Identifying the Best Talent Management Strategies for Unilever plc

This research aims to identify the best talent management strategies for Unilever plc to enhance their performance. The literature review focuses on three themes: concept of talent management, talent management strategies for attracting and retaining talent employees, and effect of talent management over organizational performance. The research methodology involves inductive research approach. The study is significant for Unilever to determine different talent management strategies to improve employee performance and for the retail industry to get effective outcomes.

UNIT 11 RESEARCH
PROJECT

Table of Contents
CHAPTER 1: INTRODUCTION....................................................................................................3
Research Aim and Rationale.......................................................................................................3
Research questions.......................................................................................................................3
Research objectives.....................................................................................................................3
Significance of the Research.......................................................................................................3
CHAPTER: 2 – LITERATURE REVIEW......................................................................................5
Introduction..................................................................................................................................5
Theme: 1 – Concept of talent management.................................................................................5
Theme: 2 – Talent management strategies for attracting and retaining talent employees...........6
Theme: 3 - Effect of talent management over organizational performance...............................8
Conclusion...................................................................................................................................8
CHAPTER- 3 RESEARCH METHODOLOGY...........................................................................10
CHAPTER 4 : DATA ANALYSIS...............................................................................................13
CHAPTER 5: DISCUSSION........................................................................................................21
CHAPTER 6: CONCLUSION, RECOMMENDATIONS AND FUURE IMPLACTAIONS.....24
Summary....................................................................................................................................24
Recommendations......................................................................................................................25
Further implications...................................................................................................................25
REFERENCES................................................................................................................................1
Appendix..........................................................................................................................................3

CHAPTER 1: INTRODUCTION
Research Aim and Rationale
The aim of this research is to identify the best talent management strategies for attracting and
retaining brightest talent for Unilever plc to enhance their performance.
Rationale: The reason for choosing this method over other is to determine the best talent
management strategies for Unilever. It has been identified that employees faces different issues
and that is why, managers and HR of the firm faces different issue to retain them. On the other
side, there are many factors that create a direct impact over the employee performance and
change the performance. Articles was accessible and by conducting online questionnaire,
research study has conducted. Thus, to improve the same, it is essential for the company to
implement the effective talent management strategies. Hence, with the help of thematic data
analysis, scholar is able to shed a light upon different talent management strategies that assist to
create a direct impact over the business performance.
Research questions
Q1: What is the meaning of talent management?
Q2: What are the best talent management strategies adopted by retail sector firms for attracting
& retaining potential employees?
Q3: What is the impact of talent management strategies over the performance of retail sector
firms in UK?
Research objectives
 To develop an insight over talent management.
 To determine the best talent management strategies adopted by retail sector firms for
attracting & retaining potential employees.
 To analyze the impact of talent management strategies over the performance of retail
sector firms in UK.
 To recommend effective talent management strategies to Unilever plc for enhancing the
effectiveness of their talent management approach
Significance of the Research
The importance of conducting the research on this topic is such that it will help Unilever to
determine different talent management strategies in order to improve the performance of

employees. Further, the study also beneficial to retail industry in order to get effective outcome
so that company’s implement strategies to retain the employees. In addition to this, the research
also beneficial to different scholars so that they use the material as a secondary source and
enhance knowledge as well. This in turn reflected that the present research also assists
companies to implement effective outcome and strategies in order to raise the company’s
performance and generate effective outcome as well.

CHAPTER: 2 – LITERATURE REVIEW
Introduction
In this chapter, several arguments and viewpoints made by authors with respect to talent
management strategies that are mostly used by contemporary businesses in an attempt to attract
and retain the brightest talent within the organization, so that productivity as well as performance
can be improved. Here by forming three themes, all the research objectives will be addressed by
presenting the views of authors in critical manner.
Theme: 1 – Concept of talent management
As per the views of Meyers, (2020), talent management is the process through which HR
manager attempts to attract, develop, motivate & retain high performing and productive
employees within the organization. The aim behind managing talent is to improve business
performance through practices such as enhancing employee productivity, motivating employee
for lower staff turnover and boosting employee morale. However, basic aim of talent
management is always to create motivated workforce for the organization to ensure their long
term staycation with the company. The way in which this aim is being fulfilled is depends from
organization to organization.
According to Rostam (2019), talent management refers to the process of identifying vacant
position, filling these positions by hiring suitable candidates, facilitate their development by
allowing for learning new skills to match with the job requirement and finally retaining them for
long term in order to achieve organizational goals. Accordingly, talent management is considered
as one of the most important function of human resource manager of the company because of the
crucial role it plays in managing one of the most important asset of the business that is,
employees.
For the purpose of achieving the aim of talent management, there are ample of
responsibilities required to be performed by HR of the company. Accordingly, Son and et.al.,
(2020) has stated that it is not necessary that an organization having HR department has ensured
correct policies and procedures in place pertaining to talent management. However, it is
necessary to design unique talent management strategy to gain optimal results within the
organization.
Meyers and et.al., (2020) has identified that talent management is important just because of
its attempt in capitalizing on employees – which is the most important and valuable asset of

every organization. In fact, with the help of best strategy towards managing talent, value of
employee could be maximised in terms of their enhanced productivity and motivation to stay
with the company for long. Accordingly, by having abilities to retain and attract talent candidates
through effective talent management strategy in place, overall performance of an organization
can be improved. The reason for improved performance at organizational level has been
identified which involves hiring of specialists for implementing talent management program
appropriately and accordingly, with the guidance and specialisation reaching out at any goal is
possible.
Whatever or whosoever develop the model for talent management, it must involve the
tasks such as planning, attracting, developing, retaining and transitioning. The model for talent
management must be apt because the subsequent talent management strategy is based upon it.
On the basis of discussion made pertaining to the concept of talent management above, it
could be said that the talent management is a process involving an organization of tasks for
managing human resources efficiently & effectively. Al-Haraisa and et.al., (2021) has suggested
that talent management process must involves the tasks such as specifying skills needs for the
job position beforehand, attracting the right candidates who possessed the skills specified, on
boarding employees and organizing their work, identifying and proving the opportunities for
learning and development, holding performance appraisals from time to time to keep workforce
motivated, devising strategies for the retention of brightest and highly potential talent and the last
one is to ensure appropriate succession planning for senior staff members.
Theme: 2 – Talent management strategies for attracting and retaining talent employees
Talent management strategies are always devised on the basis organization’s model that
has been developed for the purpose of managing talent. It is necessary that organizational
strategy should match with the final goals and objectives of organization along with clear
definition of what type of talent actually needed to attain the set goals effectively. Furthermore,
talent management process is devised on the basis of strategies adopted for managing talent. It is
only with the help of strategic talent management, organizations get opportunity to effectively
attract talented and skilled employees within the organization. Also, TM strategies are helpful in
creating employer brand through which potential talents are attracted and as a result of this
greater contribution could be made towards the improvement of performance and results within
the organization.

As identified by Amushila and Bussin (2021), strategic talent management is helpful for
organizations in keeping their employees motivated towards the accomplishment of assigned
tasks which in turn acts as reason for ensuring long term stay of employees with the company
along with doing tasks in efficient and effective manner. By ensuring employee’s retention for
long, TM strategies attempts to reduce the risk of organization being undercapitalized in terms of
their human resources. This is possible only if the goals of organization are translated into the
needs of workforce in order to drive desired level of success. Accordingly, it is the talent
management strategy through which businesses attempts to determine the type of skills in which
investment is needed and how it could be done. For this Kamel (2019) has suggested an effective
TM strategy that is, “understanding the power of job descriptions” which attempts to indicate
organization’s expectations from the candidate they are hiring and this could be ensured by
having powerful job descriptions. When specifications such as job title, overall duties, necessary
skills, work relationships, salary & benefits and required expertise in using certain equipment
and tools are mentioned appropriately, then job descriptions are said to be powerful.
Another strategy for managing talent is of hiring top employees only which benefits
organization in terms of no need for additional efforts to obtain higher level of productivity &
performance from employees. This in turn is helpful in growing business faster along with being
prepared for risks and challenges associated with business environment. However, this strategy is
opposed by Smit and et.al., (2021) on the ground of being costly affair, difficulty faced in
retaining top talent, hiring top talent being time consuming affair and challenges faced in
managing a team top talent.
Moreover, providing opportunities for continuous training & development is another
effective TM strategy which helps in developing employee’s potential to a large extent. This
strategy is helpful in retaining talent employees by holding regular meetings with employees to
determine the areas where they are facing challenges and needs improvement. Accordingly,
training & development programs are designed on the basis of discussion held to enhance
employee’s learning.
Tarique and Schuler (2018) has identified that giving employees back with rewards &
recognition in return of their efforts made is very useful for organizations in retaining talent
employees. Provision of rewards and recognition facilitates emergence of feeling among
employees of being important, appreciated and recognized. For instance, if profit targets of the

organization exceed, then a portion of this profit could be directed towards bonus scheme for
employees which helps in motivating employees for higher performance. Similarly, if
employee’s individual performance exceeds of what has been expected from them, then
appropriate appreciation and rewards must be in place for ensuring sustainable performance in
the future.
Theme: 3 - Effect of talent management over organizational performance
Talent management and associated strategies are greatly helpful in improving organizational
performance through enhancing employee’s productivity and performance, so that they could
make higher contribution towards the attainment of organizational goals.
The reason for positive impact of talent management over an organizational performance
is due to hiring specialists who devise effective strategies for managing talent, which in turn
helpful in reaching out any desired goals of the organization.
According to Whysall, Owtram and Brittain (2019), TM identifies high potential and
talented employees who could become successful and potential leaders in the future which
provides scope for improvement in organizational performance both in present as well as the
future. Also, it has been found out that there is a relationship exists between employee retention
and talent management or work engagement and accordingly, it has been concluded that TM
affect work engagement positively. Therefore, with greater engagement, employees are expected
to perform over and above what has been expected from them and as a result, employee
performance and in fact business performance as a whole gets improved.
Furthermore, it has been stated by Singh (2021), that when an employee in an
organization have unique skills, or expertise or competencies which is not available with
organizations in the similar industry, then it provides for competitive advantage over
competitors. Accordingly, with the help of appropriate talent management strategies in place,
businesses are able to retain such employees having unique talent to ensure high performance for
the longer duration. In this way, talent management is deemed to have positive impact over the
organizational performance.
Conclusion
By summing up above report it has been concluded that concept of talent management is
wide because it will help the business to improve the business performance by enhancing the
skills and performance of employees. Therefore, it is not limited to hiring and placing the right

candidate but it also focuses to implement effective outcome related to organisation culture. This
is also assist to create a positive impact over the employee retention because if effective
monetary and non-monetary rewards system implemented then it creates a better outcome. That
is why, the secondary study reflected that it derive better outcome in order to attract the talented
employees towards a business. Further, there is a positive impact identified over the
organisational performance because talent management strategies help to remain employee
motivated and satisfied, as a result, organisation performance automatically improved.

CHAPTER- 3 RESEARCH METHODOLOGY
Research methodology is the specific procedure or techniques used to identify, select,
process and analyse information about the topic. It allows researcher to critically evaluate study’s
overall validity and reliability (Snyder, 2019). It involves planning in order tackle the things that
is related to the study such as various methods of data collection, statistical analysis, observation
of the participant that will helps in carrying out the research work in effective manner.
Research Approach: Research approach refers to the plan and procedures that consist of
the steps of complex and wide assumptions to detailed methods for data collection. It is
considered as essential part in the research methodology. There are some limitations of deductive
approach and for this reason, it was not selected for this study. One of the main limitations is its
incompleteness. Furthermore, it has been segmented into two parts inductive and deductive
research approaches that contributes in finding the appropriate data regarding the study
(Azungah, 2018). Inductive approach is associated with the emerging with new theories while
deductive is related to the hypothesis the is related to the issues and problems. In addition to this,
in the present research study the scholar has adopted the inductive research approach that will
helps in contributing the qualitative method more effective and accomplish the aim of identifying
the talent management strategies for retaining talent for Unilever plc. There are number of
advantages of this approach such as: it provides flexibility to scholar and support the generation
of new theory. So, it was the main reasons of selecting this approach for this study.
Research Strategy: Research strategy refers to the main components of the research
project that includes research topic area and focus. The research strategy is demonstrated to
considering relevant and reliable information. These strategies also assist in regulating successful
functioning among different activities. There are various aspects of research strategies such as
qualitative and quantitative research strategies (Bleiker, and te.al., 2019). The present research
study has been demonstrated with qualitative information that has helped the researcher to find
the possible outcomes. One of the main advantages of this strategy is: it provides in depth
information regarding study that makes enable to researchers in making decisions. In order to
accomplish the aim of the study, survey has been conducted with the help of questionnaire.
Research Methodology: It is the specific techniques and tools that is used in order to
identify, select and analysis regarding the topic. With the help of this, researcher can critically
evaluate the overall validity and reliability of the study (Snyder, 2019). In order to conduct the

research, there are two methods through which the research can be conducted i.e. qualitative and
quantitative. In the present study, qualitative research has been adopted by the researcher in order
to collect the data. This method has been used to reflect on the theoretical aspects of the talent
management. Furthermore, the scholar has adopted the inductive approach as it helps in making
the quantitative method for more effective as well as to meet the purpose of the study.
Research Tools: The researcher requires various tools in order to carry out their research
in effective way as it helps the scholar to find the data from various sources. The application of
the right tool depends upon the type of the research study is conducted by the scholar. In order
to collect the reliable and relevant information, effective tools have been used to collect the
details. In the present research study, the scholar has collected the data form the primary as well
as secondary sources. In the study interpretivism philosophy has been used in order to analyse
the qualitative data related to talent management. It also provides flexibility to researcher in
terms of reformulation of researcher's priori understanding and for this reason or advantage, this
tool has selected. In addition to this, for primary research the investigator has been collecting the
data by conducting the survey of 20 manager of the Unilever plc through the means of
questionnaire (Dźwigoł, and Dźwigoł-Barosz, 2018). On the other hand, for collecting the data
form secondary method, the scholar has been using books, journals, online articles related to the
talent management strategies.
Sampling: It is the process that is used in statistical analysis in which specific number of
observation are taken form the large number of population. There are two types of methods that
is used i.e. probabilistic and non-probabilistic approach for collecting the information. In the
present study, random sampling method has been adopted by the scholar. In this, 20 managers of
Unilever plc have been selected that helps to determine the views related to the talent
management strategies that helps in retaining the potential employees.
Identifying Population and Research Site: The research study is conducted from the
relevant and reliable sources. In the present study, the data is collected from the large number of
employees working in Unilever plc UK from which 20 managers has been selected in order to
determine their opinion and view regarding the talent management strategies to retain the
employees (Superchi, and et.al., 2019). Apart from this, the data has been collected form the
reliable sources which give relevant information that fulfil the aim of the study. For example:
Journal of Human Resource Management and international Journal of Human Resource

Management etc. This has helped the scholar to collect the data from relevant resources which
make the research more effective.
Sampling Strategy: The strategy is a plan that the researcher set forth to be sure that the
sample that has been used in the research study that represents the population form which the
sample is drawn. In order to carry on the research, work the data is collected from the various
methods and one of the method is sampling methods (Baltes, and Ralph, 2020). There are
various sampling methods through which the data can be collected like simple ransom sampling,
systematic, stratified and cluster sampling etc. Every researcher uses different sampling methods
to carry out the research. In the present study, simple random sampling method has been used by
the scholar. In this 20 managers of the Unilever plc have been nominated in order to determine
their views about the impact of talent management strategies on employees and how it helps in
retaining the potential employees of the company.
Ethical consideration: Ethical collection is a collection of principle and values that
should be followed by researcher in order to get relevant information from participant. Along
with this, to fulfil ethical aspect of researcher has been signed by the participant. It will reflect
that candidates have willing ling participate. Moreover, data protection act has been compiled
with study that entails that data has been protected (Arifin, 2018). In addition to this, reference
list has been added in the end of the research that represent that data has been collected from
reliable source. Furthermore, the researcher has been maintained proper communication between
scholar and candidates.

CHAPTER 4 : DATA ANALYSIS
Theme 1: Working experience of majority of people in Unilever PLC.
Particulars Respondents Percentage
1-2 years 4 20%
3-5 years 2 10%
5-6 years 9 45%
More than six year 5 25%
Total 20 100%
Interpretation: From the above graph it has been analysed that employees who are working with
Unilever are more than 5 to 6 year experiences. There are four people who said that they have
experience of one year but who have more experience majority of condition understand by
employees. In order to imply any strategy, it is necessary to handle the situation and understands
what kind of strategies used by company.
Theme 2: Majority of people agree that company uses effective talent management strategies
Particular Respondent %
Yes 11 55%
No 4 20%
Don't know 5 25%
Total 20 100%

Implementation- On the basis of above pie chart it has been analysed that majority of employees
are aware about the talent management strategies used by company. The strategy used by
company is effective which help to implement according to the improvement of working
environment.
Theme 3: Majority of people using benefits of talent management strategies for employees
Particulars Respondent %
Increase in productivity 5 25%
Improved communication 6 30%
Boost morale of employees 4 20%
All of above 5 25%
Total 20 100%

Implementation- On the basis of above graph chart it has been analysed that majority of
employees are aware about the talent management strategies used by company.
Theme 4: Majority of people choosing talent management strategies that used by Unilever Plc
Particular Respondent %
Hiring of employees 3 15%
Opportunities for learning and development 2 10%
Giving reward and recognition 10 50%
All of above 5 25%
Total 20 100%
Interpretation: It has been analysed that from the above pie chart identified that there are
majority of people choosing talent management strategies that used by Unilever Plc. Also, most
of the peoples are believe that giving reward and recognition is ones of the most preferable
strategies. This strategy helps to attract the employees as well as it help to motivate them that
directly help to improve the productivity of the organisation also retaining the best talent. The
opportunity for learning help manager in order to enhance their knowledge that is also improves
their productivity. Also, to hiring new employees are best method to retaining the best talent.
Theme 5: Transparency of talent management strategy
Particular Respondent %
High 10 50%
Low 5 25%
Average 5 25%
Total 20 100%

Implementation- From the above graph it has been shows that out of 20 employees there are
majority of employees are believe that they are know about Unilever is using transparent strategy
regarding talent management. It is necessary to use the best strategy which is helpful for discuss
with so that they can understand that’s it is important to use better strategy which help to
improve the morale of employees. Further, it has been analysed that it is necessray to share all
the related information with the manager regarding what is upcoming strategy and how they will
implement so that it improves the productivity as well as it help to provide morales support to
employees.
Theme 6: Majority of people get moderate level of support
Particular Respondent %
Strong 5 25%
Moderate 8 40%
Low 7 35%
Total 20 100%

Implementation- From the above graph it has been analysed that Unilever believe that it is
necessary to provide moderate level of support to mangers so that it will directly improve the
morale of people as well as it help to enhance their skill which is necessrays to develop. The
moderate level of support is necessary to increase the productivity. It is necessary to use the best
strategy which is helpful for discuss with so that they can understand that’s it is important to use
better strategy which help to improve the morale of employees. When company not provided
support it impact on performance of peoples who are working very long and that’s is why it is
necessary to enhance the performance by providing them propers support at the talent tool. They
also hiring the team that is focused on hiring best talent then it provide good result to employee
also it help to providing the support by enahncing the knowledge and support them to increase
their work pattern.
Theme 7: Majority of people chosen strategies that are effective for retaining potential
customer for Unilever PLC
Particulars Respondent %
Strongly agreed 4 20%
Agreed 8 40%
Agreed neutral 3 15%
Disagree 2 10%
Strongly disagree 3 15%
Total 20 100%

Implementation- On the basis of above pie chart it has been analysed that majority of people are
agree for strategies used by company are effective and it is very necessary to uses effective
strategy so that it help to retain the best talent. Also, There are different strategies used by
Unilever so that it help to get best support to employees. The different types of strategy can be
related to providing rewards and recognition, hiring experience holder employees, then also
providing the opportunity of leraning and development. From all the strategy most preferable
strategy is to provide reward and recognition and this is the best strategy which motivate
employees and so on. They also hiring the team that is focused on hiring best talent then it
provide good result to employee also it help to providing the support by enahncing the
knowledge and support them to increase their work pattern.
Theme 8: Impact of talent management strategies on employee performance
Particulars Respondent %
Positive 5 25%
Negative 8 40%
Both 7 35%
Total 20 100%

Implementation- From the above graph it has been analysed that there were negative impacts of
talent management on employees performance becauses those who are not satisfied with reward
and recognition strategy they believe that it impacted negative. Some of them are satisfied that is
why impacted positive on them. The different types of strategy can be related to providing
rewards and recognition, hiring experience holder employees, then also providing the
opportunity of leraning and development. Also, this is used the strategy for collecting the
feedback which is very necessary to makes the straegy accordingly and it help to provide the
facility of getting good position of the organisation in the market.
Theme 9: Majority of people face challenge while implementing talent management strategies
Particulars Respondent %
Yes 15 75%
No 4 20%
Don't know 1 5%
Total 20 100%

Implementation- From the above pie chart it has been analsyed that majority of people are face
the challenges while implementing the talent mangement strategy. It can be possible that
everyone is not able to understand the strategies becauses preferance is change and perception of
employees are changed. At that times company provide them different type of strategy so that
they likes to participate in good manner also this strategy is important to enhance the morale of
employees. There are very less people who believe that they are not afcinmg challenges because
the talent mnagement strategy used by companysa relevant to them ands it was working well.
The most preferable strategy is related to reward and recognition that is necessary to attrcat the
employees who are help to enahnce the performance as well as it improves the productivity of
the company.

CHAPTER 5: DISCUSSION
Talent management strategies always plays an important role in the success of the company
and this create a positive impact over the business. Through the primary research it has been
identified that all the selected respondents have almost 5-6 year working experience and that
is why, they are able to determine the actual strategies adopted by the company in order to
improve the business performance. Such that majority of the managers are agree that
company uses effective talent management strategies and that is why, it help to retain the
employee and create a better outcome. This is also supported under the literature review that
with the help of implementing different talent management strategies, company can improve
a performance and retain employee performance as well. With the help of effective talent
management strategies, company can improve the performance of employees and attract top
talent that also contribute to improve the improve results and business performance.
On the other side, by conducting the survey, it has interpreted that majority of the
workers are agreed that there are different talent management strategies implemented within
Unilever for the company and this causes positive impact. Like, 25% of the total
respondents are agreed that company’s employee increases productivity, improve
communication and boost the morale of employees which in turn help to create a better
outcome. This has also supported under literature review that organization can improve the
motivation level of employees and this in turn help to feel them engaged and motivated as
well. This in turn causes positive impact over the business performance so that employees
will perform best outcome. Narayanan, Rajithakumar and Menon (2019) also supported that
the chances of employee retention will be improved and this causes positive impact over the
business so that effective decision can be taken. If employees will be feel motivated then the
chances of raising performance will be high and this in turn aid to meet the business
performance. That is why, it shows that with the help of effective talent management
strategies, company can improve the performance and remain competitive within a market.
Manager of Unilever stated that company uses only reward and recognition as a
talent management strategy and this in turn help to create a better outcome for the company
performance. It has been analysed under literature review that company need to implement
effective strategies with an aim to create a positive working culture for a business where
employees can raise performance and meet the defined aim. The same has been investigated

by Ambrosius (2018) that through the talent management strategies especially reward and
recognition, company can improve the business performance because by praising and
providing monetary benefits to the company will assist to create a better outcome and raise
the performance of employees. As the company is operating at different location and that is
why, there is a need to implement such strategies in order to create a better outcome for the
business. In addition to this, having a transparent talent management strategy assist the
company’s employees to improve the business performance because all workers are
motivated and satisfied with the company’s culture and this in turn causes positive impact
over the business performance. Hence, it can be stated that due to change in company’s
external factor, the chances of fluctuating the performance of employees will be high.
Hence, it can be stated that with this, company improve productivity and raise the morale of
employees so that effective outcome can be derived. On the others side, through the primary
research, it has been identified that managers reflected employees get low level of support
and this might increase the chances of raising conflicts and that is why, it affected the
overall performance into negative manner.
Through the response, it has been analysed that Unilever’s talent management
strategy is actually create a positive impact over retention of employees and this causes
positive impact over the business performance. Al Hammadi (2020) also supported that such
talent management strategy actually worthy for the company to improve the performance
and change the working pattern to a positive manner. Hence, it has reflected that with the
help of effective outcome, Unilever can improve the performance of a company and
generate a better outcome for the welfare of a business. Apart from this, there are different
challenges faced by the manager of Unilever where company performance has badly
affected. Through the primary research it has been identified 15 respondents out of 20 stated
that yes, they face challenge while implementing talent management strategies. This might
include lack of resources where company is not able to perform the better outcome and
create a negative impact over the business performance.
Overall, it can be stated that implementing talent management for the company
create a better outcome and there might be negative and positive impact generated over the
employee performance. Thus, managers of Unilever are somehow satisfied within a
company’s working environment and this create a better outcome for success of a firm.

CHAPTER 6: CONCLUSION, RECOMMENDATIONS AND FUURE
IMPLACTAIONS
Summary
It has been concluded that the present study was based on a research proposal regarding
talent management strategies used by Unilever PLC and also examined relevant research
methodology and approaches in the process of research. From the above study it has been
analysed that talent management strategies are played important role in order to enhance the
productivity of the company as well as retaining the best employees. Further study analysed and
conducted relevant research on the business research project in order to communicate all the
outcome of the research project by identifying stakeholder also it support primary research by
providing questionnaire 20 managers of Unilever PLC. Moreover, it reflected on the
effectiveness of research methods by meeting objectives of the project as well as recommending
different actions that can be taken by companies in their future for improvement in talent
management strategy for retaining best employees. From the data anlsyis section it has been
identified that the most preferable strategy is related to reward and recognition that is necessary
to attrcat the employees who are help to enahnce the performance as well as it improves the
productivity of the company.
Overall, it can be stated that by implemented talent management startegies, companies
like Unilever and other retail firm is able to improve the performance of a company and this in
turn assist to generate a better outcome. That is why, through both primary and secondary
methods, the research presented the important of using different startegies in order to improve
the business performance and generate a better outcome.
Reflection
The overall journey for the present study is beneficial for me because it will help me to
raise the knowledge pertaining to talent management strategies so that the same can be
implemented within a near future. Also, I have realised that with the help of present study,
scholar is able to improve knowledge related to research methodology because earlier I have
knowledge related to theoretical aspects but when I perform the research, I apply the same into
the research which will help to complete the entire project effectually. Moreover, I realised that I
gain different skills while performing the research which includes ICT skill because I used MS
project which in turn help to determine the milestone and completion of time. This in turn assist

to create a better outcome and improve the results effectually. Further, I analysed that my
communication skill has improved because when I convey my messages to other selected
respondents, I am perfectly convey the same. This in turn reflected that I am able to generate a
better outcome and the present research is beneficial for me in order to create a better outcome
which will also help me in my future.
Recommendations
 Talent management includes that every activity that is undertaken by the company has
positive impact on the employees of the company. It is suggested to the Unilever UK to
align the talent management efforts with the organisational goals. It is further advised to
the organisation to conduct various activities within the company to ensure that
employees can actively participate in the activities of the company.
 It is also recommended to Unilever UK to involve the employees and other departmental
managers so that they can actively contribute in the decision making process and also by
sharing their opinions which can be helpful in arriving to a conclusion.
 In order to retain the potential employees by using various employee training tools in
order to enhance the skills and knowledge of the employees and they can access to
various new software that is important of the employees which will helps in their
personal and professional development.
 Furthermore, from the present research study it has been identified that employees faces
various issues while performing their task which can be barrier in achieving the goals and
objectives of the company (Luna-Arocas, and et.al., 2020). It is advised to the company
to regularly track the performance of the employees which will helps in identifying the
week points of the employees and plan further strategies accordingly.
 In addition to this, in order to carry put the future research, it is suggested the effective
method that should be applied is the quantitative method as it will be more effective than
qualitative method which will helps to successfully carry out the research study.
Further implications
The research undertaken by the scholar has helps to find the relevant information about
the current position of the company and its functioning that was conducted with the help of
survey through questionnaire that was helpful in determine the opinions of the participants. The
results from the findings will help to analyse the current position of the company through which

the organisation will be able to make modification in its policies and procedures that will help in
retaining the best talent within the company. Furthermore, with the results of the study
conducted, the management will plan more effective strategies and organise training and
developmental programs that will help in achieving the organisational goals effectively. In
addition to this, the management can lay more focus on enhancing the skills and knowledge of
the employees that will helps in their personal as well as professional development (Alves, and
et.al., 2020). With the help of taking these initiatives, it will help the company to retain best and
potential candidates and work encourage in achieving the goals and objectives and achieving the
organisational goals.

REFERENCES
Books and Journals
Al Hammadi, H.A., 2020. The role of leadership in the talent management and employee
retention of education in abu dhabi. European Journal of Multidisciplinary Studies. 5(1).
pp.68-71.
Al-Haraisa, Y. E., and et.al., 2021. Talent Management Practices and Competitive Advantage:
Evidence From the Jordanian Insurance Sector. International Journal of Service Science,
Management, Engineering, and Technology (IJSSMET), 12(5), pp.102-115.
Alves, and et.al., 2020. Strategic talent management: The impact of employer branding on the
affective commitment of employees. Sustainability. 12(23). p.9993.
Ambrosius, J., 2018. Strategic talent management in emerging markets and its impact on
employee retention: Evidence from Brazilian MNCs. Thunderbird International Business
Review. 60(1). pp.53-68.
Amushila, J. and Bussin, M. H., 2021. The Effect of Talent Management Practices on Employee
Retention at the Namibia University of Science and Technology: Administration Middle-
Level Staff. SA Journal of Human Resource Management, 19, p.11.
Arifin, S.R.M., 2018. Ethical considerations in qualitative study. International Journal of Care
Scholars. 1(2). pp.30-33.
Azungah, T., 2018. Qualitative research: deductive and inductive approaches to data
analysis. Qualitative research journal.
Baltes, S. and Ralph, P., 2020. Sampling in software engineering research: A critical review and
guidelines. arXiv preprint arXiv:2002.07764.
Bleiker, and te.al., 2019. Navigating the maze: Qualitative research methodologies and their
philosophical foundations. Radiography. 25. pp.S4-S8.
Dźwigoł, H. and Dźwigoł-Barosz, M., 2018. Scientific research methodology in management
sciences. Financial and credit activity problems of theory and practice. 2(25). pp.424-
437.
Kamel, N., 2019, November. Implementing talent management and its effect on employee
engagement and organizational performance. In Abu Dhabi International Petroleum
Exhibition & Conference. OnePetro.
1

Luna-Arocas, and et.al., , 2020. Talent management and organizational commitment: the partial
mediating role of pay satisfaction. Employee Relations: The International Journal.
Meyers, M. C., 2020. The neglected role of talent proactivity: Integrating proactive behavior into
talent-management theorizing. Human Resource Management Review, 30(2), p.100703.
Meyers, M. C., and et.al., 2020. HR managers’ talent philosophies: prevalence and relationships
with perceived talent management practices. The International Journal of Human
Resource Management, 31(4), pp.562-588.
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.
Rostam, F. A., 2019. A Review of Talent Management among Employees: in IT and
manufacturing organizations.
Singh, R. P., 2021. TALENT MANAGEMENT LITERATURE REVIEW. Feedforward:
Journal of Human Resource, 1(1), pp.43-48.
Smit, P. K., and et.al., 2021. The relationship between talent management, transformational
leadership and work engagement: An automotive artisan perspective. SA Journal of
Human Resource Management, 19, p.10.
Snyder, H., 2019. Literature review as a research methodology: An overview and
guidelines. Journal of business research. 104. pp.333-339.
Son, J., and et.al., 2020. Double-edged effect of talent management on organizational
performance: the moderating role of HRM investments. The International Journal of
Human Resource Management, 31(17), pp.2188-2216.
Superchi, and et.al., 2019. Tools used to assess the quality of peer review reports: a
methodological systematic review. BMC medical research methodology. 19(1). pp.1-14.
Tarique, I. and Schuler, R., 2018. A multi-level framework for understanding global talent
management systems for high talent expatriates within and across subsidiaries of MNEs:
Propositions for further research. Journal of Global Mobility.
Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of
Industry 4.0. Journal of Management Development.
2

Appendix
Research Proposal
3

PROJECT PROPOSAL FORM
Student Name
ID Number
Centre Name
Tutor
Proposed Title

Section One: Title, aims, objectives
Title or working title of project (in the form of a question, objective or hypothesis)
To study the best talent management strategies for attracting and retaining brightest talent and their
impact on the performance of organization with reference to retail sector of UK: A study on Unilever
plc.
Project aims and objectives (e.g. what do you wish to achieve? What do you want to learn to do? What
do you want to find out?)
Aim
The aim of this research is to identify the best talent management strategies for attracting and retaining
brightest talent for Unilever plc to enhance their performance.
Objectives
 To develop an insight over talent management.
 To determine the best talent management strategies adopted by retail sector firms for attracting
& retaining potential employees.
 To analyze the impact of talent management strategies over the performance of retail sector
firms in UK.
 To recommend effective talent management strategies to Unilever plc for enhancing the
effectiveness of their talent management approach.
Section Two: Reasons for choosing this project
The reason for which the topic based on talent management is being chosen is to understand the
concept of and their importance within real context of the organization. Also, as a research scholar of
the HRM field, it is important to understand the strategies that modern organization are adopting for
recruiting & retaining the best talent within the organization. Furthermore, due to the researcher's own
interest in the area of strategic human resource management, the issue found to be most suitable. In
addition to this, the most important purpose of choosing research issue based on talent management is
to understand how talent management affects the performance of firms operating in retail industry.
The study further aims to enhance the people skills of researcher and other scholars of the related field.
At last, the researcher aims to throw light on how it is equally important to develop and retain talent
within the organization rather than just attracting them.

I have chosen this topic that is recruiting & retaining the best talent within the organization as it has
helped me to enhance my knowledge and improve my skill. Also, it will help me in personal as well as
professional development. Further, from this research I have learned process of data collection and
how to use secondary sources for the present study in order to get reliable information.
Section Three: Precedents and sources
There are large amounts of sources available with respect to talent management which helps in
gathering secondary information with respect to the concept of talent management, related strategies
and its impact over organizational performance.
Sources:
 Yuniati and et.al., (2021)
 Latukha and et.al., (2022)
 Rumawas (2021)
 Al-Dalahmeh and Héder-Rima (2021)
 Saurombe and Barkhuizen (2022)
Theme: 1 – Concept of talent management
According to Yuniati and et.al., (2021) talent management means management of talent at workplace
in terms of skills, capabilities, competencies, powers and other abilities of employees by keeping in
mind the requirements and nature of the work. Talent management is not limited to recruiting and
placing the right candidate at the right place but along with this the talent management focuses on
developing, nurturing, retaining and what is more important than this is to ensure transition of
individual employees with the organizational culture in order to get best and much out of them for the
achievement of desired outcomes.
Theme: 2 – Talent management strategies for the attraction and retention of talented employees
Those organizations who are successful in adopting effective and appropriate talent management
strategies are always able to drive success for their business along with creating value which is much
greater than other players in the market.
As identified by Latukha and et.al., (2022) the first thing comes in the mind while framing
strategies for talent management is to have effective descriptions for the job being posted. This is
important because the candidate applying for the job is aware of what would be expected from them
on being selected for the post. In addition to this, HR manager are able to find the right candidate for
the job by ensuring that the skills possessed by the candidate matched with the requirements of the job.

Another strategies suggested by Rumawas (2021) is to have the best cultural fit by ensuring that the
employees and organizational culture are compatible with each other. Also, there are certain strategies
which helps in establishing effective talent management such as giving feedback for employee
development, showing interest in and recognizing employees from time to time.
Theme: 3 – Effect of talent management over the organizational performance
Talent management by facilitating the reduction in the rate of attrition which facilitates
improvement in employee retention and accordingly, there are greater possibilities of improved
organizational performance. As stated by Al-Dalahmeh and Héder-Rima (2021) Talent management
provides scope for greater engagement, satisfaction and motivation of employees which results in
better performance of individual employees and accordingly, overall organizational performance gets
improved.
As per the views of Saurombe and Barkhuizen (2022) with the help of talent management,
organizational performance can be easily sustained through adopting and implementing necessary
strategies for change and improvement. Whatever strategies are adopted with respect to TM allows for
selecting highly talented employees that could become potential leaders in the future. In this way, TM
ensures better performance of the organization both in the present and future.
REFERENCES
Books and Journals
Al-Dalahmeh, M. and Héder-Rima, M., 2021. The effect of talent management practices on employee
turnover intention in the Information and Communication Technologies (ICTs) sector: case of
Jordan. Problems and Perspectives in Management, 18(4), p.59.
Saurombe, M. D. and Barkhuizen, E. N., 2022. Talent management practices and work-related
outcomes for South African academic staff. Journal of Psychology in Africa, pp.1-6.
Rumawas, W., 2021. Talent Management Practices on Employee Turnover Intention. Jurnal
Manajemen Teori dan Terapan| Journal of Theory and Applied Management, 14(3), pp.248-
263.
Latukha, M., and et.al., 2022. Gender, talent management and firm performance: MNCs' female-
focused talent management practices in Russia. Employee Relations: The International
Journal.
Yuniati, E., and et.al., 2021. Talent management and organizational performance: The mediating role
of employee engagement. Management Science Letters, 11(9), pp.2341-2346.

Section Four: Activities and timescales
Activities to be carried out during the project How long this will take?
Selection of topic 3 days - 15/4 – 18/4
Writing aim and objectives of the research 2 days – 19/4 – 20/4
Development and analysis of ideas for conducting the research 2 days – 21/4 – 22/4
Filling research proposal & ethics form 3 days – 23/4 – 25/4
Writing literature review 5 days – 26/4 – 30/4
Writing methodology of the research 5 days – 1/5 – 5/5
Development of questionnaire 2 days – 6/5 – 7/5
Gathering data and analyzing the same 8 days – 8/5 – 15/5
Writing Discussion and conclusion 5 days – 16/5 – 20/5
Milestone one: Selection of topic
Milestone one target date (set by tutor): 18th April, 2022
Milestone two: Writing Literature review
Milestone two target date (set by tutor): 30th April, 2022
Milestone Three: Determination of Research Methodology
Milestone three target date (set by tutor): 5th May, 2022
Milestone Four: Collection of data and Analysis
Milestone Four target date (set by tutor): 15th May, 2022
Milestone Five: Discussion and conclusion
Milestone Five target date (set by tutor): 20th May, 2022
Comments and agreement from tutor

Comments (optional):
I confirm that the project is not work which has been or will be submitted for another qualification and
is appropriate.
Agreed by:
Tutor name: Date:
Ethical form

RESEARCH ETHICS APPROVAL FORM
All students conducting research activity that involves human participants or the use of data,
collected from human participants, may be required to gain ethical approval before commencing
their research.
Please answer all relevant questions and note that your form may be returned if incomplete.
For further support and guidance please see your Unit Tutor.
Before completing this form, we advise that you discuss your proposed research fully with your
Unit Tutor. Please complete this form in good time before your research project is due to
commence.
Section One: Basic details
Student Name
ID Number
Centre Name
Project Title
Section Two: Project
summary
Please select all research
methods that you plan to use as
part of your project:
Interviews
Questionnaires √
Observations √
Use of Personal Records
Data Analysis √
Action Research
Focus Groups
Other (please specify

Section Three: Participants
Yes No
Will your research involve human participants? √
Ages
12–16
Young
people
aged
17–18
Adults
Who are the participants? Tick all that apply √
How will participants be recruited (identified and approached)?
Answer: With the help of random sampling, participants for the research will be recruited.
Describe the process you will use to inform participants about what you are doing:
Answer: Information about research will be given through email where questionnaire will
also be attached. Accordingly, individual participants will be contacted through calls and
questionnaire will be filled with the help of one send through email.

How will you obtain consent from participants? Will this be written? How will it be made
clear to participants that they may withdraw consent to participate at any time?
Answer: With the help of written consent form, participant's consent will be obtained. To
make it clear that the consent could be withdrawn anytime, the same will be stated in the
T&C section of the consent form.
Studies involving questionnaires Yes No
Will participants be given the option of omitting questions they do not
wish to answer?
√
If No, please explain why
below and ensure that you
cover any ethical issues arising
from this:
Answer:
Studies involving questionnaires Yes No
Will participants be given the option of omitting questions they do not
wish to answer?
√
Studies involving observation Yes No
Confirm whether participants will be asked for their informed consent to
be approved.
√
Yes No
Will you debrief participants at the end of their participation? (e.g.
give them a brief explanation of the study)
√

Yes No
Will participants be given information about the findings of your
study? (This could be a summary of your findings generally)
√
Section Four: Data storage and security
Yes No
Confirm that all personal data will be stored and processed in
compliance with the Data Protection Act (1998)
√
Who will have access to the data and personal information?
Answer: Only Researcher
During the research
Where will the data be stored?
Answer: Computer or any
other device that the researcher
will use such as pen-drive or
lap top.
Yes No
Will mobile devices, such as USB storage and laptops, be used? √
If yes, please provide further
details:
Answer: Laptop and USB both
will be used for accessing data
transformation.

After the research
Where will the data be stored?
Answer: It will be maintained
within the thesis developed.
How long will the data and
records be kept, and in what
format?
Answer: For 3 – 5 years
Yes No
Will the data be kept for use by other researchers? √
If yes, please provide further
details:
Answer:
Section Five: Ethical issues
Are there any particular features of your proposed work which may raise ethical concerns? If so,
please outline how you will deal with these:
It is important that you demonstrate your awareness of potential risks that may arise as a result of
your research. Please consider/address all issues that may apply. Ethical concerns may include,
but
are not limited to the following:
informed consent- All the respondents have participated in order to take acre of their consent
before questioning.
potentially vulnerable participants
sensitive topics
risks to participants and/or researchers
confidentiality/anonymity- Yes, all the information is used in study are reliable and
confidentiality has been maintained throughout the project.

disclosures/limits to confidentiality
data storage and security, both during and after the research (including transfer, sharing
encryption, protection) - Data used in research are taken from secondary sources before
taking permission also after completion the study it can be used by scholar and their
professionals.
reporting
dissemination and use of your findings.
Section Six: Declaration
Yes No
I have read, understood and will abide by the [insert name of
college/centre] Research Ethics Policy
√
Yes No
I have discussed the ethical issues relating to my research with my tutor √
I confirm that, to the best of my knowledge, the above information is correct and that this is a
full description of the ethical issues that may arise in the course of my/our research.
Student Name: Date

Questionnaire
Name:
Age:
Gender:
Questionnaire
1. What is your working experience in the Unilever PLC?
 1-2 years
 3-5 years
 5-6 years
 More than six year
2. Do you agree that company uses effective talent management strategies?
 Yes
 No
 Don't know
3. What are the benefits of using talent management strategies for employees ?
 Increase in productivity
 Improved communication
 Boost morale of employees
 All of above
4. Which talent management strategies used by Unilever Plc?

 Hiring of employees
 Opportunities for learning and development
 Giving reward and recognition
 All of above
5 How transparent is your talent management strategy?
 High
 Low
 Average
6 What level of support do you provide to your talent pool?
 Strong
 Moderate
 Low
7. Do you agree that chosen strategies are effective for retaining potential customer for Unilever
PLC?
 Strongly agreed
 Agreed
 Agreed neutral
 Disagree
 Strongly disagree
8. What is the impact of talent engagement strategies on employee performance ?
 Positive
 Negative
 Both
9. Do you face any challenge whiles implementing talent management strategies?
 Yes
 No
 Don't know
10. Please suggest any recommendation for company in order to improve performance of retail
sector firms in UK.