Importance of Talent Management Strategies in Marks & Spencer: A Data Interpretation Study

This presentation discusses the significance of talent management strategies in Marks & Spencer through data interpretation. It covers various aspects such as the role of talent management in the organization, employee development, retention, and engagement, line managers' role, challenges faced by them, and the impact of talent management on employees and the organization. The study concludes that talent management strategies are crucial for the growth and success of the organization and should be invested in by Marks & Spencer.

Research Project
(Chapter 5: Data interpretation)

Q.1. Do you think that talent management plays significant role within the
organisation?
Frequency
a) Yes 15
b) No 10
c) Neutral 5

Q.2. As per you working experience, do you think that Marks & Spencer
follows strategies of talent management in their business strategy?
Frequency
a) Yes 25
b) No 5

Q.3. What is the role of talent management strategies used by Marks &
Spencer in their organisation?
Frequency
a) Employee development 6
b) Employee retention 8
c) Enhancing employee on-board experience 9
d) To meet requirement of employees 7

Q.4. Do you ever felt that line managers and leader within the organisation
play important role in employee development?
Frequency
a) Yes 26
b) No 4

Q.5. What is the importance of employee development within business
functions of Marks & Spencer?
Frequen
cy
a) Improve staff abilities and skills 6
b) Increase in employee retention 4
c) Higher growth and success of a company 7
d) Improve employee performance 3
e) Employee engagement 5
f) Attract talent and skilful employees 5

Q.6. What are the strategies used by line managers and leaders of Marks &
Spencer in employee development?
Frequency
a) Performance management 4
b) Fair recruitment and selection 6
c) Employee motivation strategies 7
d) Effective communication 3
e) Dealing with employee conflicts 5
f) Contingency practices 5

Q.7. What are the major challenges faced by line manager and leaders of
Marks & Spencer within the process of employee development?
Frequency
a) Change resistance by employee 5
b) Ineffective business processes 6
c) Workforce breakdown 7
d) Performance appraisal 6
e) On job training to employee 6

Q.8. Do you agree that by instigating talent management strategies in the
organisation multi-dimensional success can be given to employees and the
organisation?
Frequency
a) Strongly agree 15
b) Strongly disagree 10
c) Can’t say 5

Q.9. Do you think that Marks & Spencer should invest their resources and
efforts in developing talent management strategies?
Frequency
a) Yes 26
b) No 4

Q.10. Being an employee, did you feel that employee development make you
feel valued in the organisation?
Frequency
a) Yes 30
b) No 0

Q.11. As per your opinion, does employee development help you in
managing responsibilities at your job role?
Frequency
a) Yes 30
b) No 0

Thank you