Investigating Talent Management Practices and Organizational Performance in IT Industry: A Study on Oscar

This study investigates the relationship between talent management practices and organizational performance in the IT industry, using Oscar as a case study. It includes a literature review on talent management, research methodologies, questionnaire analysis, and challenges faced by the company. The study recommends various ways to manage talent within Oscar. The study is conducted using qualitative research methods and thematic data analysis.

Unit 11- Questions

TABLE OF CONTENTS
Aim and objectives.................................................................................................................2
Literature review....................................................................................................................2
Research methodologies.........................................................................................................3
Questionnaire and analysis.....................................................................................................5
Describing how the methods used to attain objectives........................................................14
Other methods could have used...........................................................................................15
REFERENCES.........................................................................................................................16
APPENDIX..............................................................................................................................18
Questionnaire.......................................................................................................................18

Topic: “To investigate different talent management practices and its effect on organizational
performance in the context of IT industry: A study on Oscar”
Aim and objectives
The aim of the study is to assess different talent management practices and its impact
over Oscar’s organizational performance.
Objectives:
 To understand the concept of talent management
 To identify different talent management practices used in talent management
 To assess the relationship between using talent management practices and
organization performance
 To recommend various ways to manage talent within Oscar.
Research question:
Q1: What are different talent management practices and its relationship with organizational
performance?
Literature review
Theme 1: Concept of talent management (TM)
According to Meyers and et.al., (2020) talent management is the concept which is
interlinked with HR process that helps to attract, onboard, develop and retain high performing
employees. Thus, it can be stated that it main aim is to improve the business performance.
Thus, the strategy used under this assists to meet the current and future needs by considering
the HR process and actions that helps to sustain talent development efforts (Importance of
talent management, 2020).
Theme 2: Different talent management practices
In the opinion of Younas and Waseem Bari (2020) talent management strategies is
deal with the overall key aspects of an employee’s life cycle which includes selection,
development, succession as well as performance management. Thus, it can be stated that it
helps to understand the organization’s future as well as current strategies. Abdullahi, Raman
and Solarin (2020) supported that using effective training tools within an organization which
helps to encourage employees to meet the defined aim of a company. Through this it helps to

motivate employees and let them understand that they are consider an important key element
of a company.
On the other side, Anlesinya and Amponsah-Tawiah (2020) reflected in their study
that rewards and recognition strategy is another talent management strategy that will help to
improve the employee performance and their attention towards a company. Through this,
company is able to generate the best outcomes and improve the performance of employees.
Thus, it assists to generate the best outcomes and make employees more aware towards their
performance. Through this, they can help organization to raise the performance and meet the
defined objectives as well.
Theme 3: Relationship between talent management practices and its impact of
organization performance
In accordance with Nagi and Mohammed Ali (2020) talent management strategies
sustain the organizational performance by employing effective knowledge and strategies for
improvement and change. This in turn assists to generate the best outcomes and promote
company to increase the organizational performance. It has been analyzed that it helps to
improve employee experience which also has a direct impact on client satisfaction as well as
raise ROI. Thus, it reflected that there is a positive impact over the organization performance
and generate best outcomes as well. On the other side, Abu-Darwish, Al-Kasasbeh and Al-
Khasawneh (2021) also argued that if talent management strategies are not used to attain the
business strategic goals that decreases the customer satisfaction level as well as business
performance. Hence, this in turn reflected it creates a negative impact over the business
performance which needs to be overcome.
Overall, it can be stated that there are both positive and negative impact over the
business performance by using effective TM strategies. Through this, company also able to
let employees more aware about the organization’s objectives which can be attain by them.
Thus, it helps to generate the best outcome in order to improve the business performance and
make company able to stay ahead in the competition.
Research methodologies
Research type: There are two types of research which can be used by the researcher
such that qualitative and quantitative. In accordance with the chosen aim, researcher adopt
qualitative type because it helps to assess the theoretical aspects of the talent management so

that effective results can be drawn (Walton and et.al., 2020). The benefits of using this
methodology over quantitative is such that it helps to capture the attitude within target group
while it does not relied upon the statistical representation of data. That is why, to assess the
impact of talent management over organization performance, qualitative study has been used.
Research Approach: In order to determine the relationship between talent
management practices and organization performance, inductive research approach has been
used. With the help of this methodology, scholar can drawn a valid conclusion through
effective observation (Tata, 2021). The biggest advantage of using inductive approach is such
that it allows to be flexible and attends closely to context while the biggest limitation of this
method is such that it is incomplete such that sometimes it may reach to false conclusion with
accurate observation.
Research Philosophy: There are two types of research philosophies such as
Positivism and Interpretivism. As per the chosen research type, interpretisvism research
philosophy has been suitable because it helps to interpret the key element of a study and also
describe human interest into a study. This in turn assists to determine the valid results of a
study and impact of talent management over organizational performance. The benefits of
using this philosophy over other is such that it helps to generate the valid outcomes and close
to the truth whereas due to low reliability, it does not help to meet the defined aim of a study.
Data Collection: There are two methods through which data can be collected and
both are used by the scholar. Such that through primary research, scholar can collect fresh
information and that is why, for the present study, survey method has been used through the
means of questionnaire (Kostere and Kostere, 2021). On the other side, secondary method has
been also used where relevant books, journals and newspaper article has been used in order to
generate the bets outcomes pertaining to talent management. This is also used to develop
brief thesis and it is cost effective method which helps to defined aim.
Data Analysis: There are two ways through which data can be analyses which
includes thematic data analysis and SPSS. In accordance with the chosen research type,
scholar used thematic data analysis which helps to present the data and findings in effective
manner. In addition to this, the chosen data analysis also assists to present the findings in
effective manner like it uses graphs and charts to present the results effectively. The pros of
using this method over other is such that it is simple to use and present the findings which can

be understand by others easily. However, on the other side, disadvantage of using the method
is such that it is phrase based.
Sampling: In order to answer the questions asked in survey, sampling must be
performed where scholar select some of the key person for the study in order to determine
their views pertaining to the topic (Ryder and et.al., 2020). For that, simple random sampling
method has been used where 20 employees of Oscar has been used in order to generate the
best and effective results. The advantage of using this method is such that it is simple to use
and also provide overview of the questions through which results can be concluded. While on
the other side, it sometime missed out the particular group in sample.
Ethical consideration: There is a need to comply with ethical consideration where
data protection act must be adhered where all sensitive data must be protected. Also,
reference list must be added at the end of report which reflected that the study has not copied
from anywhere (Varela, Lopes and Rodrigues, 2020). Also, consent must be taken prior to the
research from the respondents in order to generate the valid outcomes.
Questionnaire and analysis
Questionnaire is attached in Appendix
Theme 1: Employees are working last 5 years
Responden
ts %
From last 1 year 2 10%
From last 2 to 3 years 4 20%
From last 3 to 4 years 5 25%
More than 5 years 9 45%
Total 20 100%

From last 1 year From last 2 to 3
years From last 3 to 4
years More than 5 years
2
4
5
9
How long you are working in Oscar?
Interpretation: As per the above graph, it has been identified that majority of the
respondents are working last many years in Oscar. Such that out of 100%, 45% of them
working last 5 years whereas, 20% of them from last 2 to 3 years and only 25% of them from
last 3 to 4 years.
Theme 2: Talent management concept
Responden
ts %
Yes 16 80%
No 3 15%
Don’t know 1 5%
Total 20 100%

Yes No Don’t know
0
2
4
6
8
10
12
14
16
16
3 1
Are you aware with the concept of Talent
management?
Interpretation: Through the above, it has been identified that majority of the employees are
aware with the concept of talent management such that out of 20, 16 of them stated that they
are aware with the concept where 3 of them stated no. This in turn reflected that Oscar uses
talent management practices and that is why, employees are aware with the concept and its
meaning.
Theme 3: Oscar uses effective talent management strategies
Responden
ts %
Strongly agreed 7 35%
Agreed 6 30%
Neutral 2 10%
Disagreed 3 15%
Strongly disagreed 2 10%
Total 20 100%

35%
30%
10%
15%
10%
Do you agree Oscar uses effective
talent management strategies to raise
performance of organization?
Strongly agreed
Agreed
Neutral
Disagreed
Strongly disagreed
Interpretation: Yes, majority of the employees agreed that employees company uses
effective talent management and it assists to raise the performance. Such that out of 20, 35%
of them are strongly agreed and 30% of them are agreed and 10% of them are strongly
disagreed. Thus, it reflected that company have effective management and that is why,
employees are satisfied with the strategies opted by company.
Theme 4: Different TM strategy used by company
Responden
ts %
Using training tools 2 10%
Talent review and
onboarding process 4 20%
Rewards and
recognition 6 30%
All of these 8 40%
Total 20 100%

Using training tools
Talent review and onboarding process
Rewards and recognition
All of these
0 1 2 3 4 5 6 7 8
2
4
6
8
Which of the following TM strategies
used by Oscar?
Interpretation: By conducting primary research, it has been identified that company uses
range of TM strategy such that 10% of them stated training tools, while 20% of them stated
HR review the process and onboarding process, while 30% of them stated that rewards and
recognition. Overall, 40% of them stated that all of these methods has adopted by the
company in order to generate the best outcomes and make employee aware about the new
concept.
Theme 5: Yes, adopting TM strategy benefits company
Responden
ts %
Yes 15 75%
No 4 20%
Don’t know 1 5%
Total 20 100%

75%
20%
5%
Do you think there are any benefits
pertaining to using talent
management strategies?
Yes
No
Don’t know
Interpretation: In accordance with the above graph, it has been interpreted that 75% of the
employees are agreed that there are many benefits of using TM strategy while only 20% of
them stated no. This in turn reflected that company uses effective strategies to improve the
overall performance of a company by employing effective TM strategy.
Theme 6: Benefits of using TM strategy.
Respondents %
Employee retention 3 15%
Improve productivity 5 25%
Gain competitive edge 4 20%
All of these 8 40%
Total 20 100%

Respondents
0 1 2 3 4 5 6 7 8 9
3
5
4
8
Which of the following benefits gain
by Oscar while using TM strategy?
All of these Gain competitive edge
Improve productivity Employee retention
Interpretation: Through the above graph, it has been interpreted that there are many benefits
Oscar gain by using effective TM strategies such that 20% of them stated that it helps to gain
effective competitive edge. On the other side, 25% of them stated that it improve productivity
and 15% of them stated that it helps to retain employee and 40% of them stated that these all
are consider as a key benefits of using effective talent management strategies.
Theme 7: Different challenges faced by the company while employing TM startegy
Responden
ts %
Poor hiring strategy 2 10%
Inexperience with
technology 3 15%
Ineffective leadership 10 50%
Employee turnover 5 25%
Total 20 100%

2
3
10
5
W h a t a r e t h e c h a l l e n g e s f a c e d b y t h e c o m p a n y
w h i l e u s i n g d i ff e r e n t t a l e n t m a n a g e m e n t
m e t h o d s ?
Poor hiring strategy Inexperience with technology
Ineffective leadership Employee turnover
Interpretation: In accordance with the primary research, it has been interpreted that 50% of
them agreed that ineffective leadership is consider as a key challenge whereas 15% of them
stated that inexperience with technology and only 10% of them stated that poor hiring
strategy is consider as a key challenge. While 25% of them stated employee turnover is
consider the biggest challenge which need to be improved. Thus, it reflected that company
must develop effective solution to improve the challenges and gain competitive advantage.
Theme 8: Relationship between TM strategy and organization performance
Responden
ts %
Positive 2 10%
Negative 4 20%
Both 14 70%
Total 20 100%

Positive Negative Both
0
2
4
6
8
10
12
14
2 4
14
Is there any relati onship between
using TM strategy and organizati onal
performance?
Interpretation: From the above graph, it has been interpreted that there are both positive as
well as negative relationship between the variables. It is so because majority of the
employees are stated the same whereas 4 of them stated negative and only 2 of them stated
there is a positive relationship. Overall, it can be stated that there if Oscar uses effective TM
strategy the it assists to generate the best outcomes by stay ahead in the competition and this
in turn causes positive impact over organization performance.
Describing how the methods used to attain objectives
With the help of effective research methods, researcher is able to generate the best
outcomes. Such that through primary research, fresh information pertaining to talent
management can be generated and this provide the views of employees so that if any
problems faced by them can be analyzed (Fleming and Kowalsky, 2021). On the other side,
with the help of effective research type, scholar is also determine the theoretical concept of
the talent management and this in turn assists to generate the best outcomes. While, using
interpretivism research philosophy, scholar is also able to determine the views and integrate
the element of study. Through this, scholar can determine the views and also generate the
valid outcomes pertaining to the chosen study.
Overall, it can be stated that with the help of effective methods under qualitative
study, scholar is able to determine the valid outcomes over quantitative. As, the topic is
entirely based upon talent management which helps to examine the theoretical concept of a
study and this in turn generate the valid outcome as well.

Other methods could have used
In future when the same study has been used, quantitative research type will be used
which generate valid outcomes of the research. It is so because it provide results by using
SPSS software and that is why, it helps to generate valid outcomes. However, it has been
identified that this provide more valid results as compared to qualitative. On the other side,
sample size of the chosen respondents should be increased in future when the same study has
been adopted. This in turn assists to provide more valid conclusion which helps to generate
the best outcomes. However, both primary and secondary method will be used where
interview can be conducted which helps to generate the best outcome by analyzing
respondent’s expression, their views pertaining to the chosen topic (Loulanski, 2020). Hence,
in this way, other methods could have used in the future with an aim to generate the best
outcomes and improve the reliability as well as validity.

REFERENCES
Books and Journals
Abdullahi, M. S., Raman, K. and Solarin, S. A., 2020. Talent management practices on
employee performance among academic staff of Malaysian private universities:
employee engagement as a mediator. Journal of Applied Research in Higher Education.
Abu-Darwish, N. J., Al-Kasasbeh, M. M. and Al-Khasawneh, M. M., 2021. The mediating
role of cloud computing in the relationship between talent management and competitive
advantages. Competitiveness Review: An International Business Journal.
Anlesinya, A. and Amponsah-Tawiah, K., 2020. Towards a responsible talent management
model. European Journal of Training and Development.
Fleming, R.S. and Kowalsky, M., 2021. Identifying Data Analysis Methodology. In Survival
Skills for Thesis and Dissertation Candidates (pp. 117-121). Springer, Cham.
Kostere, S. and Kostere, K., 2021. The Generic Qualitative Approach to a Dissertation in the
Social Sciences: A Step by Step Guide. Routledge.
Loulanski, P., 2020. How to title a dissertation: so many questions. Economic Thought
journal. (5). pp.115-133.
Meyers, M. C. and et.al., 2020. HR managers’ talent philosophies: prevalence and
relationships with perceived talent management practices. The International Journal of
Human Resource Management. 31(4). pp.562-588.
Nagi, D. and Mohammed Ali, Y., 2020. The Effect of Talent Management Practices on
Employee Performance. International Journal of Management. 11(9).
Ryder, C. and et.al., 2020. Indigenous research methodology–weaving a research
interface. International Journal of Social Research Methodology. 23(3). pp.255-267.
Tata, C. L., 2021. Unblocking Practical Stumbling Hurdles in writing Master’s Dissertation
Abstracts. Journal of English Language Teaching and Applied Linguistics. 3(5). pp.73-
81.
Varela, M., Lopes, P. and Rodrigues, R., 2020, June. Research in Business Sciences: A Study
of Master's Dissertation Methodologies in Management Based on Case Studies.
In ECRM 2020 20th European Conference on Research Methodology for Business and
Management Studies: ECRM 2020 (p. 292). Academic Conferences and publishing
limited.
Walton, J. B. and et.al., 2020. Navigating intersecting roads in a mixed methods case study:
A dissertation journey. Journal of Mixed Methods Research. 14(4). pp.436-455.
Younas, M. and Waseem Bari, M., 2020. The relationship between talent management
practices and retention of generation ‘Y’employees: mediating role of competency
development. Economic research-Ekonomska istraživanja. 33(1). pp.1330-1353.
Online

Importance of talent management. 2020. [Online]. Available through: <
saviom.com/blog/benefits-of-talent-management/ >.

APPENDIX
Questionnaire
Demographic information
Age:
Gender:
Education:
1. How long you are working in Oscar?
 From last 1 year
 From last 2 to 3 years
 From last 3 to 4 years
 More than 5 years
2. Are you aware with the concept of Talent management?
 Yes
 No
 Don’t know
3. Do you agree Oscar uses effective talent management strategies to raise performance of
organization?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
4. Which of the following TM strategies used by Oscar?
 Using training tools
 Talent review and onboarding process
 Rewards and recognition
 All of these

5. Do you think there are any benefits pertaining to using talent management strategies?
 Yes
 No
 Don’t know
6. Which of the following benefits gain by Oscar while using TM strategy?
 Employee retention
 Improve productivity
 Gain competitive edge
 All of these
7. What are the challenges faced by the company while using different talent management
methods?
 Poor hiring strategy
 Inexperience with technology
 Ineffective leadership
 Employee turnover
8. Is there any relationship between using TM strategy and organizational performance?
 Positive
 Negative
 Both
9. Suggest some ways which you need to be used by company pertaining TM strategy.