Talent Management and the Company Pret a Manger

This report investigates the role of talent management strategies in employee development and retention within Pret a Manger. The report includes objectives, research questions, literature review, research methodology, questionnaire, results, and conclusion. The study concludes that talent management is necessary for an organisation to manage and maintain its workforce.

TALENT MANAGEMENT

TABLE OF CONTENT
• Introduction
• Aim
• Objectives
• Questions
• Rationale of the study
• Literature review
• Research methodology
• Questionnaire
• Results
• Conclusion
• References

INTRODUCTION
Talent management is regarded as the concept which is used within an
organisation for the major purpose of retaining and attracting talent.
Talent management is considered as the significant terminology which
helps the employee to increase their performance and attaining
business aims and objectives in collaborative manner.

AIM
To investigate the role of talent management strategies in employee
development and retention within an organisation. A study on Pret a
manger

OBJECTIVES
• To understand the concepts and different practices of talent
management used within an organisation
• To examine the role of talent management strategies in employee
development and retention
• To determine the challenges faced by Pret a manger due to
ineffective talent management implementation in the organisation

RESEARCH QUESTIONS
• What are the concepts and different practices of talent management
used within an organisation?
• What is the role of talent management strategies in employee
development and retention?
• What are the challenges faced by Pret a manger due to ineffective
talent management implementation in the organisation?

RATIONALE OF THE STUDY
The major rationale behind the research is that to analyse the concepts
of talent management and its role within retaining and developing
employees. The research is related with dual status such as personal
and professional. In the context of personal status with the help of this
research, various skills can be enhanced by researcher such as
communication skills, analytical skills and others. Besides this, in the
terms of professional status the research will provide career
establishment as well to the researcher

LITERATURE REVIEW
• This is the section that uses secondary sources for the collection of
second-hand information from the sources such as books, journals,
newspapers, articles etc.
• The independent variable of the current research report is talent
management and the dependent variables are business productivity
and employee performance.
• This also includes the role of talent management strategies in the
organisation and the benefits experienced by an organisation.

RESEARCH METHODOLOGY
• Research philosophy: Positivism research philosophy
• Research approach: Deductive Research approach
• Research choice: Quantitative
• Research strategy: Survey research strategy
• Time horizon: Cross-sectional time horizon
• Sampling method: Probabilistic sampling method
• Participants: 20 respondents

QUESTIONNAIRE
Q.1. Do you understand that talent management is considered as an
essential business practice?
Frequency
a) Yes 15
b) No 5
a) Yes b) No
0
2
4
6
8
10
12
14
16
15
5
a) Yes b) No
0
2
4
6
8
10
12
14
16
15
5

CONTINUE…
Q.2. What is the role of talent management within an organisation? Frequency
a) Talent retention 5
b) Employee development 5
c) Employee engagement 5
d) Talent attraction 5
a) Talent retention
b) Employee development
c) Employee engagement
d) Talent attraction
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
5 5 5 5
a) Talent retention
b) Employee development
c) Employee engagement
d) Talent attraction
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
5 5 5 5

CONTINUE…
Q.3. What are the challenges that can be faced by Pret a manger due
to ineffective talent management?
Frequency
a) High employee turnover 6
b) Attainment of business objectives 4
c) Minimised employee development 4
d) Disinterested employees 6
a) High employee turnover
b) Attainment of business objectives
c) Minimised employee development
d) Disinterested employees
0
1
2
3
4
5
6
6
4 4
6
a) High employee turnover
b) Attainment of business objectives
c) Minimised employee development
d) Disinterested employees
0
1
2
3
4
5
6
6
4 4
6

CONTINUE…
Q.4. As per your experience, does Pret a manger implements practices
of talent management in their organisation?
Frequency
a) Yes 15
b) No 5
a) Yes b) No
0
2
4
6
8
10
12
14
16
15
5
a) Yes b) No
0
2
4
6
8
10
12
14
16
15
5

CONTINUE…
Q.5. Do you think that an organisation should invest their time and
resources in developing talent management aspects within business
strategy?
Frequency
a) Yes 15
b) No 5
a) Yes b) No
0
2
4
6
8
10
12
14
16
15
5
a) Yes b) No
0
2
4
6
8
10
12
14
16
15
5

RESULTS
From the above report, it is identified that large number of respondents
believe that talent management is quite important for an organisation
because it assists in managing employees in the company. This report
has also included different talent management strategies such as
motivating employees, arranging training & development, rewarding
employees etc.

CONCLUSION
• As per the above assembled piece of information in the existing
research report, it is concluded that talent management is the practice
which is necessary for an organisation to manage and maintain
workforce.
• This report has also included several strategies of talent management
so that an organisation can improve its productivity as well as
performance.

REFERENCES
• Krishnan, T.N. and Scullion, H., 2017. Talent management and
dynamic view of talent in small and medium enterprises. Human
Resource Management Review, 27(3), pp.431-441.
• Cappelli, P. and Keller, J.R., 2017. The historical context of talent
management (Vol. 23). Oxford, UK: Oxford University Press.
• Thunnissen, M. and Gallardo-Gallardo, E., 2017. Talent management
in practice: An integrated and dynamic approach. Emerald Group
Publishing.