Role of Motivation Strategies in Talent Management for Retaining Talent in an Organization

This research report aims to investigate the role of motivation strategies in talent management for retaining talent in an organization. It focuses on the practices adopted by Marks & Spencer in this regard. The report includes a literature review, methodology, data analysis, and recommendations. The research questions revolve around the conceptual framework of talent management and motivation, types of motivation strategies adopted by Marks & Spencer, and the role played by motivation strategies in talent management. The methodology includes quantitative research, primary and secondary data collection, and a sample size of 30 executives. The report also includes a project management plan and a questionnaire.

Role played by motivation strategies as
one of the practices of talent management
for retaining talent within an organisation

Table of Contents
INTRODUCTION......................................................................................................................4
Research Aim:........................................................................................................................4
Research Objectives:..............................................................................................................4
Research Questions:...............................................................................................................4
Rationale................................................................................................................................5
Literature Review...................................................................................................................5
Methodology..........................................................................................................................7
Data analysis........................................................................................................................11
Recommendation......................................................................................................................16
CONCLUSION........................................................................................................................17
REFRENCES...........................................................................................................................17
Books and Journal................................................................................................................17

Research Title: Role played by motivation strategies as one of the practices of talent
management for retaining talent within an organisation
INTRODUCTION
Talent management plays an important role in the organisation in order to retain more
talented employees in the organisation. Apart from this there are different kind of golden
responsibilities which I’ve played by the leaders by adopting different kind of motivation a
strategy so that they can achieve their goals and objectives and retain more talented
employees in the organisation. Motivation the strategy support organisation to create positive
environment in the organisation and also improve implies engagement in the organisation. In
order to identify the different kind of strategy and context of talent management for retaining
talented individual within a company this report is going to consider Marks & Spencer
organisation which is situated in a London, England and it specialise in selling clothes, home
products and food products. Apart from this this report also going to focusing on the different
kind of methodologies and research strategy so that they can effectively collect the data by
focusing on the primary and secondary method so that they can grab the information about
the proposed topic and generate a high-quality information about the practices of the talent
management strategy Within an organisation.
Research Aim:
To investigate the role played by motivation strategies as one of the practices of talent
management for retaining talent within an organisation. A study on Marks & Spencer
Research Objectives:
 To understand the conceptual framework of talent management and motivation within
an organisation
 To determine the different types of motivation strategies adopted by Marks & Spencer
for retaining and encouraging talent in the workplace To examine the role played by motivation strategies as one of the practices of talent
management for retaining talent within Marks & Spencer
Research Questions:
 Explain the conceptual framework of talent management and motivation within an
organisation?

 What are the different types of motivation strategies adopted by Marks & Spencer for
retaining and encouraging talent in the workplace?
 What are the roles played by motivation strategies as one of the practices of talent
management for retaining talent within Marks & Spencer?
Rationale
The primary goal of the current inquiry is to gather comprehensive information on the notion
of talent management and motivation inside an organisation in order to manage and organise
talent in the workplace. Talent management and engagement are frequent trends that are
highly important in an organisation since they focus on staff management and are the most
important for any organisation, regardless of its nature. With the use of current research, the
researcher attempts to achieve two goals: personal and professional. In terms of
improvements, researchers will strive to broaden their expertise in many fields. They'll also
learn about the many strategies for gathering and evaluating data. From a professional
standpoint, the investigator will understand about the numerous talent management
techniques that must be used by the organisation in order to satisfy and motivate personnel in
the workforce.
Literature Review
Explain the conceptual framework of talent management and motivation within an
organisation?
Talent management, according to Ahammad and et al., (2018), is a tool that attracts,
retains, and motivates personnel in order to achieve corporate goals and objectives. The
primary goal of talent management is to improve employee productivity and effectiveness so
that they might participate to the company's strategic goals through productive capacity.
Recruitment, performance management, benefits administration, and learning & support are
all components of talent management. Motivation is crucial in any organisation. Motivation is
a technique for guiding and maintaining people's goal-oriented actions. To get a competitive
position in the industry, it is critical to encourage and encourage employees so that they can
put their final efforts to increasing overall business performance success. An company's and
an organization's performance is directly related. Motivational factors are the two basic forms
of motivation. Apart from this, talent management also support the organisation to motivate
the workers so that they can give their efforts appropriately in order to achieve their goals and
objectives and also support the organisation to bring more opportunities for the organisation

so that they can improve their brand reputation in the marketplace and achieve the target and
get more competitive advantages in the market place.
What are the different types of motivation strategies adopted by Marks & Spencer for
retaining and encouraging talent in the workplace?
According to Bonneton and MuratbekovaTouron (2020), companies use a variety of
motivating tactics to keep and motivate their staff at work. These motivational tactics aid in
enhancing employee performance, allowing them to provide more economic capacity and
contribute to the success of the company. Marks and Spencer uses a variety of meaningful
and rewarding, including a reward system, career promotion, recognising employee
performance, developing meaningful and respectful relationships, and establishing a
community of learners. Marks and Spencer stimulates their staff and encourages them to stay
with the company in the long run by using these techniques. In order to promote the
productivity and success of the organisation, it is critical that employees are retained and
encouraged. There are different types of motivation a strategy that support organisation to
keep and motivate the workers more effective on smart at the workplace. Apart from this,
These kind of a strategy also support organisation to enhance the positive working moment in
the organisation. It also boosts the morale of the employees so that they can feel more
valuable in the organisation in order to work more hard on and give their appropriate effort.
Apart from this Marks & Spencer also provide a different kind of appraisal activities under
incentive program so that they can engage more employed in the organisation and improve
the productivity in the fish and sea of the organisation.
What are the roles played by motivation strategies as one of the practices of talent
management for retaining talent within Marks & Spencer?
Motivational methods, according to PainterMorland and et al., (2019), play a significant
impact in maintaining high performers. It serves to enhance employee confidence level,
allowing them to deliver better results to the company's overall performance. Businesses can
manage absenteeism in the workforce by using incentive techniques that engage employees.
Motivational tactics also aid in the reduction of employee turnover, resulting in increased
employee effectiveness and profitability. Motivational techniques are vital for an
organization since they aid in recruiting more qualified employees and boost the company's
brand image. Motivational techniques can also assist Marks and Spencer achieves an edge
over its competitors by enhancing work performance. Thus, motivating tactics play these
roles in retaining talented people in the company. By keeping people, a company can develop
its workplace culture and provide a better working environment for its employees. Employee

engagement is critical in the workplace because it ensures that job efficiency and satisfaction
are maintained. There are different kinds of roles which are played by the motivational
strategy in order to retain more talented people in the organisation. Motivation helps the
organisation as well as holds the employees to feel more valuable in the organisation so that
they can give the refractive effort in order to improve your capabilities and achieve their
goals and targets.
Methodology
The research methodology is the type of procedure that is very effective and that in gauge
collection of the data, interpretation of the data that has been collected by the individual. The
information which is collected by the researcher in order to reach towards the appropriate
summary so that the investigator becomes capable to accomplish goals and objectives. This
is the research we just need machine more information so that they can collect data and in
fact the manner in order to achieve the goals and objectives. There are two types of research
methods which are mentioned below:
Quantitative research: This is the type of research method which is completely rely on the
numerical terms. This is the type of research method which is expressed in several kind of
members and numbers and this is the message which is examined by using close ended
question that is rely on their responses that is completely in context of numerical form.
Qualitative research: Qualitative research is the type of research methodology which is
completely based on collecting This information and choices and opinion of the participants.
Apart from this this is the methodology that is also based on the things in which the
despondent and the participants of analysed. This is the research methodology in which the
researcher is going to ask open ended question to the participant in order to collect the
information.
Data collection: Data Collection is the type of method which is used by the investigator so
that they can collect the appropriate information in order to achieve their goals and
objectives. This will going to support the researcher to find and grab the effective information
so that they can implement effective information in order to improve the capability of the
investigation and overcome the problems.
Primary data: Primary data are those type of method and the type of strategy that is depend
on the information without any kind of interference. The primary data information is

collected through by conducting different kind of survey, interview and questionnaire so that
they can find the information from the participants and achieve the goals and objectives.
Secondary data: Secondary data those kind of technique and method in order to collect the
information in which the data which are already published or which are already exist. In
which the investigator will going to collect the data from the publications, journals, articles,
magazines and many more so that they can collect the appropriate and accurate information
and this is the matter which is very expensive and time-consuming if compared to the
primary data method.
Sampling: Sampling is the type of matter that have two types of methods And that is
nonprobability method, probability method. In this research the probability sampling is
focusing by the investigator and focusing by responding so that they can achieve the golden
objectives and collect the information. The sample size which are selected by the researcher
is 30
Quantitative research methodologies will be used in the on-going investigation to gather and
analyse data in a methodical manner. The investigator will use internal and external sources
to gather raw and secondary data about the given topic. The researcher will create a
questionnaire is used to collect raw information from the chosen participants. Marks &
Spencer will choose 30 executives as responses because they can only provide rising details
regarding talent management and motivational theories within a company.
Project management plan:
Project management plan is the matter that support the researcher to grab the information
back to meenal. Apart from that it is the concept that defined about the application and
strategy of the research so that they can get appropriate outcomes for the investigation.
According to the current research there are different types of components which are consider
in the project management plan and which are required by the researcher letter below
mentioned:
Time: Time is the most important component because it describe about the appropriate time
frame of the project in order to conduct the Research in in particular time frame.
Cost: What is the time that the Finder in cold expenditure so that they can complete the
project in an appropriate manner and achieve the target and the app maintain the financial
stability and budget of the research in order to achieve the goals and objectives.

Quality: It is very important for the investigator to maintain the quality of the research so that
they can overcome the problem and improve the productivity and efficiency of the research in
order to get positive outcomes and brings more opportunity for the organisation.
Work breakdown structure: Work breakdown structure is the type of procedure that support
the organisation to end support investigator to separate the task according to the interesting
responsibility of the individual. It makes more easier for the participants as well as for the
team members to work according to their interest so that they can improve the productivity of
the reset and grab appropriate outcomes.
Gantt Chart: Then chart is the kind of procedure that helps the investigator to represent the
data in a graphical form. This is the kind of tool that plays an important role for the
organisation in order to achieve the goals and objectives and improve the productivity and
efficiency of the company.
Questionnaire
Q.1. Do you understand the concept of talent management used within an
organisation?
a) Yes
b) No
Q.2. Is it beneficial for Marks and Spencer to employ personnel management
strategies, in your opinion?
a) Yes
b) No
Q.3. What are the emerging practices used by Marks and Spencer ain order to
implement motivation strategies?
a) Enhance employees engagement
b) Training and development strategy
c) Appraisal and rewards
d) Effective performance and reward management
e) Delivering positive employee experience
Q.4. What are the potential benefits for Marks and Spencer from implementing new
talent management methods following the implementation of a motivation strategy?.
a) Employee engagement is higher.
b) Increase in understanding among workers

c) Enhancement in worker maintenance
d) Favourable workplace culture
Q.5. What influence do new talent management approaches have on Marks and
Spencer's productivity and profitability?
a) Positive impact
b) Negative impact
c) Neutral
Q.6. What is the primary function of talent management methods in an organisation??
a) Staffing
b) Career development
c) Training and development
d) Performance management
Q.7. What are the major problems challenged by Marks and Spencer before
implication of motivation strategy?
a) Feel bitter about employee
b) Negative working culture
c) Enlarged individual work load
d) Breaking of restrictions that could have a negative impact on cash flow
e) Access to vital resources is a problem.
Q.8. What are the hurdles that Marks and Spencer has faced in implementing talent
management?
a) The standard of hiring
b) Leadership's limitations
c) HR and management conflicts
d) Salary offers that are wanted
Q.9. What are some strategies that Marks and Spencer can employ to address talent
management challenges??
a) Encourage accountability.
b) Support micro-learning
c) Employee training should be incorporated.
d) Providing employees with opportunities for advancement
Q.10. According to you perception, does Motivation strategy helps the organisation in
increasing productivity of the company and also retain talented employees in the

company?
a) Yes
b) No
Data analysis
Q.1. Do you understand the concept of talent management used within an
organisation?
FREQUENCY
a) Yes 20
b) No 10
Data interpretation- From the above analysis it has been analyse that there are 20
participants who understand the concept of talent management that are used within an
organisation that supports the organisation to achieve their goals and objectives. On the basis
of their opinion that and management strategies very helpful for the organisation because it
support them to bring several opportunities. On the basis of the 10 applicant they think that
are in management strategies not very helpful and beneficial for the organisation and they do
not understand the concept of talent management.
Q.2. Is it beneficial for Marks and Spencer to employ personnel
management strategies, in your opinion?
FREQUENCY
a) Yes 15
b) No 15
Data interpretation: On the basis of the 15 applications has been analysed data personal
management strategies is very beneficial for the Marks & Spencer in order to employ and
improve the productivity in efficiency of the organisation as well as employees. On the basis

of the 15 application to the part of the motivation the strategy that support them to improve
the productivity and efficiency so that they can bring more opportunities and get more
competitive advantages for the organisation. On the basis of the 15 applicant opinion it is not
much beneficial for the Marks & Spencer in order to employ personal management strategy
because it did not support and does not part of the motivation strategy in order to retain more
talented employees in the organisation
Q.3. What are the emerging practices used by Marks and Spencer ain
order to implement motivation strategies?
FREQUENCY
a) Enhance employees engagement 5
b) Training and development strategy 7
c) Appraisal and rewards 8
d) Effective performance and reward management 5
e) Delivering positive employee experience 5
Data interpretation: There are different kinds of emerging practices that are adopted by the
Marks & Spencer so that they can implement motivational strategy in the organisation. On
the basis of the five applicants opinion enhancing flooring agement is very helpful practices
that can be used by the Marks & Spencer so that they can implement motivational strategy in
order to achieve their goals and objectives. On the basis of the seven participants is the
strategy that support them to enhance the motivation of the employees. According to the eight
participants appraisal and what is the factory strategy that support them to implement
motivation a strategy as an effective manner. Apart from this according to the five application
to factor performance in the word management is a very essential strategy that helps the
organisation to enhance the motivation of the employees so that they can make them more
valuable in the organisation and also helps them to improve their productivity and efficiency.
On the basis of the five applications of delivering positive employee experience is the factor
of strategies that are used by the Marks & Spencer so that they can enhance the motivation of
their employees.
Q.4. What are the potential benefits for Marks and Spencer from
implementing new talent management methods following the
FREQUENCY

implementation of a motivation strategy?.
a) Employee engagement is higher. 12
b) Increase in understanding among workers 8
c) Enhancement in worker maintenance 5
d) Favourable workplace culture 5
Data interpretation: Kind of benefits for the Marks & Spencer organisation for
implementing new kind of talent management method so that they can improve the
motivating the strategy of the organisation and among the employees. Employing
engagement is higher according to the 12 participants is the factor matter in order to enhance
the motivation strategy of the organisation. On the basis of the eight applicant opinion
enhancement and understanding between the employees is the best method. Apart from this
according to the 5 applicant improvement enhancement in worker maintenance organisation
so that they can in the organisation under on the basis of the five application that helps
implies to feel more valuable and motivated in the organisation.
Q.5. What influence do new talent management approaches have on Marks
and Spencer's productivity and profitability?
FREQUENCY
a) Positive impact 10
b) Negative impact 5
c) Neutral 15
Data interpretation: According to the 10 applicants 10 management approaches create a
positive impact on the organisation in order to enhance the motivation of the employees
towards the organisation and brings more opportunities for the company so that the company
can improve their productivity and efficiency and effectively achieve their goals and
objectives. On the basis of the five participants the influence of new talent management
approaches create negative impact on the organisation and need to create an effective
organisation capability as well as productivity. On the basis of the 15 participants they are
neutral because according to them it create positive as well as negative impact on the

organisation. That is why it is very important for the company to work according to the
capabilities and improve and brings more opportunities for the company
Q.6. What is the primary function of talent management methods in an
organisation??
FREQUENCY
a) Staffing 5
b) Career development 4
c) Training and development 6
d) Performance management 15
Data interpretation: On the basis of the five applicants the primary function of the talent
management method is in staffing that support the organisation to recruit more talent in the
organisation so that they can maintain talent management in the organisation and improve the
productivity and efficiency of the company. On the basis of the four applicant is the primary
function that support organisation to achieve the goals in objectives of the individual. Apart
from this according to the six applicants training and allotment is in fact of the matter and
according to the 15 applicants performance management is an Effective strategy that support
organisation to measure the performance of the employees in order to provide feedback and
improve the productivity and efficiency of their employees
Q.7. What are the major problems challenged by Marks and Spencer
before implication of motivation strategy?
FREQUENCY
a) Feel bitter about employee 10
b) Negative working culture 2
c) Enlarged individual work load 8
d) Breaking of restrictions that could have a negative impact on cash flow 5
e) Access to vital resources is a problem 5
Q.8. What are the hurdles that Marks and Spencer has faced in
implementing talent management?
FREQUENCY
a) The standard of hiring 4

b) Leadership's limitations 5
c) HR and management conflicts 8
d) Salary offers that are wanted 13
Data Interpretation: From the above mentioned analysis there are different kind of
problems that are challenged by other and facing by them Marks & Spencer organisation
before implication of motivation a strategy like according to 10 applicants feel better about
employee is the implication and challenges that are facing by the employees, cording to the
two applicants negative working culture is the problem that are facing by the company. On
the basis of the eight applicant opinion in large and individual workload is the problem anjali
organisation, according to the five applicant access to the vital resources the media
organisation. So according to the above analysis It has been analysed that there are different
kind of problems that are kissing my neck company
Data interpretation: On the basis of the above analysis it has been in the lies that there are
different kind of hurdles that Marks & Spencer’s has faced while implementing talent
management in the organisation like on the basis of the food applicant the standard of
hygiene, the leadership limitations, HR and management conflicts, salary of a starter wanted
these are the implications and the problem is important for the company to work on it in order
to achieve their goals and objectives and brings more opportunities for the company
Q.9. What are some strategies that Marks and Spencer can employ to
address talent management challenges??
FREQUENCY
a) Encourage accountability. 10
b) Support micro-learning 10
c) Employee training should be incorporated. 5
d) Providing employees with opportunities for advancement 5
Data interpretation: According to the analysis there are different kind of strategies that are
adopted by the Marks & Spencer so that they can address the talent management challenge in
the organisation like in courage and countability according to the 10 applicants, support

micro learning according to the 10 participants, on the basis of the five participants opinion
employed training should be incorporate is the organisation to overcome the problems. Apart
from this providing employees with opportunities for advancement is the effective strategy
that support organisation to overcome the problems.
Q.10. According to you perception, does Motivation strategy helps the
organisation in increasing productivity of the company and also retain
talented employees in the company?
FREQUENCY
a) Yes 25
b) No 5
Data interpretation: On the basis of the 25 applicants perception motivation strategy
support the organisation to improve on is there productivity and not to support them to retain
more talented employees in the company so that they can bring more opportunities and get
more competitive advantages in order to enhance their brand imagine achieve their goals and
objectives. According to the five applications and according to their Perception motivational
stuff he does not have the company has their productivity and retain more talented employees
in the company
Recommendation
From the above analysis there is few recommendation to the organisation that supports them
to improve the productivity and efficiency of the organisation in order to support them to
achieve their goals and objectives of the company.
It is recommended to the organisation that they should effectively follow the talent
management strategy and conduct a different kind of emergent practices so that they can
implement effective motivation a strategy like in Nc employee engagement, effective
performance in the word management strategy, training and development strategy, appraisal
and reward strategy and many more:
Apart from that it is also recommend it to the organisation that they should employ personal
management strategy so that they can in Hansa productivity and skills and capabilities of the
employees so that they can achieve their goals and objectives of the organisation and get

more positive outcomes in order to overcome the challenges and improve the productivity
and efficiency and effectiveness of the company.
It is also recommended to the organisation that they should focusing on the talent
management approaches so that they can enhance the productivity and profitability of the
organisation and also focusing on the primary function of the talent management methods
later on, stuffing and recruiting, training and development so that they can retain more
talented employees in the organisation.
CONCLUSION
From the above mentioned report it has been concluded that talent management
strategy and motivation of the employees are very important for the organisation in order to
achieve the goals and objectives. It also support the organisation to improve the performance
of their employees by using different kind of strategy. Tell management also helps
organisation to focusing on the door looking the capabilities and competency of the
employees in order to create positive organisation culture that support them to create positive
impact on the employs interesting willingness to work with the company for the longtime of
period. By the help of the motivation the strategy the organisation become capable to boost
the motivation level of the employees and enhance the enjoying it in the organisation and also
include the performance of their employees. Apart from this there are different kind of a
strategy of research methodologies a border researcher to grab the appropriate information so
that they can achieve their goals and objectives and improve The capability of the research in
order to achieve the goals and targets.

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