Importance of Talent Management Strategies in Businesses by HR Professionals: A Study on Tesco Supermarkets

This research focuses on the importance of talent management strategies adopted in businesses by HR professionals, with a study on Tesco supermarkets. It analyzes various strategies adopted in Tesco supermarkets for enriching talent management, identifies the importance of talent management strategy, ascertains challenges for the company in effective implementation, and recommends future new strategies for talent management growth.

Unit 6: Managing a Successful
Business Project

Explanation of research topic: The research topic is based on talent management, it strategic
role for enhancing business growth and overall working productivity in significant working
grounds diversely (Alves and et.al, 2020). The research topic of talent management, can be
understood as highly essential as talent development shapes up motivation in workforce and
creatively enhances goodwill. Analysis on research topic of talent management, will further
enhance vision for operative growth towards technical vision for competent scope and extended
new competencies informatively. Topic has been chosen due to significant role of importance in
recent time, and to further enhance operative goals for strengthening optimum functional rise
diversely (Whysall, Owtram and Brittain, 2019)
Background- Tesco is one of the biggest retail company within UK having varied number of
products range and advanced innovative services within supermarket stores for stronger
customer satisfaction rise. The brand deals in range of retail products, business services catering
to extensive people preferences and has been innovatively expanding new supply chain strategies
functionally (Crane and Hartwell, 2019).
Aim and objectives
Aim: To analyse importance of talent management strategies adopted in businesses by HR
professionals. A study on Tesco supermarkets
Objectives:
 To identify importance of talent management strategy
 To analyse various strategies adopted in Tesco supermarkets for enriching talent
management
 To ascertain challenges for company in effective implementation To recommend future new strategies for talent management growth
Scope and limitations of proposed research:
The scope of research is focused on towards gaining detailed analysis of various aspects
related with talent management, where scope explains focus towards productive vision for
attaining significant benchmarks for motivating workforce (Borisova and et.al, 2017). The
limitation can be understood that research is limited to only Tesco company, and do not explore
entire retail industry working scenarios variedly. There is limitation of resources, cost and

specific time when research will be presenting in depth analysis on working grounds
informatively. Research will be conducted in primary data method, for further connecting
towards accurate format and to further enhance positive growth in result which will further
develop optimum efficacy on wider extensive growth (Hongal and Kinange, 2020).
Talent management- Tesco heads on specific focus on developing best talent management goals
for strengthening vitality and motivation among workforce horizons, which further shapes up
critical scope to gain expertise (AGanaie and Haque, 2017).The talent management goals heads
on specific focus on delivering the best technical vision, to evolve on higher scale scope on
optimistic profits and dynamic functional working goals.
Resources and cost considerations:
The research will be conducted in 5000$, where cost considerations and resources further
plays keen essential role for strengthening working efficacy and consistency among procedures
actively. Digital software, and various technologies will be used to gain appropriate results from
data survey conducted, for gaining significant outputs rapidly within research. Also project will
be done to keep efficacy at check for further gaining effective outputs, also to further leverage
new keen working paradigms in shape. Resources will be used to gain effective results in
working horizons, generate positive return and also enhance new determinants effectively
(Hongal and Kinange, 2020).
Gant chart
Activities
Task Mode Task Name Duration Start Finish Predecessors
Auto
Scheduled Introduction 3 days Fri 10/22/21 Tue 10/26/21
Auto
Scheduled
Finalizing research
topic 1 day Fri 10/22/21 Fri 10/22/21
Auto
Scheduled
Setting aim and
objectives 2 days Mon 10/25/21 Tue 10/26/21 2
Auto
Scheduled Literature review 5 days Wed 10/27/21 Tue 11/2/21
Auto
Scheduled
Secondary research
analysis 5 days Wed 10/27/21 Tue 11/2/21 3
Auto Methodology 5 days Wed 11/3/21 Tue 11/9/21 5

Scheduled
Auto
Scheduled Results 9 days Wed 11/10/21 Mon 11/22/21
Auto
Scheduled Analysis of results 9 days Wed 11/10/21 Mon 11/22/21 6
Auto
Scheduled
Conclusion and
recommendations 4 days Tue 11/23/21 Fri 11/26/21 8
Auto
Scheduled Reflection 5 days Mon 11/29/21 Fri 12/3/21
Auto
Scheduled
Analysis of personal
strengths and weakness 5 days Mon 11/29/21 Fri 12/3/21 9
Manually
Scheduled
Final submission of
research Mon 12/6/21
Auto
Scheduled Getting feedback 1 day? Mon 12/6/21 Mon 12/6/21 11
Risk register

Risk Cause Impact Likelihood Mitigation
strategy
Over budget risk?
Budget for the
project is 10,000
$
Over utilization
of resources
Medium 5 out of 10 Strategy to form
budget accurately
Technology
failure risk failure
of laptops and
machinery used in
operations and
promotions can
have significant
impact on
technology.
Technology
failure
High 7 out of 10 Strategy to use
technology usage
optimally
Capital risk
Such as ucnertain
loss incurred due
to change in
people
preferences and
further change in
technology
demanded within
industry.
Less optimum
capital deployed
Medium 5 out of 10 Strategy to use
capital wisely in
organizing
resources
(Johennesse and
Chou, 2017).
Human
inefficiency risk (
Less trained
humans within
Less trained
efficient human
capital
Low 3 out of 10 Strategy to further
provide effective
training

workforce)
Compliance risk |
( such as
uncertain changes
in completion of
project and also
decline in
working
operations).
High risk of
compliance in
regulations
High 8 out of 10 Strategy to keep
compliances at
check in business.
Ethical issues approval
The ethical issues will be significantly taken care by further getting ethical form signed,
and also connecting towards effective utilization of working goals proactively. Ethical form
signed, will further keep check on getting appropriate response, from employees and to further
advance up procedures significantly (King and Vaiman, 2019).
Yes No N/A
The research participants
The research will not involve children under 18 or
adults with known health, mental or social problems
YES
The research will not cause physical or psychological
harm to any participant or other person
YES
The research will not involve any payment, gift or
inducement being given to anyone
YES
The research will not involve any actual or potential
conflict of interest
YES
The research will not involve withholding relevant
information or misleading participants
YES
The research will not give rise to any potential risk of
harm or distress to myself
YES

The research process
I have already obtained permission from a responsible
individual in the chosen organisation in order to carry
out my primary research there and/or to use other data
and facilities in connection with my research1
YES
I will seek and obtain written informed consent from
all participants before conducting interviews or focus
groups
YES
I will provide adequate information for participants in
a questionnaire survey so that they can make an
informed decision whether or not to participate
YES
I will ensure participant data, including recordings, is
treated confidentially and stored securely during the
research project and is destroyed once my final
module result has been confirmed
YES
I will preserve the anonymity of, and information
about, informants unless they give their express
permission in advance
YES
I will not name any individuals in my project(s) where
this may potentially cause them harm or problems
YES
I will respect the right of participants to withdraw their
co-operation without notice or reason at any stage
YES
1
? If you do not already have access agreed, you need to confirm that you will provide the
organisation being researched with a written proposal for the project outlining the problem to be
investigated, the intended method of investigation and the access/help sought from the
organisation.

Use and publication
The findings from my research will be used solely for
the purposes of the project(s) on this module and will
not be used for any other purpose without the written
approval of DGHE and the organisation which is the
subject of the research
YES
I will not publish my final research or use data
collected during the research project without first
gaining the written consent of DGHE and the
organisation where the primary research was
conducted
YES
Honesty and integrity
I will act at all times honestly and in such a way as not
to reflect discredit on the college, its staff or students;
and not to cause distress, embarrassment or
unpleasantness to any party whether before, during or
following contact with them
YES
I will not make up my results: all my data will be
collected by me and be presented honestly
YES
I will cite sources correctly and not plagiarise other
authors’ work
YES

REFRENCES
Books and Journals
Alves, P. and et.al, 2020 strategic talent management: The impact of employer branding on the
affective commitment of employees. Sustainability. 12(23). p.9993.
Borisova, O.N and et.al, 2017. Talent management as an essential element in a corporate
personnel development strategy. Academy of strategic management journal, 16, p.31.
Crane, B. and Hartwell, C. J., 2019. Global talent management: A life cycle view of the
interaction between human and social capital. Journal of World Business. 54(2).
pp.82-92.
Ganaie, M. U. and Haque, M. I., 2017. Talent management and value creation: A conceptual
framework. Academy of Strategic Management Journal, 16(2), pp.1-9.
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
Management Research, 10.
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
Management Research, 10.
Johennesse, L. A. C. and Chou, T. K., 2017. Employee Perceptions of Talent Management
Effectiveness on Retention. Global Business & Management Research, 9(3).
King, K.A. and Vaiman, V., 2019. Enabling effective talent management through a macro-
contingent approach: A framework for research and practice. BRQ Business Research
Quarterly, 22(3), pp.194-206.
Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of
Industry 4.0. Journal of Management Development.