Analyzing Talent Management Strategies: SF Recruitment Company Case

This case study investigates talent management practices at SF Recruitment, a UK-based recruitment firm, focusing on attracting and retaining talented employees. It begins by defining talent management as a strategic HR function involving workplace planning, skill development, and employee lifecycle management. The study aims to assess the meaning of talent management, evaluate its best practices, discuss its importance for SF Recruitment, and provide effective recommendations. The literature review covers the concept of talent management, effective practices, and advantages for organizations. The research methodology employs a qualitative research approach, utilizing an exploratory research design and inductive reasoning. Data collection involves primary data gathered through questionnaires distributed to 20 SF Recruitment employees. Data analysis uses a thematic approach to identify patterns and insights related to talent management within the organization. The study concludes by offering recommendations to enhance SF Recruitment's talent management strategies.

UNIT 11- QUESTIONS

TABLE OF CONTENTS
TITLE: TALENT MANAGEMENT.......................................................................................3
INTRODUCTION......................................................................................................................3
Background of the topic:........................................................................................................3
Background of the organisation:............................................................................................3
Aim and objectives.................................................................................................................3
Topic questions......................................................................................................................4
LITERATURE REVIEW...........................................................................................................4
Theme1: Concept of the talent management..........................................................................4
Theme2: Effective practices of the talent management.........................................................4
Theme3: Advantage of the Talent management strategy for the organisation......................5
RESEARCH METHODOLOGIES............................................................................................5
Research type:........................................................................................................................5
Research design:.....................................................................................................................5
Research approach:................................................................................................................6
Research philosophy:.............................................................................................................6
Data collection:......................................................................................................................6
Sampling:...............................................................................................................................6
Data analysis:.........................................................................................................................7
Ethical consideration:.............................................................................................................7
Benefits of the method used for the research to achieve the objective..................................7
QUESTIONNAIRE....................................................................................................................8
REFERENCES.........................................................................................................................11
APPENDIX..............................................................................................................................12

TITLE: TALENT MANAGEMENT
INTRODUCTION
Background of the topic:
Talent management is the effective term which is used for the employee retention this
process involves the HR team in the life cycle of the employee. It includes the workplace
planning, learning and skill development activities for the employees. Talent management is
the great HR practice which is used to attract, encourage or develop the skills and knowledge
in the employee which makes them more productive. This term was first introduced in the
year 1997 by the Mckinsey and company and it later become a title of the book which is
written by the Ed Michaels, Beth Axelrod and Helen Handfields-Jones.
Background of the organisation:
SF recruitment small business company located in the Midland, England, UK. They are the
leading recruiter firm of the Midland. Company was founded in the year 1998 with the simple idea as
everybody must deserve a opportunity to work in a job which is based on their passion and interest.
Company also helps the business which involves the finance, human resource. Company has the total
number of employees 54 they have good position in the market. SF recruitment business tries to
implement the talent management strategy in their work place to attract the new talent with this they
will be able to develop the employer brand which is capable o grabbing the eyes of new talent who are
able to productively contribute in the business.
Aim and objectives
Aim: To investigate the process of Talent Management for finding and recruiting the people
who are able to perform effectively for the organisation: A case study on SF recruitment
company.
Objectives:
 To assess the meaning of the talent management
 To evaluate the best practices of the talent management.

 To discuss the importance of the talent management for the SF recruitment
organisation.
 To recommend the effectiveness of the talent management.
Topic questions
 What is the concept of the Talent management?
 What are the best practices of the talent management?
 What are some benefits of including the talent management strategies in the SF
recruitment organisation?
 What are the some effectual recommendations for the talent management?
LITERATURE REVIEW
Theme1: Concept of the talent management
According to the Amiri M. and Safariolyaei, N. (2017) author stated that the talent
management is the important strategy which enhances the talent in employees. They said that
the talent management concept is the broad topic which is used to take out the hidden talent
of the employees it majorly focused on the improvement of the talent and skills in employee
so that it will increase their work productivity and which can be beneficial for them to carry
out their work effectively. They have also conveyed that the talent management activities in
the firm is very important as it brings out the talent of the employee it also helps the firm to
motivate their workers in forward direction or to conduct such activities for them so that it
will increase their knowledge and level of understanding. This process allow the HR team to
recruit or train the new talent according to their work requirement so that they can easily
work without any problem or to complete the desire goals and objectives of their organisation
(Maheshwari and et.al 2017). This activity enhance the employee performance also make
them able to solve their issues so it will not become hurdles for them.
Theme2: Effective practices of the talent management
As per the view of bolander, p., and et.al (2017) said that the study on the practice of talent
management aim to the develop a deep understanding about the contextual and empirical
boundaries of the topic talent management. With this reader will understand the meaning and
concept of the talent management as what is it about and develop a knowledge about it as
what actually talent management is and how it is carried out. They stated that the for the
growth of any business it is important to have a skilful talented employees who can
effectively and give the desired result to the business. HR team of the organisation must have
to recruit the candidate who possess good knowledge and skills and based on their talent the
essential training must have provided them so it evaluate their talent as well as brings out

their hidden ability so it enable them to improve for effective work (McDonnell and et.al
2017). Therefore talent management is the long term strategy which enhance the performance
of the organisation by providing better activities to employee so it improve their work
performance and enable them to carry out good work for the firm.
Theme3: Advantage of the Talent management strategy for the organisation.
According to the Thunnissen and Buttiens (2017) they have concluded that the successful
implementation of the talent management strategy in the organisation gives the better
business result. It could include all the internal and external factors. The significance of talent
management practices yield out the best outcomes. Benefit of this process allow the
organisation to recruit a candidate who have qualified in their organisational work criteria’s.
It allows the firms to increase the employee engagement by providing them a certain trainings
and courses so employee develop or enhance their knowledge so it will be beneficial for their
firm also advantageous for the personal growth (van Zyl, Mathafena and Ras, 2017).
Another advantage of talent management is it enhance the decision making power of the firm
as employee in the firm are talented then they are able to give their opinions and views in
decision making process so the better decision can came out.
RESEARCH METHODOLOGIES
Research type:
Research is defined as the careful approach for completing any topic. Research type define as
what method did the research is based on which is implemented by the researcher. It has the
two areas which is qualitative and quantitative. Qualitative research type generally involves
the collection of data from the open source as by conducting interviews and questionnaire.
The advantage of this research type is that it is cost efficient and provide information very
soon. The disadvantage of this research is that it mainly depends on the researcher experience
(El Masri and Suliman, 2019). Quantitative research type is based on statistical data it
involves the numerical analysis also include the calculation. The benefit of this research type
is it gives the pattern of data but the negative point is that false number can lead the
researcher to wrong interpretation of the information. For this research study researcher will
use qualitative research type as it give more flexible and better information.
Research design:
Research design is the significant framework which include the techniques and methods for
the research. Research design is divided into two parts which is descriptive and exploratory
research design (Cascio and Aguinis, 2018). Exploratory research design does not use the
past data it allows the research to explore the research information to address the research
issue. Benefit of this research design is it give more flexibility to the researcher.
Disadvantage of this research is that it include the smaller data so it can be difficult for the
researcher to interpret the information. On the other hand descriptive research design is about
the gathering the data of varying topic and based in the past data. The advantage of this
research design is that it is quick and easy to conduct but the disadvantage of this it does not

give the proper information to the researcher (Borisova and et.al 2017). For this research
study exploratory research design is beneficial as it uses the qualitative data
Research approach:
Research approach allows the researcher to gather or analyse the data so it gives the better
outcome. It is mainly of two type which is inductive and deductive. Inductive research
approach is define a begin with the theories and observations it use the qualitative research
approach (Collings, Scullion and Caligiuri, 2018). The advantage of this research is it allows
the researcher to develop the new theories which can be beneficial for the result. The
disadvantage of this research is that the data is intelligible. Deductive research approach is
based on the development of the hypothesis which follows the existing theory. Drawback of
this research approach is that it frustrates the researcher and also enables to not understand
the rules involve in research. For this research study inductive research approach is used by
the researcher as it will make easier to implement (Crowley‐Henry, Benson and Al Ariss,
2019).
Research philosophy:
Research philosophy is defined as collecting and processing of the phenomenal data for use.
It involves the two processes which are interpritivism and the positivism. Interpritivism
define as the oldest method use for effectively searching and identification for the research
information. The advantage of this research philosophy is that the data is valid and near to
truth. Negative thing about this as it is not generalised and low reliable. Positivism research
philosophy is define as it allows the researcher to mainly focus on verifiability of the data.
The advantage of this research is at enable the researcher to collect the factual data. For this
research type positivism research philosophy is beneficial as it gives the reliable and verified
data.
Data collection:
Data collection is the process of gathering the information for implementation in order to get
the good and productive results. This process involves the two methods which are primary
and the secondary data. Primary data collection is itself gathered by the researcher through
interviews with the participants, surveys and questionnaire (Berger, 2020). The advantage of
this data collection as it gives the facts in the data. The disadvantage of this as it is time
consuming. Secondary data collection is based on the data is taken from someone else as this
data is already existed also researcher in this can take information from the books and
journals. The advantage of this data is it is not time consuming. Disadvantage of this as it
does not give the specific answer to the researcher. For this research study primary data
collection is better as it gives the factual data.
Sampling:
Sampling is to take out the group of people out of the population to collect the information. It
involves the two approaches which is probability and non probability sampling. Probability
sampling enable the researcher to select the random people to get the information. The
advantage of this it allow everyone to share their views over the topic so relevant data came
out. Disadvantage of this it involves the complexity (Maurya and Agarwal, 2018). Non

probability sampling in which researcher uses the biases to select the people. Advantage of
this sampling is that it is time effective, negative point of this as there is a poor representation
in all of the population. Therefore, for this study researcher have been taken the 20
employees of the SF recruitment organisation to know about their views over the talent and
management.
Data analysis:
Data analysis is the process of analyzing the gathered data for research. It involves the
process which named as thematic and the statistical data analysis. Thematic data analysis
define as it uses the qualitative process which involves the reading from the set of data and
also allow to identify and process the pattern for the research (Jayaraman, Talib and Khan,
2018). The main advantage is that it allow the researcher to interpret the data in many ways.
Disadvantage of this as it become more apparent. Statistical data analysis involves the
numerical data, the advantage of this data is that it gives the real time data. Disadvantage of
this as it involves the ambiguity also false interpretation of the number can lead the
researcher to develop wrong interpretation for the research. For this research thematic data
analysis is more flexible.
Ethical consideration:
Ethical consideration enables the researcher to take care of the confidential data of the
participant, which involves the security of personal data of the participant. Researcher also
ensures that there should be no any involvement of the source which leaks the information of
the participants. As for this research study researcher will provide the consent form to the
randomly 20 selected employees of the SF recruitment firm (Taylor, 2018). This form shows
the willingness of the participant to involve in the interview. Also the list of references are
provided at the end of this research study which shows that the work is self done by the
researcher and it is not copied from the other source.
Benefits of the method used for the research to achieve the objective
Research methods help in the right interpretation of the data which can be beneficial to get
the desired outcomes. It give the valid and reliable data. As for the research conduct for the
topic talent management researcher conduct the qualitative research which enable to organise
the interviews of the employee of company which give the opinion as why the talent
management practise is more important in the organisation. The research method are
beneficial to collect the information about this subject which helps the researcher analyse this
data for good research.
The other methods: The other methods could have been used as observational traits,
experiments and case studies. Observational traits method enable the researcher to observe
the behaviour of the participant to obtain the information to analyse for the good result.The
experimental approach involves the variable manipulation to develop the information. In this
approach the hypothesis is tested scientifically. Case study research methods define as to
investigate the phenomenon based on the real life factor. This involves the deep investigation
for a group, individual.

QUESTIONNAIRE
Theme 1:
The importance of talent management for
firm performance
Respondents
Recruitment process 6
Employee retention 8
Firm performance 6
Total 20
1
0
5
10
15
20
25
the importance of talent
management for firm
performance
recruitement process
employee retention
firm performance
total

Interpretation: From the above graph it is analysed that the 8 employees of the SF recruit
feels that talent management process is very important for the employee retention. Talent
management practice provides the benefit to identify the hidden talent in the employees. 6 of
the employee feels that the talent management practice in the firm enable the HR team to
recruit a better talent who can manage in their organisational environment so it gives them a
productive result. 6 employee believes that the talent management practice improve the firm
performance as employee carrying out their task effectively which I aim to deliver a good
outcome.
Theme 2:
Practices of talent management must
required for organisational strategy
Respondents
Strongly agree 10
Agree
5
Disagree
2
Neutral 2
Strongly disagree 1
Total 20

1
0
5
10
15
20
25
practices of talent
management must
required for organisational
strategy
strongly agree
agree disagree
neutral strongly disagree
total
Interpretation: On the basis of graph it is concluded that the maximum 10 employees shows
their support as a strongly agree to implement the talent management practice in
organisational strategy.5 employee also shows their willingness to involve this practice in
workplace planning. 2 employee shows their disagreement on evaluating this practice in work
place. 1 employee remain neutral over the topic, and the 2 employee shows the strongly
disagreement over the topic.
Theme 3
Based on the analysis SF recruitment organisation need to implement the talent management
practice in their firm strategies. It will give them a better retention of the employees, also it
enables them to hire or recruit a top talent for their firm. It is advised to them to carrying out
their firm’s operation effectively they must need to conduct a activities for their employee so
they self analysed or develop a knowledge so it will reflect in their work and this activity also
enhance their work efficiency.

REFERENCES
Books and journals
Berger, L.A., 2020. Talent Management: Handbook. MGH.
Borisova, O.N. and et.al 2017. Talent management as an essential element in a corporate
personnel development strategy. Academy of strategic management journal. 16. p.31.

Cascio, W.F. and Aguinis, H., 2018. Applied psychology in talent management. SAGE
Publications.
Collings, D.G., Scullion, H. and Caligiuri, P.M. eds., 2018. Global talent management.
Routledge.
Crowley‐Henry, M., Benson, E.T. and Al Ariss, A., 2019. Linking talent management to
traditional and boundaryless career orientations: Research propositions and future
directions. European Management Review. 16(1). pp.5-19.
El Masri, N. and Suliman, A., 2019. Talent management, employee recognition and
performance in the research institutions. Studies in Business and Economics. 14(1).
pp.127-140.
Jayaraman, S., Talib, P. and Khan, A.F., 2018. Integrated talent management scale:
Construction and initial validation. Sage Open. 8(3). p.2158244018780965.
Maheshwari, V. and et.al 2017. Exploring HR practitioners’ perspective on employer
branding and its role in organisational attractiveness and talent
management. International Journal of Organizational Analysis.
Maurya, K.K. and Agarwal, M., 2018. Organisational talent management and perceived
employer branding. International Journal of Organizational Analysis.
McDonnell, A and et.al 2017. Talent management: a systematic review and future
prospects. European Journal of International Management. 11(1). pp.86-128.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
van Zyl, E.S., Mathafena, R.B. and Ras, J., 2017. The development of a talent management
framework for the private sector. SA Journal of Human Resource Management. 15(1).
pp.1-19.
Online
Talent Management, 2021. [online]. Accessed through <https://www.aihr.com/blog/what-is-
talent-management/>.
APPENDIX
1.What is the importance of talent management in the organisation?

 Recruitment process
 Employee retention
 Firm performance
2.Does the practices of talent management is needed in organisational strategy?
 Strongly agree
 Agree
 Disagree
 Neutral
 Strongly disagree
3. What are your recommendation for the organisation to evaluate the talent management practices?