Impact of Talent Management on Managing and Maximizing Talent for Firm's Performance: A Study on Kyan

This study aims to determine the impact of talent management in managing and maximizing Kyan’s talent to raise its performance. It includes literature review on talent management, strategies used by IT industry to manage talent, and relationship between talent management and organization’s performance. The research methodology includes qualitative research type, inductive research approach, interpretivism philosophy, and both primary and secondary data collection methods. The questionnaire and data analysis reveal that Kyan uses different talent management approaches and employees are aware of the concept of talent management. The study also identifies challenges faced by the company while using talent management.

Unit – 11 Questions

TABLE OF CONTENTS
Aim and objectives......................................................................................................................2
Literature review..........................................................................................................................2
Research Methodology................................................................................................................4
Questionnaire and data analysis...................................................................................................5
Presenting the methodology assist to attain objectives..............................................................13
Alternative methods...................................................................................................................14
REFERENCES..............................................................................................................................15
APPENDIX....................................................................................................................................16
Questionnaire.............................................................................................................................16

Topic: To investigate the impact of talent management in managing and maximizing talent
to raise firm’s performance within UK IT industry: A study on Kyan
Aim and objectives
The aim of the present study is to determine the impact of talent management in
managing and maximizing Kyan’s talent to raise its performance.
Objectives:
 To understand the concept of talent management
 To examine ways through which IT industry managing their talent for long run
 To assess the relationship between talent management and organization’s performance
Research Questions:
Question: What is the impact of talent management in order to managing and maximizing talent
to raise organization’s performance?
Literature review
Theme 1: Concept of talent management (TM)
According to Anlesinya and Amponsah-Tawiah (2020) talent management is all about
attracting, selecting and retaining an employee that involves HR of a company in order to
generate the best outcomes. However, there are many strategies involved within a talent
management which assists employee to feel engaged and motivated that further allows them to
increase satisfaction and business performance. On the other side, Berger (2020) critically
evaluated that TM is all about deals with functions and responsibilities that run for the welfare of
employees. This assists to generate a sense of belongingness towards a business so that they can
share a long term relationship with company.
Theme 2: Strategy used by IT industry to manage talent
As per the view of Liu and et.al., (2021) managing employees for longer term, companies
indulge in different strategies which include invest upon training tools, talent review and
onboarding process etc. In IT industry, employers mostly use advance technology tools which
assists them to retain employees. Along with this, employee motivation also plays an important

role for the success of a company. That is why, rewards and incentives are consider one of the
major source that aid in managing talent. Through this, employee remain motivated and generate
a strong relationship with company as well. However, on the other side, HR also evaluate the
performance through 360 degree feedback which entails about the actual performance so that
extra efforts can be put. Järvi and Khoreva (2020) critic that investing upon training tools is
consider one of the best way to manage employee because it assists them to increase their
personal as well as professional skills for the longer term. Along with this, company is able to
generate the best outcomes because providing training to their employees will be far beneficial to
enhance the firm’s performance. In order to this, comply with advance technology for tracking
performance will be more beneficial in order to generate best outcomes. Therefore, it can be
stated that with the help of effective strategies, individual is able to match or align with the
organization’s goals effectively.
Theme 3: Relationship between talent management and organization’s performance
In the opinion of Luna-Arocas, Danvila-Del Valle and Lara (2020) TM sustains
organizational performance by providing enough knowledge and strategies for better
development and improvement. Such that by putting efforts among employees will further helps
to meet the defined aim of a company. Also, it assists organization to recognize a most talents
employees to become a potential future leader within a vacant position. Thus, it can be stated that
it has a positive relationship with organization performance. On the other hand, Hongal and
Kinange (2020) evaluated that due to decrease in retention strategies, employees immediately
leave the company and this in turn cause opposite impact over the business performance. It
affects the brand image of a company and also causes adverse impact over its financial
performance. Thus, putting efforts over the employees to feel them engaged is the most essential
for improving organization performance.
Overall, this entails that talent management do have both positive as well as negative
impact over the organization performance. So, acquire and support high level of skills and
knowledge to enhance the employee’s performance that direct contributes to generate revenues
and reduce expenses. That is why, it is essential for the companies including IT industry to focus
upon employee engagement and retaining strategies that create a best outcomes for

organization’s success. This in turn reflected that there is a strong as well as adverse relationship
shared between talent management and organization performance.
Research Methodology
Research type: As per the chosen topic, qualitative research type has been adopted in
order to meet the defined aim. Also, talent management is deal with only theoretical concepts
and that is why, qualitative type opted over other (Dodds and Hess, 2020). Beside this, chosen
topic does not deal with facts and figures, that is why, qualitative type is suitable for the present
study.
Research Approach: There are two types of approaches i.e. inductive and deductive.
Between both, scholar used inductive research approach because it is deals with qualitative
research type. Further, it assists to start with theories pertaining to talent management that helps
to meet the set objectives.
Research philosophy: It can be distinguished in two forms such as interpretivism and
positivism (Willmott, 2020). Here, Interpretivism philosophy has used which entails about
impact of talent management upon organizational performance. Along with this, chosen method
interprets the key aspects of talent management through secondary research in order to
understand the facts about talent management.
Data Collection: Data can be collected in two forms i.e. primary and secondary (Nayak
and Singh, 2021). For the present study, both methods has been used by the scholar in order to
generate the best outcomes. Such that under secondary data collection methods, previous studies,
books & articles, website has been used to developed brief thesis. Whereas, under primary data
collection method survey method used through the means of questionnaire, where questions will
asked to participants pertaining to talent management.
Data analysis: As per the chosen research type Thematic data analysis has been used
where relevant graphs and tables has used in order to present the information in presentable
manner. Also, with the help of chosen data analysis method, scholar can interpret the information
collected through research participant’s views.

Sampling: As per the primary research, purposive sampling method has been used where
15 employees of Kyan selected in order to determine their views pertaining to talent
management. Further, this in turn assists to generate the best outcomes and conduct the study in
precise manner.
Ethical consideration: There are different ethical aspects needs to be consider for
conducting a research in effective manner (McCosker and Gerrard, 2021). This includes take a
consent from a participants before conducting a research. Also, ensure that there is a proper flow
of communication between a researcher and participants so that effective results can generate.
Moreover, reference list must be added at the end of a research which entails that research is not
copied from anywhere.
Questionnaire and data analysis
Questionnaire is attached in Appendix
Data analysis
Theme 1: Majority of the respondents are working more than 3 years in Kyan
Respondent
s %
Last 1 year 2 13%
Last 2 year 4 27%
Last 3 years 6 40%
More than 3 years 3 20%
Total 15 100%

Last 1 year Last 2 year Last 3 years More than 3
years
0
1
2
3
4
5
6
2
4
6
3
How long you are working within Kyan?
Interpretation: From the above table, it has been interpreted that majority of the respondents are
working from last 3 years within a company whereas only 2 of them working last 1 year. Further,
4 of them are working last 2 years and only 3 of them are working more than 5 years.
Theme 2: Respondents are aware with the concept of talent management
Respondent
s %
Yes 12 80%
No 2 13%
Don’t know 1 7%
Total 15 100%

12
2 1
Are you aware with the concept of talent
management?
Yes
No
Don’t know
Interpretation: As per the views, it has been interpreted that majority of the selected
participants know the concept of talent management such that 80% of them are agreed with
concept. However, 13% of them stated no and only 7% of them do not know about this. Under
literature review it has been also supported that talent management is the concept similar to
HRM where employers are used strategies to attract, select and retain employees within a
company.
Theme 3: Kyan uses many strategies for managing talent
Respondent
s %
Yes 10 67%
No 3 20%
Don’t know 1 7%
Total 15 100%

Yes
No
Don’t know
0 1 2 3 4 5 6 7 8 9 10
10
3
1
Does your company uses enough strategies to
managing talent?
Interpretation: Through primary research, it has been interpreted that Kyan uses range of talent
management strategies which entails that company attract employees through different strategies.
Such that out of 100%, 67% of them are agreed however 20% of them are not. Therefore,
secondary research also supported that companies must have to use effective talent management
approaches for maintaining and managing talent that creates positive impact over business.
Theme 4: Different strategies used by Kyan for managing talent
Respondent
s %
Rewards and incentives 2 13%
Feedback 3 20%
Career development plans 2 13%
All of these 8 53%
Total 15 100%

Rewards and
incentives Feedback Career
development
plans
All of these
0
1
2
3
4
5
6
7
8
2 3 2
8
Which of the following strategies used by Kyan
for managing talent at workplace?
Interpretation: As per the above table, it has been identified that Kyan uses different talent
management approaches like out of 15, 2 of them stated that reward and incentives are uses
whereas 3 of them stated that feedback is used. However, 2 of them stated that career
development plans are the best methods used by the company. But, majority of them stated that
all these strategies are used which reflected that company have its major focus for retaining
employees so that organizational performance can improved.
Theme 5: Managing talent will be beneficial for company
Respondent
s %
Yes 9 60%
No 3 20%
Don’t know 3 20%
Total 15 100%

93
3
Do you think managing talent will be beneficial
for company?
Yes
No
Don’t know
Interpretation: From the survey, it has been interpreted that if company managing workforce, it
will be beneficial for the business. From 15, 9 of them stated yes and 3 of them do not know
anything about it. This reflected that workers are agreed and satisfied with the company’s
strategy and this helps to retain them for a longer term. Overall, it can be stated that Kyan
focused upon talent management strategies to improve business performance.
Theme 6: Benefits of using different talent management strategies
Respondent
s %
Engaging employees 2 13%
Generate a sense of collaboration 1 7%
Improving working environment 3 20%
All of these 9 60%
Total 15 100%

Engaging employees
Generate a sense of collaboration
Improving working environment
All of these
0 1 2 3 4 5 6 7 8 9
2
1
3
9
What are the benefits of using effective talent
management strategies within business?
Interpretation: In accordance with the above table, it has been identified that there are different
benefits of using talent management strategies such that 13% of them stated that it will help to
engage employees whereas 7% of them stated that it assists to generate a sense of collaboration.
However, 20% of them stated that it assists in improving the working environment of the
company and majority of (60%) of them are agreed that these all are considered as a benefits of
using talent management approach. Thus, company must comply with effective strategies in
order to generate the best outcomes.
Theme 7: There is both positive and negative relationship identified with talent
management and organizational performance
Respondent
s %
Positive 2 13%
Negative 4 27%
Both 9 60%
Total 15 100%

Positive
Negative
Both
0
1
2
3
4
5
6
7
8
9
2
4
9
Is there any relationship between the talent
management and organizational performance?
Interpretation: As per the above graph, it has been identified that majority of Kyan’s employees
agreed that there is both positive and negative relationship identified when company uses talent
management approaches. However, 13% of them stated that it has a positive relationship while
27% of them agreed that there is a negative relationship identified which might affect the results
of organization. Thus, through the secondary research, it has been evaluated that when
employees perform well within a business it creates a positive impact over a business
performance.
Theme 8: Different challenges faced by the company while using talent management
Respondent
s %
Lack of resources 2 13%
Inexperience with market need 3 20%
Ineffective leadership 2 13%
All of these 8 53%
Total 15 100%

Lack of resources Inexperience with
market need Ineffective
leadership All of these
0
1
2
3
4
5
6
7
8
2 3 2
8
Which of the following challenges faced by the
employers while managing talent?
Interpretation: The above graph entails that employers of Kyan faces many challenges while
implementing talent management approaches. Such that 13% out of 100% stated that lack o
resources is consider as a biggest challenge whereas 20% of them stated that company do not
have an experience with regard to market need and 13% of them stated that employers do not
have effective leadership. Overall, it can be stated that 53% of them stated that these all are
consider as a key challenge for a company. Therefore, it affects the overall performance of a
company so there is a need to opt relevant approaches to overcome challenges.
Presenting the methodology assist to attain objectives
Methodology helps me to attain the set objectives such that with the help of qualitative
research type, I am able to evaluate the concept of talent management through previous research.
However, it is not possible when the research is deal with only quantitative study. On the other
side, through data collection methods, scholar is able to select relevant books and journal article
in literature review section (Putri and et.al., 2021). This in turn helps to determine what previous
study tells about talent management and how small business uses different strategy or managing
talent within organization. Moreover, through questionnaire, I am able to examine the views of
selected employees regard to talent management. This in turn, assists me to examine whether
Kyan is able to manage and maximize the talent within a firm for improving the performance.
Thus, it assists to generate the best outcomes and attain the set objectives.

Overall, it can be stated that objectives of a research must be closely related to problem
statement and this way, it assists to generate the best outcomes which is possible by selecting
best method for the study. Therefore, qualitative study has used which in cost-effective and does
not required high time to generate the best outcomes.
Alternative methods
In future, when the same study performed, will use quantitative study because it provides
results in more effective manner. It is so because tool is used to generate outcome when
researcher used quantitative study and that is why, it provide accurate results as compared to
qualitative (Fleming and Kowalsky, 2021). Also, under data collection method, scholar will use
interview as a primary method which helps to determine the views of selected participants that
helps to meet the defined aim. Through this alternative methodology, scholar can find relevant
answer and actual situation of UK small IT companies so that effective suggestions can be made
for effective results.
In addition to this, large sample could be chosen if quantitative study opted which assists
to present the research in more effective manner. That is why, opting these all method in near
future when the same research conducted will be beneficial for the study and also generate the
best outcomes as well.

REFERENCES
Books and Journals
Anlesinya, A. and Amponsah-Tawiah, K., 2020. Towards a responsible talent management
model. European Journal of Training and Development.
Berger, L.A., 2020. Talent Management: Handbook. MGH.
Dodds, S. and Hess, A. C., 2020. Adapting research methodology during COVID-19: lessons for
transformative service research. Journal of Service Management.
Fleming, R. S. and Kowalsky, M., 2021. Identifying Data Collection Methodology. In Survival
Skills for Thesis and Dissertation Candidates (pp. 111-115). Springer, Cham.
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.
Järvi, K. and Khoreva, V., 2020. The role of talent management in strategic renewal. Employee
Relations: The International Journal.
Liu, Y. and et.al., 2021. Talent management and the HR function in cross-cultural mergers and
acquisitions: The role and impact of bi-cultural identity. Human Resource Management
Review. 31(3). p.100744.
Luna-Arocas, R., Danvila-Del Valle, I. and Lara, F. J., 2020. Talent management and
organizational commitment: the partial mediating role of pay satisfaction. Employee
Relations: The International Journal.
McCosker, A. and Gerrard, Y., 2021. Hashtagging depression on Instagram: Towards a more
inclusive mental health research methodology. new media & society. 23(7). pp.1899-1919.
Nayak, J. K. and Singh, P., 2021. Fundamentals of Research Methodology Problems and
Prospects. SSDN Publishers & Distributors.
Putri, B. K. and et.al., 2021, April. Move Analysis on Thesis and Dissertation Abstracts:
Contrastive Study. In Thirteenth Conference on Applied Linguistics (CONAPLIN
2020) (pp. 60-64). Atlantis Press.
Willmott, H., 2020. On research methodology. The Journal of Organization and Discourse. 1(1).
pp.1-4.

APPENDIX
Questionnaire
Demographic information
Name:
Age:
Gender:
1. How long you are working within Kyan?
 Last 1 year
 Last 2 year
 Last 3 years
 More than 3 years
2. Are you aware with the concept of talent management?
 Yes
 No
 Don’t know
3. Does your company uses enough strategies to managing talent?
 Yes
 No
 Don’t know
4. Which of the following strategies used by Kyan for managing talent at workplace?
 Rewards and incentives
 Feedback
 Career development plans
 All of these
5. Do you think managing talent will be beneficial for company?
 Yes
 No
 Don’t know
6. What are the benefits of using effective talent management strategies within business?

 Engaging employees
 Generate a sense of collaboration
 Improving working environment
 All of these
7. Is there any relationship between the talent management and organizational performance?
 Positive
 Negative
 Both
8. Which of the following challenges faced by the employers while managing talent?
 Lack of resources
 Inexperience with market need
 Ineffective leadership
 All of these
9. Please recommend best ways through which talent can be managed within Kyan.