Role of line managers and leaders in talent management and development within an organisation

This report focuses on the role of line managers and leaders in talent management and development within an organization. It includes the challenges faced by leaders and line managers of Marks and Spencer in talent management and development.

PROJECT REPORT
(Role of line managers and leaders in
talent management and development
within an organisation)

Table of Contents
CHAPTER ONE: INTRODUCTION..............................................................................................3
CHAPTER TWO: LITERATURE REVIEW..................................................................................6
To study the concept of talent management within an organisation...........................................6
REFERENCES................................................................................................................................7

CHAPTER ONE: INTRODUCTION
Overview of the topic
In an organisation, employees are the vital assets to carry out business operations. An
organisation puts efforts and invest their money to get talented and skilled talent in the
workplace (Al Aina and Atan, 2020). Talent management is the procedure to attract, select and
retain employees in the organisation. This is the practice which includes certain methods for the
development and retention of employees in the organisation (Ansar and Baloch, 2018). With the
selection and retention of talented employees in the organisation, business goals and objectives
are achieved. Leaders and line managers in an organisation hold great significance as they are
responsible for developing methods and making practice of talent management more effective
and efficient. An organisation puts their precious time in the development of practice of talent
management so that employees could be satisfied and have great contribution in the achievement
of company's goals and objectives (Atrizka and et. al., 2020). The current investigation is
focusing over determining the various roles performed by leaders and line managers in the
practice of talent management and the development of whole organisation in a precise manner.
Marks & Spencer is the chosen organisation for the present investigation because it is the
company which has great strength of employees to carry out business operations. This company
also forms various talent management strategies so that their employees can development and
take part in the completion of business operations (Hongal and Kinange, 2020).
1.1 Research Aim and Rationale
Research Aim
To identify the role of line managers and leaders in talent management and development
within an organisation: A study on Marks and Spencer
Research Rationale
The main purpose of conducting the current study is showcase the significance of talent
management along with the roles of managers and line managers in the company. This is the
report which will highlight the importance of employees for an organisation and the strategies to
satisfy them in the workplace (Hasanpour and et. al., 2019). It also includes the challenges which
are faced line managers and leaders while enhancing the performance of employees in the
organisation. There are two other major reasons which have motivated investigator to work on
the existing study which include: personal and professional reason. In respect of personal reason,

investigator will get to learn about the behaviour of people when they get certain benefits and
when they do not. Researcher will also get knowledge about the several methods of research for
the accumulation and analysis of data. On the other hand, in respect of professional reason,
investigator will understand the trends in the practice of talent management along with the
significance of talent management in a company to satisfy employees in the workplace. These
learning about the talent management strategies will assist researcher when they will work as a
line manager in the organisation.
1.2 Research Objectives
 To study the concept of talent management within an organisation.
 To examine the role of line managers and leaders in talent management and development
in Marks and Spencer.
 To identify the challenges faced by leaders and line managers of Marks and Spencer in
talent management and development.
 To identify the strategies of talent management that leaders of Marks and Spencer use in
developing and enhancing performance of employees.
1.3 Research Questions
 What is the concept of talent management within an organisation.
 What is the role of line managers and leaders in talent management and development in
Marks and Spencer.
 What are the challenges faced by leaders and line managers of Marks and Spencer in
talent management and development.
 What are the strategies of talent management that leaders of Marks and Spencer use in
developing and enhancing performance of employees?
1.4 Significance of the Research
The existing research is quite significant because it works on one of the significant topic
i.e. talent management. The investigation will use many relevant primary and secondary sources
for the accumulation of apt data. So, this report focuses over recording facts and figures which
have not gathered earlier (Pandita and Ray, 2018). It also helps in filling the identified research
gap in the systematic manner. It is the study which also holds the significance for researchers,
students, companies and so on. In respect of students, this study will provide them detailed

information for their academic purpose. Basically they will use this information for making their
assignments and projects on the same topic.

CHAPTER TWO: LITERATURE REVIEW
It is the vital chapter which uses secondary sources to accumulate information for the
meeting of defined aim and objectives. This chapter mainly focuses over addressing the research
questions with the help of accurate and reliable information.
To study the concept of talent management within an organisation
According to Shahi and et. al., (2020), talent management is the significant process to
attract, select and retain workforce in a company. It is the practice which is quite important for
the attainment of defined goals of the organisation. It is the process which helps in the
management of employees so that their capability and efficiency could be easily improved. The
improved skill and talent of employees is directly linked with the enhancement of the
profitability level of whole organisation. It is determined that talented and skilled employees are
very productive for the company in comparison ineffective and inefficient employees. The
primary purpose of talent management is creating a encouraged and talented employees in the
organisation (Whysall, Owtram and Brittain, 2019). The practice of talent management is
generally developed and created by the efforts of line managers and leaders. They play
significant role in the systematic execution and implementation of talent management practice.
The practice of talent management includes several strategies which include adopting different
motivation strategies, providing training & development to employees, offering rewards and
incentives to employees, flexible working environment and so on. Therefore, talent management
is the most significant practice to deal with the employees of the company in a significant
manner.

REFERENCES
Books and Journals
Al Aina, R. and Atan, T., 2020. The impact of implementing talent management practices on
sustainable organizational performance. Sustainability, 12(20), p.8372.
Ansar, N. and Baloch, A., 2018. Talent and talent management: definition and issues. IBT
Journal of Business Studies, 14(2), pp.213-230.
Atrizka and et. al., 2020. Ensuring Better Affective Commitment and Organizational Citizenship
Behavior through Talent Management and Psychological Contract Fulfillment: An
Empirical Study of Indonesia Pharmaceutical Sector. Systematic Reviews in
Pharmacy, 11(1).
Hasanpour and et. al., 2019. Designing Talent Management Model in the Banking Industry
Using Grounded Theory. Management Studies in Development and Evolution, 28(93),
pp.93-129.
Hongal, P. and Kinange, U., 2020. A study on talent management and its impact on organization
performance-an empirical review. International Journal of Engineering and
Management Research, 10.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Shahi and et. al., 2020. Behavioral Factors Affecting Talent Management: Meta-Synthesis
Technique. Iranian Journal of Management Studies, 13(1), pp.117-137.
Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of
Industry 4.0. Journal of management development.