Talent Management in Global Organizations: Strategies and Challenges - Desklib

This research project discusses the significance of global talent management in international human resource management. It explores the effective strategies and challenges faced by global organizations in talent management. The study includes the practices followed by M&S and the perceptions of its employees. The research methodology includes qualitative research type, inductive research approach, and descriptive research design. The data collection method includes primary and secondary data collection, and the data analysis method includes qualitative analysis. The study concludes that supporting employees in their right role is the most impelling stage while giving training to employees to do talent management.

Research Project-Talent
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
RESEARCH METHODOLOGIES.................................................................................................4
Research Type.............................................................................................................................4
Research Approach......................................................................................................................4
Research Philosophy....................................................................................................................5
Research Design..........................................................................................................................5
Data Collection............................................................................................................................5
Sampling......................................................................................................................................6
Data Analysis...............................................................................................................................6
Reliability and Validity................................................................................................................6
Limitations...................................................................................................................................6
Ethical Consideration...................................................................................................................6
DATA ANALYSIS.........................................................................................................................7
CONCLUSION..............................................................................................................................15
REFLECTION...............................................................................................................................16
REFERENCES................................................................................................................................1
APPENDIX......................................................................................................................................2

INTRODUCTION
Global talent management basically refers to the actions and procedures that includes the
systematic identification of key positions which importantly contribute towards the company
sustainability within the competitive environment. It is extremely important for any organization
as it plays a major role in creating business strategies as it responsible to manage one of the most
important asset of the firm i.e. employees. Global talent management has its specific significance
in international human resource management and in current scenario it has been emerged and
acts as key strategic issues for multinational organizations. In order to do effective talent
management practices, retention of employees plays a major role within an organization. It is
basically an ability to hold back their talented employees at work place (Gallardo-Gallardo,
Moliner and Gallo, 2017). Thus, in order to retain and sustain their employees, companies adopts
certain strategies such as effective recruitment processes helps to hire the right candidate within
the organization reduces the chances of investing costs in their retention, providing them
effectual training and clear path directions, stick with remote work options, be competitive with
compensation packages, engage productively the employees of the establishment and many other
strategies will enable the firm to handle effective talent management.
Although there are various challenges that company have to deal with in order to
complete effective employee retention programmes such as employees always have high
expectations from their salary amount and this is one of the major reason due to which they try to
quit the organizations. During this specific point of time, it becomes difficult to retain employees
as the solutions sometimes beyond the budget of the firm. In context of M&S, various challenges
that have been identified are the firm follows outsourcing for recruitment procedure, high salary
expectations of candidates, cut-throat competition in the market space in context of job
opportunities, etc. Thus, this research will enable the M&S to overcome from these challenges
and make best practices that are being utilized at global talent management in international firms.
The concepts have been described with the perception of different authors as well. Such
as in context of global talent management, the El Masri and Suliman, (2019) illustrates that it is
complete scope of HR practices through which the firm is able to attract, propel and evolve their
workforce to retain them in long duration of time. Global talent management is significant
enough to create certain strategies which enables the organizations to retain their employees at
work premises. Such as Hongal and Kinange, (2020) reflects that strategies such as digital

literacy, innovation, appropriate quality of work, proper feedbacks and innovative ideas helps the
organizations to retain their employees in fruitful manner along with enhancement in their
productivity level. Apart from this, various reward and recognition strategies also enables the
establishments to sustain their employee turnover.
Although various challenges also have been faced by the firms which also has been
discussed by the Li and et.al., (2018) that company have to perform their tasks after considering
the potential challenges such as higher compensation demand, lack of leadership ability, etc.
Hence, the companies have to take necessary steps in order to overcome from certain challenges
with the help of researching this particular topic.
RESEARCH METHODOLOGIES
Research Type
Research is an elaborated segmentation of the particular study about the topic with the
help of scientific methods. It has been classified into two categories such as Qualitative and
Quantitative (Erasmus, Naidoo and Joubert, 2017). Qualitative type of research is an
investigation which collects the data with the help of open-ended and means of informal
communication. It includes collection of non-numerical data in order to understand the
description and thoughts about any specific topic. On the other hand quantitative data is
collection of data into numerical terms in order to examine the data into numerical terms. In the
current study, qualitative research type method has been chosen because it enables to capture the
data in optical conceptualization.
Research Approach
These are the procedures and plans that has been utilized by scholar which helps to
elaborate methods in representative manner. The approach has been divided into two categories
such as Deductive and Inductive. Deductive approach is obsessed with hypothesis development
which are based on existing theories. While inductive approach starts with observations and
theories who are proposed within the study. In order to measure the techniques of effective talent
management, inductive research approach is applied as it allows flexibility to the report.

Research Philosophy
It is a kind of feeling under which the data should be gathered, evaluated and commute.
The study about this enables the researcher to increase the cap[ability of resolving issues and
writing skills which makes the project purposeful. Research philosophy has been categorized
into two different types such as Interpretivism and Positivism (O'Bryan and Casey, 2017).
Interpretivism is based on values while positivism illustrates that the world can be understood
with the help of consonant ways. For evaluating current research, Interpretivism research method
has been used as the final outcome does not rely on numerical and statistical evaluation of the
data.
Research Design
It is a kind of structure which helps the report to describe the things in conceptual
manner. The primary part of the research consists of questionnaire and semi structured
consultation with the stakeholders. It has also been divided into two parts such as Descriptive
and Experimental. Descriptive design is completely theory based structure which has been
represented by collected data while the experimental design includes reasons and outcome of
specific situations. For above study, descriptive designing has been utilized in order to provide
detailed knowledge about the investigation.
Data Collection
It is a method of collecting, assembling and evaluating the accurate data for study by
utilizing effective techniques. The collection of data has also been done into two types such as
Primary and Secondary. Primary data collection consists of collecting data in direct mode rather
than considering previously collected data. On the other hand, secondary data is gathering of data
from previous researches or theories by referring books and articles. For data collection of
primary mode, questionnaire has been prepared and survey has been conducted among the
employees of M&S (Festing, and et.al., 2017). For further studies, which are related to the
effective talent management, the report has been utilized the secondary mode of data collection.

Sampling
It is a way of gathering pre-determined observations from various population. It is a
method of collection of samples from large number of people depend upon the analysis type.
Two ways to collect sample are Simple random sampling and Systematic sampling. Simple
random sampling refers to collection of data from randomly selected people while systematic
sampling consists of collection of data from any particular set of people. For this study, random
sampling method has been used for the purpose of doing survey of 30 employees of M&S to
identify their reviews which helps further in research.
Data Analysis
It is a way of examining the data and explaining the information collected with the
primary data collection method. Qualitative, quantitative, diagnostic, statistical and text are some
techniques. Each technique has its own way to explain the details. For this research, qualitative
analysis has been conducted in order to achieve study objectives.
Reliability and Validity
Dependability is completely about the consistency of measures while validity illustrates
the accuracy measure of the data. To improve the study credibility, the data has been utilized that
has been published after 2017 (Cooke and et.al., 2021). Apart from this, the data apply are
copyright protected websites which describes reliability concept.
Limitations
In order to complete this research, various limitations has been faced by the scholar such
as restricted time duration, unavailability of resources and money limitations. With the limited
time and money, quantitative research has not been done. Moreover, scholarly articles have been
used which helps in resolving issues.
Ethical Consideration
To justify the ethical consideration within the report, consent form has been filled by
employees who are selected for survey purpose. This shows their willingness and interest within

that particular activity. Furthermore, reference list also has been attached at the end of the study.
So, in total all ethical considerations have been considered in effective manner.
DATA ANALYSIS
Theme 1: Majority of employees who are working with Marks and Spencer do share their views
that they effectively understand the concept of global talent management.
Do you understand the concept of global
talent management?
Outcome
Yes 28
No 2
Total 30
Interpretation: From the above pictorial representation, it has been illustrated that major
number of employees i.e. 93% of candidates do share their vote in the favour that they do
understand the concept of talent management while there are few employees i.e. 7% who still
unaware about the concept of talent management.
93%
7%
Understandability about global talent management
Yes
No

Theme 2: The employees of the M&S share their views that all the activities such as flexibility
at work place, offering good perks, positive company culture and proper performance review are
important practices that has been followed by the managers in order to keep their talented people
within the firm.
What are effective practices followed by
your managers to keep talented people in
your company?
Outcome
Promote flexibility 3
Offer good perks 6
Building good company culture 4
Performance review 2
All the above 15
Total 30
10%
20%
13% 7%
50%
Effective talent management practices followed by M&S
Promote flexibility
Offer good perks
Building good company
culture
Performance review
All the above

Interpretation: The above diagram describes that majority of employees i.e. 50% share their
views that combination of all the activities i.e. promotion of flexibility at workplace, offering
good perks, building optimistic cultural environment, proper performance evaluation are all the
activities that promote effective talent management. While few employees such as 10% agrees
for flexibility, 20% in favour of good perks, 13% agrees for good company culture and 7% vote
for appropriate performance reviewing methods.
Theme 3: According to numerous employees out of the selected candidates for survey purpose,
they believe that supporting their employees while they are in their correct role is the best step
followed by the managers in order to support talent management because it enhances their
productivity level and thus their performance level as well (Sehatpour, Abedin and Kazemi,
2021).
What particular step affects the most while
giving training to the talented people in
M&S?
Outcome
Planning 4
Attracting talent 3
Support when employees are effectively in
their right role
18
Invest in employees 5
Total 30

Interpretation: The above pie chart depicts that maximum number of employees i.e. 60% share
their views that supporting employees when they are at their right place and doing their job in
effectual manner is the impelling stage while giving training to employees to do talent
management. Furthermore, 13% vote for planning step, 10% for attracting correct candidate and
remaining 17% do share their vote in favour of investing in employees in appropriate manner.
Theme 4: According to the employees of M&S, company have effective leaders who work for
the betterment of the firm as well as employees in balanced manner is the strategy that has been
adopted by company leaders.
What strategy followed by M&S to retain
their employees?
Outcome
Salary and benefits are competitive 5
Reduction in employee pain 3
Hire right candidate at right place 5
Have leaders, not bosses 17
Total 30
13%
10%
60%
17%
Step that effects the most while giving training to talented
people in M&S
Planning
Attracting talent
Support when employees are
effectively in their right role
Invest in employees

Interpretation: From the above detailed description, it has been identified that majority of
employees thinks and do believe that being leaders for them and not acting as bosses is the
appropriate strategy that has been followed by the managers within the Mark and Spencers.
While 17% vote for competitive salary and benefits, 10% for employee pain reduction and
remaining 17% do believe that hiring right candidate at the correct place is the best strategy to
retain talented people within the organization.
Theme 5: Employees gives 5 star rating to their management people who are effectively
managed and handle global talent management actions within the workplace.
At which level you rate your company to
manage global talent management in
effective manner?
Outcome
1 1
2 1
3 4
4 2
5 22
17%
10%
17%
57%
Startegy followed by M&S to retain their talented people
Salary and benefits are
competitive
Reduction in employee pain
Hire right candidate at right
place
Have leaders, not bosses

Total 30
Interpretation: From the above pie chart, it has been identified that 73% of employees i.e.
maximum number of candidates do believe that the company have high level of handling global
talent management within the company (Nagi and Mohammed Ali, 2020). Moreover, some
employees such as 7% do vote for 4 star, 13% share their views in favour of 3 star and equal
number of employees i.e. 3% vote in favour of 2 and 1 star. According to them the company is
not maintaining their level and requires further improvements.
Theme 6: Attracting talented people at the first place is the major challenge that has been faced
by the M&S while handling employees at work space.
What is the major challenge that has been
faced by your company while handling
people at work place?
Outcome
Communicating effectively with employees 3
Making right hiring decisions 2
Encouraging passion 4
3%3%
13%
7%
73%
Level of global talent managment within the M&S
1 Star
2 Star
3 Star
4 Star
5 Star

Attracting talent at first place 21
Total 30
Interpretation: Employees do believe that attracting right candidate at first place is the biggest
challenge that has been faced by the Mark and Spencer. Major number of employees i.e. 70%
share their views in favour that attracting right and talented people are the biggest challenge that
has been faced by M&S. 10% believe that communicating effectively with employees is the
challenge for the firm, while 7% thinks that right hiring decision is the biggest challenge for the
establishment. Remaining 13% feels that encouragement of passion is the challenge that has been
faced by the company according to recent trends.
Theme 7: Mark and Spencer share reward with their employees in collaborative manner by
looking after their employees well-being, providing them complete support or appropriate
training and recognize them for their betterment by giving equal opportunities.
How M&S reward their talented
employees?
Outcome
Look after employees well-being 2
10%7%
13%
70%
Challenge that has been face by the M&S
Communicating effectively
with employees
Making right hiring decisions
Encouraging passion
Attracting talent at first place

Providing complete support and training 3
Recognize them for their contribution by
giving them equal opportunities
2
All the above 23
Total 30
Interpretation: From the above represented diagram, it has been identified that majority of
employees feel that M&S is highly efficient enough to maintain effective talent management
activities such as they appropriately look after their employees well-being, providing them
necessary support in every manner along with training sessions as well and by recognizing them
for their contribution by giving them equal and better opportunities in their lifetime constraint.
Apart from this, there are various people who believe in individual activities as well such as 7%
for look after employees well-being, 10% in favour of providing complete support and remaining
7% consider that recognizing employees for their effective contribution by giving equal
opportunities is the ultimate way in which company give reward to their workforce.
Theme 8: Employees of M&S accepts that their firm run an effective talent management
programs for the development of their people who are working at workplace premises.
7%10%
7%
77%
Ways in which M&S reward their talented employees
Look after employees well-
being
Providing complete support
and training
Recognize them for their
contribution by giving them
equal opportunities
All the above

Does your company run an effective talent
management plans for development of
employees?
Outcome
Yes 26
No 4
Total 30
Interpretation: The above descriptive diagram describes that extreme number of employees i.e.
87% feel that M&S is highly efficient and appropriately run effective talent management plans
and practices for the betterment and development of employees. On the other hand, still there are
certain employees i.e. 13% believes that the company is not doing their best in this context and
requires further improvements in their plans and strategies for the development and improvement
of candidates.
CONCLUSION
From the above report it had been concluded that, talent management play the important
role in which the organization can easily achieve the goals and objective. While having such
thing this must be also seems that scholar have selected the primary research method with the
organization employee basically how this could be required for them in dealing and create some
87%
13%
Company run an effective talent management plans for the
development of employees
Yes
No

better experience. Along with this also seems that how scholar have selected some of the
questionnaire for making research and try to ensure about how effectively this could work.
Therefore, having such kind of topic as scholar have selected this could be acquire for having
many thing and try to make sure about how the employee can improve their performance and try
to make sure about their retaining and attain sector. Basically, this have been also seems that how
the employee in organization deals with having many strategies and how this could help them for
working with many concepts about their activities. While this could be enable for working about
their organization without having the proper growth and development in organization and this
could be also important for improving the performance for achieving goals and objective.
REFLECTION
I have seems that this could be not easy for me in making the research for given topic and
I was also feeling frustrated about the given topic that how should I will complete the given
research. Then, sometime this have been seems that I should divide the work as per time
management will be proper and make sure for taking the interview and keep the observation
from which I can easily make the research. This have been also seem that while for identifying
about how usually the employee make their working position with having some better
estimation. I have also analysed about my skills and knowledge related to such type of given
research. As I think that I should try to make sure for developing the communication, self-
motivation, time management. While having such kind of skills this must be required because
this could help me for knowing about how should I must be divide the work and keeping the
proper developments. I have also face many problem while taking the interview as this could led
me for having the reducing confidence while asking any question. Along with this having many
things, but employee in organization have created the best environment through which I can
easily adopted and make more question for asking with them. I have also think about how should
I will manage the work and how this will help for knowing about many thing in completion for
the research and make sure for achieving the goals and objective. This have been also seems that
coordination among the working employee which is the best part as I have ever seen in any
organization and this could make the best experience for interview in best organization. While
many employee also help me for managing the time and try to ensure about how this could work
for them and help me for getting some high growth and development. As I have also taken the

good experience while making research on talent management and how usually this could help
me for gaining much knowledge and make the prepare for future aspects.

REFERENCES
Books and journals
Cooke, G.B., and et.al., 2021. Talent management: four “buying versus making” talent
development approaches. Personnel Review.
El Masri, N. and Suliman, A., 2019. Talent management, employee recognition and performance
in the research institutions. Studies in Business and Economics, 14(1). pp.127-140.
Erasmus, B., Naidoo, L. and Joubert, P., 2017. Talent management implementation at an open
distance e-learning higher educational institution: the views of senior line
managers. International Review of Research in Open and Distributed Learning, 18(3).
pp.83-98.
Festing, M., and et.al., 2017. Talent management in small-and medium-sized enterprises. In The
Oxford handbook of talent management.
Gallardo-Gallardo, E., Moliner, L.A. and Gallo, P., 2017. Mapping collaboration networks in
talent management research. Journal of Organizational Effectiveness: People and
Performance.
Hongal, P. and Kinange, U., 2020. A study on talent management and its impact on organization
performance-an empirical review. International Journal of Engineering and Management
Research, 10.
Li, J., and et.al., 2018. Talent management process in Asia: a multiple case study. European
Journal of Training and Development.
Nagi, D. and Mohammed Ali, Y., 2020. The Effect of Talent Management Practices on
Employee Performance. International Journal of Management, 11(9).
O'Bryan, C. and Casey, A.M., 2017. Talent management: hiring and developing engaged
employees. Library Leadership & Management, 32(1). p.1.
Sehatpour, M.H., Abedin, B. and Kazemi, A., 2021. Talent management in government
organizations: identification of challenges and ranking the solutions to address
them. International Journal of Productivity and Performance Management.
1

APPENDIX
QUESTIONNAIRE
1. Do you understand the concept of global talent management?
 Yes
 No
2. What are effective practices followed by your managers to keep talented people in your
company?
 Promote flexibility
 Offer good perks
 Building good company culture
 Performance review
 All the above
3. What particular step affects the most while giving training to the talented people in
M&S?
 Planning
 Attracting talent
 Support when employees are effectively in their right role
 Invest in employees
4. What strategy followed by M&S to retain their employees?
 Salary and benefits must be competitive
 Reduction in employee pain
 Hire right people at right place
 Have leaders, not bosses
5. At which level you rate your company to manage global talent management in effective
manner?
 1
2

 2
 3
 4
 5
6. What is the major challenge that has been faced by your company while handling people
at work place?
 Communicating effectively with employees
 Making right hiring decisions
 Encouraging passion
 Attracting talent at first place
7. How M&S reward their talented employees?
 Look after employees well-being
 Providing complete support and training
 Recognize them for their contribution by giving them equal opportunities
 All the above
8. Does your company run an effective talent management plans for development of
employees?
 Yes
 No
3

4