Talent Management Strategies for Retaining and Attracting Employees: A Case Study of Tesco

This report analyzes talent strategies that can be adopted to retain and attract people of Tesco. It evaluates the benefits of talent management strategies that can be provided to organizations, analyzes the importance of attracting and retaining the employees, and identifies different types of talent management initiatives taken by competitors of Tesco.

MANAGING SUCCESSFUL
BUSINESS PROJECT

 Talent management plays strong role within
recent working time among companies to
enhance workforce strengthened vision for
untapped efficacy benchmarks in working
horizons.
 The present report will bring on analysis
within Tesco company which is one of the
biggest retail company having high scale talent
management operations, and extended
business scale services.
INTRODUCTION

 Aim
 To analyze talent strategies that can be adopted to retain and attract people of Tesco
 Objectives –
 To evaluate the benefits of talent management strategies that can be provided to organizations
 To analyze the importance of attracting and retaining the employees.
 To adopt talent management strategies for retaining employees within Tesco.
 To identify different types of talent management initiatives taken by competitors of Tesco.
AIM and Objectives

Research type Qualitative
Research approach Inductive
Research philosophy Interpretivism
Data analysis Primary method
Sampling Purposive sampling
RESEARCH METHODOLOGY

 Question 1: What are the main benefits of talent management strategy that can be
provided to organizations?
Primary Research
Theme 1: Main benefits of talent management strategy that can be provided to
organizations
Increases employee
engagement
15
Retaining top talented
employees
10
Improves employee
experience
5
Others 0
Total 30
0
2
4
6
8
10
12
14
16
Increases
employee
engagement
Retaining top
talented
employees
Improves
employee
experience
Others

 Question 2: Do you think attracting and retaining employees is important to
be done?
Theme 2: Attracting and retaining employees is important
Option Respondents
Yes 19
No 8
No Idea 3
Total 30 0
5
10
15
20
Yes
No
No Idea

 Question 3: Do you think adoption of talent management strategies is
important for Tesco retain employees?
Theme 3: Adoption of talent management strategies is important
for Tesco retain employees
Option Respondents
Yes 21
No 7
No Idea 2
Total 30
0
5
10
15
20
25
Yes
No
No Idea

 Question 4: What are the main types of talent management strategies that Tesco adopt
for retaining and attracting employees?
Theme 4: Main types of talent management strategies that Tesco
adopt for retaining and attracting employees
Employee training 7
Providing feedback and
reviews
9
Measuring and tracking
performance
5
Recognize and reward
top performance
6
Others 3
Total 30
0
2
4
6
8
10
Employee
training
Providing
feedback and
reviews
Measuring and
tracking
performance
Recognize and
reward top
performance
others

 Question 5: What are different types of talent management initiatives that are taken by
competitors of Tesco such as by Marks and Spencer?
Theme 5: Different types of talent management initiatives that are
taken by competitors of Tesco such as by Marks and Spencer
Increasing employee
motivation
14
Providing career
development path
opportunities
8
Promoting mentoring 7
Others 1
Total 30 0
2
4
6
8
10
12
14
Increasing
employee
motivation
Providing career
development
path
opportunities
Promoting
mentoring
Others

 Question 6: What are the recommended talent management strategies that can
be adopted by Tesco for retaining and attracting employees?
Theme 6: Recommended talent management strategies that can be
adopted by Tesco for retaining and attracting employees
Increasing employee
motivation
6
Providing career
development path
opportunities
7
Promoting mentoring 8
Rewarding top
performance
8
Others 1
Total 30
0
1
2
3
4
5
6
7
8 Increasing employee
motivation
Providing career
development path
opportunities
Promoting mentoring
Rewarding top
performance
Others

 While preparing for the project, research has
further motivated me to further evolve on new
functional working skills and potentialities
variedly for strengthening my work performance
variedly.
 I have been able to further evolve on towards new
critical working skills, where my interpersonal and
digital working skills has signified variedly on
untapped new horizons. I have been also able to
evolve on new learnings, to evolve on optimistic
working aspects significantly to present my
projects variedly.
Reflective analysis

 I have been able to deliver untapped new professional abilities and performance related with
stronger new determinants, on which larger vision has to be improvised. The aspects
connected on further vital business benchmarks in project timely completion, have signified
overall improvement within my performance abilities and determine operative rise
functionally.
 While completing my research, I have been able to deliver new range of competitive working
productivity for strengthened working vision and gain larger scale expertise. This can be also
analysed that by evolving on new paradigms, my research has further motivated me to
advance up research parameters and evolve on optimistic pathways. Furthermore, I have been
able to deliver optimistic working synergies and gain overall expertise performance for
improvised capabilities and keenly evolve on new paradigms dynamically (Cismaru and
Iunius, 2020).
CONT….

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 Berger, L.A., 2020. Talent Management: Handbook. MGH.
 Biggs, H. and et.al., 2021, June. Moving Design Research: GIFs as Research Tools.
In Designing Interactive Systems Conference 2021 (pp. 1927-1940).
 Cismaru, L. and Iunius, R., 2020. Bridging the Generational Gap in the Hospitality Industry:
Reverse Mentoring—An Innovative Talent Management Practice for Present and Future
Generations of Employees. Sustainability, 12(1), p.263.
 Edgar, L. and et.al., 2018. Milestones 2.0: a step forward. Journal of graduate medical
education.10(3).pp.367-369.
REFERENCES
Books and journals