Importance of Talent Management Strategies for Employee Development and Retention in H&M: A Case Study

RESEARCH PROJECT

Table of Contents
CHAPTER ONE: INTRODUCTION..........................................................................................................................................................4
Background of the study:.........................................................................................................................................................................4
Research Aim:.........................................................................................................................................................................................4
Rationale:.................................................................................................................................................................................................4
Research objectives:................................................................................................................................................................................4
Research Questions:.................................................................................................................................................................................5
Significance of the research:....................................................................................................................................................................5
CHAPTER 2: LITERATURE REVIEW.....................................................................................................................................................6
Theme:1 To develop an understanding towards the concept of talent-management and its needs within an organization....................6
Theme:2 To identify the strategies of talent management used by the Line managers and leaders in order to retain employees within
H&M........................................................................................................................................................................................................7
Theme:3 To investigate the different roles and responsibilities performed by the Line managers and leaders in relation to their
workforce.................................................................................................................................................................................................7
CHAPTER 3 RESEARCH METHODOLOGY..........................................................................................................................................9
Research methodology.............................................................................................................................................................................9
Research philosophy................................................................................................................................................................................9
Research approach.................................................................................................................................................................................10
Research strategy...................................................................................................................................................................................10
Data collection.......................................................................................................................................................................................10
Research Tools.......................................................................................................................................................................................10

Sampling................................................................................................................................................................................................11
Ethical considerations............................................................................................................................................................................11
Research limitations...............................................................................................................................................................................11
CHAPTER 4- DATA ANALYSIS............................................................................................................................................................12
CHAPTER 5 DISCUSSION......................................................................................................................................................................32
CHAPTER SIX: Conclusion, Recommendation and Implications of further research.............................................................................33
Conclusion:............................................................................................................................................................................................33
Recommendation:..................................................................................................................................................................................33
Implications for further research:..........................................................................................................................................................34
REFERENCES............................................................................................................................................................................................1
APPENDIX..................................................................................................................................................................................................2

Topic: Importance of talent management strategies used by line managers and leaders to develop and retain employees in the
organisation.
CHAPTER ONE: INTRODUCTION
Background of the study:
This research study is based on the using the effective talent management strategies within the H&M Company. H&M company
is the multinational clothing company and it is based in the Sweden (Segran, 2019). The research study will be focusing on this
organisation regarding the topic that is the talent management strategies which are ton be used by the line managers as well as the
leaders for the development and retention of the employees. By using the quantitative research this research will be conducted which
will help in effectively gathering and analysing the data.
Research Aim:
To ascertain the importance of the talent management strategies which is used by the line managers and the leaders for development
and retention of the employees within organisation. A case study on H&M
Rationale:
The main reason behind conducting this research study is to make understand the leaders and the line managers that using the
effective talent management strategies will help them in retaining the talented and the skilled employees within the company. This
research will help the employees as well for getting the motivation and inspiration from their leaders and the line managers. By seeing
the need of the talent management strategies within the organisation this research study has been conducted so that this will create the
awareness among the leaders and line managers to use the effective talent management strategies for the employee retention within the
organisation. The topic of this research stud has been found very important and sop this topic was selected regarding this research
study (Opfer, 2020). The main purpose of conducting this research study is to create the awareness of retaining the employees by
using the effective talent management strategies by the leaders and the line managers.

Research objectives:
 To understand the concept and need of talent management practices within the organisation
 To examine the talent-management strategies which are adopted by the line managers and the leaders for development and
retention of the employees within the organisation
 To analyse the different roles and the responsibilities which are performed by the line mangers and the leaders regarding the
employees within the organisation
Research Questions:
 What is talent management practice and its need for the organisation?
 What are the talent management strategies which are adopted by the line managers and leaders for the development and
retention of the employees within organisation.
 What are the roles and the responsibilities which are performed by the line managers and the leaders regarding the employees
at the workplace within the H&M
Significance of the research:
This research is highly important within the present time as it has been identified that using the effective talent management
strategies will enable the line managers and the leaders to retain the skilled and the talented employees within the organisation. The
research study is very significant which will help the companies to maintain their productivity level. This research will help the line
managers and the leaders to use and adopt the effective strategies which will help them in improving the overall performance of the
organisation.

CHAPTER 2: LITERATURE REVIEW
Theme:1 To develop an understanding towards the concept of talent-management and its needs within an organization
According to Nawangsari, and Sutawidjaya, , (2019), talent management can be defined as a process used by the companies in
order to recruit and hire employees that are highly productive in nature and can stay within the company for longer duration of time.
This process is implemented within an organization strategically which in turn helps the company in improving the overall
organizational performance of the enterprise within the market. It has been identified that the use of talent management within an
enterprise helps them in interrelating the talents goals with the bigger objectives associated with the enterprise within the market.
Also, it allows the companies to make use of data in order to make better decisions within the company and help them in enhancing
their overall performance.
As investigated by Hongal, and Kinange, (2020), it can be stated that there are a number of advantages of implementing the
use of talent management within the enterprise. The major advantages associated with the enterprise includes minimizing the
disruptions, enhancement of the productivity of the workforce, minimizing the cost associated with the business operations, and lastly,
helps the enterprise in giving rise to innovations within the company. It helps in minimizing the disruptions by quickly filling the open
positions within the company so that the company can carry out its business operations smoothly. Similarly, the company conducts
regular training and development programmes which helps them in enhancing the productivity of the workforce in the enterprise. The
talent management helps the company in focusing on employees that have sufficient knowledge in the required field rather than
investing on the ones that are new and have the least knowledge. Lastly, the use of talent management has also been found helpful
innovating something new. However, according to Schreuder, and Noorman, (2018), it has been determined that carrying out the
process of talent management within small business is quiet difficult. This is because, there are times when small business owners
hires part-time workers in their company but making them stay for long by trying to train them in their respective field is not an easy
job.

Theme:2 To identify the strategies of talent management used by the Line managers and leaders in order to retain employees within
H&M
As per the views of Luna-Arocas, Danvila-Del Valle, and Lara, (2020), it has been identified the talent management strategies
used by a company plays an essential role in achieve the goals and objectives set by the company in the market. The talent
management strategies are referred to a tool, tactic or a process that helps the companies in effectively managing the talent of the
company including both i.e., the existing ones and the potential talent of the companies. Similarly, the talent management strategies
adopted by the line managers and the leaders of the H&M includes the tracking the performance of the workforce, develop and
promote the culture of feedbacks, provide recognition and rewards, work in order to improve the motivation of the employees, provide
opportunities for the career development of the employees, and develop the culture of mentoring.
As investigated by Chen, Lee, and Ahlstrom, (2021), the tracking and measuring the performance of the employees helps the
company in determining whether their employees are growing in terms of their productivity, working efficiency, knowledge and the
way of working or not. This in turn forms a basis for the company in evaluate the performance of their employees and determine the
ones that needs training and also the ones whose efforts need to be recognized. This encourages the employee to work hard for the
company and contribute their part in the success of the organization. Similarly, the company promotes the culture of feedback in the
company as it helps them in identify the areas of the company that needs to be modified. Also, the employers are free to convey their
feedbacks with respect to the performance of the employees. When the management of the company identifies that if the employees
are doing great in their existing position, the company also provides them with a superior designation on the basis of their performance
in order to motivate them.
Theme:3 To investigate the different roles and responsibilities performed by the Line managers and leaders in relation to their
workforce
As per the views presented by Gupta, (2019), it has been identified that there are various roles and responsibilities associated
with the position of a line manager within an organization. The major roles and responsibilities associated with the job role of line

managers within an enterprise includes effectively managing employees within the company, make sure that their team has been able
to achieve the goals set by them, conduct regular training and development programs, mentoring the new joiners as and when it is
required by them, ensuring that their department or team does not the expenses in context with the set budget hiring , recruiting and
granting leaves to the workforce in the company. The first and foremost responsibility of the line managers includes managing the
workforce within the company or their specific department by determining if there are sufficient number of employees or there is a
requirement to hire the new ones. Similarly, the managers grant leaves to the employees as and when it is required by them and
manage their work accordingly. They also monitor the performance of the workforce within the company and identify if there is a
need for conducting the training programs.
Sharipov, Krotenko, and Dyakonova, (2020) also states that it is the responsibility of the line manager of a company to check
whether their team has been able to achieve the objectives set by them or not. If not, then identify the reasons and work on them in
order to enhance the performance of the company. The line managers also check whether their team is working within the budget limit
set by them, or they are exceeding the limit. If the employees are not being able to maintain the expenses with the set budget, then the
managers tries to determine the reasons behind them and support them with the justifications in front of the Senior managers.