Effective Talent Management Strategies for Successful Organisations

This research paper focuses on the importance of talent management strategies in an organisation, with a case study of Unilever. It evaluates the ways of talent management strategies used in Unilever and recommends benefits of talent management in Unilever.

Talent Management
research

Table of Contents
TITLE: “EFFECTIVE TALENT MANAGEMENT STRATEGIES FOR SUCCESSFUL
ORGANISATIONS.”......................................................................................................................3
CHAPTER 1: INTRODUCTION AND RESEARCH BACKGROUND.......................................3
Overview of the research........................................................................................................3
Rationale for research.............................................................................................................3
Research aims.........................................................................................................................3
Research objectives................................................................................................................4
Research question...................................................................................................................4
Gantt chart..............................................................................................................................4
CHAPTER 2: LITERATURE REVIEW.........................................................................................6
The importance of talent management strategies in an organisation.....................................7
Ways of talent management strategies used in Unilever........................................................8
To recommend benefits of talent management in Unilever...................................................8
CHAPTER 3 RESEARCH METHODOLOGY............................................................................10
Research Onion....................................................................................................................10
CHAPTER 4: FINDINGS, DISCUSSION & ANALYSIS...........................................................13
Frequency Distribution Analysis..........................................................................................13
CHAPTER 5: CONCLUSION & RECOMMENDATIONS.........................................................22
Recommendation...........................................................................................................................22
CHAPTER 6: REFLECTION........................................................................................................24
REFERENCES..............................................................................................................................26
Appendix........................................................................................................................................27
Research Ethics Approval Form........................................................................................27

TITLE: “EFFECTIVE TALENT MANAGEMENT STRATEGIES FOR SUCCESSFUL
ORGANISATIONS.”
CHAPTER 1: INTRODUCTION AND RESEARCH BACKGROUND
Overview of the research
It is very much crucial for a business to focus on development of various talent management
strategies in order to develop at the marketplace. Talent management strategies are helpful for a
business in order to manage talented employees. This technique helps in increasing company's
strength at the marketplace and also enables Unilever to increase employee productivity
(Balcerzyk, and Materac, 2019). The main talent management strategies include training and
development are two major parameters of business development in order to develop and
maintain talent management in the company. The organisation should also hire trained and
skilled professionals in order to provide effective training to employees. Reward system is also a
major and unique approach which helps in providing monetary and non- monetary rewards to
employees for increasing their productivity. It is also one of the crucial responsibilities of
management to focus on talent development in order to achieve majority of goals and objectives.
Rationale for research
The main aim of this research is to develop practices related to talent management in various
international and national companies. Research is conducted on major basis with support of
primary and secondary research based tools and techniques. There is a significant loss recorded
by many organisations in recent times related to talent management (Cross, 2018). Retention of
talent is main ethical responsibility of human resource management. Main purpose behind the
research is to estimate goals and objectives related to talent management for focused
development of business entity. It is also crucial responsibilities of a company to focus on
assessment or evaluation of talent management in order to analyse growth of a company. This is
also a crucial aim of this research to understand implications of talent management in the
business entity.
Research aims
The aim of this research work is “To understand about different ways of talent management
strategies and their importance in an origination (Dempsey, 2017). A case study of Unilever.

Research objectives
 To evaluate the importance of talent management strategies in an organisation.
 To explore ways of talent management strategies used in Unilever.
 To recommend benefits of talent management in Unilever.
Research question
The key questions of the study that are relay over the aim and objectives of the research are
associated as under:
 What is the importance of talent management within an organisation?
 What are various ways of talent management strategies used in Unilever?
 Provide recommendation to Unilever for talent management?
Gantt chart
This is framework used by the researcher for evaluating how much time different research
activities will take in the following research.

CHAPTER 2: LITERATURE REVIEW
Literature review mainly refers as the most essential area of an investigation as it is
imperative in developing descriptive evaluation with the assistance of in-depth analysis over a
specified area of study (Fatah, 2019). Therefore, this section is mainly effective in developing
detailed theoretical information in respect to enhancing understanding in regards to the area of
determining the significance of talent management in enhancing the operations of the business.
thi section of research is mainly based on secondary sources of information like books, journals,
articles and so on. Therefore, this aspect of investigation supports the entire evaluation in
developing the theoretical perspective about the study area.

The importance of talent management strategies in an organisation.
According to Joshbersin, (2019), Talent management is said to be the process that comprises the
ways of retaining and attracting the high quality employees in order to keep them motivated for
the purpose of improving the performance. The ultimate goal of the talent management is to
motivate the employees for attaining the goals of the company (Griffith, 2019). This
management allows the companies to be more competitive by hiring and appointing the talented
employees that will lead to make the company more competitive in order to deal with risks and
changes. It also motivates other to grow with team and that will further attract the new talent for
the future hires.
As per the chosen company that is Unilever, it motivates the employees to be more capable by
learning and encouraging them to grow. The company also provides a platform in which the
employees can work and take part on various projects in order to gain expertise in skill or
experiences. Such experiences helps the chosen company to gain rapid growth for the future
approach by which the best talent can be attracted and to bring the level of commitment in the
employees. The chosen company lets any manager or team to be the important part of the
decision making process and the this company is one of the most interesting company in the
world as it is a purpose driven company which focuses on bringing the useful and sustainable
products into the lives of the customers (Iscandarov, 2018). It also uses a new management
system that is FLEX which is new internal marketplace which supports the employees to move
out of their comfort zone in regard to their career in order to identify the opportunities in the
business. The company believes the employees of the company are much more than their job title
and in today's competition internal mobility is critical and the HR management of the company is
in support of continuing the adoption of FLEX in order to compete with the competitors
globally. It asks the employees to make purpose statements in which the skills are shared online.
In order to stay connected the employees also make use of Gloat and other tools in order to stay
connected at the workplace. Around 30,000 employees are using the above mentioned system.
The company has also made management practices so that the employees can work on various
projects at a time (The Company As A Talent Marketplace: Unilever and Schneider Electric
Show The Way, 2019).

Ways of talent management strategies used in Unilever
There are various ways of talent management which are used by the company are explained
below-
 The chosen company makes use of employee training tools so that the interactive
learning content can be made such as microlearning platforms, learning management
system(LMS) and video training system. The main step which is followed by the
company is to manage the employees by bringing opportunities with the help of various
training programs.
 The chosen company also track and measure the performance of the present employees in
the team and it also allows to compare with the past performances in order to achieve the
goals. Such tracking and measuring has always helped the company to deal with the
challenges and weaknesses.
 The company also uses the feedback system that are done for the basis of reviewing the
promotion, career development and the performance of the employees (Latukha, and
Veselova, 2019). Such feedbacks allows the company to set the goals & KPIs for each
employee to elevate the level of motivation and work satisfaction.
 The company also provides the career development paths to the employees for the
ultimate goal of growth and development. The chosen company provides the chances to
improve the skills and the knowledge for mastering the tasks of the job. That has also
affected the level of retention and career satisfaction.
To recommend benefits of talent management in Unilever
Talent management allows to target the best employees in the best manner with the help of using
software solutions. Various benefits of talent management in Unilever are explained below-
 The management also provides the best automated tools in order to manage the
candidates such as candidate sourcing and screening (Lopes, 2016). Under this the
powerful software allows to make the whole process smooth.
 Talent management in Unilever helps the employee to succeed in the organisation as the
employees are the main assets to the company. This management has helped the company
to get the right program that ensures the level of success for the employees and making
the business more productive.

 The talent management supported the company in order to make succession planning as
the planning is the key factor in identifying, retaining and developing the performance of
the individuals (Maamari, and Alameh, 2016). The company also able to dealt with the
critical issues and roles in the workplace and the company is able to maintain the
continuous flow of the employees to fill the difficult job roles Maak, Borecká and Pless,
2020).
 This management has also assisted the company to keep up with the market by managing
the skills of top talent of the company and the best people can be identified due to this for
the right position. The chosen company got to know about its employees better that
helped in shaping their career. The best employees stayed with the company for the
accomplishment of the objectives of the company (Tarrant, 2018).

CHAPTER 3 RESEARCH METHODOLOGY
Research methodology is considered as a major approach which is helpful in collecting
precise information related to a particular topic. It is also major responsibility of a
researcher to focus on conducting research with major responsibility in order to obtain
fruitful results (Marinescu, Toma, and Constantin, 2016). The research methodology also
contains application of developing a research with use of key findings. In order to
conduct a research in an ethical manner, it is important for the researcher to select
effective methodology. There are various elements of research methodology that are
beneficial for conducting a brief analysis of a subject matter are mentioned below:
.
Research Onion
(Saunders Research onion, 2020)
(Source: Research framework)

Research Philosophy-Positivism
The main concept behind this approach is related to collection of effective research based tools
and techniques. In this research, authentic data is collected by a researcher which establish a
positive approach by the research (Marrybeth and 2019). A research philosophy also includes
set of guidelines and approaches which are selected by a researcher to conduct research in a
precise manner.
.
Research Approach- Deductive
Most of the successful research follow different types of approaches which are suitable for
research development. It is key role of research management to analyse value based research
approaches in order to achieve various goals and objectives related to a research. The selection of
appropriate approach helps a researcher to conduct research in a set period of time.
Research Strategy- Survey
In order to conduct research in a well-defined manner, it is important for a researcher to choose
viable research strategy (McDonnell, Jooss, and Scullion, 2020). In order to gain effective and
essential information related to subject matter, in this research survey is conducted for obtaining
better results. The research strategy is most crucial part of a research which helps in development
of a major planning framework associated with the research.
Time Horizon- Cross Sectional
In the development of a research, time management is considered as the key approach which
helps in completion of research on time. In this research, cross-sectional approach based on time
management in order to lead the research dimensions.
Research Choice- This is considered as an major option which is helpful for increasing
competitive strength of a research (Michailova 2019). In this approach a researcher evaluates
different techniques which are essential for development of research choice.
Data Collection- The data collection methods are considered as a major approach which is
selected by a researcher to create valuable research. Data collection techniques are followed by a
researcher in order to develop systematic approach for research development.

Sampling- The process of sampling includes collection of a major source which is helpful in
development of the data related to a research (Panackal, and Singh, 2016). The sampling
techniques are beneficial for a researcher to analyse briefly a given information.

CHAPTER 4: FINDINGS, DISCUSSION & ANALYSIS
Frequency Distribution Analysis
QUESTIONS FREQUENCIES
Q1. Have you ever crossed any issue related to talent
management?
Frequency
a) Yes 36
b) No 4
Q2. Do you have any knowledge regarding how talent
management is affecting employees of Unilever?
Frequency
a) Yes 30
b) No 10
Q3. Do you think Talent Management is essential for company’s
growth and productivity?
Frequency
a) Yes 40
b) No 0
Q4. Is talent management strategy going to help in making
employees competitive?
Frequency
a) Yes 35
b) No 5
Q5. Which is more suitable recruitment and selection practices
that is used within Unilever??
Frequency
a) Group Discussions and Interviews 25
b) Ability Tests 5
c) Promotions 10
Q6. According to you, out of the following, which are major
impacts of TM in Unilever?
Frequency
a) Motivated workforce 20
b) employee engagement 20
Q7. Out of the following, which training and development Frequency

practices are essential for Unilever employees?
a) On the job trainings 20
b) Off the job trainings 20
Q8. Out of the following, what are the key challenges faced by
Unilever due to talent management?
Frequency
a) Lack of cooperation of employees 28
b) Lack of employees engagement 12
Q9. Which is the key practice of Talent Management that
Unilever should adopt?
Frequency
a) Performance appraisals 25
b) Employee motivation 15
Q10. What are some more effective Talent Management
practices which can be adopted by Unilever?
Frequency
a) Distribution of power 8
b) More effective performance appraisals practices 32
QUESTION 1:
QUESTION 1:
Q1. Have you ever crossed any issue related to talent
management?
Frequency
a) Yes 36
b) No 4
36
4
a) Yes
b) No

Interpretation: In accordance to above graph, it is interpreted that respondents crosses
various issues about talent management. 36 respondents say that they crossed issues about talent
management while 4 respondents say that they do not crossed any issue related to managing
talent (Smith 2018). In Unilever, employees are aware about issues associated to talent
management.
Q2. Do you have any knowledge regarding how talent
management is affecting employees of Unilever?
Frequency
a) Yes 30
b) No 10
Interpretation: The presented statistical data represents that 30 respondents have
knowledge about the ways talent management affects personnel of the company (Swailes, and
Blackburn, 2016). However, 10 respondents feel that they lack knowledge about how talent
management affects workforce of the establishment. In Unilever, knowledge concerned with
impacts of talent management among employees is essential.
30
10
a) Yes
b) No

Q3. Do you think Talent Management is essential for company’s
growth and productivity?
Frequency
a) Yes 40
b) No 0
Interpretation: From the statistics, it could be determined that 40 people think talent
management is necessary element for productivity and growth of enterprise (Tlaiss, Dirani, and
Hamie, 2018). Nonetheless, no employee thinks that talent management is not essential for
growth and productivity of company. Within Unilever, talent management plays crucial role in
helping company to achieve determined level of growth and productivity.
Q4. Is talent management strategy going to help in making
employees competitive?
Frequency
a) Yes 35
b) No 5
40
a) Yes
b) No

Interpretation: As per above statistics, it is analysed that 35 respondents believe that strategies
of talent management are going to aid the company to make workforce more competitive (Tsai
and 2018, December). In contrary, 5 respondents say that talent management strategies is not
helping in making employees competitive. Within Unilever, talent management strategies are
essential for making personnel competitive.
Q5. Which is more suitable recruitment and selection practices
that is used within Unilever?
Frequency
a) Group Discussions and Interviews 25
b) Ability Tests 5
c) Promotions 10
35
5
a) Yes
b) No

Interpretation: As per above image, it is determined that 25 people says listed group
discussions and interviews are best recruitment and selection practice used in an enterprise
(Ujah, Tarkom, and Okafor, 2020). At same time, 5 people believes ability test is most suitable
practice of recruitment and selection in a company. Similarly, 10 people believes promotions is
suitable recruitment and selection practice used in a corporate. Managers of Unilever uses ability
tests, promotions, group discussions and interviews to recruit and select staff members.
Q6. According to you, out of the following, which are major
impacts of TM in Unilever?
Frequency
a) Motivated workforce 20
b) employee engagement 20
Interpretation: In accordance to above figure, it has been interpreted that talent management
impacts a company in many ways. Views of 20 respondents state that motivated workforce is
25 5
10
a) Group
Discussions and
Interviews
b) Ability Tests
c) Promotions
20 20
a) Motivated
workforce
b) employee
engagement

major impacts of talent management in the corporation (Zhu, and Honkanen, 2018). While 20
respondents believe that employee engagement is major impact of talent management in the
establishment. Within Unilever, employee engagement and motivated workforce are major
impacts that talent management have within business.
Q7. Out of the following, which training and development
practices are essential for Unilever employees?
Frequency
a) On the job trainings 20
b) Off the job trainings 20
Interpretation: As per presented statistics, it is determined that 20 viewers says on the
job training is essential training and development practice for organisational workforce. In
contrary, 20 respondent says off the job training is crucial practice of training and development.
In Unilever, on the job and off the job are key training and development practices for employees.
Q8. Out of the following, what are the key challenges faced by
Unilever due to talent management?
Frequency
a) Lack of cooperation of employees 28
b) Lack of employees engagement 12
20 20
a) On the job
trainings
b) Off the job
trainings

Interpretation: The above figure shows that 28 people believes that lack of cooperation
of human resource is a challenge faced at company because of talent management. At same time,
12 people believes that lack of employee engagement is key challenges faces due to talent
management. Hence, it can be said that lack of cooperation of employees and lack of employee
engagement are key challenges faced because of talent management in Unilever.
Q9. Which is the key practice of Talent Management that
Unilever should adopt?
Frequency
a) Performance appraisals 25
b) Employee motivation 15
28
12 a) Lack of
cooperation of
employees
b) Lack of
employees
engagement
25
15 a) Performance
appraisals
b) Employee
motivation

Interpretation: The presented figure shows that 25 respondents believes performance
appraisal is key practice related to talent management that a company should adopt. While 15
viewers believe that employee motivation is key practice concerned with talent management that
should be adopted at an establishment. Managers of Unilever should adopt employee motivation
and performance appraisals as practice for talent management.
Q10. What are some more effective Talent Management
practices which can be adopted by Unilever?
Frequency
a) Distribution of power 8
b) More effective performance appraisals practices 32
Interpretation: Mentioned above statistics interprets that 8 respondents believe that
distribution of power is effective practice of talent management that to be adopted in company.
While, 32 respondents says that effective performance appraisals is key talent management
practice that could be adopted at enterprise. In aspect to Unilever, distribution of power and
effective performance appraisals can be adopted by managers as talent management practice.
8
32
a) Distribution of power
b) More effective
performance appraisals
practices

CHAPTER 5: CONCLUSION & RECOMMENDATIONS
Conclusion
From the above discussion conducted and the information collected from the research and survey
concluded that the respondents who had supported the survey about talent management and the
practices which are related to that is having proper and appropriate knowledge of talent
management and its terms. Talent management is important in each organisation for the effective
and efficient use of resources. This whole research is conducted with the evaluation and
analysation of talent management as well as activities related to that so that an organisation can
make sure that in each department effective management actions are taken or not by the business
to keep the words and workforce aligned with all the potentials of employees and departments.
Moving further in research project various strategies has been determined which can be used in
management process by the organisation which make sure that the employees can retain in the
organisation for the long term for the organisational and individual goal. Talent management
holds the employees for long time which also builds motivation and make employees more
skilful which also makes a better workforce. The strategies which is mentioned above is
performed by the managers and leaders of the organisation which are able In retaining the top
talents, skilful workers and appropriate members within the business boundaries and this helps
the company to succeed and grow to achieve its aims and objective. This entire research went
successfully completed and succeeded in achieving their aims and objectives with the proper
surveys. The aim of this project is fulfilled with the review and questionnaire with secondary and
primary method of evaluation and data collection.
Recommendation
By analysing and data collection from the above project here are some of the recommendations
that is important to consider as organisation as adopting talent management. As in an
organisation talent management is one of the department in an organisation which leads to
growth and success of the entity. There are some suggested recommendation to the entity as per
the research and analysis which was conducted above. The recommendation for improving talent
management in an organisation is described below.
 In an organisation appraisals and rewards should be considered as the main strategy of
talent management. This strategy or practice is always used by team leaders and the
managers to keep the employees of the organisation reserved and retained for the longest

period of time which is possible only with some strategies and plan. These appraisals and
rewards practices are used by Unilever to fulfil the need of the departments and also full
fill the employee’s requirement which maintains the environment in the organisation. In
an easiest way an organisation needs to focus on efficient performance in order to
increase the productivity level of the firm. These strategies give satisfaction to the
employees and the firm as by appreciation employees get motivated to work hard and it
also increases their performance in the firm
 There are various strategies which is needed in the talent management another important
strategy which is needed in the organisation to focus and develop Unilever's employees
and departments for the better performance. This company had focused more in the
development and training of the employees. This is main strategy which provides better
and updated knowledge to employees so that each employee in the entity can work with
there fullest capabilities and talent. Frequent training develops the employees knowledge
according to the external and internal environment. Therefore it is suggested to Unilever
management teams to perform these strategies for the better workforce management.
Training and development sessions should be increased to meet the requirement of
industry and internal environment.

CHAPTER 6: REFLECTION
Reflection summary
I'm really glad that I received this opportunity to conduct everything and to study the project
upon talent management which also involved different strategies that an firm can used gor
sustaining and the growth of the organisation. Talent management is important attract the top
talent in the organisation which involves the skilled and talented employees. It also motivated the
employees to work hard in order to achieve both personal and organisational objective. Talent
management always covers the critical role in the organisation and it also increases the
employees performance by placing the right employee at right place. This also improves the
business performance which also increases the productivity and profitability level of the firm
which also helps in the growth and expansion of the company. It also satisfy the customer
highest as each department employees are highly motivated. I had involved various activities to
conduct to surveys in order to analyse the talent management at appropriate manner. I was very
confident by communicating with the employees I found it challenging sometimes but I had
cross the hurdles and had also learn new things about talent management. By conducting this
research, I learnt so many things. This research helped me in gaining deep knowledge on the
topic and the other areas as well. By conducting this research, my research skills have improved
that will help me in collecting large amount of data on the research topic effectively in future. If I
will conduct research on the similar topic or on other topic in future, then these research skills
will support me in collecting mode authentic and reliable data so that appropriate and valid
conclusion can be drawn from the research. This study also improved my knowledge on various
areas. I get to know about how the authentic data can be collected, which source I can use to
gather data and which cannot use etc. This research was also helped me in improving my
communication skills as while conducting research I needed to interact with many people for
gathering data. My improved communication skill will help me in future in my personal as well
as professional growth.
Further, the use of the research method based on the quantitative nature of study is also
vital and effective in meeting the set objective as it supports easy collection as well as the better
presentation of facts through making use of the statistical chart and tools. Along with this, the
use of primary set of data is also rationale as it supports and lead to authentic and first-hand

information to remove the chance of biasness and ensures the higher reliability and authenticity
of research results.
Along with this, it has been seen that current method ae effective in meeting the set
objective but for future work use of the qualitative method of research could be made as an
alternative. It has been seen and find out that the only pitfall and drawback that has been
encountered during current project is based on lack of in-depth and theoretical information.
Therefore, use of the qualitative nature of research method could be made as alternative that
supports collection and analysis of detailed and theoretical set of data collected with the help of
interview.

REFERENCES
Books and Journals
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Dempsey, M., 2017.An investigation into talent management in the Irish retail sector (Doctoral
dissertation, Dublin, National College of Ireland).
Fatah, S.J., 2019. Applying Talent Management Practices by Management Involvement.Cihan
University-Erbil Journal of Humanities and Social Sciences.3(1).pp.1-6.
Formanek, K., 2021. Beyond D&I: Leading Diversity with Purpose and Inclusiveness. Palgrave
Macmillan.
Griffith, K., 2019. Characterizing the ‘global war for talent’.In Research Handbook of
International Talent Management.Edward Elgar Publishing.
Iscandarov, R.R., 2018. Talent management as a method of development of the human capital of
the company.Revista San Gregorio, (25), pp.107-113.
Latukha, M. and Veselova, A., 2019. Talent management, absorptive capacity, and firm
performance: Does it work in China and Russia?.Human Resource
Management.58(5).pp.503-519.
Lopes, S.A., 2016. High performers are not superheroes: bridging exclusive and inclusive talent
management approaches for law firm sustainability. International Journal of the Legal
Profession.23(2).pp.207-231.
Maak, T., Borecká, M. and Pless, N.M., 2020. Developing global leaders who make a difference.
In Research Handbook of Global Leadership. Edward Elgar Publishing.
Maamari, B. E. and Alameh, K., 2016.Talent management moderating the relationship between
recruitment for the highly skilled and HR policies.
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globalization.Manager, (24), pp.180-184.
Marrybeth and et. al., 2019. Talent acquisition and talent engagement practices significant
impact over employee satisfaction. International research journal of management, IT
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McDonnell, A., Jooss, S. and Scullion, H., 2020. Global talent and mobility in a decentralised
multinational enterprise.In Case Studies in Work, Employment and Human Resource
Management.Edward Elgar Publishing.
Michailova and et. al., 2019.Talent Management in New Zealand 1.Talent Management in Small
Advanced Economies (Talent Management), pp.77-96.
Panackal, N. and Singh, D.A., 2016. Talent Management–A Challenge for Indian
Industries.Human Resource Management, 5.
Smith Jr, T.D., 2018. Perceptions of human resource professionals on using data analytics for
talent management (Doctoral dissertation, St. Thomas University).
Swailes, S. and Blackburn, M., 2016. Employee reactions to talent pool membership. Employee
Relations.38(1).pp.112-128.
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Appendix
Research Ethics Approval Form
All students conducting research activity that involves human participants or the use of
data collected from human participants are 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 respective 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 1: Basic Details
Project title: “To understand about different ways of talent management strategies and their importance
in an origination. A case study of Unilever.
Student name: ...................................................................................
Student ID number: ...................................................................................
Programme: ...................................................................................
College: ...................................................................................
Intended research start date: ..08-1-2022...........................................
Intended research end date: ............25-03-2022.................................
Section 2: 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:  Case Study:  Survey:  Narrative Enquiry: 
 Other (please specify):
....................................................................................................................................................................
Section 3: Participants
Please answer the following questions, giving full details where necessary.
Will your research involve human participants? Adults: 
How will participants be recruited (identified and approached)?
By using random sampling method, 50 staff members of company will be recruited.
Describe the processes you will use to inform participants about what you are doing:
Through e-mail or questionnaire
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?

Through questionnaire instrument investigator can obtain consent from selected
participant in easy manner. As it will be written in the form.
Studies involving questionnaires / interviews: Will participants be given the option of omitting
questions they do not wish to answer?
Yes:  No: 
If No please explain why below and ensure that you cover any ethical issues arising from this.
Studies involving observation:
Confirm whether participants will be asked for their informed consent to be observed.
Yes:  No: 
Will you debrief participants at the end of their participation
(i.e. 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 brief summary of your findings in general)
Yes:  No: 

Section 4: Data Storage and Security
Confirm that all personal data will be stored and processed in compliance with Data Protection Act
(2018) Yes:  No: 
Who will have access to the data and personal information?
Research
During the research: Where will the data be stored?
Yes data would be stored for 3-4 months
Research
Will mobile devices such as USB storage and laptops be used? Yes:  No: 
If yes, please provide further details: After the research: Where will the data be stored?
How long will the data and records be kept for and in what format? Will data be kept for use by other
researchers? Yes:  No: 
If yes, please provide further details:
Section 5: 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.
 Potentially vulnerable participants.
 Sensitive topics.
 Risks to participants and/or researchers.
 Confidentiality/anonymity.
 Disclosures/limits to confidentiality.
 Data storage and security, both during and after the research (including transfer, sharing,
encryption, protection).
 Reporting.
 Dissemination and use of your findings.