Impact of Talent Management on Employee Performance in Oak Cash and Carry Ltd

This research proposal aims to assess the impact of talent management on the performance of employees within Oak Cash and Carry Ltd. The study will shed light on various strategic research tools and approaches that can be utilized for the purpose of assessing the impact of talent management on the performance of employees.

UNIT 11- QUESTIONS

TABLE OF CONTENTS
TABLE OF CONTENTS..............................................................................................................2
INTRODUCTION...........................................................................................................................3
Background.................................................................................................................................3
Aim..............................................................................................................................................3
Objectives....................................................................................................................................3
Research question.......................................................................................................................3
LITERATURE REVIEW................................................................................................................3
RESEARCH METHODOLOGIES.................................................................................................6
Explaining how methods utilized could contribute to achieve objectives..................................7
Discussing what other approaches could have used...................................................................7
DATA ANALYSIS..........................................................................................................................8
REFERENCES..............................................................................................................................13
Appendix........................................................................................................................................14
Questionnaire............................................................................................................................14

INTRODUCTION
Background
Talent management is defined as procedure of managing the performance and enhancing
the productivity of individuals, when they are working within the organizations and attempt to
achieve strategic goals and objectives. With the help of this process in a company management
has built up wide and productive workforce, among which each candidate work even better than
last few weeks or months, in order to make their firm more productive & competitive. Talent
management is one of the most important management practices that has been utilized and
conducted into varied companies in effective manner. The current research proposal is based on
Oak cash and carry Ltd, which falls under the small retailing organizations in the UK. It was
offering its services to local ventures in the nation. The study will shed the highlight upon varied
strategic research tools and approaches that can be utilized for purpose of assessing the impact of
talent management on the performance of employees.
Aim
The aim of current research is to assess the impact of talent management upon
performance of employees within Oak Cash and Carry Ltd.
Objectives.
 To develop understanding about the concept of talent management and its significance.
 To determine the factors that impact performance level of employees in the Oak cash and
carry.
 To examine the level of impact of talent management on performance of candidates.
 To recommend effectual and beneficial tactics to Oak cash & Carry in related to improve
staff performance extent.
Research question.
 What is talent management, their importance and how it put direct impact on
performance of all candidates in the Oak Cash and Carry.
LITERATURE REVIEW
In the view of, Vural, Vardarlier and Aykir, (2020) talent management is considered as
one of those strategic management tools and techniques that has been utilized in the context of

employees, for purpose of enhancing their performance and increasing their effectiveness. The
utilization of this technique or approach in return provide a lot of advantages to user such as
management, manager and leader as well as organizations where this practice has been
conducted in effective and systematic manner. As the key factor, talent management enable
leaders and managers to assure that their organization is strategically obtained greater success
within the world of business more than the other companies that are also operating in same
sector.
Cocuľová, (2020) stated that talent management as effective management tool drive the
attention and practices of manager within a small venture towards conducting those activities
through which they put direct impact on staffs and organizational performance. With a strong
concentration on tactic, it plays vital role in growth and unpredicted success of ventures whether
it is small or large. It can be said that in the recent time due to competitive business environment
several companies take decision to conduct talent management practices at workplace in varied
terms. For example, they attempt to provide training and development opportunities to all
candidates whether they are new or old.
According to, Amankwah‐Amoah, (2020) talent management is quite beneficial and
essential factor that a company utilize to grow rapidly and productively, without losing chance to
gain competitive advantages that are accessible in bulk within specific industry. It is important
and useful approach because it drives the concentration of management towards choosing those
techniques through that they may move employees in the context of becoming a strong
workforce or individual, who are capable to work productively during workload situation.
Chikazhe, Makanyeza and Kakava, (2020) define that there are different types of factors
available or exist in the business world that put direct affect on staff performance and their
productivity level within organizations, whether it is operated at small or wide extent. For
example, employers expectations related to staff effectiveness, skills and knowledge may put
impact on candidates' performance in negative manner. It may put a lot of pressure on them to
enhance their productivity and the way they attempt to achieve strategic goals, which is quite
important for them to do so. Organizations and management expectations is considered as the
most challenging internal factors that increase work pressure on individuals and drive their
attention towards choosing those approaches through which they may grow and develop skills
which they may utilize to fulfil employer expectations.

Paais and PATTIRUHU, (2020) contradict that organizational culture, management
practices and working environment are considered as one of those factors that impact candidates
performance. It enables them to perform in productive and successful manner, which is
important for everyone to do that as it allow workers to make their firm more productive than
ever. In today's competitive environment within corporate world, an organization culture is the
best element that enhance staff performance and allow candidates to grow effectively, without
dealing with major challenges that put negative impact on their effectiveness and efficiency.
When the culture is productive and comfortable at workplace, it may boost staff morale and
allow them to be effective more than last week in term of completing daily task before schedule.
This kind of practice and their effort may enable a brand to be competitive and stand in same
manner within industry. Beside this, management practice such as talent management plan may
also affect staff members' performance in positive way.
Almaaitah and et.al., (2020) discussed the impact of talent management in the context of
employees performance. The author said that above term affect positively upon staff
effectiveness in term of increasing their productivity and efficiency to work harder than last few
days or weeks. It may lead to enhance personal as well as professional growth of individuals and
give them power to obtain their strategic aim related to professionalism, when the goal is short,
long or medium. It can be said that talent management provide each candidate chance to develop
those skills and qualities which they tend to do that from long time but unable it. But now just
because of talent management approaches, workers may achieve desire outcomes in form of
developing the most required employment skills, knowledge and capabilities which made them
capable to grab further growth opportunities.
Almaaitah and et.al., (2020) argued that talent management as administrative practice
instead of enhance performance level, also contribute to improve commitment standard to
employees, which is important and beneficial for everyone, whether they are leader, manager or
other stakeholders. According to the author, it considered as constant procedure that includes
varied terms and methods. For example, the most common method of talent management is
training, which contribute to increase commitment level of candidates and drive their
performance toward fulfilling their commitments by working harder than ever before. It supports
to decrease worker’s absenteeism at workplace and increase presence extent, which allow
companies to give tough competition to other firms by delivering quality products to customers

on time and according to delivery date in ethical manner. Beside of these, it may also assets to
enhance diversity, equity and inclusion, that also affect positively upon employee’s performance
and give them reason to stay with current firm for long time to make it productive, profitable and
stay competitive.
RESEARCH METHODOLOGIES
In order to conduct a research and obtain desire results, it is important for researcher to
choose and use the best approaches. Research methodologies is set of strategic methods, which
made scholar capable to do that.
Research approach-
This term is considered as one of those procedures that encompasses steps of wide
assumptions to detailed approaches of data collection, interpretation and analysis. Research
approach is segregate into two terms such as inductive and deductive. In regard to assess the
impact of talent management on employee’s performance, research will use inductive research
method, which allow them to examine and make assessment of current qualitative study in
effective manner (Aljaroodi, Chiong and Adam, 2020). The selected method relies on key
observation, hypothesis regarding chosen topic.
Research philosophy-
This term is defined as a belief about the way in which key data about specific topic
might be collected, analysed and utilized. In the context of current investigation, scholar will
choose particular type of research philosophy category and that is interpretivism. They may dos
so, because this study is based on qualitative research approach. It can be said that with this
method, investigator will appropriately conduct qualitative research and obtain data in effective
manner, which is quite essential for them to do that.
Data collection-
For purpose of data collection, researcher will utilize primary and secondary sources,
which enable them to collect information about the impact of talent management on the
performance of employees within Oak Cash & Carry Ltd. In term of primary data gathering
sources, they might be used focus group, survey and observation along with questionnaire. Along
with above methods, they also use published data related to same topic as secondary approach of
data collection. By using all above techniques, they might achieve above goal and objectives.
Sampling-

Non-probability and probability are the two types of sampling methods available for
researcher, among which they may chose specific one according to type of research. As the
current study is qualitative, so they would select simple random under probabilistic sampling
method. For purpose of conducting investigation, they select few respondents and these are 10
workers of Oak cash & Carry Ltd. Investigatory chose them as they provide those data that
match topic and achieve objectives of current research in effective way.
Data analysis-
This term refers to process of analysing and examining gather data that will provide in-
depth and clear understanding about research topic. In order to identify the impact of talent
management upon staff performance, research would take action to use thematic data analysis
technique instead of SPSS. They do so, because of chosen method effectiveness in term of
appropriate data interpretation.
Explaining how methods utilized could contribute to achieve objectives.
In order to determine the talent management impact on employee’s performance, research
use inductive investigation method as the current research is qualitative. It made them capable to
achieve strategic objectives of this study, in term of driving their attention towards conducting
varied useful practices such as observation, applying theoretical concept, and collect hypothesis
data. Along with current approach, they also use primary and secondary methods, for purpose of
data collection that help to achieve above objectives in form of collecting key information about
topic, via several sources such as books, internet and previous study that is based on same
concept.
Discussing what other approaches could have used.
There are different types of methods and tools accessible that research the context of current
study could be utilized. For example, they can use SPSS tool for purpose of data analysis in
regard to the impact of talent management on the performance of candidates within chose small
size organization that establish and run its venture into UK retail sector with few employees
(Purwanto, Asbari, and Santoso, 2021). Along with it, they can also use methods related to data
collection such as survey in term of reaching at organizational workplace, where skilled
candidates are working to achieve set goals of company. They may also take approach to
consider ethical consideration term into their recognition, which enable them to conduct each
practice in ethical manner.

DATA ANALYSIS
Theme 1
Particular Outcomes
1-2 years 2
3-4 years 4
5-10 years 2
10 years and above 2
Interpretation-
The majority of respondents are in favour of second option, according to that they are
working within Oak cash and Cary from 3 to 4 years, where they may obtain several benefits as a
employee. Out of 10, 2 respondents are in side of first option, which define that they are
performing from last 1 to year, while rest of 2 are in favour of 5 -10 years. Only 1 person is
available who work in firm more than 10 years, where less 4 individuals at workplace are
accessible that perform and accomplish task daily from last 3 to 4 years, and also attempt to

make management effective and productive in term of selling goods on time to assure customers
are satisfied.
Theme 2
Particular Outcomes
Satisfied 4
Partially satisfied 5
Dissatisfied 1
Interpretation-
In the recent time, due to intense competitive business environment, organizations
attempt to build wide and talented workforce among which each person is capable to gain
competitive edge. Firms may do so, when they choose strategic option or development effective
plan. Out of 10, 4 respondents are in favour of first option, which means they are satisfied from
talent management approach that their management attempt to use and conduct their practices

accordingly. 5 participants are in side of second preference as they are partially satisfied in
regard to talent management plan, which decision is taken in the company by key stakeholders,
to enhance their performance level. Only 1 individual is dissatisfied out of 10.
Theme 3
Particular Outcomes
Yes 9
No 1
Interpretation-
Talent management practice in return provide several advantages to user, in term of
enhancing performance, morale, and productivity as well as commitment level of individuals.
Out of 10, 9 respondents are in favour of first option that means they accept that their
organization conduct talent management practice and drive the attention of administration to do
so in effective manner, which contribute to enhance or increase employee’s performance at
workplace. With the help of this practice manager, leader and other stakeholders of oat cash and
carry may gain unpredicted benefits in term of increasing profitability, productivity and revenue,
even better than its rivals. 1 participant is against 9 as they do not accept that their firm utilize
talent management activity and take action.

Theme 4
Particular Outcomes
Training and development sessions 5
Performance appraisal 2
Mentoring and feedback 2
Skill development workshop 1
Interpretation-
For purpose of talent management practice that management expect to conduct in work
area, they attempt to choose and utilize effective methods. Out of 10, 5 participants are in favour
of first option, according to them training & development are one of those effective approaches
that their manager and leader may effort to utilize. They carry out this action in order to boost
their staff morale, enhance effectiveness and develop useful skills, which in turn provide benefit
individual person at workplace. 2 respondents are in side of second options and rest of 2 chose
third. Furthermore, only 1 participant accept that their company carry out skill develop workshop

activity to obtain and provide key advantages such as strong workforce and competencies
development.
Theme 5
Particular Outcomes
Learning & development plan 4
Training workshop 3
Action and experimental learning 2
Interpretation-
Learning and development, action & experimental learning and training workshop are
included in category of talent management approaches that have been used in many companies.
Majority of respondents are in favour of “Learning & development plan, according to them this
approach is suitable to manage their performance and enhance their task achievement efficiency.
Out of 10, 3 are in side of second and 2 are in favour of last option. Beside them 4 participants
choose 1st one.

REFERENCES
Books and Journals
Aljaroodi, H.M., Chiong, R. and Adam, M.T., 2020. Exploring the design of avatars for users
from Arabian culture through a hybrid approach of deductive and inductive reasoning.
Computers in Human Behavior. 106. p.106246.
Almaaitah, M. and et.al., 2020. The effect of talent management on organizational performance
improvement: The mediating role of organizational commitment. Management Science
Letters. 10(12). pp.2937-2944.
Almaaitah, M. and et.al., 2020. The effect of talent management on organizational performance
improvement: The mediating role of organizational commitment. Management Science
Letters. 10(12). pp.2937-2944.
Amankwah‐Amoah, J., 2020. Talent management and global competition for top talent: A co‐
opetition‐based perspective. Thunderbird International Business Review. 62(4). pp.343-
352.
Chikazhe, L., Makanyeza, C. and Kakava, N.Z., 2020. The effect of perceived service quality,
satisfaction and loyalty on perceived job performance: perceptions of university
graduates. Journal of Marketing for Higher Education. pp.1-18.
Cocuľová, J., 2020. Analysis of Selected Talent Management Practices in Terms of their Impact
on Keeping Talented Employees in Slovak Companies. Quality-Access to Success.
21(178).
Paais, M. and PATTIRUHU, J.R., 2020. Effect of motivation, leadership, and organizational
culture on satisfaction and employee performance. The Journal of Asian Finance,
Economics, and Business. 7(8),.pp.577-588.
Purwanto, A., Asbari, M. and Santoso, T.I., 2021. Education Management Research Data
Analysis: Comparison of Results between Lisrel, Tetrad, GSCA, Amos, SmartPLS,
WarpPLS, and SPSS For Small Samples. Nidhomul Haq: Jurnal Manajemen Pendidikan
Islam. 6(2). pp.382-399.
Vural, Y., Vardarlier, P. and Aykir, A., 2020. The effects of using talent management with
performance evaluation system over employee commitment. Procedia-Social and
Behavioral Sciences. 58. pp.340-349.

Appendix
Questionnaire
1. How long have you been working for Oak Cash & Cary LTD?
 1-2 years
 3-4 years
 5-10 years
 10 years and above
2. Are you satisfied with organizational plan as talent management?
 Satisfied
 Partially satisfied
 Dissatisfied
3. Does your organization use talent management practice to enhance your performance?
 Yes
 No
4. Within your firm, what kinds of talent management activities and approaches are carried
out?
 Training and development sessions
 Performance appraisal
 Mentoring and feedback
 Skill development workshop
5. According to you which methods related talent is more suitable for your growth?
 Learning & development plan
 Training workshop
 Action and experimental learning
6. Recommend approaches that are suitable according to you, regarding performance
management and skills development.