talent management support the employee associated with company to
maximise the growth and development possibility in the business venture. Further there are 8
people who agree to the fact. 5 of them disagree over the opinion and 3 strongly disagreed to the
fact. There are 2 people also there who had neutral opinion about the entire topic. On the basis of
the views presented by the majority of respondents it can clarify as a fact that the role of talent
19
Strongly agree Agree Neutral Disagree Strongly disagree
0
2
4
6
8
10
12
12
8
2
5
3
Column B

management is to support the human resource associated with the business venture to maximise
and enhance the overall growth and development in the organisation. This is a clear fact
specifies the fact that the entire practice of talent management is to enhance and support the
organisation to support the overall growth and development of talent management practice at
organisation level. This is clearly stated as a fact that the talent management practice critically
channels and supported the business venture to boost the overall growth and development
requirement of the human resources associated with the venture. The role of this practice is to
wisely support the human resources at the workplace to maximise the internal growth and
development of the human resources part of the business venture. As the talent management
cover all areas and approaches which can direct the human resources appointed at the workplace
to boost and maximise the overall growth and development of human resources associated with
the workplace.
360 degree performance management approach hold by the company
Q.5) What methods are adopted by the organisation to assess the performance of employees?
Standardised talent review 7
Track and measure performance 8
360 degree talent management systematic 15
20

Interpretation:
The talent management involve managing the performance of the employee part of the
organisation. The 15 respondents stated the fact that the Burberry Company adopted the 360
degree performance management practice in the company. 8 of the respondents state that track
and measure performance is the approach taken by the organisation. The remaining 8 do believe
that standardised talent review system is followed by company. As per the views given b the
majority of the respondents it can support as a fact that 360 degree talent management is an
approach taken by the organisation to deliver the performance management practices at the
workplace. This entire system is well supportive for the organisation to delegate the best quality
of outcome as a part of the performance management practice adopted by the organisation. This
is a critical approach taken by te company in process to support the overall performance of the
human resources at the workplace. This is a clinical practice or the approach taken by the human
resource department to monitor and measure the overall performance of the employee associated
with organisation. This practice cover all critical aspect associated with the performance of the
human resource sat work place. The practice also direct with the areas of improvement for the
employee part of the organisation.
Improved employee performance is a key advantage of talent management
Q.6) What is the advantage company could aim against adoption of talent management strategy?
Improved growth rate 6
Employee retention 5
21
7
8
15
Standardised talent review
Track and measure
performance
360 degree talent
management systematic

Improve employee performance 14
Ease in recruitment practices of company 5
Interpretation:
Talent managment stragies support the organsiation in all different ways. 14 respondents
do beleive that improvving the perfomrnace of the human resoyurces is the core advantage
associated with the talent managmeent poractice. 6 respondents do beleive that improved growth
rate is the major advantage of the approach of talent management. 5 people expected that ythis
entire practice provide an ease in recruitment practices entertain by organsiation. The 5
respondents do beleive that employee retention is one of the major advanatge of talent
managemet practice in organsiation. As per the views given by the majority of respondents it can
state as a fact that the improved performance of the human resources beocme one of the major
advantage associated with the practuce of talent managemet at the business. The role of this
entire practice ios to support the human resources of company for approaching the overall
performance standards in the best way possible. This is a strategic fact associated with the
company that the practice of talent management is to allow the employee of company to
maximsie the perforamnce standards.
Ineffective leadership is a major challenge associated with talent management
Q.7) What are the challenges associated with talent management practice entertain by company?
22

Poor hiring strategies 6
Inexperience with technology 5
Ineffective leadership 14
Employee turnover 5
Interpretation:
The talenet management practice adopted by the company entertain various chalemnges
that will resist the company to strengthen the overall performance standard of the venture. 14
respondents agree to the fact that ineffective kleaxreship at the company become ythe major
issue or challenge associated with the prcatice of talenet management uphold by company. 6
people agree with poor hiring strategies that are adopted by the company in order to proces the
talenet management practice further. 5 people state that inexperiencxe with technology consider
as the huge challenge for talent management practice. The remaing 5 people do beleive that
employee turnover becoem the maor chsallenge fro talemnt managemnet practuce. On the basis
of the views dmeonstrate by the majority of employee it can state as a fact that ineffective
leacershipo style adopted at the compan would be the major challenging area related tpo takent
managemnt practice entertain by the company. This create a huge obstacle for the company in
process to entertain the practuce of talent managmeent in company.
Resource management is also necessary to implement talent management
Q.8) Do you believe that resource management is also necessary to adopt the talent management
23

practice effectively?
Yes 20
No 8
Neutral 2
Interpretation:
The resource management is among the most important functional area associated with
the company. The responses collected demonstrate that 20 people do believe that resource
management is also necessary to implement the talent management function in organisation. 8
people said no to this fact that it is important for an effective talent management practice. The
rest of the respondents had neutral opinion in respect to talent management practice adopted by
the company. On the basis of the views presented by the majority of respondents it can state as a
fact that the talent management and resource management both the practices are connected with
each other. The differentiation cannot be done in process to follow the talent management sand
resource management practice effectively by the company. Both the functions are connected
with each other for the company to hold the bets suitable talent management practice at the
organisation.
The above mentioned factors demonstrate about the complete description in respect to
the talent management practice entertain by the company. This is precisely indicated s a fact that
24

talent management is one of the most crucial functions associated with company. This has a
direct connection with the performance employee witness in the organisation.
Chapter 5: CONCLUSION AND RECOMMENDATION
Conclusion and recommendation is a chapter that will conclude all the finding generated
in against of delivering the entire study. This chapter is all about stating all the fact that can
conclude the entire study. Recommendation will provide necessary steps that may overcome
different challenges associated with talent management practice enjoy by company.
25

Conclusion
Talent management is all about attracting new talent along with cherishing th strength of
the existing human resources associated with the company. The research states clearly that talent
management play a vital role in delivering the efficient outcome in favour of the growth and
development of the business. Resource management is also one of the major functional area that
boost the entire outcome associated with talent management practice in organisation (Liu and
et.al., 2021). The increased performance of the human resource is one of the major advantage
Burberry Company got in against to execute the talent management practice in organisation.
This is precisely stated as a fact that the role this entire practice will play is to support the
organization for executing the bets suitable talent management function in favour to the
business. The major aim of the company behind adoption of this practice is to attract new
employee along with cherishing skills and abilities of the existing employee part of the
company.
The ineffectiveness in the leadership of company become one of the major challenge
associated with talent management practice entertain by the company. This is a key issue
associated with the practice of talent management follow by the company. Leadership is
considered as the major need associated with adopting the bets suitable talent management
practice at the organisation. Due to inefficiency in the leadership ability of company talent
management become more challenging for the company (Vatousios and Happonen, 2021). This
is essential that the company must direct the leadership in the right direction so that best suitable
outcome can generate out of the talent management operation entertain by the company.
Resource management is also necessary in process to implement the most effective level of
talent management practice in organisation. This is precisely mentioned as a fact that managing
resource is important for the company to uphold the best level of talent management operation in
the company. As every single functional activity company entertain as a part of the talent
management role require management of the resources of the organisation in the best way
possible. Burberry Company hold both internal recruitment and external recruitment practice
associated with the organisation in order to introduce new talent to the company as a part of
talent management operation in the organization.
26

Recommendation
 This is recommended that the organisation must strategically ensure all areas to be covered
in process to entertain the bets suitable talent management function in organisation.
 This is recommended that leadership of the Burberry Company must be directed well so that
bets quality of talent management operation may uphold by the company in the best way
possible (Jia, Jiao and Han, 2021).
 The role of talent management is to support the business to have the most skilled employee
to execute all different functions of company. It is important that company must give an
emphasis over the training and skill improvement campaign at the organisation so that
efficiency of the human resource may improve by company.
27

REFERENCE
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Sanjeev, R. and Singh, A., 2017. Talent management for developing leadership: An empirical
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Appendix
Q.1) Do you feel that Burberry Company effectively practising the talent management function
in organisation?
 Yes
29

 No
Q.2) What are the areas that is covered by the company in against to adopt the talent
management practice in organisation?
 Internal recruitment
 External recruitment
 Training and development
 Incentive scheme
 All the above
Q.3) What is the major focused strategic choice of company in respect to recruitment and
selection in organisation?
 Internal recruitment
 External recruitment
 Both
Q.4) Do you agree with the fact that talent management supported the growth and development
of the employees?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Q.5) What methods are adopted by the organisation to assess the performance of employees?
 Standardised talent review
 Track and measure performance
 360 degree talent management systematic
Q.6) What is the advantage company could aim against adoption of talent management
strategy?
 Improved growth rate
 Employee retention
 Improve employee performance
 Ease in recruitment practices of company
Q.7) What are the challenges associated with talent management practice entertain by
30

company?
 Poor hiring strategies
 Inexperience with technology
 Ineffective leadership
 Employee turnover
Q.8) Do you believe that resource management is also necessary to adopt the talent
management practice effectively?
 Yes
 No
 Neutral
Q.9) Provide necessary recommendation to the company for addressing different challenges of
talent management?
31

32