Talent Management as a Strategic Priority

This article discusses the importance and effectiveness of talent management as a strategic priority for business firms. It explores the process of attracting, developing, and retaining talented employees and its impact on productivity and expansion. The article also compares talent management strategies in large and small organizations and provides recommendations for effective talent management.

Talent Management
Table of Contents

Proposed Title: Talent management as a strategic priority..............................................................1
INTRODUCTION...........................................................................................................................1
Background of study...............................................................................................................1
Aim and objectives of research..............................................................................................1
Rationale for selection of topic...............................................................................................2
Research questions.................................................................................................................2
Scope and limitation...............................................................................................................3
Literature review..............................................................................................................................3
2.1. To review about the phenomena of talent management..................................................3
2.2. To analyse about main reasons which has led to increased importance of talent
management that makes it a strategic priority for all business firms.....................................5
2.3. To investigate about the effectiveness of talent management within a range of large
organisation in improving their productivity and expansion level.........................................6
2.4. To determine about the impact of talent management on the performance and productivity
level of local companies and SME’s......................................................................................7
2.5. To compare about the talent management strategies within a large and small organisation
in order to analyse its influence on opportunities...................................................................8
2.6. To recommend some more effective ways of talent management that can be adopted by a
budding entrepreneur to ensure better staff training and retention for improved performance
and success level.....................................................................................................................9
Research methodology...................................................................................................................10
Analysis and interpretation of data................................................................................................16
Interpretation of research findings........................................................................................19
Communication of research findings.............................................................................................32
Conclusion and recommendation...................................................................................................33
Conclusion............................................................................................................................33
Recommendation..................................................................................................................34
Reflection.......................................................................................................................................35
REFERENCES..............................................................................................................................37

Proposed Title: Talent management as a strategic priority
INTRODUCTION
Background of study
Talent management is vital concept and important process for all business organisation
which ensures attraction and retention of talented employees. Talent management is a vital
business process which comprises of many activities like identifying skilled candidate, attracting
them, selecting them along with ensuring improved development of these selected employees
(Gomes and Berman, 2020). The dynamic nature of business environment and uncertainty in the
market has created a pressure on business organisation especially in SME and Budding
enterprise to focus on effectively managing talent. The other issues like enhancing cost of hiring,
issues related with staff retention and lack of motivation in employees are the other main reasons
that has enhanced the need and importance of talent management (Solook and Long, et. al.,
2020). Thus, the current investigation has been conducted and lead out to analyses about this
vital concept of talent management along with evaluating it as a strategic priority in current
business environment.
Aim and objectives of research
Research aim
The main aim of current investigation is, “To evaluate about the phenomena of talent
management along with analysing its impact and effectiveness within a range of organisation to
gain understanding about its priority”.
Research Objectives
 To review about the phenomena of talent management.
 To analyse about main reasons which has led to increased importance of talent
management that makes it a strategic priority for all business firms.
 To investigate about the effectiveness of talent management within a range of large
organisation in improving their productivity and expansion level.
 To determine about the impact of talent management on the performance and
productivity level of local companies and SME’s.
 To compare about the talent management strategies within a large and small
organisation in order to analyse its influence on opportunities.
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 To recommend some more effective ways of talent management that can be adopted by a
budding entrepreneur to ensure better staff training and retention for improved
performance and success level.
Rationale for selection of topic
The selection of current research topic and project is seemed rationale as it ensures
improved managerial skills as well as betterment in communication. During the course of current
investigation, enhanced opportunity is there to have interaction with larger number of
participants which would lead and bring improvement in knowledge along with facilitating better
development of key skills and competencies. Beside this, selection of current topic based on
talent management is also important and significant from the educational and academic
perspective of researcher and also meet the personal interest of investigator. Beside this, it has
been observed that talent management is important topic and significant concept in current
business environment to ensure better workplace planning and improved competencies in
employees. Therefore, analysing about the concept of talent management would ensures and
bring out improved development of understanding and knowledge in researcher. Therefore,
current research project ensures improved future growth and opportunity for investigator through
leading better knowledge and improved skills.
Research questions
 What is meant by the phenomena of talent management?
 What are the main reasons which has led to increased importance of managing talent that
makes talent management a strategic priority for all business firms?
 How talent management plays an effective role within the range of large organisation in
improving their productivity and expansion level?
 What impact is led by talent management on the performance and productivity level of
local companies and SME’s?
 What possible comparison can be made about the talent management strategies within a
large and small organisation in order to analyse its influence on opportunities?
 Which can be the some more effective ways of talent management that can be adopted by
a budding entrepreneur to ensure better staff training and retention for improved
performance and success level?
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Scope and limitation
The current investigation is having a wide scope as it supports better analysis of phenomena
of talent management which is vital to successfully operate in a dynamic business environment.
Apart from this, information about the main reasons which has led to increased importance of
talent management that makes it a strategic priority for all business firms which is further
enhance the scope of current investigation. Along with this, the role of talent management in
leading enhanced performance and productivity for large as well as SME and budding enterprise
is as provided to get better implication about the significance of talent management. At last, valid
recommendations about the ways and strategies to ensure effective talent management is also
provided which has improved future scope of current project through facilitating and ensuring an
effective tool which ensure better staff training and retention for improved performance and
success level.
Many obstacles and risk are faced while conducting an investigation which comprises of
effective data collection along with maintaining its authenticity and reliability. Beside this, the
main limitation faced during current investigation which limits its efficiency level and scope
comprises of lack of sufficient time and resources. Beside this, lack of sufficient time collection
of data has been made from limited participants and lack of resources also effect efficiency of
current project.
Literature review
This forms a vital part of every research project which provide systematic analysis of
secondary data to set out a base for further investigation (Kyrychenko, 2020). The current
literature review is based on topic of talent management as strategic priority along with its set out
objective for which various online journals and articles are reviewed, an analysis and discussion
of which is provide as below:
2.1. To review about the phenomena of talent management.
As pet the view point of Sehatpour, M.H., Abedin, B. and Kazemi, A., 2021, the
phenomena of talent management is related with constant process of attracting, developing and
retaining talented and high –quality employees along with continuously motivating them to have
improved performance and efficiency level. Thus, the main purpose and objective of talent
management phenomena is to create a motivated and satisfied workforce which will stay in a
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firm for long run and also ensures continuous improvement in their skills and competencies
level. They key elements of phenomena of talent management are discussed below which leads
to improvement in HR effectiveness to ensure better business operation and performance.
Recruitment- the first and foremost step of talent management phenomena is getting and
hiring a high quality candidate within the firm. Implication of improved recruitment software aid
to better talented acquisition and ensures effective research, communication and improved
engagement with potential candidate to meet the requirements and needs of the firm. Thus, talent
management phenomena support an extremely dynamic and innovative recruitment process to
revolutionized recruitment process for more effective talent acquisition within the firm (Naim,
2020).
Performance management- the another vital aspect of talent management phenomena
comprises of bringing out and creating best in people. The concept of talent management also
comprises of improving the performance and skills level of employees through creating an
ensuring a culture discussion and continuously analysing key areas for further improvements.
Talent management also copies of annual assessment based reviews in favour along with
coaching oriented model which comprise of proper involvement of all employees to ensure
improved performance management (Christina, Claire and Sarah, 2020).
Corporate learning- effective learning management system also forms out a vital part of
talent management phenomena which aim at developing employees to their full potential. Talent
management phenomena is supporting new ways of employee’s development through creating
an environment of learning beyond rigid course delivery which comprises of administer courses
and formal training programs for employees.
Compensation management- ensuring appropriate reward is also a vital element of talent
management phenomena which plays a vital role in meeting and satisfying the financial need of
employees. Appropriate rewards and compensation keeps an employee’s satisfied and motivated
towards their work thus, attract and retain talented employees for longer period of time along
with motivating them for improved performance through meeting their financial expectation
(Black, and van Esch, 2021).
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2.2. To analyse about main reasons which has led to increased importance of talent management
that makes it a strategic priority for all business firms.
With respect to the information provided by Kriz, A., Moeller, M., Russo, E. and Liesch,
P., 2021 it has been observed that talent management is important and vital for all business
organisation as it keep current employees within a form for long run along with advancing their
skills and compensation to ensure higher position of business. An analysis can be made out that
significance and importance of talent management has increased now a days because of
enhancing complexities and issues in hiring of employees along with the fact that issue of high
employees turnover is also increasing in the business environment (Kennedy and Chan, 2020).
Therefore, implication of talent management has become strategic priority for all business
organisation which saves money through mitigate issue of employee turnover along with retain
key talents to have improved firm performance. The other reasons and factors which has led to
increased importance of talent management and made it a strategic priority for all business firms
are evaluated as below:
Attract top talent- One of the key benefit of having strategic talent management within the
firm comprises of the fact that it attracts and cater interest of larger number of talent candidates.
An analysis can be made out that talent management comprises of preparation of effective job
description for all position within the firm thus, ensures attracting top talent based on the job
roles and responsibilities (The importance of talent management and why companies should
invest in it, 2018). Apart from this, implication of talent management also leads to improved
brand image which enhance its ability to attract potential talents which contributes in
improvement in business results and performance.
Higher employee’s motivation- Another vital advantage of talent management comprises
of fact that it improves motivation level of employees which directs them towards improved
performance and higher efficiency level. An analysis can be made out that talent management
ensures regular compensation and development programmes for employees which boost their
motivation level and also meet their financial expectation which drives the towards better
performance and higher business success (Kimia and Allameh, 2020).
Retain top talent- The implication of talent management phenomena within a firm ensures
higher development and growth opportunity for employees which motivates them to remain in
the company for long run. Thus, talent management ensures mitigation of issues of high
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employees turnover and leads out a more experienced and talent workforce for better and more
timely accomplishment of set organisational goals and targets.
2.3. To investigate about the effectiveness of talent management within a range of large
organisation in improving their productivity and expansion level.
According to the information provided by Wiblen, S. ed., 2021, it has been analysed that
talent management is effective in sustaining and improving organisational performance and
productivity by the way of providing all the essential knowledge and strategies for better
improvement and required change. An analysis can be made out that in current dynamic nature
of environment every organisation needs to have improved creativity and higher skills level that
is possible by the way of improve management of talent. It has been observed that the
phenomena of talent management ensures improved hiring of talented candidates along with
boosting there morale and satisfaction level which helps in retaining experienced and skilled
employees for long run (Yogalakshmi and Supriya, 2020). Thus, an analysis can be made out
that effective role is played by talent management within the large organisation through ensuring
improved coordination and skilled employees in improving their productivity and expansion
level.
According to the information provided by Nangia, R. and Dudeja, A., 2021, it has been
seen that within in Aston martin company which is large multinational automotive company of
UK, talent management plays a vital role in enhancing its productivity and performance level.
An analysis can be made out that concept of talent management ensures regular training and
proper development programmes for the employees and engineer of Aston martin which
improved the design and quality of its cares and other vehicles. Thus, effectives of talent
management are seen in enhancing the productivity and performance level of Aston Martin at
global level through ensuring improved skills and competencies of employees to deliver and a
manufacture a better quality product (Klaffke, 2020).
Apart from this, with respect to the information provided by the Abu-Darwish, N.J., Al-
Kasasbeh, M.M. and Al-Khasawneh, M.M., 2021, it has been observed that within the Tesco Plc
which is a larger retail organisation of UK and operating in various region of world it has been
analysed that talent management has led to improved performance level. It has been seen within
Tesco plc that talent management leads to hiring and recruitment of most talented and suitable
candidate within this from across the world which has improved the knowledge and
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competencies level of Tesco plc. thus, an analysis can be made out that talent management is
effective in improving the performance and productivity level of Tesco plc through leading a
more effective and skilled workforce which support higher performance and success for a large
organisation (Deeba, 2020). Beside this, within the Hilton Hotel that is global brand within
hospitality industry, talent management has ensured improved success and performance by the
way of offering improved coordination and collaboration of its workplace. An effective role is
played by Talent management in setting better engagement in employees and ensured improved
communication among them which supported higher productivity through better coordination
and exchange of views among employees.
2.4. To determine about the impact of talent management on the performance and productivity
level of local companies and SME’s.
As per the information provide by Afshari, L. and Hadian Nasab, A., 2021, a positive and
optimistic form of impact is lead out by talent management concept on the productivity and
performance level of SME and other local companies. It has been analysed that talent
management is a vital tool for SME and local business to ensure effective business leverage to
remain successful in a very competitive as well as uncertain form of market. It has been observed
that SME and local business can optimize their performance and also reduce their costs and
expenses through having an effective talent management strategy (Why is it important for Small
Business Owners to Focus on Talent Management?, 2021). Talent management comprises of
identifying and evaluating the most important needs of rare skills in the limited employees of
local company and SME by the way of offering a systematic recruitment hiring for selection of
suitable candidate which ensures business success. It has been analysed that small business have
very few employees and performance and success of company depends on these few individuals
thus, continuous training and development become more important for them. Apart from this,
talent management also plays an important role in selecting and leading out a higher performer
and high fit candidate for SME which ensure higher productivity to lead a positive impact on
success and performance of a SME. Thus, an analysis can be made out that an optimistic and
positive impact is created by talent management on the performance and productivity level of
local companies and SME’s by the way ensuring hiring of right people for business success
along with emphasis on continuous skills development to meet and cope up successful in
dynamic business environment (Spina and Spina, 2020).
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2.5. To compare about the talent management strategies within a large and small organisation in
order to analyse its influence on opportunities.
According to the view point of McCowan, J.D., 2020, it has been observed that talent
management strategies are important and vital for both small as well as larger organisation which
influence and brings out higher success and improved opportunities. A comparison can be made
between the talent management strategies in a larger and a small organisation as within large
organisation the main focus of company is on improving the coordination and collaboration level
at workplace along with retaining its talented employees for a long run. It has been analysed that
the large business organisation like Tesco and Aston martin are having talent management
strategies which are more inclined on recruitment of a diverse workforce with improved skills
and competencies level (Davis, 2020). Apart from this, effective workforce planning is also a
most needed and vital talent management strategy within a larger company as they need to
maintain and manage a wide number of employees at global level. Beside this, improving brand
image of company by the way of ensuring better growth and development opportunities for
employees is also seen in larger company as crucial talent management strategy along with
facilitating improved communication and coordination among diverse employees (Ehrenberg,
2021).
According to the information provided by Lim, P. and Parker, A., 2020, a comparison can
be made that the talent management strategies within a small or local company is mainly focused
on improving the skills and knowledge level of employees instead of focusing on workplace
collaboration as they only have a limited number of individual. Apart from this, the main focus
and purpose of talent management strategy within a SME is based on reducing the cost of
operation by the way of improving efficiency and productivity level of employees. Beside this,
providing continuous training to employees is also a vital talent management concept of small
business to upgrade the skills and competencies of employees to successful operate within
domestic market through mitigating uncertainty of business environment (Turner, 2020). Thus,
implication of effective talent management strategies leads to positive influence on assess to
opportunity for SME by ensuring cost efficiency and more productivity individuals for improved
success.
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2.6. To recommend some more effective ways of talent management that can be adopted by a
budding entrepreneur to ensure better staff training and retention for improved
performance and success level.
According to the view point of Scott Clark. 2020, following are the some of the vital and
effective ways of talent management that can be applied by a budding entrepreneur to have
recruitment of better staff along with improved training and retention of employees for higher
performance and success level:
Systematic recruitment process- Implication of an analytical and effective recruitment
process which is systematic in nature would ensure hiring of competent and more skilled
employees for a budding entrepreneur. A suitable and skilled employee plays a vital role in
success of budding entrepreneur through effectively meeting set organisational goals and target
(Gomes and Berman, 2020).
Regular training and development- To ensure continuous improvement in the skills ad
competencies of employees, implication of regular training and development programme is
suitable and recommended for a budding entrepreneur. An analysis can be made that regular
training on development sharpen the skills and competencies level of employees which are vital
to mitigate the risk of uncertainty in business environment thus, ensures improved management
of talent to have higher performance ad success level for a budding entrepreneur (Solook and
Long, et. al., 2020).
Performance based appraisal and recognition- It is another effective talent management
strategy to boost the morale and satisfaction level of employees which is necessary to retain
talented employees for a long run. An analysis can be made it the performance based approval
and recognition motivates employees towards achieving higher performance and also lead
improvement in their efficiency level therefore, lead to higher success level for a budding
entrepreneur through better accomplishment of organisational goals (Kyrychenko, 2020).
Implication of participative management- Adoption of participant management ensures
higher employee involvement and better communication within organisation that is vital talent
management strategy for a building entrepreneur to have improved creativity and innovation
level. Further, implication of participative management also ensures improved collaboration and
better communication at workplace which ensures and leads a positive impact on performance
and success level of a bussing entrepreneur (Naim, 2020).
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Research methodology
This forms out a vital part of every investigation which needed to be form a part of every
dissertation which seemed to provide information about the method used for conducting an
investigation in an efficient manner. Research methodology is that part of every investigation
which provides systematic and clear information about the various methods and approaches
applied by a researcher for collection of data along with its presentation and interpretation
(Christina, Claire and Sarah, 2020). With respect to current research work in the topic of talent
management use of research onion model is made to effectively select most appropriate
philosophies and method along with providing proper justification for their selection to carry out
current study in effective manner. Use of research onion model support a more efficient and clear
presentation of all stages and layers of research methodology to ensures efficient achievement
and accomplishment of set research objectives.
Research philosophies- It forms out to be the first layer of research onion model which
facilities a belief about the way in which data about a phenomenon should be gathered, analysed
and used. The research philosophy has been divided and bifurcated into four main types which
consist of positivism, interpretivisim, realism and pragmatism out which one most suitable and
appropriate research philosophy has been selected on the basis of nature of an investigation. In
accordance with current investigation on topic of talent management, utilisation of positivism
philosophy is seemed most suitable and appropriate as it facilitates and ensures an objective
nature of investigation (Black, and van Esch, 2021). A justification can be made out that use of
positivism philosophy ensures and brings out a more systematic and practical sense of
conducting investigation through supporting objective and measurable research method to carry
out investigation in more efficient manner.
Research approach- This section of research methodology facilitates information about the
plan and pre assumptions which are made for conducting an investigation an effective manner.
The research approaches are mainly bifurcated into two main types i.e. deductive and indicative
approach. Out of these deductive approach is seemed inline with positivism philosophy and
support objective nature of assumption. On the other hand, inductive is parallel with the
interpretivisim philosophy which is in support with subjective investigation (Kennedy and Chan,
2020). Thus, with respect to nature of current investigation use of deductive approach has been
made for current investigation as it ensures a more effective way of scanning and testing numeric
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facts. Beside this, the justification behind use of deductive approach is based on the evidence that
it is in line with positivism philosophy and also supports beliefs which leads to better analysis of
set objectives.
Research strategy- This accounts for a most vital section of research methodology which
facilitates entire base and framework for conducting an investigation through providing
information about the ways applied for effective collection, analysis and interpretation of facts.
The main forms and types of research strategy that could be applied by a researcher comprises of
action research, experiments, surveys, observation, interview and many other. With respect to
current investigation on topic of talent management use of survey satrapy is made. Survey
strategy is most justifiable and appropriate for current investigation as it facilitates an effective
way of data collection even from a larger number of participants through making use and
applying questionnaire as research instrument in most cost and time efficient manner (Kimia and
Allameh, 2020).
Choices of method- The research method are vital to provide a systematic way and logical
arrangements of various activities and task carried out during the investigation. There are two
main forms of research method consists of qualitative and quantitative form of research method.
Out of these two, the qualitative method is mainly selected by researcher when they need to
conduct an in-depth research and require theoretical information for performing an investigation.
On contrary, use of quantitative method of research is mainly made with the objective nature of
investigation which supports an easy collection of facts in numeric terms. Thus, use of
qualitative form of research method is quite complex and require extra time for data analysis and
implication (Yogalakshmi and Supriya, 2020). Therefore, with respect to current investigation
use and choice of quantitative form of research method has been made which supports a more
efficient way of data collection along with improved interpretation and presentation. A
justification can be made, the use of quantitative research method supports collection of data in
form of numbers and facts that can be effectively presented and analysed with the help of
statistical tools, charts and graphs which supports better analysis of objectives and ensures a
measurable and specific set of result.
Collection of data- There are two main sources from where data can be collected by an
investigator comprises of primary and secondary sources of data. The primary sources of data
collection are refereed to authentic data sources in form of human participants from whom data
11

has been directly collected by the researcher. On contrary, the secondary sources of data
collection comprise of pre exits literature in form of past articles, research and documents. Thus,
collection of primary data is time consuming but still it is used in current investigation as it
provides first-hand information and most authentic set of data. While, on the other hand use of
secondary sources of information is also made in current study as it facilitates a base for
investigation and also provide an easy and lees time consuming way of data collection from pre-
existing documents (Klaffke, 2020). Collection of primary data has been made with the help of
questionnaire where as secondary data is collected from the online articles and journals. The use
of below stated would have made by researcher to effectively collect primary data from the
selected 50 participants on the topic of talent management.
Questionnaire
Q1) Do you having any implication and understanding about the conception of talent
management as a strategic priority within an enterprise?
a) Yes
b) No
c) Neutral implication
Q2) With respect to you view point, what can be the possible reasons and vital factors
which has led to enhanced importance of talent management within a firm?
a) Attracting and retaining high-quality employees
b) Continuously motivating employees
c) Developing and improving skills
d) Enhancing creativity and performance level
Q3) What are the key components of talent management that supports improvement and
betterment in business operations?
a) Strategic employees planning
b) Acquisition and retention of employees
c) Career development
d) Succession planning
e) Motivating and learning
Q4) Are you agreed with the fact that talent management has become a strategic priority
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for all business organisation irrespective of their size and scope?
a) Strongly agreed
b) Agreed
c) Disagreed
d) Strongly disagreed
e) N/A
Q5) How an effective role is played by talent management within the range of large
organisation for improving their productivity as well as expansion level?
a) Improve coordination level at workplace
b) Enhanced collaboration and inclusion
c) Support Global thinking
d) Better creativity and innovation level
e) Higher competitive strength
Q6) As per your view point, what possible form of impact would be lead out by talent
management on the performance level and productivity of a SME or local company?
a) Positive impact
b) Negative impact
c) No impact
d) Neutral impact
Q7) Are you agreed with the fact that a difference is seen in talent management strategies
within a larger organisation as compared with a small organisation which influence
organisational opportunities?
a) Strongly agreed
b) Agreed
c) Disagreed
d) Strongly disagreed
e) N/A
Q8) Why talent management has become important and so essential for a budding
entrepreneur who is looking for starting a new venture?
a) Attract more talented candidate
b) Ensuring hiring of right people for business success
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c) Emphasis on continuous skills development
d) Helps in having improved productivity level
e) Support higher success level
Q9) Which is the most essential tool of talent management that is required within an
enterprise for ensuring successful management of talent?
a) Workforce planning
b) Goal Alignment
c) Leadership development
d) Diversity and inclusion
e) Employee engagement
Q10) Are you agreed with the fact the competitive local environment and enhanced
uncertainty in the market are the main reasons which has made talent management a
strategic priority for SME and budding entrepreneur?
a) Strongly agreed
b) Agreed
c) Disagreed
d) Strongly disagreed
e) N/A
Q11) Which can be some other reason and issues faced by SME and larger organisation
that has created importance and need of talent management?
a) Rising costs
b) Recruitment difficulties
c) Changing employees dynamics
d) Lack of motivation at workplace
Q12) What can be the possible challenges which can be faced by a SME and budding
entrepreneur while managing talent at its workplace?
a) Higher total compensation demands
b) Unappealing company culture
c) Lack of Leadership
Q13) What are the best possible ways and talent management strategies that can be
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adopted by a SME or Budding entrepreneur to ensure improved staff training and better
management of talent at its workplace?
a) Implication of systematic recruitment process
b) Develop attractive and positive workplace culture
c) Regular rewards and recognition
d) Effective training and development programmes
e) Improved communication and engagement level
Q14) Is some other recommendations are also there for a budding entrepreneur to have
better management of talent which ensures higher success level and improved business
performance?
Sampling method- It presents a process of selecting and taking out a subset of individuals
and units from a larger size of population to lead out and conduct an investigation in efficient
manner. Thus, sampling basically provides information about the method which is applied to
select to a group of people from which data is actually collected for conducting an investigation
(Deeba, 2020). In accordance with current investigation, a sample size of 50 participants had
been selected for current investigation from the employees of range of organisation with the help
of random mode of sampling.
Costs, access and ethical issues- The estimated cost and expenses that would be made on
current research project is near around 300 £. The cost of current investigation consists of
expenses made over transportation, internet, data collection cost, printing expenses, stationery
cost and other expenses. To maintain the authenticity and the reliability of collected facts along
with ensuring its privacy, access is only allowed to researcher and its Tutor. Apart from this,
some ethical issues related with misuse of data and maintaining consent and favour of all
participants has been faced. Therefore, to mitigate these ethical risk a consent and approval is
taken from all participants along with ensuring that norms and emotions of none of participant
would be affected. Further, implication of data protection act and BERA code of ethics has been
also made to maintain the ethical consideration.
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Analysis and interpretation of data
For improved analysis of raw data collected from the selected 50 participant’s implication of
frequency table is made which is statistical tool facilitates better and clear presentation of raw
data in systematic format.
Q1) Do you having any implication and understanding about the
conception of talent management as a strategic priority within an
enterprise?
Frequency
a) Yes 46
b) No 3
c) Neutral implication 1
Q2) With respect to you view point, what can be the possible reasons
and vital factors which has led to enhanced importance of talent
management within a firm?
Frequency
a) Attracting and retaining high-quality employees 15
b) Continuously motivating employees 10
c) Developing and improving skills 11
d) Enhancing creativity and performance level 14
Q3) What are the key components of talent management that
supports improvement and betterment in business operations?
Frequency
a) Strategic employees planning 9
b) Acquisition and retention of employees 10
c) Career development 8
d) Succession planning 12
e) Motivating and learning 11
Q4) Are you agreed with the fact that talent management has
become a strategic priority for all business organisation irrespective
of their size and scope?
Frequency
a) Strongly agreed 25
b) Agreed 15
c) Disagreed 4
d) Strongly disagreed 3
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e) N/A 3
Q5) How an effective role is played by talent management within the
range of large organisation for improving their productivity as well
as expansion level?
Frequency
a) Improve coordination level at workplace 10
b) Enhanced collaboration and inclusion 11
c) Support Global thinking 12
d) Better creativity and innovation level 8
e) Higher competitive strength 9
Q6) As per your view point, what possible form of impact would be
lead out by talent management on the performance level and
productivity of a SME or local company?
Frequency
a) Positive impact 38
b) Negative impact 3
c) No impact 5
d) Neutral impact 4
Q7) Are you agreed with the fact that a difference is seen in talent
management strategies within a larger organisation as compared
with a small organisation which influence organisational
opportunities?
Frequency
a) Strongly agreed 8
b) Agreed 15
c) Disagreed 14
d) Strongly disagreed 7
e) N/A 6
Q8) Why talent management has become important and so essential
for a budding entrepreneur who is looking for starting a new
venture?
Frequency
a) Attract more talented candidate 10
b) Ensuring hiring of right people for business success 13
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c) Emphasis on continuous skills development 9
d) Helps in having improved productivity level 7
e) Support higher success level 11
Q9) Which is the most essential tool of talent management that is
required within an enterprise for ensuring successful management of
talent?
Frequency
a) Workforce planning 11
b) Goal Alignment 10
c) Leadership development 12
d) Diversity and inclusion 9
e) Employee engagement 8
Q10) Are you agreed with the fact that the competitive local
environment and enhanced uncertainty in the market are the main
reasons which has made talent management a strategic priority for
SME and budding entrepreneur?
Frequency
a) Strongly agreed 30
b) Agreed 15
c) Disagreed 2
d) Strongly disagreed 1
e) N/A 2
Q11) Which can be some other reason and issues faced by SME and
larger organisation that has created importance and need of talent
management?
Frequency
a) Rising costs 10
b) Recruitment difficulties 15
c) Changing employees dynamics 13
d) Lack of motivation at workplace 12
Q12) What can be the possible challenges which can be faced by a
SME and budding entrepreneur while managing talent at its
Frequency
18

workplace?
a) Higher total compensation demands 14
b) Unappealing company culture 19
c) Lack of Leadership 17
Q13) What are the best possible ways and talent management
strategies that can be adopted by a SME or Budding entrepreneur to
ensure improved staff training and better management of talent at
its workplace?
Frequency
a) Implication of systematic recruitment process 8
b) Develop attractive and positive workplace culture 10
c) Regular rewards and recognition 9
d) Effective training and development programmes 12
e) Improved communication and engagement level 11
Interpretation of research findings
For effective interpretation and presentation of current research findings use of pie charts
has been made along with providing proper evaluation and discussion about the results based on
data collected from selected participants.
Theme 1: conception of talent management
Q1) Do you having any implication and understanding about the
conception of talent management as a strategic priority within an
enterprise?
Frequency
a) Yes 46
b) No 3
c) Neutral implication 1
19

Interpretation
On the basis of above drawn pie chart an evaluation can be made out the form a total of
50 participants, 46 respondents were having implication and understanding about the conception
of talent management as a strategic priority within an enterprise while other 3 participants were
unaware of this along with remaining 1 who tend to have a neutral implication.
Theme 2: the possible reasons for enhanced importance of talent management within a firm
Q2) With respect to you view point, what can be the possible reasons
and vital factors which has led to enhanced importance of talent
management within a firm?
Frequency
a) Attracting and retaining high-quality employees 15
b) Continuously motivating employees 10
c) Developing and improving skills 11
d) Enhancing creativity and performance level 14
20

Interpretation
The above pie chart is depicting that 15 participants were having a view point that
attracting and retaining high quality employees is the possible reason which has led to enhanced
importance of talent management within a firm whereas 10 other respondents favoured for
continuously motivating employees. Beside this, it has been also evaluated that 211 participants
were having a feeling that developing and improving skills is the main factor which has led to
enhanced importance of talent management within a firm while remaining 14 supported for
Enhancing creativity and performance level.
Theme 3: Key components of talent management
Q3) What are the key components of talent management that
supports improvement and betterment in business operations?
Frequency
a) Strategic employees planning 9
b) Acquisition and retention of employees 10
c) Career development 8
d) Succession planning 12
e) Motivating and learning 11
21

Interpretation
Strategic employee planning is one of the key component of talent management as per the
view point of 9 participants whereas 10 supported acquisition and retention of employees along
with other 8 respondents who tend to favour for career development. Apart from this, 12
respondents were also there who seemed in support of succession planning as key components of
talent management that supports improvement and betterment in business operations whereas 11
opted for motivating and learning.
Theme 4: Talent management has become a strategic priority for all business organisation
Q4) Are you agreed with the fact that talent management has
become a strategic priority for all business organisation irrespective
of their size and scope?
Frequency
a) Strongly agreed 25
b) Agreed 15
c) Disagreed 4
d) Strongly disagreed 3
e) N/A 3
22

Interpretation
25 participants from a total of 50 seemed strongly agreed with the fact that talent
management has become a strategic priority for all business organisation irrespective of their
size and scope while 15 were agreed. On the other hand, only 4 participants were disagreed on
the fact that talent management has become a strategic priority for all business organisation
irrespective of their size and scope while 3 were strongly disagreed along with 3 other
respondents who supported for neither agreed nor disagreed.
Theme 5: Effective role played by talent management within the range of large organisation
Q5) How an effective role is played by talent management within the
range of large organisation for improving their productivity as well
as expansion level?
Frequency
a) Improve coordination level at workplace 10
b) Enhanced collaboration and inclusion 11
c) Support Global thinking 12
d) Better creativity and innovation level 8
e) Higher competitive strength 9
23

Interpretation
It has been find out with current study that Improve coordination level at workplace is an
effective role played by talent management within the range of large organisation for improving
their productivity as well as expansion level as per the opinion of 10 participants whereas 11
opted for enhanced collaboration and inclusion along with other 12 who favoured support for
global thinking. Apart from this, 8 respondents were having a view point that better creativity
and innovation is also a vital role of talent management which support improved productivity
while 9 other supported for higher competitive strength.
Theme 6: Possible form of impact lead out by talent management on the performance level
and productivity of a SME
Q6) As per your view point, what possible form of impact would be
lead out by talent management on the performance level and
productivity of a SME or local company?
Frequency
a) Positive impact 38
b) Negative impact 3
c) No impact 5
d) Neutral impact 4
24

Interpretation
The above stated diagrams is clearly depicting that 38 participants were having a thinking
that overall a positive form of impact would be lead out by talent management on the
performance level and productivity of a SME or local company where as 3 favoured for negative
impact along with other 5 participants who tend to support for no impact whereas 4 other were
also there who believed to opt for neutral impact.
Theme 7: Difference is seen in talent management strategies within a larger organisation as
compared with a small organisation
Q7) Are you agreed with the fact that a difference is seen in talent
management strategies within a larger organisation as compared
with a small organisation which influence organisational
opportunities?
Frequency
a) Strongly agreed 8
b) Agreed 15
c) Disagreed 14
d) Strongly disagreed 7
e) N/A 6
25

Interpretation
It has been interpreted on the basis of collected data that 8 participants were stringy
agreed with the fact that a difference is seen in talent management strategies within a larger
organisation as compared with a small organisation which influence organisational opportunities
whereas 15 were agreed. Beside this 14 seemed to be disagreed along with other 7 who were
strongly agreed in the above written fact whereas 6 participants were also there who goes with
neither agreed nor disagreed option.
Theme 8: Talent management has become important
Q8) Why talent management has become important and so essential
for a budding entrepreneur who is looking for starting a new
venture?
Frequency
a) Attract more talented candidate 10
b) Ensuring hiring of right people for business success 13
c) Emphasis on continuous skills development 9
d) Helps in having improved productivity level 7
e) Support higher success level 11
26

Interpretation
One of the most crucial finding of current investigation comprises of the fact that
10participnst believed that talent management has become important and so essential for a
budding entrepreneur who is looking for starting a new venture as it attract more talented
candidate whereas 13 supported for ensuring hiring of right people for business success. Beside
this, 9 respondents were also there who believed that Emphasis on continuous skills development
as is the reason behind the increasing importance of talent management whereas 7 supported for
Helps in having improved productivity level along with 11 more respondents who favoured
support for higher success level.
Theme 9: Most essential tool of talent management
Q9) Which is the most essential tool of talent management that is
required within an enterprise for ensuring successful management of
talent?
Frequency
a) Workforce planning 11
b) Goal Alignment 10
c) Leadership development 12
d) Diversity and inclusion 9
e) Employee engagement 8
27

Interpretation
An evaluation about the most essential tool of talent management is provided by above
pie chart which is representing that 11 participants supported for workforce planning whereas 10
favoured goal alignment as essential talent management tool. Apart from this, it has been also
seen that 12 participants were having a view point that leadership development is the most
essential tool of talent management that is required within an enterprise for ensuring successful
management of talent while 9 favoured for diversity and inclusion along with other 8 who
supported employee’s engagement for above mentioned theme.
Theme 10: Competitive local environment and enhanced uncertainty in the market has
made talent management a strategic priority
Q10) Are you agreed with the fact that the competitive local
environment and enhanced uncertainty in the market are the main
reasons which has made talent management a strategic priority for
SME and budding entrepreneur?
Frequency
a) Strongly agreed 30
b) Agreed 15
c) Disagreed 2
d) Strongly disagreed 1
e) N/A 2
28

Interpretation
30 participants from a total of 50 seemed to be strongly agreed with the fact that
competitive local environment and enhanced uncertainty in the market are the main reasons
which has made talent management a strategic priority for SME and budding entrepreneur while
15 were agreed along with 2 other who seemed to be disagreed with this fact. Beside this, one
participants were also there who was strongly disagreed on above stated fact while 2 tend to be
in support of neither agreed nor disagreed.
Theme 11: Issues which has created importance and need of talent management
Q11) Which can be some other reason and issues faced by SME and
larger organisation that has created importance and need of talent
management?
Frequency
a) Rising costs 10
b) Recruitment difficulties 15
c) Changing employees dynamics 13
d) Lack of motivation at workplace 12
29

Interpretation
It has been find out during the course of current investigation that 10 participants were
having an opinion that rising cost is a vital reason that has created importance and need of talent
management while 15 other favoured recruitment difficulties in its favour. Apart from this, 13
participants were having a view point that changing employees dynamics is also an issue faced
by SME and larger organisation that has created importance and need of talent management
whereas reaming 12 favoured lack of motivation at workplace in its support.
Theme 12: Possible challenges while managing talent at workplace
Q12) What can be the possible challenges which can be faced by a
SME and budding entrepreneur while managing talent at its
workplace?
Frequency
a) Higher total compensation demands 14
b) Unappealing company culture 19
c) Lack of Leadership 17
30

Interpretation
It has been observed during current investigation that the challenges which can be faced
by a SME and budding entrepreneur while managing talent at its workplace consists of higher
total compensation demands as per view point of 14 participants whereas 19 favoured for
unappealing company culture along with remaining 17 who supported for lack of leadership.
Theme 13: Possible ways and talent management strategies to ensure improved staff
training and better management of talent
Q13) What are the best possible ways and talent management
strategies that can be adopted by a SME or Budding entrepreneur to
ensure improved staff training and better management of talent at
its workplace?
Frequency
a) Implication of systematic recruitment process 8
b) Develop attractive and positive workplace culture 10
c) Regular rewards and recognition 9
d) Effective training and development programmes 12
e) Improved communication and engagement level 11
31

Interpretation
One of the key results of current investigation comprises of information about the fact
that Implication of systematic recruitment process is best talent management strategies that can
be adopted by a SME or Budding entrepreneur to ensure improved staff training and better
management of talent at its workplace as per the opinion of 8 participants whereas 10 supported
for Develop attractive and positive workplace culture along with 9 other who favoured Regular
rewards and recognition. Beside this, 12 participants were also having thinking that Effective
training and development programmes is also a best possible way to support talent management
whereas 11 favoured for Improved communication and engagement level.
Communication of research findings
On the basis of above research findings an implication can be made out the results of current
investigation are effectively meting the set objective through providing better analysis of the
phenomena of talent management. It has been find out from the view point of Sehatpour, M.H.,
Abedin, B. and Kazemi, A., 2021 that talent management is a vital phenomenon and a strategic
priority for all business which was further supported by primary investigation. Both primary and
secondary analysis has supported that key element of talent management comprises of strategic
workforce planning to support better management of human resource along with creating a
culture of learning. Further, findings of current investigation also leads to analysis that talent
management is important to Attract top talent, ensure Higher employee’s motivation and Retain
top talent which was supported by the view point of Kriz, A., Moeller, M., Russo, E. and Liesch,
32

P., 2021. One of the key finding of current investigation comprises of the fact that talent
management is effective in sustaining and improving organisational performance and
productivity as Improve coordination level at workplace, Support Global thinking and creativity
and innovation level along with leading higher competitive strength.
The communication channel which has been used by researcher for transferring of above
stated information and other vital results of current study comprises use of online channels and
social media which ensure smooth flow of information. The convincing arguments of current
study comprises of the fact that all organisation whether small or large require effective talent
management strategy to have improved performance and success level. The other set objectives
based on comparison about the talent management strategies within a large and small
organisation in order to analyse its influence on opportunities is also met as it has been analysed
that large organisation need effective talent management to have improved workplace
coordination and higher productivity while small organisation emphasis on cost reduction
through improved skills and efficiency level of employees. Beside this, the most vital and
important finding of current investigation comprises of the fact that some more effective ways
like systematic recruitment of employees along with regular training and recognition are also
there that can be applied by a budding entrepreneur to have better management of talent for
better staff training and retention for improved performance and success level.
Conclusion and recommendation
Conclusion
On the basis of above investigation, a conclusion can be made out that conception of talent
management has become a strategic priority within an enterprise. The possible reasons and vital
factors which has led to enhanced importance of talent management within a firm comprises of
Attracting and retaining high-quality employees, continuously motivating employees,
Developing and improving skills and Enhancing creativity and performance level. Further, it has
been summarised that key components of talent management that supports improvement and
betterment in business operations consists of Strategic employees planning, Acquisition and
retention of employees, Career development, Succession planning and Motivating and learning.
Beside this, it has been analysed that talent management plays a vital role within the range of
large organisation for improving their productivity as well as expansion level through Improving
33

coordination level at workplace, Enhanced collaboration and inclusion, Support Global thinking,
Better creativity and innovation level and Higher competitive strength. Beside this, it has been
along find out that positive form of impact would be lead out by talent management on the
performance level and productivity of a SME or local company.
Along with this, it has been also summarized through current study that talent management
has become important and so essential for a budding entrepreneur who is looking for starting a
new venture as it Attract more talented candidate, ensuring hiring of right people for business
success, Emphasis on continuous skills development, helps in having improved productivity
level and Support higher success level. Further, it has been observed that Workforce planning,
Goal Alignment, Leadership development, Diversity and inclusion and Employee engagement
are most essential tool of talent management that is required within an enterprise for ensuring
successful management of talent. Further, it has been also concluded that the competitive local
environment and enhanced uncertainty in the market are the main reasons which has made talent
management a strategic priority for SME and budding entrepreneur. Apart from this, some other
reason and issues faced by SME and larger organisation that has created importance and need of
talent management comprises of Rising costs, Recruitment difficulties, Changing employees
dynamics and Lack of motivation at workplace.
Recommendation
On the basis of current investigation, it has been seen that talent management has become a
vital part and priority for all business organisation thus, it has become necessary and significant
for a budding entrepreneur to ensure better management of human resources. It has been also
seen that Higher total compensation demands, Unappealing company culture and Lack of
Leadership along with complexities in hiring are possible challenges which can be faced by a
SME and budding entrepreneur while managing talent at its workplace. Thus, implication of
systematic recruitment process is highly suggested and recommended for a Budding entrepreneur
as it ensuring hiring and selection of more talented candidates for improved success and higher
business performance. Apart from this, providing regular training and effective development
programmes is also a vital suggestion for a budding entrepreneur as it support continuous
improvement in the skills and competencies of employees to have improved performance and
efficiency level of workforce. Apart from this, providing competitive salary and performance
34

based appraisal is also a vital way to attract and retain larger number of talented candidates
which support improved performance.
It has been also observed that un-appealing company culture is also a main issue faced in
attracting and retaining talented candidates thus, implication of participative management style is
also recommended for a budding venture as it support proper involvement of all employees
which is helpful in creating and leading out an effective and positive workplace culture. Apart
from this, providing regular performance based appraisal and rewards is also suggested for a
budding entrepreneur as it ensures higher motivation and satisfaction level in employees which
directs them towards improve performance along with satisfying their financial needs and
ensuring improved future growth and development which retain them for a long run within a
firm. Thus, implication of theses recommended effective talent management practises are helpful
for a budding entrepreneur as it mitigate the risk of higher turnover and cost associated with
recruitment process along with leading a more talented and experience workforce to meet the set
objectives in improved manner for higher performance and success.
Reflection
In performing this study, I learnt so many things which helped in improving my knowledge
and skills and make me able to perform for the study on the topic in an effective way. By
performing this investigation, my research skills are improved and I get knowledge about from
which sources, authentic data can be gathered. In this study, quantitative method of research was
taken into consideration due to the reason that the outcomes get from this method are more
accurate in comparison to qualitative research. However, I can also use qualitative research
method to perform this study, but because of spread of pandemic, I could not able to interact one
to one from each respondent to acquire their responses. The data associated with this study was
collected through using questionnaire which were sent to the respondents through mails. Apart
from this, deductive approach was used in the study as it is based on quantitative research
method and helped me in developing valid and reliable outcomes for study.
In addition to this, the sampling size was selected by using simple random probability
sampling method and the reason behind choosing this method is its fairness. This method helped
me to ensure that no biasness takes place while selecting the sample size. However, I can also
use convenience sampling method for selecting sample size as per my convenience. By using all
these methods, I was able to perform the study systematically and draw valid outcomes. In
35

future, if I get opportunity to perform further research on the similar topic or on another topic,
the experience that I gained through this study will prove to be very helpful in performing the
study in more effective way. The overall experience I got by performing this study was good and
highly contributed in my future growth and development.
36

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