Managing a Successful Business Project: Talent Management Strategies for Small and Medium-Sized Businesses

This report explores talent management strategies for small and medium-sized businesses, using Walker Transport as a case study. The report includes a project management plan, literature review, small-scale research findings, and recommendations for retaining and managing talent. The research identifies challenges associated with talent management in small businesses and offers strategies for addressing them.

Managing successful business project

Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................4
Part A. Project Planning...................................................................................................................4
Project management plan for the research..............................................................................4
Part B – Conducting research..........................................................................................................6
Small scale research with the help of qualitative and quantitative research..........................8
Task 2 – Present findings.................................................................................................................9
Section 4- Findings........................................................................................................................10
Task 3 – Reflective practice...........................................................................................................14
Recommendations:.........................................................................................................................15
Conclusion.....................................................................................................................................17
REFERENCES..............................................................................................................................18
APPENICES..................................................................................................................................19

Introduction
Talent management is regarded as the concept that is used for the purpose of developing and
organising of talented employee’s so that it can posses positive impact on the organisation and its
overall productivity. In organisations it has become an important component for the purpose of
having adequate process for human resource management. Walker transport is a brand that is
serving the progress organisations related with care about services, safety, reliability and value.
The organisation is dealing in delivering of outstanding customer services for optimisation of
their business services and efficiency (Turner, 2017). In present report there is analysis of the
way talent management practises are to be used for the purpose of managing the overall business
process for attracting and retaining of talent in the organisation.
Aims and objectives of the research
“To identify the ways talent management strategies that can be used for the purpose of
managing and retaining talent in small and medium sized business”. A study on walker
transport.
Objectives:
 To understand the concept of talent management in small sized business
 To identity various challenges associated with retaining and managing talent in walker
transport
 To formulate strategies for the purpose of dealing with challenges and maximisation of
effectiveness of retaining and managing talent in walker transport
Questions:
 What is the basic concept of talent management in small sized business?
 What are various challenges associated with retaining and managing talent in walker
transport?
 What are some of the strategies for the purpose of dealing with challenges and
maximisation of effectiveness of retaining and managing talent in walker transport?

Task 1
Part A. Project Planning
Project management plan for the research
Time: it is the vital aspects that are to complete all the activities that have to be completed in the
particular identified time frame (Fahmi and Mohamed, 2020). For this purpose in the present
research report there is identified time period of three months to complete the research
report.
Cost: it is the amount and the total expenses that will take place while conducting the study. It is
very important for the respect to set up the budget in order to complete the study with
appropriate financial resources (Harsch and Festing, 2019). In preset study the required
budget will be approx 800$ to complete the work suitably.
Quality: It is regarded as the aspect in which adequate quality standards have to be followed by
applying of various perspectives (Gündüzalp and Özan, 2020). In the present study there
will be identification of the ways in which there can be retention of talented employees for
longer time period.
Communication: It is very important for the researcher to communicate all the research
outcomes to all associated stakeholders. In present report there is use of both written and
verbal communication methods for the purpose of communicating all the research outcomes.
Scope: It is related with managing the coverall scope of the research report. In this process there
will be formulation of suitable strategies that is required for the purpose of managing the
competent talent in small sector business organisation.
Risk: it is related with the various associated risk that may affect the process of achieve the
present laid aims and objectives in the organisation (De Boeck, Meyers. and Dries, 2018). It
becomes very important for the research to have adequate measures to identify such risks
and formulate plans to deal with so that there can be no negative impact of such identified
risks on the overall outcomes of the research.
Resources: these are the resources that are required essentially for the purpose of completing the
project on time. It includes major resources that are manpower, machine, laptop and other. It
is identified that all these resources have to be optimised usage in order to maximise the
effectiveness of present research work (Mangue and Gonondo, 2021).

Work breakdown Structure and Gantt chart
Work breakdown structure is a project management application that is used by the researcher for
the purpose of dividing all the activities in more manageable form (Wiblen, 2021). It is
effective technique that is used for breaking the work in smaller segments so that all the
objectives can achieve timely. It is mainly used for the purpose of achieving the project aims
and objectives in a simpler and effective manner (Greene, 2020).
Gantt chart:
Gantt chart is useful for the researcher to identify the overall timeline of the project. In this the
various project activities are shown on horizontal axis and the time required is shown on
vertical axis. It involves starting time and specific associated time for each activity so that
researcher is able to meet the targets and provided time frame.

Part B – Conducting research
LITERATURE REVIEW
The concept of talent management in small sized business
As per view points of Kai li chung (2020,) Talent management is one of the key strategic
strategies that are used by leaders in global organisations. It is related with exploring the
applicability of talent management as a concept of Human resource management in the
organisations. In small sector organisations because of limited availability of workforce it
becomes more important for the organisation to focus on effective practices of talent
management that can help in maximizing the overall contribution of employees (Vaiman,
Collings and Scullion, 2017). Apart from this talent management is also related with having clear

commitment towards training and development of employees. In present organisation talent
management practices is influenced by the day-to-day business scenario as part of the transport
industry (Talent management practices in small- and medium-sized enterprises in the hospitality
sector: An entrepreneurial owner-manager perspective, 2020).
challenges associated with retaining and managing talent in walker transport
As per view points of echelon (2020), in context of walker transport there are some of the
specific talent management challenges and issues that are affecting the overall business strategies
of managing talent. One of the issues is related with poor hiring strategies where there is
requirement of strong hiring so that there is sourcing of competent candidates. Another issue is in
experience with technology automation is very important for simplification of business
operations. For hiring competition talent there is requirement of effective Technology based on
proper applicant tracking system (Jais and et.al. 2021). There are also issues associated with an
effective leadership that may affect the process of developing talent. In walker transport the
organisation is also facing issues that are related to high employee turnover and may affect the
overall process of enhancing the talent management process (How Recruiters Can Help Solve
Talent Management Challenges, 2020).
Strategies for the purpose of dealing with challenges and maximisation of effectiveness of
retaining and managing talent in walker transport
As per views of Hannah Malmstrom (2021), For the purpose of having suitable talent in the
organisation there is requirement of effective talent management strategies. For this purpose
there is requirement of certain specific talent management process that includes having open
communication channels with employee (McDonnell and et.al., 2017). Measurement of progress
quarterly to identify the competent employees and managing their level of performance, Offering
employees with suitable mentoring and motivation techniques to enhance their present
motivation level, Investing in the learning and development opportunities of employees by
organising various on the job training programs. Offering employees with high visibility
assignments and retaining high performance employees starting with recruitment process (10
Talent Management Strategies, 2021).

Small scale research with the help of qualitative and quantitative research
Research methodology is a process that involves various activities for example data collection
data interpretation and documentation of data to reach towards valid conclusions. It becomes
important for researcher to specify a method to conduct the study based on overall outcomes.
Some of the specific research method used in the present context is mentioned below.
It is regarded as the method that is based on non-numerical information. In this there is collection
of ideas thoughts opinions of individuals that involves observation open ended questions.
Quantitative method: It the method that is based on numerical terms and various facts and
figures. It involves various closed ended questions that are in numerical form. In the present
research work researcher is using quantitative method for the purpose of gaining knowledge
based on identified figures. It helps in the process of collecting data in a more cost-effective and
as per identified time period.
Primary data: In this method is order is collecting first and original information so that their
evil together in depth knowledge. There are various methods of collecting primary information
that includes interview questionnaire observation. Primary data is used for the purpose of
reflecting prominent conclusions and validating the overall information base.
Secondary data: it is a method that is used for the purpose of collecting information based on
previous studies and existing sources. There are different methods of collecting secondary
information that includes articles, journals and magazines. It helps researcher in collecting
information so that they are able to further achieve the laid objectives.
Justification: In the present research both primary and secondary data will be collected. There
will be use of existing knowledge related to topic that can help in development of reliable and
valid conclusions. For the purpose of collecting primary data questionnaire will be used and for
secondary data purpose journal articles will be considered.
Questionnaire: Questionnaire is regarded as a research instrument that will be used by the
researcher to gain insights about the viewpoints of individuals. It will also help in getting in-
depth knowledge about the overall process of retaining and managing talent in the small sector
business organisation. In present study there is selection of 30 respondents on random basis that
will form the basis of research.

Task 2 – Present findings
Questionnaire:
Q1. Are you aware with the overall concept of talent management
process in the organisation?
Frequency
a) Yes 22
b) No 8
Q2. As per your view point what is the basic role of effective talent
management in small and medium sector organisations?
Frequency
a) retention of employees 8
b) Managing of talented workforce 7
c) Developing a brand image 8
d) Enhancing the performance level 7
Q3. What can be some suitable strategies that can help walker
transports for having proper measures of retaining and managing
talented workforce?
Frequency
a) Offering various digital training programs 6
b) Continuous measurement of employee performance 7
c) Offering monetary appreciation and rewards 8
d) Offering competitive pay 9
Q4. As per your views, what can be the long term effect of strategies
that will be used by walker transport for talent management on the
organisation productivity?
Frequency
a) Positive impact 20
b) Negative impact 6
c) Neutral 4
Q5. What are some of the challenges faced by walker transport in the
process of implementing suitable talent management strategies for
retaining and managing of talent?
Frequency
a) higher cost 9

b) lower employee motivation 8
c) No proper communication 7
d) Disagreements between employer and employees 6
Q6. As per your views, effective talent management can help in
attainment of strategic approach and competitive advantage at
Walker transport?
Frequency
a) Yes 23
b) No 7
Section 4- Findings
Q1. Are you aware with the overall concept of talent management
process in the organisation?
Frequency
a) Yes 22
b) No 8

Interpretation: it can be said that while it was asked to 30 respondent’s about the basic concept
of talent management in organisation. 22 respondents had a positive view point while remaining
8 replied in a negative manner to this question.
Q2. As per your view point what is the basic role of effective talent
management in small and medium sector organisations?
Frequency
a) retention of employees 8
b) Managing of talented workforce 7
c) Developing a brand image 8
d) Enhancing the performance level 7
Interpretation: It is interpreted from the above graph that when it as asked about the
basic role of effective talent management in small and medium sector business organisations. 8
employees had a view that it helps in retention of employees. 7 respondents felt that there can be
management of talented workforce. 8 had a view that there can be development of required brand
image. And remaining 7 had a view point that this efforts will lead towards enhancement in the
level of performance of employees.
Q3. What can be some suitable strategies that can help walker
transports for having proper measures of retaining and managing
Frequency

talented workforce?
a) Offering various digital training programs 6
b) Continuous measurement of employee performance 7
c) Offering monetary appreciation and rewards 8
d) Offering competitive pay 9
Interpretation: From the above graph when it was asked to 30 respondents about the
suitable strategies that can help walker transport in having proper measures of retaining and
management of workforce. 6 respondents felt that there can be various digital training programs.
7 had a view that thee can continuous evaluation of employee performance level, 8 felt that there
can be offering of rewards and appreciation while remaining felt that there can be offering of
competitive pay to employees.
Q4. As per your views, what can be the long term effect of strategies
that will be used by walker transport for talent management on the
organisation productivity?
Frequency
a) Positive impact 20
b) Negative impact 6
c) Neutral 4

Interpretation: It is interpreted from the graph that when it was asked to 30 respondent
about the long term impact of strategies that will be adopted by walker transport for talent
management on the organisation productivity. 20 respondents felt that it will have a positive
impact, 6 had a view that it will lead to negative impact and remaining 4 felt that it may be
neutral.
Q5. What are some of the challenges faced by walker transport in the
process of implementing suitable talent management strategies for
retaining and managing of talent?
Frequency
a) higher cost 9
b) lower employee motivation 8
c) No proper communication 7
d) Disagreements between employer and employees 6
Interpretation: It is interpreted from the graph that while it was asked to 30 respondents
about the challenges that are faced by organisation in the process of implementing of suitable
talent management strategies in order to manage the qualified talent. 9 respondents felt that there
is high associated cost. 7 had a view that there is no proper communication, 6 had a view that

there are instances of disagreements between the employee and employer. While remaining 8 felt
that lower employee motivation is also a challenge.
Q6. As per your views, effective talent management can help in
attainment of strategic and competitive advantage at Walker
transport?
Frequency
a) Yes 23
b) No 7
Interpretation: It is interpreted from the above graph that when it was questioned to 30
respondents about the way talent management process can help in strategic and competitive
advantage at Walker transport. 23 respondents had a positive view point while remaining 7
replied in a negative manner.
Task 3 – Reflective practice
In the present search report I collected information based on primary and secondary sources of
data. All the sources of the information for collected to ensure that there is proper authenticity of
information. I used primary sources of information to collect the viewpoints of various
respondents on the talent management practices in organisation. On the basis of present study I
have analysed various issues that arise in the process of talent management in small sector
organisations. Further I also understand the importance of effective talent management strategies

that can contribute towards managing the talented employee’s retention and acquisition in the
organisation. I use my existing communication skills to collect the information verbally and forth
in return form from all the respondents who were employees presently working in the
organisation. I faced certain issues related to ethical and privacy of the respondents that is one
such aspect that I will be working in order to maximise my professional competence in coming
future time period.
Recommendations:
For the purpose of retaining suitable talent for long term in small sector organisations there are
some of the recommendations as mentioned below:
 Investing in employer brand: It is recommended that talent management starts before
an employee is joining the organisation. It is related with attracting and bringing right
talent based on branding initiatives. In walker transport the organisation can work
towards focusing on alignment of communication efforts to create an employer brand.
 Enhancing employee development process: In organisations it becomes very important
to enhance the overall employee development process. For this on the job training
measures must be adopted where employees were simultaneously go through training
programs. There must be clear strategies to enhance the employee engagement so that
employees can remain most motivated to perform their roles and responsibilities.
 Boosting the level of individual productivity: Employees must be offered with various
platforms that can help them in enhancing their individual level of productivity. For this
purpose various recognition programs have to be developed that can help in managing the
individual performance. Financial and non financial incentive can be very helpful in
order to maximize the way a particular employee is contributing towards the
organisation.
 More data driven: In small sector organisations it is very important to have proper data
driven policies and decision making process. It can be very helpful in taking advantage of
the available data to reach towards future decision making. It can also enable employees
to understand the way talent management initiatives can contribute towards detaining
talent in the organisation.

 Right software solutions: It is recommended that for the purpose of having effective
talent management versus it becomes important to have to talent acquisition, performance
management, and employee engagement and employee communication. All these
together can help in offering proper valuable information for the purpose of influencing
employee productivity experience and satisfaction.

Conclusion
It is concluded from the above made analysis that talent management is one of the most
important aspects that can lead to words retaining and acquisition of talented workforce. With
the changing external environment and its management process is related with achievement of
higher competitive advantage. In order to retain talented employees it becomes important to have
proper job development opportunities and career development prospects that can lead to words
positive mind set of employees. All this together contributes towards achievement of strategic
competitive advantage for organisations.

REFERENCES
Books and Journals
Turner, P., 2017. Talent management in healthcare: exploring how the world’s health service
organisations attract, manage and develop talent. Springer.
Fahmi, T.M. and Mohamed, H.A.S., 2020. Examining the Relationship Between Talent
Management Practices, Work Engagement and Intention to Quit of Academic Staff:
Insights from Egyptian Faculties of Tourism and Hotels. International Journal of
Hospitality & Tourism Systems, 13(1).
Gündüzalp, S. and Özan, M.B., Talent wars to talent management. Journal of Anatolian
Education Research, 2, pp.14-46.
De Boeck, G., Meyers, M.C. and Dries, N., 2018. Employee reactions to talent management:
Assumptions versus evidence. Journal of Organizational Behavior, 39(2), pp.199-213.
Vaiman, V., Collings, D.G. and Scullion, H., 2017. Contextualising talent management. Journal
of Organizational Effectiveness: People and Performance.
Jais and et.al. 2021. Talent Management in Higher Education Institutions: Developing
Leadership Competencies. Journal of Education and e-Learning Research, 8(1), pp.8-15.
McDonnell and et.al., 2017. Talent management: a systematic review and future
prospects. European Journal of International Management, 11(1), pp.86-128.
Wiblen, S. ed., 2021. Digitalised Talent Management: Navigating the Human-technology
Interface. Routledge.
Greene, R.J., 2020. Strategic talent management: Creating the right workforce. Routledge.
Mangue, C.L.D. and Gonondo, J., 2021. Academic Culture and Talent Cultivation: The Chinese
Experience. Journal of Comparative and International Higher Education, 13(1), pp.133-
150.
Harsch, K. and Festing, M., 2019. Managing non-family talent: Evidence from German-speaking
regions. German Journal of Human Resource Management, 33(3), pp.249-279.
Online
10 Talent Management Strategies, 2021 [Online], available through<
https://www.edapp.com/blog/10-talent-management-strategies/>
Talent management practices in small- and medium-sized enterprises in the hospitality sector:
An entrepreneurial owner-manager perspective, 2020 [Online], available through<
https://www.emerald.com/insight/content/doi/10.1108/WHATT-10-2017-0065/full/html>
How Recruiters Can Help Solve Talent Management Challenges, 2020 [Online], available
through<https://www.topechelon.com/blog/recruiting-software-solutions/talent-management-
challenges-issues-problems/>

APPENICES

Project Logbook for the chosen
organisation:
Name of the learner: Name of the Supervisor:
Project Title: “To analyse the types
of new initiatives and innovative ways of
working companies used to achieve a strategic
approach to talent management”. A study on
Tesco.
Date:
Update of weekly research/ tasks achieved
(Account for a minimum of six weeks with
dates)
1) What have you completed?
2) Did you fulfil Task requirements?
3) Are you on track and within
deadlines set?
4) Did you need to make any changes to
your project management plan?
I have completed my project on the topic of
“To identify the ways talent management
strategies that can be used for the purpose of
managing and retaining talent in small and
medium sized business”. A study on walker
transport.
.
Yes, each task has been compeletd as per
spefide time period.
No.
Any risks and / or issues identified?
 Did you identify risks/issues with a
lack of skills required for
undertaking research tasks?
 Did you identify any additional
risks/issues that have an impact on
No, the work is imepnted in a more spefiec
and systematic manner as per requirements.

the project management plan? Yes, there were issues related with
communication and resource management
provess.
Problems encountered
What barriers did you face?
How did you overcome them?
Using of verbal communication channes for
collecting information from the target
segment of respondents.
With the focus on spepaking ksills.
New Ideas and change of project direction
What Have I learnt about myself this week?
How did I feel when I had to deal with
tasks/problems?
How well have I performed? What did I
contribute?
What can I improve on next week?
How might this learning apply in the future?
I felt higher slef confidbec to deal wh issue
sin my prpfessional career.
By the applaiction of my present maangemnt
skill sets i was able to raec towards relevant
conclusions. .
By improving the communiaction skills
Toconduct the resrech more effetively
Tasks planned for next week
Which tasks are priority?
Have you set aside sufficient time for
completion?
The process of data collection and
interpretation in study.
Yes, by application of Gantt chart and Work
breakdown structure.

Project plan status to date (on, ahead,
behind)
Supervisor comments to address
Signature of the Supervisor and date: