Talent Management Strategies and Employee Retention: A Study on Morrisons

This report focuses on the impact of talent management strategies on the success of Morrisons and employee retention. It includes a literature review, research methodology, findings, and recommendations.

Unit 11–Research
Project

Table of Contents
Chapter 1: Introduction....................................................................................................................3
Chapter 2 : Literature Review..........................................................................................................4
Chapter 3: Research Methodology..................................................................................................9
3.1 Research Approach................................................................................................................9
3.2 Research Strategy..................................................................................................................9
3.3 Research Methodology........................................................................................................10
3.4 Research Tools.....................................................................................................................10
3.5 Sampling..............................................................................................................................10
3.5.1 Identifying Population and Research Site.........................................................................11
3.5.2 Sampling Strategy.............................................................................................................12
CHAPTER 4 FINDINGS (DATA ANALYSIS AND PRESENTATION)..................................13
CHAPTER 5 DISCUSSION (INTERPRETATION)....................................................................14
Conclusion.....................................................................................................................................18
Recommendation...........................................................................................................................19
Implications for Further Research.................................................................................................20
References......................................................................................................................................21

Title
To investigate the way talent management strategies influence the success of an organisation
and retention of employees. A study on Morrisons
Chapter 1: Introduction
In this modern era, companies are more focused about their employees because it is considered
that employees are the main assets and key of success of the organization. Human resource
department is mainly concerned about the employees and their day to day activities. The main
motive of the HRM is to maintain the functional activities of the employees in an organization.
HR manager of the company is mainly responsible to manage various practices like recruitment
process, selection procedure, training sessions, development, performance appraisal and most
importantly talent management. It is determined that talent management is containing as the most
appropriate technique which can useful to attract and also retain the fresh and top talent in an
organization (Anlesinya and Amponsah-Tawiah, 2020). The primary purpose of this report is to
focus on the talent management and also maintain the effectiveness of the talent management in
order to maintain the overall performance of the employees and organizations both. This report is
based in the Morison organization which is most famous retailer brand in the United Kingdom
founded by the William Morrison in 1899. This is a global brand which is offering various goods
and services across the whole globe. In this research study, researcher will discuss about the
significance of the talent management for the development of the organization and also conduct
small scale research so that research will consider the specific outcomes in order to farm most
effective conclusion.
Research Aim:
“To investigate the way talent management strategies influence the success of an organisation
and retention of employees.” A study on Morrison
Research Objectives

 To understand the basic concept of talent management and identify how talent
management strategies influence the success of company.
 To determine the different human resource policies, procedures and processes that
promote talent management strategies in retaining employees within Morrison’s
 To identify the challenges faced by Morrison’s while promoting talent management
strategies
 To recommend various human resource policies, procedures and processes to develop
talent management strategies for the success of Morrisons
Research Questions
 Explain the concept of talent management and how talent management strategies
influence the success of company?
 What are the different human resource policies, procedures and processes that promote
talent management strategies in retaining employees within Morrison’s? In
 What are the challenges faced by Morrison’s while promoting talent management
strategies?
 What are the various human resource policies, procedures and processes to develop talent
management strategies for the success of Morrison’s?
Chapter 2 : Literature Review
Talent management and how talent management strategies influence the success of
company
According to the Hannah Malmstrom, ( 2021), revealed that it is critical to consider how you
invest in your employees as a company It's vital for every firm's survival and growth to build the
right strategies for developing company personnel, from recruitment to advancement. Among the
most successful ways to do this is to design a people strategic strategy that is personalised to
their organization's goals. Talent management entails acquiring top-tier employees, extending
their knowledge and abilities through training, motivating them to enhance their performance,

and creating a healthy work environment. When properly handled, these methods can motivate
employees, allowing the company to achieve its goals and objectives. The company employs
personnel management tactics such as using internal training tools, standardising talent review
and on boarding processes, tracking and measuring performance, providing feedback and
reviews, and recognising and rewarding top performers, among many others.People are more
involved at workplace when they believe their supervisor to be enthusiastic regarding their
professional growth (Borisova and et. al., 2017). If there are no opportunities for promotion, they
are more likely to leave a firm. Companies, on the other hand, give a chance to expand their
understanding and skills while also helping them to master their roles by providing them with a
professional development path. These career development strategies also benefit your firm,
leading to higher staff retention, greater highlighting key, productivity increases, and improved
efficiency (Bradley, 2016).
According to Gallardo-Gallardo, Thunnissen and Scullion (2020), determined that the
process of attracting, selecting, and retaining outstanding people in an organisation is known as
talent management. The fundamental goal of performance management is to find available
employment opportunities, hire qualified people, enhance skills and qualifications, and
successfully retain personnel in order to meet the mission and objectives. Talent management
programs influence an organization's success by providing knowledge and strategies for altering
and improving the firm. Because they directly handle all of the company's human resources, they
have a lot of clout. With the help of retention strategies, the company manages its personnel in
just such a way that they stay with the organization for a longer duration (Froese, and et. al.,
2020). This procedure of acquiring, selecting, and retaining an industry's top employees is
known as talent acquisition. To achieve company objectives and aims, talent management's
major goal is to identify available employment opportunities, hire qualified people, improve
skills for the position, and successfully retain personnel. The organizational performance is
influenced by talent management techniques, which provide knowledge and strategies for
altering and improving the company. The organisation can identify the most talented individuals
and enhance the functioning of the recruitment process by implementing talent management
tactics. Talent management methods have an impact on the organisation because they directly
handle all of the business's people resources. With both the help of talent management strategies,
the company manages its personnel in such a way that they stay longer in the company.

Employees that work for the company achieve personal goals as well as the company's goals in a
shorter amount of time. With the use of talent management techniques, a firm may attract a big
team of elite and skilled customers who can aid the firm achieve its goals and contribute to its
smooth operation (Gallardo-Gallardo, Thunnissen and Scullion, 2020).
Different human resource policies, procedures and processes that promote talent
management strategies in retaining employees within Morison’s
According to the Robert Half m (2021), revealed that on boarding and orientation are widely
regarded as the most effective practises for improving employee productivity. Every new hire
should be set up for success from the start. The on boarding process for new employees should
teach them not only about the job, but also about the culture of the company and how they may
contribute to and thrive within it. This is an important first step that must not be skipped. The
financing and mentorship and you provide right away, whether it is in person or online, can set
the standard for the remainder of your enterprise’s success. Apprenticeship programmes are also
deemed to be excellent practises that can help employees maintain their performance and
experience. Linking a potential staff with a mentor in a remote work setting is an excellent
addition to the expanded on boarding process. Mentors can aid newcomers in acclimating to the
company, as well as providing guidance and counsel. It's also a major boon: teammates learn the
ropes from skilled veterans while simultaneously offering their supervisors with innovative
things (Kaliannan, Abraham and Ponnusamy, 2016).
According to Bradley (2016), revealed that the main motive of human resource practises
for identifying, recruiting, promoting, motivating, and sustaining strong employees is known as
talent management. Talent management methods are targeted at boosting the company's overall
performance. Talent management practices, to put it another way, are a plan of action for
improving employee performance. The method of talent management entails identifying
available positions, developing skills to match the job, hiring suitable and skilled candidates, and
retaining a large number of people in order to achieve the organization's goals. Planning,
acquiring talent, choosing, developing, retaining, and transferring are the procedures and
processes of human resource policies. Human resource requirements and needs, such as skills,

job descriptions, and so on, are established throughout the planning process(Maurya and
Agarwal, 2018). Another key technique is retaining the correct kind of people in the company so
that they can perform better and meet goals. As a result, every human resource method and
practise that promotes talent management is extremely crucial.
Challenges faced by Morrison while promoting talent management strategies
According to Anlesinya and Amponsah-Tawiah (2020), explained that companies encounter a
variety of obstacles while promoting talent management techniques since it is not an easy
undertaking. For their development and promotion, patience and the right time period are
required. Company faces a number of issues when it comes to marketing talent management
techniques(McCracken, Currie and Harrison, 2016). One of the issues that become a barrier in
the development of talent management techniques is a poor hiring strategy. Company lacks a
robust staffing management strategy, which results in a lack of acceptable and defined outcomes.
As a result, employees are less likely to join the organisation, and the aims of the research aren't
met. Another major problem that are facing by the company in marketing their talent
management plan is poor leadership. Company is unable to promote talent management practises
in an efficient and effective manner due to weak administration.
The workforce is rapidly evolving, and many firms are striving to stay up with emerging workpla
ce cultures by updating their personnel management processes.
Companies which simply can not compete with today's workers' expectations will notice a drop i
n performance management - and a proportional drop in their truth of the matter.Gathering feedb
ack on a regular basis is a critical talent management task for HR. This is also considered as the
main challenge.
Employees have expressed dissatisfaction with the usual yearly performance review procedure. I
nstead, they want realtime, positive and negative feedback sent at least twice a quarter.
Over the last five years, the job market has transformed substantially, from employer-centric to n
early exclusively candidatecentric. As organisations fight to keep current staff and fill any openin
gs swiftly, acquiring best players will be a huge problem.thinking companies are already prepare
d for a talent shortage by developing their talent branding (Pandita and Ray, 2018).

Various Human Resource Policies, Procedures and Processes To Develop Talent
Management Strategies For The Success Of Morrisons
According to Sparrow (2019), identified that company has a number of policies, processes and
procedures in place to help them and establish personnel management initiatives. The first step in
designing people management strategies for a business' culture is to identify the organization's
objectives. It is vital to determine the objectives since only then can people be acquired and
recruited to help the organisation achieve its objectives. Keeping culture at the forefront is
another aspect that is considered in building people management strategies. The organisation
concentrates on finding candidates who can successfully fit into the company's culture. Through
talent management tactics, a company can discover the most skilled individuals and improve the
recruitment process' performance (Narayanan, and et. al 2019).
The workforce is rapidly evolving, and many firms are striving to stay up with emerging
workplace cultures by updating their personnel management processes. Companies which simply
cannot compete with today’s workers’ expectations will notice a drop in performance
management – and a proportional drop in their truth of the matter. Gathering feedback on a
regular basis is a critical talent management task for HR. Employees have expressed
dissatisfaction with the usual yearly performance review procedure. Instead, they want real-time,
positive and negative feedback sent at least twice a quarter (Tafti, Mahmoudsalehi and Amiri,
2017).
Over the last five years, the job market has transformed substantially, from employer-centric to
nearly exclusively candidate-centric. As organisations fight to keep current staff and fill any
openings swiftly, acquiring best players will be a huge problem.(Thunnissen and Buttiens, 2017).
Forward-thinking companies are already prepared for a talent shortage by developing their talent
branding (Sparrow, 2019).
Chapter 3: Research Methodology

3.1 Research Approach
 Inductive Approach – Inductive reasoning, on the other hand, proceeds from specific
facts to bigger assumptions and concepts. This is known as a "bottom - up approach"
approach (note the difference between "bottom up" and "bottoms up," which is what the
bartender says to customers when he's trying to close for the moment!). In an inductive
technique, the researcher starts with specific observations and measurements and
afterwards searches for order to assure continuity. In order to complete this research,
inductive approach is used which can useful to maintain the observation and quality
information of research. In order to complete this report, deductive approach will be used
which can useful to analyze the information in an appropriate way.
 Deductive Approach - Deductive approach operates from the broadest to the narrowest
level of abstraction. This is sometimes referred to as a "top-down" method. We could
start by formulating a hypothesis regarding our area of interest. Then we limit it down to
more precise hypotheses that can be tested. When researchers collect observations to
address the hypotheses, we narrow things down even more. This allows us to test
assumptions with specific facts, resulting in validation (or rejection) of our original
theories.
3.2 Research Strategy
Researcher can utilize the qualitative and research as a specific research study which are
discussed below-
 Qualitative Research – This form of research method aids in the preservation of
research quality. Qualitative research can be used to gather high-quality information.
The qualitative technique is an inductive strategy that uses a variety of resources like
observations, inquiry, and telephonic interview to produce the highest quality
information possible. To conduct the current study, the researchers used a qualitative
research method, which can help to retain the research's integrity.
 Quantitative Research – To acquire data from the target audience, this strategy

relied on numerical data and figures. This methodology used a deductive strategy to
acquire information from the respondents, which could also aid in maintaining the
research's credibility limitations. There are a variety of ways to obtain qualitative
data, including questionnaires, surveys, and online surveys. Qualitative research is
also taken into account for the current study since it can help preserve the data's
reliability.
3.3 Research Methodology
The research technique serves as a roadmap for completing the project in the most efficient way
possible. The research method is beneficial in obtaining adequate data from the community
(Wang and et. al., 2019). The researcher employs two sorts of research methods that are
explored further below:
3.4 Research Tools
There are some specific research tools are determined that interviews, surveys, observations,
focus groups. These tools are considered as the most popular primary market research
methodologies. Some other tool is also considered by the researcher such as Case Studies,
Checklists, Interviews, and Observations.
3.5 Sampling
Sampling is a technique framework that can assist in determining the different figures of
observations from a big population. There are two sorts of sampling techniques: probability
sampling and non-probability sampling. The probability sampling method is utilised to carry out
the current research since it can help to target the population randomly and collect appropriate
data. The sample size for this study is 30 people. The researcher gathered information from 30
Morrison’s employees and collected all of the answers at random.
3.5.1 Identifying Population and Research Site
Data Collection

Data collection is an important research technique that can assist in obtaining the most
relevant data from the target audience. Researchers can collect data using a variety of
ways, including primary and secondary data collecting. The following is a description of
all of these data collection techniques:-
 Primary Data collection - This data gathering method is beneficial in providing
unique as well as first data, which helps to retain the information's relevance.
Observation, interview, questionnaire, and survey are all methods that researchers
might use to get actual data. To complete the current study, a primary data collection
approach was considered, as it can assist in providing original and valid information
that is relevant to the researcher. The key advantage of this data collection strategy is
that it can save time while still providing reliable information.
 Secondary Data Collection – This method is thought of as second-hand data that
has already been gathered and used by others. Books, webpages, articles, periodicals,
and publications can all be used to gather secondary data collected. This technique is
beneficial for providing in-depth knowledge and comprehension of the research issue
so that the researcher may easily gain relevant knowledge and apply that knowledge
and information to obtain appropriate results. This is a more time-consuming
procedure that yields excellent results.
Questionnaires
QUESTIONNAIRE
Q1.Do you have any idea about the concept of talent management?
Yes
No
Q2. As per your view point, Is the talent management strategies have influences upon
organisational success?
Yes
NO
Q3.What is the different human resource policies, procedures and processes that promote

talent management strategies in retaining employees within Morrison’s?
Programs for mentorship
On boarding and orientation
Q4.What are the various human resource policies, procedures and processes to develop
talent management strategies for the success of Morrison’s?
Identify the organization's objectives.
Keeping culture at the forefront
Q5. What are the main advantages of applying talent management strategies for Morrison?
Attracting high potential talent
Succession Planning
Employees Retention
Effective on boarding experience
Q6. Any suggestion for further improvement
3.5.2 Sampling Strategy
In this study, stratified random sampling is utilized it is considered as a random sampling
is techniques in which a researcher splits a larger population into smaller units that just don't
coincide but yet reflect the full population. Organize these groups while sampling, and then take
a representative sample from the population independently.
CHAPTER 4 FINDINGS (DATA ANALYSIS AND PRESENTATION)
This is essential chapter of research in which data is analyzed with assistance of
frequency distribution table.
Q1.Do you have any idea about the concept of talent management? FREQUENCY
Yes 28
No 2
Q2. As per your view point, Is the talent management strategies have
influences upon organisational success?
FREQUENCY
Yes 25

NO 5
Q3.What is the different human resource policies, procedures and
processes that promote talent management strategies in retaining
employees within Morrison’s?
FREQUENCY
Programs for mentorship 10
On boarding and orientation 20
Q4.What are the various human resource policies, procedures and
processes to develop talent management strategies for the success of
Morrison’s?
FREQUENCY
Identify the organization's objectives. 16
Keeping culture at the forefront 14
Q5. What are the main advantages of applying talent management
strategies for Morrison?
FREQUENCY
Attracting high potential talent 10
Succession Planning 5
Employees Retention 8
Effective on boarding experience 7
Q6. Any suggestion for further improvement
CHAPTER 5 DISCUSSION (INTERPRETATION)
Within respective chapter of research, discussion is done through interpreting the data through
showing graph, bar charts, pie charts and others.
Theme 1: Any idea about the concept of talent management?
Q1.Do you have any idea about the concept of talent management? FREQUENCY
Yes 28
No 2

28
2
Yes
No
Interpretation: Talent management is vital aspects as it is a procedure of attracting, selecting
and retaining the top employees in organisation. The main purpose of talent management is to
identify vacant job positions, hire suitable candidates, develop skills for matching the position
and retain employees successfully. As per the above graphical representation, it has been
interpreted that out of 30 participants, 28 are in favour of yes and rest of them are responding
towards no.
Theme 2: Talent management strategies have influences upon organisational success.
Q2. As per your view point, Is the talent management strategies have
influences upon organisational success?
FREQUENCY
Yes 25
NO 5

25
5
Yes
NO
Interpretation: As per the above graphical representation, it has been interpreted that out of 30
participants, 25 are saying yes as they know that talent management strategies influence the
success of organisation by offering knowledge and strategies for changing and making
improvement in company. Through influence the company because they directly manage every
human resource of the company. With the assistance of talent management Strategies Company
manages the employees in such a manner that retain in the company for longer period. And rest 5
of them are in favour of no.
Theme 3: Different human resource policies, procedures and processes that promote talent
management strategies in retaining employees within Morrison’s.
Q3.What is the different human resource policies, procedures and
processes that promote talent management strategies in retaining
employees within Morrison’s?
FREQUENCY
Programs for mentorship 10
On boarding and orientation 20

10
20
Programs for mentorship
On boarding and
orientation
Interpretation: There are different human resource policies, procedures and processes that
promote talent management strategies in retaining employees within Morrison’s. Some of them
are programs for mentorship, On boarding and orientation etc. So, As per the above graphical
representation, it has been interpreted that out of 30 participants, 10 are responding towards
program mentorship and other 20 are saying on boarding and orientation.
Theme 4: Various human resource policies, procedures and processes to develop talent
management strategies for the success of Morrison’s
Q4.What are the various human resource policies, procedures and
processes to develop talent management strategies for the success of
Morrison’s?
FREQUENCY
Identify the organization's objectives. 16
Keeping culture at the forefront 14

16
14 Identify the organization's
objectives.
Keeping culture at the
forefront
Interpretation: There are various human resource policies, procedures and processes such as
identify organisational objectives, keeping culture at forefront and others which are helpful to
develop talent management strategies for the success of Morrison’s. So, As per the above
graphical representation, it has been interpreted that out of 30 participants, 16 are in favour of
identify organisational objectives and other 14 are responding towards keeping culture at
forefront.
Theme 5: Main advantages of applying talent management strategies for Morrison.
Q5. What are the main advantages of applying talent management
strategies for Morrison?
FREQUENCY
Attracting high potential talent 10
Succession Planning 5
Employees Retention 8
Effective on boarding experience 7
10
58
7
Attracting high potential
talent
Succession Planning
Employees Retention
Effective on boarding
experience

Interpretation: There are various main advantages of applying talent management strategies
such as attracting high potential talent, succession planning, employee retention, and effective on
boarding experiences many more. So, As per the above graphical representation, it has been
interpreted that out of 30 participants, 10 are in favour of attracting high potential talent, 5 are
responding in context of succession planning, 8 are saying employee retention and rest 7 of them
are with effective on boarding experiences.
Theme 6: Any suggestion for further improvement.
Q6. Any suggestion for further improvement
Interpretation: Respective company should undertake advanced level training sessions for their
existing employees so that they can update their skills and knowledge based on current market conditions,
which will help to boost employees' performance. In addition to it, they also have to provide continual
feedback and analyse their employees' productivity so that they should successfully enhance their
performance effectively.
Conclusion
As a result of this study, it can be concluded that in order to manage a successful business
project, it is required to follow a project management plan in a systematic manner, which will aid
in the proper completion of each research assignment. The topic of talent management
techniques for corporations is discussed in this study. With the help of this analysis, it has been
proven that talent management techniques are effective in recruiting and keeping the best and
brightest employees within a company. This paper conducted an initial study to assist fully
comprehend the many advantages of talent management techniques, which can bring numerous
benefits to each and every employee of the company. Some organizations face a variety of
obstacles and issues as a result of a lack of practice with these tactics, which can negatively
impact their productivity. This research mainly focused about the two methods like primary and
secondary method for data collection methods to create an effective and in-depth grasp of the
talent management topic, making it easier for the researcher to synthesize all of the information
and produce the best report output. This project also includes a number of tips that might assist
the organization in effectively considering all talent management tactics.

Recommendation
According to the discussion, talent management is extremely important, and it may help
organisations increase their workforce's quality and productivity. With both the help of data
collection, it was determined that the vast percent of workers appreciate talent management and
have individuals having to this method. Based on relevant findings, the researcher has provided
numerous recommendations to Morrison's, which is a well-known retailing organisation. These
recommendations are provided below:-
 Retail organisations should focus on specific processes and regulations that could help
workers are more productive. In order to effectively boost their motivation level, the
company can provide numerous incentives, facilities, compensation, and other financial
and non-financial perks to their employees (Aşç, 2017).
 The company would concentrate on creating and implementing specific efforts, including
marketing campaigns and a mindfulness based technique. All of these initiatives help to
increase employee morale so that they may operate while getting overwhelmed and
contributing to the company's success to the fullest extent possible (Berliandaldo and
Hidayat, 2017).
 Organizations in the retail sector should undertake advanced level training sessions for
their existing employees so that they can update their skills and knowledge based on
current market conditions, which will help to boost employees' performance.
 Companies must provide continual feedback and analyse their employees' productivity so
that they should successfully enhance their performance in comparison to prior
performance, allowing them to complete all routine tasks in a timely and efficient manner
(Carpenter, 2017).
 Retail sector organisations can conduct proper communication among their employees
using specific talent management tactics, allowing all employees to work together in a
team without conflict or conflicts. It also can help to reduce management-related
problems and complaints. Communication process also aids in employee satisfaction,
allowing them to build strong communication with the customers and clients.

 The workforce is rapidly changing, and many businesses are altering their personnel
management systems to keep up with changing workplace cultures. Companies that are
unable to meet the expectations of today's workers will see a decline in performance
management – and, as a result, a proportional drop in their truth of the matter. An
important talent management duty for HR is gathering feedback on a regular basis.
Individuals have voiced their discontent with the traditional yearly performance review
process. They prefer real-time positively and negatively comments provided at least twice
a month (Chung and D’Annunzio-Green, 2018).
Implications for Further Research
This research is mainly focused about the talent management and its strategies which can
provide the various benefits for the development of the organisation. In this research study,
researcher mainly concerned about the retailing organisation and the focus area is techniques and
benefits of the talent for the organisation (Ford, 2017). For the further research study, researcher
can concentrate on the other industries and will identify various practices of the talent
management for the development of the organisation.

References
Anlesinya, A. and Amponsah-Tawiah, K., 2020. Towards a responsible talent management
model. European Journal of Training and Development.
Aşçı, M.S., 2017. A strategic differentiator in global competition: talent management.
Berliandaldo, M. and Hidayat, A., 2017. Implementing Talent Management Approach, to
Improve Non-Tax Revenue in Center for Innovation. International Journal of Business
and General Management (IJBGM), 6(6), pp.47-56.
Borisova, O.N., Silayeva, A.A., Saburova, L.N., Belokhvostova, N.V. and Sokolova, A.P., 2017.
Talent management as an essential element in a corporate personnel development
strategy. Academy of strategic management journal, 16, p.31.
Bradley, A.P., 2016. Talent management for universities. Australian Universities' Review,
The, 58(1), pp.13-19.
Carpenter, H.L., 2017. Talent management. The Nonprofit Human Resource Management
Handbook: From Theory to Practice, pp.122-141.
Chung, K.L. and D’Annunzio-Green, N., 2018. Talent management practices in small-and
medium-sized enterprises in the hospitality sector. Worldwide Hospitality and Tourism
Themes.
Ford, D.G., 2017. Talent management and its relationship to successful veteran transition into the
civilian workplace: Practical integration strategies for the HRD professional. Advances
in Developing Human Resources, 19(1), pp.36-53.
Froese, F.J., Shen, J., Sekiguchi, T. and Davies, S., 2020. Liability of Asianness? Global talent
management challenges of Chinese, Japanese, and Korean multinationals. Human
Resource Management Review, 30(4), p.100776.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: context
matters.
Kaliannan, M., Abraham, M. and Ponnusamy, V., 2016. Effective talent management in
Malaysian SMES: A proposed framework. The Journal of Developing Areas, 50(5),
pp.393-401.

Maurya, K.K. and Agarwal, M., 2018. Organisational talent management and perceived
employer branding. International Journal of Organizational Analysis.
McCracken, M., Currie, D. and Harrison, J., 2016. Understanding graduate recruitment,
development and retention for the enhancement of talent management: Sharpening ‘the
edge’of graduate talent. The International Journal of Human Resource
Management, 27(22), pp.2727-2752.
Narayanan, A., Rajithakumar, S. and Menon, M., 2019. Talent management and employee
retention: An integrative research framework. Human Resource Development
Review, 18(2), pp.228-247.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Sparrow, P., 2019. A historical analysis of critiques in the talent management debate. BRQ
Business Research Quarterly, 22(3), pp.160-170.
Tafti, M.M., Mahmoudsalehi, M. and Amiri, M., 2017. Critical success factors, challenges and
obstacles in talent management. Industrial and Commercial Training.
Thunnissen, M. and Buttiens, D., 2017. Talent management in public sector organizations: A
study on the impact of contextual factors on the TM approach in Flemish and Dutch
public sector organizations. Public Personnel Management, 46(4), pp.391-418.
Wang, Z., Dang, S., Shaham, S., Zhang, Z. and Lv, Z., 2019. Basic research methodology in
wireless communications: The first course for research-based graduate students. IEEE
Access, 7, pp.86678-86696.
Online
Hannah Malmstrom , 10 Talent Management Strategies, 2021[Online] Available Through ,
<https://www.edapp.com/blog/10-talent-management-strategies/>

Robert Half , 14 Effective Employee Retention Strategies, 2021 [Online ]Available
Through<https://www.roberthalf.com/blog/management-tips/effective-employee-retention-
strategies>