Benefits and Impacts of Talent-Management Strategies for Rowlinson Knitwear

This report analyses and understands the benefits and impacts of talent-management strategies for retain and engage skilled individual in Rowlinson Knitwear. It explains overall strategies related with talent-management, improves knowledge related with workforce strategies and management to retain skilled workforce, and analyses and evaluates the impact of talent-management on organisation productivity and performance.

Managing a Successful
Business Project

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Research Aim and Objectives.....................................................................................................3
CONDUCTING RESEARCH ......................................................................................................6
RESEARCH METHODOLOGY.....................................................................................................7
Information and data with their collection method ....................................................................7
TASK 2............................................................................................................................................8
Findings.......................................................................................................................................8
DISCUSSION................................................................................................................................16
TASK 3..........................................................................................................................................16
Reflection..................................................................................................................................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................19

INTRODUCTION
Talent-management is explained as a process which is initiated by the business for retain
and attract skilled as capable as employees. The primary purpose of talent-management process
is to maximise and enhance the organisation goodwill through delegating roles and
responsibilities to skilled and potential employees. This report is written from the perspective of
Rowlinson Knitwear which is a well-known clothing manufacturing organisation established in
London. They manufacture clothes especially, for corporate houses and schools. Moreover, this
research highlights on aim and objectives of the report, project-planning and research methods
(Anlesinya and Amponsah-Tawiah, 2020). Along with this research methodology, discussions
and finding will also included in this report. In the last, reflection and recommendations related
with current methods and technology is also focused in the upcoming report.
TASK 1
Research Aim and Objectives
TITLE
To analyse and understand the benefits and impacts of talent-management strategies for
retain and engage skilled individual in Rowlinson Knitwear.
AIM
The aim of this study is to analyse and understand the term talent-management for
identify how organisation practices related with talent-management improve productivity of
engaged workforce.
OBJECTIVES
 To explain and understand overall strategies related with talent-management.
 To improve the knowledge related with workforce strategies and management to retain
skilled workforce. To analyse and evaluate the impact of talent-management on organisation productivity
and performance.
Rational to select the topic of talent-management
The term talent-management is most important factor for an organisation and this aids the
business to engage skilled, talented and competent workforce who perform and complete their
work in an organised manner (McCracken, Currie and Harrison, 2016). So with study of talent-

management Rowlinson Knitwear authorities and investigator both understand the
methodologies to maintain and retain most important human-workforce asset in organisation.
Also, this helps scholars for study as well as learn about teamwork.
PROJECT PLANNING
The term project-management is explained as all those task which is used by the
researcher for select the topic and make appropriate decisions related with organisation
methodology. This is used for manage and complete project by focus on different activities
related with organisation work (Kaliannan, Abraham and Ponnusamy, 2016). In context of
Rowlinson Knitwear some of the appropriate talent management strategies which is used by
investigator are mention as follow:
SCOPE- With focus on the talent-management strategies this is easy for organisation to
understand and explain all important factors such as motivation, training, etc. which will show
the importance of talent-management in an organisation. The format of talent-management
strategies demonstrate how workforce related practices is induced by management to maximise
workforce productivity.
TIME-SCALE- It is explain as the time-period in which all project related activities will be
completed to perform all organisation functions in a proper manner. With relate the current
research factors and strategies of talent-management with organisational workforce management
improve the productivity through perform their work in decided time-period. For complete the
research on talent-management practices decided time period is approximately two months.
RESOURCES- For complete research on the talent-management various resources such as
computer, mobile-phone, team-members, internet and many more are required by the
organisation which helps to complete the overall research in an organised manner. The main
motive to engage all resources at same-place is to complete research in a satisfactory manner.
RISK- One of the most challenging and complex factor for organisation is to evaluate and
analyse risk related with external factors (Golubovskaya, Solnet and Robinson, 2019). In context
of investigator risk related with project consider the problems of no response of respondents, less
interaction with business persons, etc. Further, the risk related with project results that it is time-
consuming to run project in a proper manner if there is high-risk exists in business.
COMMUNICATION- This is important for an individual to understand and communicate all
information with each other because appropriate data help person to finish project in a proper

manner. In context of this research direct communication channel is established among business
because it supports to transfer information in an easy manner.
QUALITY- Appropriate and right information aids researcher to use all skills as well as
knowledge related with talent-management in an appropriate manner. This also affect on
organisation productivity and performance through understand and develop all those factors
which is used to manage individual (Benitez-Amado, Llorens-Montes and Fernandez-Perez,
2015). Data which is collected by talent-management helps researcher for manage all work in a
proper manner especially, by use best-knowledge.
COST OF THE PROJECT- Monetary or financial amount play an important role and
according to this it consists of all those factors which is required for complete project. Budgets
perform an important role to complete overall research in a cost-controlled manner. Moreover,
the current requirements related with talent-management aids to complete all activities in a
proper manner.
Activity Total
Project Management Plan £100
Paper, Pen and other resources £70
Cost to control primary data £80
Travel Expenses £60
TOTAL £310
GANTT CHART
The term Gantt chart describe all those action and activities which is engaged within the
organisation plan and project. This is used for attain and plan all those activities which is
required by time for manage and complete whole project in an appropriate manner specifically,
to achieve better and effective outputs (Tafti, Mahmoudsalehi and Amiri, 2017). Also, Gantt
chart helps to engage all those activities which is used for complete research in decided time-
period. Gantt chart for this research is also mention below:

WORK BREAKDOWN STRUCTURE
The term work-breakdown structure define and helps to understand all those factors
which is engaged in organisation for completion of all work in a decided manner. The main
purpose to implement the work-break down structure is to delegate right roles and
responsibilities to individuals within business. Moreover, investigator or scholar utilise work-
break down structure for implement appropriate concepts and ideologies among all departments
of organisation and it is also useful to understand structure. In the last, this also helps
management to manage all employee’s and their work according to decided structure of business.

CONDUCTING RESEARCH
TALENT-MANAGEMENT
According to the viewpoint of Siriram, 2019, talent-management is explained as an
effective process which is used for retain potential workforce in company through motivating,
influencing and organising training for them. Moreover, talent-management process also bring
and engage skilled workforce who understand their roles to manage all work in a proper manner.
In the last, significance factors such as recruitment, training, selection, etc. related with talent-
management, help human-resource department and manager to delegate information about
organisation goals and objectives to new and experienced workforce in an easy manner
(Sparrow, Hird and Cooper, 2015). Moreover, proper information directly enhance overall
productivity of the employees because they are aware about company aim and objectives.
Further, the impact of talent management practices is monitored as they help or support the
organisation to keep motivated until their job role is done in a proper manner. In simple terms,
talent-management helps to monitor employee’s behaviour and retention and this helps to assess
overall abilities and skills for enhance individual skills and abilities.
From the perspective of James Smith, 2020 talent-management is crucial for all
organisation and this is used for influence, develop and attract overall workforce by manage and
control all activities and functions. This is also identified and understand through talent-
management practices is that existing individuals are accommodate as one of the most important
asset for organisation. This is also crucial for an organisation to select and recruit those persons
or individuals who are newly recruited. Moreover, talent-management practices also encourage
the employees to keep assigned work in a more creative manner and this helps company for
enhance their profits through formulate strategies according to individual roles. Further, it is also
recognised that to achieve high growth in the organisation this is important for management to
make feel employee’s that they are essential part of business (Latukha, 2015).
TALENT-MANAGEMENT STRATEGIES AND THEIR IMPACT ON WORKFORCE
As per the viewpoint of Chawla, 2017, it is analysed that talent-management is one of the
most important factor for a business and this helps for attract, influence and develop individual
skills that helps to manage and perform all work in an appropriate manner. In simple terms,
talent-management is all about the commitment of worker towards their roles and
responsibilities. This also helps for develop organisation performance and according to this it

consists of managing all activities as well as functions in a proper manner. Moreover, staff-
members perform a crucial role for the business because they are the main way which increase
profits of organisation. So by engage employee’s towards company roles and duties this is easy
to enhance motivation because it helps to perform all work in the best-possible manner.
On the other side, another benefit related with talent-management strategies is that this
helps for enhance and improve organisation values and productivity by understand of the
workforce behaviour (Hongal and Kinange, 2020). It will also reflect on workforce because this
generate healthy competition among individuals and this is beneficial for business as it increase
productivity. Moreover, if employee’s are aware about the strategies than it is easy for
management to make important decisions because workforce is already responsible towards their
work.
RESEARCH METHODOLOGY
Information and data with their collection method
All data and information which is collected by the investigator or scholar is useful for
completion of project in a proper manner. Primary and secondary methods of research is induced
for gather information and the sample size is 30 and this is appropriate for the primary research.
On the other side, secondary research is based on literature review section and this helps for
understand topic which is based on available articles, journals and books.
Sampling Technique- The sampling method or technique is used for collect the information and
with induce of respective method information from workforce of Rowlinson Knitwear is
collected through ask different questions. Moreover, this also helps for attain all planned
objective with decided information.
Data-analysis- Information is analysed through use of both primary and secondary methods and
this helps to attain the data in a safe manner (Kontoghiorghes, 2016). Moreover, data-analysis
helps for gather information from reliable sources.
Ethical Consideration- All data and information is demonstrated with the use of graphs and pie-
chart. Moreover, in context of ethical consideration all information is collected is a confidential
manner so this helps to avoid conflicts in the future. Moreover, this also helps to complete
overall research in an ethical manner.

TASK 2
Findings
Q1) Does the engaged workforce is aware about the talent-management and its practices?
A) Yes
B) No
Q2) Which factors of talent-management are more effective for the organisation to retain it's
workforce?
A) Selection and recruitment
B) Motivation
C) Training
Q3) Which are the benefits of implementing talent-management at the workplace?
A) Low turnover of workforce
B) To retain talented employee’s
C) Increase in employee experience
Q4) What are the major roles performed by human-resource manager to induce talent-
management strategies?
A) Recruitment and Selection
B) To perform leadership role
C) Improve in individual career
Q5) What kind of impact does talent-management strategies left at the workplace?
A) Positive Impact
B) Negative Impact
Q6) Does management of Rowlinson Knitwear work according to the talent-management
strategies?
A) Yes
B) No
Q7) What is the major impact of training and developing is identified after implement of talent-
management strategies at workplace?
A) Increase in skills and capabilities
B) Maximise Job Knowledge

Q8) Do organisation authorities analyse that talent-management practices impact on
employee’s performance?
A) Yes
B) No
QUESTIONNAIRE
Q1) Does the engaged workforce is aware about the talent-management and
its practices?
Frequency
A) Yes 21
B) No 9
Q2) Which factors of talent-management are more effective for the
organisation to retain it's workforce?
Frequency
A) Selection and recruitment 5
B) Motivation 15
C) Training 10
Q3) Which are the benefits of implementing talent-management at the
workplace?
Frequency
A) Low turnover of workforce 10
B) To retain talented employee’s 10
C) Increase in employee experience 10
Q4) What are the major roles performed by human-resource manager to
induce talent-management strategies?
Frequency
A) Recruitment and Selection 10
B) To perform leadership role 15
C) Improve in individual career 5

Q5) What kind of impact does talent-management strategies left at the
workplace?
Frequency
A) Positive Impact 18
B) Negative Impact 12
Q6) Does management of Rowlinson Knitwear work according to the talent-
management strategies?
Frequency
A) Yes 17
B) No 13
Q7) What is the major impact of training and developing is identified after
implement of talent-management strategies at workplace?
Frequency
A) Increase in skills and capabilities 18
B) Maximise Job Knowledge 12
Q8) Do organisation authorities analyse that talent-management practices
impact on employee’s performance?
Frequency
A) Yes 20
B) No 10
GRAPH
Q1) Does the engaged workforce is aware about the talent-management and
its practices?
Frequency
A) Yes 21
B) No 9

21
9
A) Yes
B) No
Interpretation- According to the collected information this is identified that almost 65% of the
workforce understand and analyse the role of talent-management and their practices. This also
engage motivational factor to enhance employee’s performance at workplace.
Q2) Which factors of talent-management are more effective for the
organisation to retain it's workforce?
Frequency
A) Selection and recruitment 5
B) Motivation 15
C) Training 10
5
15
10
A) Selection and
recruitment
B) Motivation
C) Training

Interpretation- As per the survey of results this is understand that all of three factors are effective
for recruit talent-management but motivation is one of the major factor which improve work
performance and also, retain effective employee’s at the workplace.
Q3) Which are the benefits of implementing talent-management at the
workplace?
Frequency
A) Low turnover of workforce 10
B) To retain talented employee’s 10
C) Increase in employee experience 10
10
10
10
A) Low turnover of workforce
B) To retain talented
employee’s
C) Increase in employee
experience
Interpretation- The collected information and survey results demonstrates that all of the three
benefits are engaged by organisation. This helps for human-resource department to maximise
overall productivity of business.
Q4) What are the major roles performed by human-resource manager to
induce talent-management strategies?
Frequency
A) Recruitment and Selection 10
B) To perform leadership role 15
C) Improve in individual career 5

10
15
5
A) Recruitment and
Selection
B) To perform leadership
role
C) Improve in individual
career
Interpretation- As per the above information this is understand that human-resource manager
perform an important role to improve the workforce performance among which role of
leadership is more appropriate for complete all task in a proper manner.
Q5) What kind of impact does talent-management strategies left at the
workplace?
Frequency
A) Positive Impact 18
B) Negative Impact 12

18
12
A) Positive Impact
B) Negative Impact
Interpretation- The survey results demonstrates that talent-management strategies impact on the
organisation in a positive manner and this is also useful for completion of work with organised
approaches.
Q6) Does management of Rowlinson Knitwear work according to the talent-
management strategies?
Frequency
A) Yes 17
B) No 13
17
13
A) Yes
B) No

Interpretation- The survey results and information demonstrates that some of the policies related
with human-workforce match with talent-management strategies of organisation as more than
50% of workforce agree that respective organisation follow talent-management strategies.
Q7) What is the major impact of training and developing is identified after
implement of talent-management strategies at workplace?
Frequency
A) Increase in skills and capabilities 18
B) Maximise Job Knowledge 12
18
12
A) Increase in skills and
capabilities
B) Maximise Job
Knowledge
Interpretation- The survey results demonstrates that 30% individuals are focused to maximise the
knowledge and other 70% considered towards increase in the skills and capabilities after
implement of talent management strategies.
Q8) Do organisation authorities analyse that talent-management practices
impact on employee’s performance?
Frequency
A) Yes 20
B) No 10

20
10
A) Yes
B) No
Interpretation- According to the gather information this is understand that 80% of the
management authorities prefer talent-management practices as a positive option for improve
workforce role. While, other 20% not considered is as an effective option.
DISCUSSION
According to the primary information this is considered that management of Rowlinson
Knitwear not appreciate their workforce for their organisation job roles. Therefore, this is
important for management to maximise the organisational practices related with talent-
management. With ask different questions from workforce this is understand that this is
mandatory for management to increase the company practices of workforce. So some particular
practices related with workforce recruitment is understand to complete all work according to
decided behaviour (Son and et. al., 2020). It is also recorded as well as identified that workforce
believes that motivation traits perform an important role to manage all task in a proper manner.
This is understand from workforce roles that talent-management practices enhance overall
knowledge to complete work.
On the other side, information from secondary sources demonstrate that talent-
management perform a crucial role for organisation. So each company should initiate all those
practices which is important to recruit the capable employee’s. This refers that current workforce
aids to accomplish sustainability and overall growth related with business. Talent-management
practices as well as strategies also improve company knowledge through adopt the certain steps
which helps perform work in a creative manner. Along with this various important factors related

with talent-management strategies helps to complete all work in a creative manner through
engage innovation factors in business.
TASK 3
Reflection
The overall research aids me for identify and analyse all important factors related with
talent-management strategies and this also helps to enhance the knowledge and understanding of
my workforce capabilities and strategies for manage all work in a proper manner. This is more
important to understand the overall roles and responsibilities of my research project so the
overall research outcomes which are generated must be meaningful. Moreover, data and
information which is collected by me for manage and complete research in primary manner
considered towards analyse of all skills such as communication and team-work with more
efficiency. This results for improve my overall performance according to decided duty and
research project.
On the other side, Kolb's reflective cycle is implemented by me because this helps for
perform all work in a well-mannered as this begin with concrete experience and end with the
active experimentation. Moreover, with induce of Kolb's model all assimilating information aids
to learn overall process to manage work in proper manner. Reflective observation helps to
manage task in a habitual manner which helps to perform work according to learning
environment. On the other side, specific stages related with learners lean towards the implement
of overall process in a proper manner. In the last, active experimentation aids to process all
information which support new ideas to business.
RECOMMENDATIONS
Some points are essential for Rowlinson Knitwear to implement and they are used by the
management for increase the practices related with talent-management as this directly improve
company performance. With initiate practices of human-resource it is easy for organisation to
increase their overall productivity by delegate right role to individuals.
 The first recommendation is that management must take initiate to maintain overall
practices related with talent workforce. With induce of appropriate practices this is also
easy for workforce to induce sustainable results and also to improve overall productivity
of the business.

 Human-resource department should engage all those practices related with motivation
and workforce that maximise the learning of individuals to perform their work in an
organised manner. Also, this improve spirit of workforce that helps for learn new
methods to complete work.
 Last, recommendation relates with manager, supervisor and other top authorities, that
they must constant monitor the regular performance of organisation because it support to
identify those section which are necessary to improve the company performance.
CONCLUSION
From the basis of above report, this is concluded that talent-management is one of the
most important factor for the business and it is used to implement all those practices which
improve the company performance. Moreover, report also conclude that with conduct the
primary and secondary research importance of human-workforce in the company is also
increased. Along with this all planned aim and objectives of the report are also achieved through
utilise research methodology factors. In the last, reflection process is considered and this helps
for measure overall process and identify different learnings which are learned while completing
this project.

REFERENCES
Books and Journals
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model. European Journal of Training and Development.
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management and operational environmental sustainability. Information Technology and
Management, 16(3), pp.207-220.
Golubovskaya, M., Solnet, D. and Robinson, R.N., 2019. Recalibrating talent management for
hospitality: a youth development perspective. International Journal of Contemporary
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Hongal, P. and Kinange, U., 2020. A study on talent management and its impact on organization
performance-an empirical review. International Journal of Engineering and
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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.
Kim, Y and et. al., 2014. A strategic model for technical talent management: A model based on a
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Kontoghiorghes, C., 2016. Linking high performance organizational culture and talent
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