Unit 11 Talent Management – A Key Component of HRM

The report discusses talent management strategies used by companies to improve employee performance. It includes a quantitative study of ASOS's talent management strategies and the benefits and challenges faced by the company. The report also covers the basic conceptual framework of talent management strategies, different strategies used by ASOS, and challenges faced by the company while implementing talent management strategies. The research is based on primary and secondary data collection methods.

Unit 11 Talent Management – A Key Component
of HRM

EXECUTIVE SUMMARY
The present report is about different talent management strategy used by the companies that contribute towards employee performance.
Also, with the help of quantitative study, different talent management strategies have been defined that is used by ASOS. Further, the
research is also based upon the primary and secondary data collection methods in order to identify the benefits and challenges faced by the
company while implementing talent management strategies. However, the key findings also entail that employees of ASOS satisfied with
the talent management strategies adopted by company and also shows that there is a positive impact over the company’s performance.
Overall, it can be stated that talent management strategies assist company to improve the retention rate and provide positive working
environment as well.

TABLE OF CONTENTS
INTRODUCTION......................................................................................................................3
Background............................................................................................................................3
Aim.........................................................................................................................................3
Objectives...............................................................................................................................3
Research Questions................................................................................................................3
Rationale.................................................................................................................................3
LITERAURE REVIEW.............................................................................................................3
METHODOLOGY AND DATA COLLECTION.....................................................................6
DATA ANALYSIS AND INTERPRETATIONS.....................................................................7
RESEARCH OUTCOMES........................................................................................................7
CONCLUSION AND RECOMMENDATIONS.......................................................................7
REFLECTION & RECOMMENDATION OF ALTERNATIVE RESEARCH METHODOLOGY 7
REFERENCES...........................................................................................................................8

INTRODUCTION
Background
The concept of talent management refers to the scope of HR processes in order to attract, develop and retain the high performing
employees. In simple terms, it aims at improvising the business performance and productivity through the way of engaging into highly
productive and engaged employees in order to make the business profitable (Poisat, Mey and Sharp, 2018). ASOS is taken as an organization
which is a British Online fashion retailer. In this research project, the researcher aims at effectively analysing the different talent management
strategies which are being utilized by the organization in order to achieve higher succession opportunities. For conducting this research
quantitative research method is being utilized which has helped in drawing better conclusion. This has research method has helped in answering
the various research questions along with the stated rationale.
Aim
The aim of the research is to effectively analyse the talent management strategies used by business to attain high succession opportunities, a
study on ASOS.
Objectives
 To understand basic conceptual framework of Talent management strategies.
 To investigate different strategies within talent-management used by ASOS.
 To analyse issues faced by ASOS while implementing Talent-management strategies within organisational functions.
Research Questions
 What is the basic conceptual framework of talent-management strategies?
 What are the various strategies used by ASOS within talent-management?
 What are those challenges and issues faced by ASOS during implementing talent-management strategies within organisational functions?

Rationale
The reason behind selection of this topic is determine and evaluate the various talent management strategies which are being used by
the businesses for the purpose of getting greater succession opportunities. This research is associated with the dual aspect which are personal and
professional needs. It will help in identifying the key challenges which are being faced by the organizations pertaining to implementation of
talent management strategies.
LITERAURE REVIEW
Theme 1: Conceptual framework of talent-management strategies.
According to Ganaie and Haque (2017) the talent management framework can be simply conveyed as the custom designed structures
which are built for the purpose of meeting up with the various human capital needs within a business entity. The core purpose of customisation is
to enhance the efficiency levels of the talent pool which results into retaining and attracting large group of talented employees. Author further
stated that recruitment and training programs involves incurring huge amount of expenditure to the organization and along with it involves
demanding considerable amount of time for executing the same. Thus, the talent management framework helps enabling the organization to
clearly determine the skill gap along with the human capital requirement in order to effectively fulfil the business goals.
As per Muriithi and Makau (2017) there are various reason which results into making it highly desirable for the people to attract the
best talent which results into making it possible for the organization to set the higher target which its talent pool can achieve. In addition to this,
the talent management framework also results into providing highly engaging and motivated employees which helps in effectively maintaining
the desired workplace environment which boosts the morale of the employees. This engaging environment and motivated employees
consequently lead to accomplishing the desired goals and objectives through the way of increasing or enhancing the performance of the
employees. This is very much important to understand that the highly motivated, engaging employees with the appropriate skill sets, led to
meeting up with the desired goals in a better and effective manner (Savanevičienė and Vilčiauskaitė, 2017). Therefore, the talent management

framework works on recognising the link between the employees and the organizational outcomes. In addition to this, aligning these aspects will
certainly leads to differentiation in a business entity.
Theme 2: Various strategies used by the organization within talent-management.
In terms of talent management strategies which are being utilized by the organization for the purpose of meeting with the desired goals
and objectives. The main objective behind using multiple strategies is to attract, retain and develop the best employees in the market. According
to Maben and Uchil (2019) there are number of strategies which are being used by the organization which involves making use of the power of
job description. This defines the organization’s success. It also outlines from where to get the right candidate. It involves job title, overall duties,
necessary skills, tools and equipment’s used and the salary benefits. This helps in making sure that the potential candidates for the job
specifically meets with the stated job description which helps the management in undertaking better decisions. Another strategy is assessing the
candidates cultural fit to the organization. This can be little tricky but a very useful strategy as it helps in determining whether the employee
would be able to able to adjust with the organizational culture. In order to analyse the right candidate based upon this strategy which involves
tone of voice, language, passion and the personal values.
As per Ayed and et.al. (2017) another strategy which is being used is the training and development opportunities which is being
provided by the employees which results into making them equipped with the latest changes and skill requirements. This talent management
strategy considered to be most important in regard to acquiring, retaining and developing the talents within an organization. The inability of the
company is to identify the relevance of it pertaining to the talent management results into losing of the talented employees. Thus, it is very much
crucial for the organisation to take account of this. Lack of understanding about the negative implication it can have over the business in terms of
talent management is very risky as there are chances that the organization might not be able to retain the top performing employees. This will
also together affect the overall productivity of the employees and the performance of the entire organization.
Theme 3: Challenges and issues faced by the organization during implementing talent-management strategies in an organization

According to van Zyl, Mathafena and Ras (2017) there are certain challenges which are being faced by the organization in regard to
implementing the various talent management strategies in an organization. One of the major issues faced is in respect to resistance to change
management. As with time, there are change in ways talent is being managed and carried out by the business. There is upgradation in the
technology which results into making it easier for the talent handling team for implementing the right set of strategies which helps in effectively
finding and hiring the right candidate. But sometimes, staff fails to adopt the change in system which results into posing as a challenge for the
organization. Along with this, implementing strategy has a challenge that it might affect the organizational culture. A new strategy is also an
upgradation to the existing and in the process of introducing the change in the organization, then there are chances that it might result into
affecting the behaviour of the existing employees which in turn is having an implication over the entire organizational working environment.
These two are the main causes behind the cropping up of challenges in the process of implementing the talent management strategies in an
organization. It requires undertaking relevant action at the right time helps in overcoming such issues and making it easy for employees to
effectively and readily adopt the changes.
METHODOLOGY AND DATA COLLECTION
Research type: There are mainly two types of research, one is qualitative and the other is quantitative. The qualitative research
involves, analysing the opinions, thoughts of the people in carry out the research while the quantitative research involves analysing the numerical
data, facts and figures in conducting the research (Basias and Pollalis, 2018). In this research, the researcher is using quantitative research which
will help in gathering relevant information using the research questionnaire.
Research Approach: It states about the way in which the information is being gathered and evaluated by the researcher. The research
approach is of two type, inductive and deductive. The inductive approach is sued under the qualitative research while the deductive used for the
qualitative research. This approach explores the already known theory and tests that whether that theory is valid under the various situations. In
simple terms, it involves formulation of hypotheses. In this research, the investigator has used deductive research approach which helps in
deriving desired outcomes for the research questions.

Research Philosophy: It involves stating the process which is being utilized for the purpose of evaluating the data pertaining to the
research topic. It is of two types, interpretivism and positivism. The positivism involves believing that the society shapes the individual and
incorporates making use of the quantitative methods while on the other hand, interpretivism is used in which individuals shape the society and
involves using qualitative methods (Ryan, 2018). In this study, the researcher is using positivism research philosophy as it assists the researcher
in gathering more appropriate in-depth knowledge pertaining to the research topic.
Data Collection: In respect to data collection, the research is making use of both primary and secondary sources of data collection.
Pertaining to the primary it is being collected through questionnaire and the secondary data is gathered through literature review. The usage of
both these data collection method has helped in gathering more detailed and accurate data which helped in carrying out the research in a better
way.
Sampling: It is defined as the process through which the sample is taken out form the large population. There are mainly two methods
for it, one is probabilistic sampling methods in which the sample is collected randomly while in the non-probabilistic sampling sample is pre-
determined. In regard to this research, the scholar has used probabilistic sampling method which involves collecting the data form the 30
employees of ASOS.
Data analysis: In respect to data analysis, there are two approaches, one is thematic analysis which involves analysing the data gathered
through the way of categorizing the research topic into various themes which helps in covering all the relevant dimensions or aspects of the
topic. On the other hand, is the SPSS, which is statistical tool or technique which is involves software packages used for carrying out the
statistical analysis. This is mainly used while conducting the quantitative research. Thus, in this research study, SPSS is used for effectively
analysing the data collected and gaining valuable from this which is used for drawing conclusion.
Ethical consideration: Pertaining to this study, the research has complied with all the required and relevant ethical code of conduct
(Knottnerus and Tugwell, 2018). In respect to the primary data collection, the researcher has taken prior consideration and written consent from
the participant and has also provided them with the option to even backout if they want to. In addition to this, confidentiality of the information
is also maintained by the researcher of the research participant and has also complied with the Data Protection act.

Limitations: The main limitation in this research study was in the context of availability of the time and money. This has resulted into
carrying out the survey with 30 participants only which resulted into gathering limited information only.
DATA ANALYSIS AND INTERPRETATIONS
Descriptive statistic
Statistics
How
long you
are
working
in
ASOS?
Are you aware
with the
concept of
talent
management?
Which of the
following
talent
management
strategies
used by
ASOS?
Do you feel
enough
transparency
within
company
while making
decision-
making
process?
Do you
receive
sufficient
praise and
recognition
for your
achievement?
Does
your
manager
allow
sharing
ideas
during
decision-
making
process?
What are the
benefits of
using talent
management
strategies
within
workplace?
Is there any
relationship
identified
between talent
management
and company\
s
performance?
What are the
issues faced
by company
while
implementing
talent
management
strategies?
N Valid 30 30 30 30 30 30 30 30 30
Missing 0 0 0 0 0 0 0 0 0
Mean 2.6000 1.5667 3.1667 1.3667 1.3667 1.3667 3.0667 1.5333 2.8667
Median 3.0000 1.0000 4.0000 1.0000 1.0000 1.0000 4.0000 1.0000 3.0000
Mode 3.00a 1.00 4.00 1.00 1.00 1.00 4.00 1.00 4.00
Std.
Deviation 1.13259 .67891 1.23409 .66868 .66868 .66868 1.17248 .77608 1.22428
Skewness -.189 .805 -1.046 1.638 1.638 1.638 -.825 1.067 -.454

Std. Error
of
Skewness
.427 .427 .427 .427 .427 .427 .427 .427 .427
Kurtosis -1.336 -.402 -.684 1.448 1.448 1.448 -.901 -.419 -1.462
Std. Error
of Kurtosis .833 .833 .833 .833 .833 .833 .833 .833 .833
a. Multiple modes exist. The smallest value is shown
Interpretation: From the descriptive statistic, it has been identified that average number of employees are aware with the concept of
talent management strategy and there are many strategies opted by ASOS that helps them to meet the defined aim. Apart from this, majority of
them also receive praise and recognition and there is a transparency between the employers and employees. However, the median value reflected
that 50% of them stated that there is a positive relationship identified between talent management and company’s performance.
Theme 1: most of the employees are working last 1 year
Frequency Percent
Last 6 months 7 23.3
From last 1 year 6 20.0
More than 2 years 9 30.0
More than 3 years 8 26.7
Total 30 100.0

Interpretation: Through the above table, it has been identified that 30% of them are working more than 2 years and 26% of them are
working more than 3 years.

Theme 2: Concept of talent management
Frequency Percent
Yes 16 53.3
No 11 36.7
Don't know 3 10.0
Total 30 100.0

Interpretation: The primary research reflected that most of the employees are aware with the concept of talent management such that 53%
of them are agreed and only 36% of them are not. Borisova and et.al., (2017) also reflected in their study that talent management strategies are
differ from HR strategy because it focused upon different aspect of employee and company’s performance.
Theme 3: Different talent management strategies used by the ASOS
Frequency Percent
Recruiting and attracting 6 20.0
Compensation and
rewarding 2 6.7
Training and development 3 10.0
All of these 19 63.3
Total 30 100.0

Interpretation: From the above, there are many talent management strategies opt by ASOS such that 20% of tjem stated recruiting an
attracting, while 6% of them stated compensation an rewarding. Also, 63% of them stated that all strategies are opted by the company that helps

manage employees. Lesenyeho, Barkhuizen and Schutte (2018) also supported that with the help of such effective strategy, company can
manage the resources and deliver the best outcome as well.
Theme 4: There is enough transparency within company while making decisions
Frequency Percent
Yes 22 73.3
No 5 16.7
Don't know 3 10.0
Total 30 100.0

Interpretation: Yes, employees of ASOS feel transparency during decision making because majority of the employee are stated yes and
only 16% of them are stated no. Therefore, it is also stated by Mahfoozi and et.al., (2018) that trhough enough transparency between employees
and employers, company is able to minimize the barrier of communication. This in turn helps to improve the employee performance and sustain
brand image.

Theme 5: Employees receive sufficient praise and recognition for achievement
Frequency Percent
Yes 22 73.3
No 5 16.7
Don't know 3 10.0
Total 30 100.0

Interpretation: Employees of the company receive sufficient praise and recognition for any achievement because 73% of them are stated
yes and only 5% of them are not. Thus, it is clearly reflected that ASOS have recognition policy under talent management which help to improve
the employee performance. Agarwal (2019) also supported in their study that rewards and recognition are key talent management strategy that
assist to encourage employee to make effective decision that contribute towards the company’s performance.

Theme 6: Managers allow them to share the ideas
Frequency Percent
Yes 22 73.3
No 5 16.7
Don't know 3 10.0
Total 30 100.0

Interpretation: Employees of ASOS can share their ideas during decision making process because majority of the employees are agreed with
the statement and only 5 out of 30 selected respondents are did not agreed. Therefore, Nasser (2019) reflected in their studies that if managers
allowed them to involve within any decision-making process then it create positive impact over the mind set and also contribute towards
productivity.

Theme 8: Benefits of using management strategies
Frequency Percent
Retention 5 16.7
Employee development 4 13.3
Improve culture 5 16.7
All of these 16 53.3
Total 30 100.0

Interpretation: In accordance with the above table and charts, it has been identified that there are different benefits of using talent
management strategies such that 16% of them stated it retain employees, while 13% stated that it helps in employee development, while 16% of
them stated that it improve culture. However, all of them agreed that all are consider as a key benefits for the company.

Theme 8: Relationship between talent management and company’s performance
Frequency Percent
Positive 19 63.3
Negative 6 20.0
Both 5 16.7
Total 30 100.0

Interpretation: There is a positive relatiobnship identified between TM startegy and company’s performance such that 63% of them are
agreed with this while 20% of them stated negative association identified. This is further supported by Turner (2017) that if company focused
upon TM, it helps to raise financial performance and also retain employees that takes a business art further level of success.

Theme 9: Issues faced by company while implementing talent management strategies
Frequency Percent
Resistance to change 6 20.0
Cultural differences 6 20.0
Poor leadership 4 13.3
All of these 14 46.7
Total 30 100.0

Interpretation: Through the above chart, it has been identified that there are many barriers faced by ASOS while implementing TM
strategy such that 20% stated resistance of change and cultural differences while 13% of them stated that poor leadership and 46% of them stated
that these all are consider as a key challenge for a quoted firm.

H0: There is no association between talent management strategy and company’s performance
H1: There is an association between talent management strategy and company’s performance
Correlations
Which of the following
talent management
strategies used by ASOS?
Is there any relationship
identified between talent
management and company\
s performance?
Which of the following talent management
strategies used by ASOS?
Pearson Correlation 1 .228
Sig. (2-tailed) .226
N 30 30
Is there any relationship identified between
talent management and company\s
performance?
Pearson Correlation .228 1
Sig. (2-tailed) .226
N 30 30
Interpretation: There is lower association identified between the talent management strategy and its impact over company’s performance such
that if there is a change in strategy then it only creates 25% impact over the company’s performance. Thus, null hypothesis is accepted over
alternative.
RESEARCH OUTCOMES
Enclosed in PPT

CONCLUSION AND RECOMMENDATIONS
Conclusion
By summing up above report it has been concluded that TM strategy adopted by ASOS in order to retain their employees. Also, through this
company engage their employees and improve the business performance. The entire study has been based upon quantitative that helps to make
valid and reliable information, so that researcher met the defined aim and objectives. However, through the primary research it has been
concluded that majority of the employees understand the talent management concept and quoted firm uses different management strategy to
improve the performance which include recruitment and selection, compensation and reward, training and development. Further, there is lower
association identified in which changes in company’s talent management strategy has create only 25% upon the company’s performance.
Recommendation
 It is to be suggested to ASOS to conduct one-to-one session to employees once in a month that helps to analyse the key issues, if they
faced any. This in turn improve the communication between senior authority with employees in order to generate the best outcome.
 It is further recommended to hire experts at workplace that assist to improve the barrier of resistance of change. Through this, company is
able to let the employees understand about the change.
 Also, ASOS must implement career development offerings that encourage employee to maintain long term relationship with company.
through this, quoted business may improve the overall performance.
REFLECTION & RECOMMENDATION OF ALTERNATIVE RESEARCH METHODOLOGY
Reflection
Throughout the entire research, I am able to enhance my learning with regard to talent management strategies. Along with this, I also
enhance my ICT skills because I use software and excel to present the data under data analysis section. Further, I also analysed that the present
research helps me to develop a deep understating pertaining to research methodology because earlier I have theoretical aspect of a study but with
the help of this study, I start applying the methods within research. Overall, I improve my communication and critical thinking abilities that

assist to meet the defined aim and derive valid results as well. Thus, I can say that it gives me an opportunity to understand research methods and
their effectiveness for the research project.
Recommendation
In future when the same research will be used, I ensure to use qualitative research type because talent management is based upon
theoretical key aspects. That is why, generating results by using the inductive research approach helps to meet the defined aim of a study.
Moreover, the chosen research methodology will also assist to determine core concept and theories associated with talent management.

REFERENCES
Books and Journals
Agarwal, R., 2019. Talent Management for Empirical Enlargement. International Journal of Engineering and Management Research
(IJEMR). 9(6). pp.83-86.
Ayed, T. L., and et.al., 2017. Taxonomy of Talent Management. Driving Multinational Enterprises Through Effective Global Talent
Management. pp.1-18.
Basias, N. and Pollalis, Y., 2018. Quantitative and qualitative research in business & technology: Justifying a suitable research
methodology. Review of Integrative Business and Economics Research. 7. pp.91-105.
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.
Ganaie, M. U. and Haque, M. I., 2017. Talent management and value creation: A conceptual framework. Academy of Strategic Management
Journal. 16(2). pp.1-9.
Knottnerus, J. A. and Tugwell, P., 2018. Ethics of research methodology requires a methodology of research ethics. Journal of clinical
epidemiology. 100. pp.v-vi.
Lesenyeho, D. L., Barkhuizen, N. E. and Schutte, N. E., 2018. Exploring the causal relationship between the antecedents and consequences of
talent management for early career academics in South African higher education institutions. SA Journal of Human Resource
Management. 16(1). pp.1-10.
Maben, A. S. and Uchil, R., 2019. Talent management strategies and customer delight: A conceptual study. Indian Journal of Marketing. 49(3).
pp.63-71.
Mahfoozi, A. and et.al., 2018. Developing a talent management model using government evidence from a large-sized city, Iran. Cogent Business
& Management. 5(1). p.1449290.
Muriithi, F. W. and Makau, M. S., 2017. Talent Management: A conceptual framework from Review of Literature and a research
agenda. Journal of Human Resource Management. 5(6). pp.90-94.
Nasser, F. M. A., 2019. The Reality Application of Academic Talent Management Strategies at King Faisal University. Journal of Institutional
Research South East Asia. 17(1).
Poisat, P., Mey, M. R. and Sharp, G., 2018. Do talent management strategies influence the psychological contract within a diverse
environment?. SA Journal of Human Resource Management. 16(1). pp.1-10.
Ryan, G., 2018. Introduction to positivism, interpretivism and critical theory. Nurse researcher. 25(4). pp.41-49.
Savanevičienė, A. and Vilčiauskaitė, B., 2017. Practical application of exclusive and inclusive talent management strategy in
companies. Business, Management and Economics Engineering. 15(2). pp.242-260.

Turner, P., 2017. Talent management in healthcare: exploring how the world’s health service organisations attract, manage and develop talent.
Springer.
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.

APPENDIX
Questionnaire
Demographic information
Name:
Age:
Gender:
1. How long you are working in ASOS?
 Last 6 months
 From last 1 year
 More than 2 years
 More than 3 years
2. Are you aware with the concept of talent management?
 Yes
 No
 Don't know
3. Which of the following talent management strategies used by ASOS?
 Recruiting and attracting
 Compensation and rewarding3
 Training and development
 All of these
4. Do you feel enough transparency within company while making decisions?

 Yes
 No
 Don't know
5. Do you receive sufficient praise and recognition for your achievement?
 Yes
 No
 Don't know
7. Does your manager allow sharing ideas during decision-making process?
 Yes
 No
 Don't know
7. What are the benefits of using talent management strategies within workplace?
 Retain employees
 Employee development
 Improve culture
 All of these
8. Is there any relationship identified between talent management and company\s
performance?
 Positive
 Negative
 Both

9. What are the issues faced by company while implementing talent management strategies?
 Resistance to change
 Cultural differences
 Poor leadership
 All of these
10. Please suggest the talent management strategies that can be implemented by ASOS.