Role of Talent Management Strategies in Employee Retention and Development: A Study on Pret a Manger

This report investigates the role of talent management strategies in employee retention and development in the context of Pret a Manger. It includes a literature review, methodology for data collection and analysis, results, and challenges faced by the company.

Pret a manager

Table of Contents
TITLE: “To study of the role of talent management strategies.”...............................................3
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
Aims and Objectives..............................................................................................................3
Rationale for selection............................................................................................................3
Literature review....................................................................................................................4
Critique of references from primary sources e.g. questionnaires, interviews; secondary
sources e.g. books, journals, internet; ...................................................................................5
Methodology for data collection and analysis........................................................................5
Results (Findings)..................................................................................................................5
Scope and limitations.............................................................................................................5
CONCLUSION..........................................................................................................................6
REFERENCES...........................................................................................................................7
Books and Journals:................................................................................................................7
Online:....................................................................................................................................7

TITLE: “Talent management”
INTRODUCTION
This report aims to investigate the role of talent management strategies in employee
retention and development in organisation in the context of Pret a manger. Talent
management is playing an important role in the success and growth of any organisation. This
is necessary to understand by company that their success is depending on its employees
(Claus, 2019). That’s why it is important for them to focus on the development and retention
of their talented employees. Pret a manger is found an international shop that runs their
business not only in one country but in many countries. This report will be covered a research
method which helps to investigate the role of talent management strategies in Pret a manger.
It will also include the challenges that faced by company due to ineffective talent
management implementation.
MAIN BODY
Aims and Objectives
Aims: “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
 To examine the importance of employee development and retention within an
organisation”
 To determine the challenges faced by Pret a manger due to ineffective talent
management implementation
Rationale for selection
Every day there is continuously increasing complexity and dynamic nature of the
business environment which becomes very challenging for organizations to deal with them.
The current example of the scenario is the pandemic situation which creates many challenges
in front of the managers of the company that should be dealt with in order to survive in the
market (Whysall, Owtram and Brittain, 2019). During that period, it is analysed by
organizations that telling management is very important and companies should focus on

developing talent management strategies so that they are able to retain and develop their
talented employees who are able to deal with the uncontrollable situations. This is the reason
that this topic is chosen. It helps in retaining and developing employees in the organization as
human resource is the asset of the company.
Literature review
To understand the concepts and different practices of talent management
According to De Boeck, Meyers and Dries, 2018, talent management is an important
human resource practice that is necessary for the development and success of the
organisation. It is important to know that talent management should be able to manage the
talented employees of the company so that they are able to survive in the market. The reason
for talent management practices is that the organisation must have the best talent in order to
succeed in the complex global economy and hyper-competitive economy. This is the reason
that they need to manage their talented employee with the help of hiring, developing, and
retaining talented people. It is necessary for an organisation to understand that there should
not be a shortage of talented employees in the company because if it is found any shortages in
talented employees then the company is not able to deal with the uncontrollable external
environment factors which affect the company negatively. Pret a manger is an international
company that has a franchise in the United Kingdom with multiple stores. They understand
the importance of talent management practices and they very well used talent management
practices in the situation of a pandemic (Mtvralashvili, 2019). Some important practices of
talent management which they considered are company is always focusing on alignment of
talent restart you with business strategy. In this practice, they are always focusing on that
their effective talent management requires that the company should share its business goals
and its strategies with that talented employee. The next business practice is talent
management professionals should focus on setting the table instead of a seat at the table. That
means generally the HR professionals always focus on that talent management is the criteria
for senior management but it is necessary for them to understand that talent management is
also a responsibility of HR professionals.
To examine the role of talent management strategies in employee development and
retention
According to Ansar and Baloch, 2018, talent management strategies are playing a
very important role in retaining and developing employees. It is necessary for an organisation

to make and implement a talent management strategy so that company is able to retain its
talented employees. For example, the company should use performance appraisal strategies in
an effective way so that they can satisfy their employees and provide fair dealing with them.
It is necessary for complete to provide security that their employees will not ever be
discriminated against by organisation. This is really helpful for them as it ensures the
retaining of talented employees. It is identified that ensuring effective on boarding makes an
employee relationship with the company better as compared to infective on boarding. It is
very important that the human resource management department of the company needs
focuses on providing effective training and development programs so that they are able to
develop the skills and knowledge of their employees in an effective way (Luxmoore,2018).
With the help of these practices, a company can effectively develop and retain talented
employees which will become a success factor for the company. It not only provides success
but creates an image in front of the market that how much organisations care for their
employees.
To determine the challenges faced by Pret a manger due to ineffective talent management
implementation
According to Kravariti and Johnston, 2020, infective talent management
implementation creates many challenges in front of the organisation. Infective talent
management implementation includes poor hiring strategies, infective leadership, etc. These
activities will provide a direct impact on the employees as they may be is not able to satisfy
the policy and culture of the organisation. This will leads to efficiency in their work as well
as less productivity in the employees. This is the main reason that company needs to make
sure effective talent management implementation if they want to succeed in the market.
Critique of references from primary sources e.g. questionnaires, interviews; secondary
sources e.g. books, journals, internet;
Methodology for data collection and analysis
The methodology is an important part of a research which influence a researcher to
take appropriate decision about it (Ridgway, 2019). It is require to choose appropriate
methods which will be helpful for gathering data, sources of information and conduct a
thorough study on the topic. Choosing right method for the research will be beneficial to
cover its aims and objectives.

Research philosophies: The philosophy consist the assumptions, beliefs and values
of the researcher which focus on fulfilling the aim of the study. It includes all the believe and
presentation of the data in an effective manner. The researcher will conduct a study on their
pre determined believes and observations. Therefore, the two important philosophies are
positivism and interpretivism (Davis, Lockwood, Alcott, and Pantelidis, 2018). The main
purpose of choosing philosophy is to work on the viewpoints of different individuals in which
intrepretivism are used. Whereas, positivism philosophy is used when there is requirement of
scientific study and all the beliefs are based on true experiments. This research is based on
the same as it will helps in gaining relevant results.
Research approach: It shows that how the research will be conducted through what
approaches and methods. This discussion is crucial for the researcher to conduct a study on
the aspects that is going to be beneficial for covering its aims and objective. A research must
be conducted in cost effective manner and by knowing is applicability (Whysall, Owtram,
and Brittain, 2019). Therefore, there are two approach inductive and deductive in which, this
research is based on deductive whereas, a new thesis is required to carry out the study.
Data collection: It is necessary to use relevant data collection methods in order to
ascertain appropriate ways and sources (Hirth, Boons, and Doherty, 2021). It helps in
conducting research through using reliable sources which are authentic and gives accurate
results. This research is based on quantitative study in which the data will be gathers through
using data and figures (Yuan, 2021). The qualitative method is not used in this researcher as
it does not provide accurate information and there are chances of lack of reliability.
Research strategy: It refers to the ways and aspects in which the research is going to
conduct. There are many ways which are helpful to collect data and fulfil the aims of
researcher (Galunic, Putz, 2019). But the most suitable strategy will be beneficial for the
particular research topic. Hence, survey research strategy is used in the form of questionnaire.
The others methods are observation, interviews and literature review.
Time horizon: This shows that what time horizon is used in the research. The cross
sectional time horizon is used in which the study can be change as per the requirements.
Sampling method: There are two types of sampling method which are random and
probabilistic sampling in which a sample size is decided. This research is using probabilistic
sample in which random sampling is used. There are 10 respondents who are the employees
of Pret a manager.

Ethical consideration: The information given by the research should not loses their consent.
All the resources must be used effectively by giving it evidence (Golossenko, Pillai, and
Aroean, 2020).
ACTIVITIES START DATE DURATION
1 01-Sep 1
2 02-Sep-22 14
3 02-Sep-22 14
4 16-Sep-22 7
5 23-Sep-22 7
6 30-Sep-22 28
7 28-Oct-22 42
8 28-Oct-22 12
9 30-Sep-22 2
10 03-Oct-22 84
11 02-Sep-22 7
12 09-Sep-22 7
13 28-Oct-22 35
14 02-Dec-22 1
15 03-Dec-22 5
16 28-Oct-22 7
17 04-Nov-22 21
18 16-Oct-22 4
19 03-Oct-22 7
20 09-Dec-22 5
21 26-Dec-22 1
22 27-Dec-22 10
1
2
3
4
5
6
7
8
9
1 0
1 1
1 2
1 3
1 4
1 5
1 6
1 7
1 8
1 9
2 0
2 1
2 2
01-Sep
02-Sep-22
02-Sep-22
16-Sep-22
23-Sep-22
30-Sep-22
28-Oct-22
28-Oct-22
30-Sep-22
03-Oct-22
02-Sep-22
09-Sep-22
28-Oct-22
02-Dec-22
03-Dec-22
28-Oct-22
04-Nov-22
16-Oct-22
03-Oct-22
09-Dec-22
26-Dec-22
27-Dec-22
1
14
14
7
7
28
42
12
2
84
7
7
35
1
5
7
21
4
7
5
1
10
GANTT CHART
Results (Findings)
Q.1. Do you understand that talent management is considered as an
essential business practice?
Frequency
a) Yes 8
b) No 5
a) Yes b) No
0
2
4
6
8
10
12
14
16
15
5

Scope and limitations
CONCLUSION
Interpretation: It has interpreted that, 8 respondents understand about the concept of talent
management whereas, 5 are still unaware about it.
Q.2. What is the role of talent management within an organisation? Frequency
a) Talent retention 3
b) Employee development 2
c) Employee engagement 3
d) Talent attraction 2
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

Interpretation: As per equal number of respondents, all are voted differently for all the four
options as per their viewpoints. This shows that, all the individuals have different opinions
regarding the role of talent management in the organisation.
Q.3. What are the challenges that can be faced by Pret a manger due
to ineffective talent management?
Frequency
a) High employee turnover 4
b) Attainment of business objectives 2
c) Minimised employee development 2
d) Disinterested employees 2
Interpretation:
Q.4. As per your experience, does Pret a manger implements
practices of talent management in their organisation?
Frequency
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) Yes 15
b) No 5
Interpretation: As per the views of 4 people, the company facing challenge of high
employee turnover (Piétrac, 2021). The other 2 candidates are in favour of other potions
which show that, the main challenge is about high turnover.
Q.4. As per your experience, does Pret a manger implements
practices of talent management in their organisation?
Frequency
a) Yes 8
b) No 2
a) Yes b) No
0
2
4
6
8
10
12
14
16
15
5

Interpretation: as per 8 people, the company is assuring practices of talent management
whereas, other 2 people are not in favour with this sentence.
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 5
b) No 5
Interpretation: The 5 people believed that the organisation needs to invest in time and
resources which will be effective for them to attain success.
a) Yes b) No
0
2
4
6
8
10
12
14
16
15
5

CONCLUSION
The report has concluded that, there is requirement of great strategies of talent
management within an organisation. Managing talent will be crucial function for a firm in
order to secure market growth for long term in the organisation. Therefore, the report has
shown that, the research is based on primary and secondary research which emphasize on
reliability and authenticity of the data. So that, the researcher has conducted questionnaire
and literature review to fulfil its aims and objectives. Also, there are findings presented in the
way of interpretation. The research has shown recommendation is about how the manager
could solve the problem by retaining talent employees. Also, the scope of this project in
global and local both which is applied to all the areas of business.

REFERENCES
Books and Journals:
Ansar, N. and Baloch, A., 2018. Talent and talent management: definition and issues. IBT
Journal of Business Studies (IBTJBS), 14(2).
Claus, L., 2019. HR disruption—Time already to reinvent talent management. BRQ Business
Research Quarterly, 22(3), pp.207-215.
Davis, B., Lockwood, A., Alcott, P. and Pantelidis, I.S., 2018. Food and beverage
management. Routledge.
De Boeck, G., Meyers, M.C. and Dries, N., 2018. Employee reactions to talent management:
Assumptions versus evidence. Journal of Organizational Behavior, 39(2), pp.199-
213.
Galunic, C., 2020. Backstage leadership: The invisible work of highly effective leaders.
Springer Nature.
Kravariti, F. and Johnston, K., 2020. Talent management: a critical literature review and
research agenda for public sector human resource management. Public Management
Review, 22(1), pp.75-95.
Piétrac, É., 2021. DOSSIER 6. L’OUVERTURE INTERNATIONALE.
Putz, M., 2019. The Cube of Strategic Management: The Distinctive Advantage of
Organizations. CRC Press.
Ridgway, M., 2019. Brexit: human resourcing implications. Employee Relations: The
International Journal.
Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of
Industry 4.0. Journal of Management Development.
Mtvralashvili, A., 2019. The effect of staff training practices on customer satisfaction: A case
study of Pret a Manger. GRIN Verlag.
Luxmoore, S., 2018. Pret A Manger doubles discount for bringing reusable coffee cups. The
Guardian.
Hirth, S., Boons, F. and Doherty, B., 2021. Unpacking food to go: Packaging and food waste
of on the go provisioning practices in the UK. Geoforum, 126, pp.115-125.
Golossenko, A., Pillai, K.G. and Aroean, L., 2020. Seeing brands as humans: Development
and validation of a brand anthropomorphism scale. International Journal of Research
in Marketing, 37(4), pp.737-755.
Yuan, S.N.V., 2021. Large scale psychometric validation of two positive psychology
outcome measures for people with dementia in Hong Kong (Doctoral dissertation,
UCL (University College London).

Appendix
Questionnaire
Q.1. Do you understand that talent management is considered as an essential
business practice?
Frequency
a) Yes
8
b) No
5
Q.2. What is the role of talent management within an organisation?
a) Talent retention
b) Employee development
c) Employee engagement
d) Talent attraction
Q.3. What are the challenges that can be faced by Pret a manger due to ineffective
talent management?
a) High employee turnover
b) Attainment of business objectives
c) Minimised employee development
d) Disinterested employees
Q.4. As per your experience, does Pret a manger implements practices of talent
management in their organisation?
a) Yes
b) No
Q.5. Do you think that an organisation should invest their time and resources in

developing talent management aspects within business strategy?
a) Yes
b) No