Current Trends and Challenges Impacting Talent Management Strategies: A Study on Unilever in UK Retail Sector

This research project aims to evaluate the current trends and challenges impacting talent management strategies in the UK retail sector, with a focus on Unilever. The study explores key strategies used by Unilever to attract and retain highly qualified, talented individuals, and suggests strategies for managing talent employees for longer time frames. The research methodology includes a survey and systematic literature review.

Unit 11 – Research Project
(Current trends and challenges impacting on talent
management strategies of the organisation in retail
sector of United Kingdom. A study on Unilever)

Table of Contents
CHAPTER ONE: INTRODUCTION.............................................................................................................................4
1.1 Research Aim and Rationale...............................................................................................................................4
1.2 Research Questions.............................................................................................................................................4
1.3 Research Objectives............................................................................................................................................4
1.4 Significance of the Research...............................................................................................................................5
CHAPTER TWO: LITERATURE REVIEW.................................................................................................................5
What are the current trends pertaining to talent management?.................................................................................5
What are the challenges that are bear by organisation in managing talented employees in the company?..............6
What are key strategies that are used by Unilever to attract maximum number of highly qualified, talented
individual in the firm for its overall benefits?...........................................................................................................6
What are suggested strategies that are being utilised by Human resource manager in managing talent employees
for longer time frame?...............................................................................................................................................7
CHAPTER THREE: METHODOLOGY.......................................................................................................................8
3.1 Research Approach.............................................................................................................................................8
3.2 Research Strategy................................................................................................................................................8
3.3 Research Methodology........................................................................................................................................8
3.4 Research Tools....................................................................................................................................................8
3.5 Sampling..............................................................................................................................................................9
3.5.1 Identifying Population and Research Site........................................................................................................9
3.5.2 Sampling Strategy............................................................................................................................................9
CHAPTER FOUR: FINDINGS (DATA ANALYSIS AND PRESENTATION)........................................................10
Frequency Distribution Table..................................................................................................................................10
Data Interpretation...................................................................................................................................................13
CHAPTER FIVE: DISCUSSION.................................................................................................................................21
CHAPTER SIX: CONCLUSION, RECOMMENDATIONS AND IMPLICATIONS FOR FURTHER RESEARCH
.......................................................................................................................................................................................23
CONCLUSION.......................................................................................................................................................23
RECOMMENDATIONS........................................................................................................................................23
IMPLICATIONS FOR FURTHER RESEARCH...................................................................................................23
REFLECTION ON RESEARCH METHODS.......................................................................................................24
ALTERNATIVE RESEARCH METHODOLOGY...............................................................................................24
REFERENCES..............................................................................................................................................................25

APPENDIX 1................................................................................................................................................................27
Questionnaire..........................................................................................................................................................27
APPENDIX 2..........................................................................................................................................................29
RESEARCH PROPOSAL AND ETHICAL FORM............................................................................................................29
APPENDIX 3...................................................................................................................................................................36
Research Ethics approval form................................................................................................................................36

CHAPTER ONE: INTRODUCTION
Talent management refers to the most important practices that assist in managing employees by motivating
and encouraging them in the workplace. It includes several activities such as attraction, selection and retention of
talent in the workplace (Mensah and Bawole, 2018). Companies use different tools and techniques so that smooth
activities and operations can be conducted. Human resource managers perform certain activities such as workforce
planning, performance management, learning & development, recruitment & selection of employees etc. The current
investigation carries out information about the strategies of talent management in the organisation and its importance
for managing and retaining employees in the workplace (Painter‐Morland and et. al., 2019). The chosen company
for conducting the investigation is Unilever. It is a British multinational consumer goods organisation. The
headquarters of the company is located in London, United Kingdom.
1.1 Research Aim and Rationale
Research Aim
To evaluate the current trends and challenges impacting on talent management strategies of the
organisation in retail sector of United Kingdom. A study on Unilever.
Research Rationale
1.2 Research Questions
 What are the current trends related to talent management strategy in the firm?
 What are the challenges that are faced by firm while managing talented individuals in the organisation?
 What are the key strategies that are used by Unilever to retain highly skilled and knowledgeable employees
within the company?
 What are the strategies that could be used by the Unilever to attract and retain talented individuals in the
firm for achievement of end goals?
1.3 Research Objectives
 To identified the current trends related to talent management strategy in the firm.
 To evaluate challenges that are face by firm while managing talented individuals in the organisation.
 To understand key strategies that are used by Unilever to retained highly skilled, knowledgeable employees
within the company.
 To suggest strategy that could be used by the Unilever to attract and retained talented individuals in the
firm for achievement of end goals.
Rationale of the research

The main purpose of doing the existing investigation is to carry out information about the trends and
challenges in the practice of talent management within an organisation. There are several companies operating in the
United Kingdom such as Sainsbury, Tesco etc. that faces issue of high employee turnover which ultimately results in
unattainable targets and objectives. There are two proposed objectives that are fulfilled by this study which are:
personal and professional (Ahammad and et. al., 2018). In terms of personal perspective, I will gain knowledge
about the various methods to collect information in a significant manner. I will also increase my knowledge about
the broader areas. In respect of professional perspective, I will learn about the about the current trends in talent
management as well as various strategies to retain employees in the organisation.
1.4 Significance of the Research
The existing investigation is quite necessary because it shows the impact of talent management on the
efficiency of employees and business performance of the organisation. This focuses on highlighting the requirement
of providing great benefits and motivation to employees in the workplace so that they can be retained in the
company for longer time duration. This study helps in identifying the behaviour of people so that they can be
motivated in such a manner that they start work for attaining objectives of the company. This study showcases the
current trends in the procedure of talent management which are virtual interview, digital technologies etc. This study
is also quite useful for researchers, students and companies. In terms of researchers, this study is very important
because this investigation will act as secondary source for the accumulation of information in a significant way
(Sparrow, 2019). In terms of students, this study is important because they can carry out academic information in a
systematic way. On the other hand, in respect of company this study is quite significant as they can easily identify
different talent management strategies for motivating and encouraging employees in the organisation. Therefore, this
investigation is quite significant about the practice of talent management.
CHAPTER TWO: LITERATURE REVIEW
What are the current trends pertaining to talent management?
As per the viewpoint of Anlesinya, Dartey-Baah and Amponsah-Tawiah (2019), there are various trend
which are pertaining to talent management. These trends help in increasing the performance and efficiency of
employees. The current trends pertaining to talent management are providing education and training, promoting
equality and diversity, talent analysis and employee health and well being. These are few trends on which talent
management is focusing. The team of talent management is focusing on providing education and training
opportunities to their staff in order to improve their skills, abilities, capabilities and knowledge. Through education
and training, employees can learn something new and contribute in making business successful. This trend helps in
boosting the morale and confidence among staff so that they can give productive outcomes in achieving the goals
and objective of business. Talent management team is also promoting equality and diversity within workplace by
treating all employees fairly and equally and also creating inclusive culture for staff. Thus, talent management team
also identifies and prevents unconscious biases and brings diversity and equality in recruitment process. The other

trend pertaining to talent management is talent analysis. It is a tool through which company can identify the right
talent by measuring and evaluating their performance and efficiency. Nowadays, talent management team focuses
on conducting talent analysis so that they can hire the efficient employees, develop them and evaluate their
performance. Employee health and well being is another trend of pertaining to talent management. The talent
management team ensures that their employees must remain healthy and fit while working in an organisation as it
helps in increasing their morale and efficiency. Health and well being of employees helps in improving the
productivity of employees by making them focused in their work.
What are the challenges that are bear by organisation in managing talented
employees in the company?
As per the opinion of Wilcox (2016), there are various challenges that are faced by organisation in
managing talented employees in company such as numerous development in technology, poor hiring strategies, high
employee turnover and ineffective leadership. These are the few challenges which can face by company while
managing effective talent within workplace. It is important for an organisation to have effective hiring strategies so
that they can attract more and more candidate for the job position. The poor hiring strategy can influence the
profitability and growth of business. When there is good hiring strategy, it helps in reducing the turnover rate of
employees. The other challenge which can be faced by company while managing talented employees is numerous
development in technology. It becomes necessary for organistaion to adopt trendy and latest technology for hiring
the right talent within workplace. Sometimes human resource management faces difficulty to make use of new
techniques for recruiting and retaining highly talented employees within workplace. Another issue which is faced by
organistaion while managing talented workforce is high employee turnover. Company generally faces issues related
to high employee turnover which also influence their performance and productivity. There are various causes of high
employee turnover such as unequal wage structure, lack of opportunity for advancement or growth, inadequate
supervision and low employee morale. These are few factors which increases the turnover rate of employees within
workplace.
What are key strategies that are used by Unilever to attract maximum number of
highly qualified, talented individual in the firm for its overall benefits?
According to Khoreva and Vaiman (2021), there are various strategies which can be used by company in
order to attract maximum number of highly qualified, talented individual in the firm for its overall benefits such as
offering attractive incentive or wages, financial rewards, creating positive working environment, promoting open
and continuous flow of communication and understanding the needs and expectation of employees. These are the
few strategies which can be used by organisation for attracting the highly skilled employees within workplace. It is
important for an company to provide attractive incentive to their staff so that they feel motivated and values while
working and also contribute their best efforts in accomplishing the business goals. The talent management team also
focuses on creating positive working environment for their employees in order to boost the engagement level of
employees (Bonneton, Festing and Muratbekova‐Touron, 2020). In order to attract the highly skilled workforce,

company also promotes open and continuous flow of communication so that employees can share their opinion and
complaints. The other strategy which Unilever can implement is understanding the need and expectation of
employees. It is necessary for human resource management to understand the needs and expectation of staff so that
they can meet their expectation and also make them feel valued.
What are suggested strategies that are being utilised by Human resource manager
in managing talent employees for longer time frame?
As per the perspective of Mujtaba, Mubarik and Soomro (2022), the suggested strategies which can be used
by human resource manager for managing talented employees for longer time frame is organizing training and
development program for their staff. In order to attract and increase the engagement level of employees, it is
necessary to organize training and development program for their staff as it helps in increasing the skills, knowledge
and efficiency of employees due to which they can give better output in achieving the business goals and objective.
The training opportunities help in increasing the confidence and morale level of staff. If employees are motivated
they bring innovative and creative ideas for improving the business performance and productivity. Organisation
must also focus on offering reward and incentive to employees on the basis of their contribution and performance
level (Beamond, Farndale and Härtel, 2020). The reward and incentive program helps in boosting the morale and
motivation level of employees due to which the participation of staff in work increases. Thus, when employees
participate in business activities they share their innovative and creative ideas for making business successful. These
are the suggested strategies which must be used by human resource management in order to manage talented
workforce within workplace.

CHAPTER THREE: METHODOLOGY
3.1 Research Approach
The approach is categorised in two significant forms that are: inductive and deductive approach.
Investigator has selected deductive approach so that numerical data can be analysed and examined in a significant
way so that relevancy of same could be carried out (Basias and Pollalis, 2018). The main benefit of deductive
approach is that it accommodates in analysing relevancy of numerical information in limited period of time.
3.2 Research Strategy
Research strategy is the method that accommodates in accumulating information in a systematic way. This
is classified in respective types which are: action research, case study, interview, observation, survey, systematic
literature review etc. Researcher has chosen survey to collect numerical information in the shorter time period in a
significant way (Rutberg and Bouikidis, 2018). This also helps in collection primary piece of information in a
systematic way. Under survey method, questionnaire is developed so that information can be assembled directly
from the source of information. The other strategy used by research is systematic literature review so that second-
hand information can be assembled (Abutabenjeh and Jaradat, 2018). This uses secondary sources such as books,
journals, newspapers, articles, publications, already conducted survey, interviews etc.
3.3 Research Methodology
This form of methodology is categorised in two significant types that are: qualitative and quantitative
research choice (Sileyew, 2019). The methodology helps in determining type of information that need to be
assembled for attaining pre-defined aim and objectives. This is grouped into two vital kinds that are: quantitative
and qualitative research. Researcher has chosen quantitative research choice as it helps in accumulating numerable
information in the shorter time period (Ryder and et. al., 2020). This helps in assembling statistical content and
figures in given period of time. The main benefit of quantitative choice is that it carries out comparable information
in a systematic manner.
3.4 Research Tools
Research tools are very important for the collection and evaluation of information. Data collection is the
method which gives two important kinds that are: primary and secondary data collection method. Investigator has
chosen both the data collection methods so that objectives can be met. Researcher has selected primary method so
that raw information can be assembled about the topic (Fryer, Larson-Hall and Stewart, 2018). Basically, this
method assists in taking out information directly from the source. Under primary method, questionnaire is developed
with proper number of close-ended questions. On the other hand, secondary data collection method is also used by
investigator for assembling published data for addressing research questions. The sources considered in the existing
investigation are: books, journals, newspapers, articles etc.

3.5 Sampling
It is the method which helps in selecting right number of respondents for collecting information ( Budianto,
2020). It is classified into two kinds which are: probability and non-probability sampling. Researcher has selected
probability sampling as it assists in selecting large number of respondents.
3.5.1 Identifying Population and Research Site
30 manager are selected from Unilever to collect information in a systematic way. They are the people who
can provide great information about the trends in the practice of talent management (Mukherjee, 2019). The research
is conducted in the United Kingdom to collect information in a systematic way.
3.5.2 Sampling Strategy
The sampling strategy used in the existing investigation is random sampling strategy. This is the kind of
strategy that helps in choosing respondents randomly without any particular specifications and criteria (Dźwigoł,
2018). This strategy gives equal chance to each respondent for assembling relevant and accurate information.

CHAPTER FOUR: FINDINGS (DATA ANALYSIS AND
PRESENTATION)
Frequency Distribution Table
Q1) Do you think talent management is one the significant practices within an
organisation?
Frequency
a) Yes 27
b) No 3
Q2) What is the major that influences Unilever to adopt and use practice of talent
management?
Frequency
a) To recruit and select candidates 4
b) To create motivated workforce 5
c) To retain high quality employees 7
d) To develop skills among employees 8
e) To enhance engagement of employees 6
Q3) As per your view, what is the main benefit of talent management within
Unilever?
Frequency
a) Efficient team as per personalities 4
b) Enhanced employee retention 7
c) Enabled strategic recruiting 6
d) Enabled succession planning 8
e) Improved employee productivity and engagement 5
Q4) As per your opinion, what is the latest trend related to talent management
strategy within Unilever?
Frequency

a) Promoting talent internally 3
b) Arranging training & learning sessions 5
c) Promoting equality, diversity and inclusive practice 7
d) Employee experience 4
e) Employee health and well-being 6
f) Talent analytics 5
Q5) As per your knowledge, what is the main challenge faced by Unilever while
managing talented employee in the workplace?
Frequency
a) Poor hiring strategies 4
b) Poor communication between employee and manager 7
c) High expectations of employees 3
d) High employee turnover 6
e) High expenditure 5
f) Ineffective leadership 5
Q6) According to your opinion, which talent management strategy is best for
retaining highly skilled and knowledgeable employees within Unilever?
Frequency
a) Pairing employees with effective mentors 6
b) Open communication 3
c) Measuring progress quarterly 7
d) Offering rewards and recognition 5
e) Flexible working environment 4
f) Revenue sharing 5

Q7) As per your knowledge, what would you recommend to Unilever for attracting
and retaining talented employees for meeting end objectives and goals?
Frequency
a) Competitive monetary benefits 5
b) Encouraging employee creativity 7
c) Challenging employees in a balanced manner 6
d) Earning the trust of employees 8
e) Encouraging employees to give feedback 4
Q8) Do you think Unilever should invest more time and funds on forming effective
talent management strategies?
Frequency
a) Yes 22
b) No 8

Data Interpretation
Q1) Do you think talent management is one the significant practices within an
organisation?
Frequency
a) Yes 27
b) No 3
a) Yes b) No
0
5
10
15
20
25
30 27
3
Q2) What is the major reason that influences Unilever to adopt and use practice of
talent management?
Frequency
a) To recruit and select candidates 4
b) To create motivated workforce 5
c) To retain high quality employees 7
d) To develop skills among employees 8

e) To enhance engagement of employees 6
a) To recruit and select candidates
c) To retain high quality employees
e) To enhance engagement of employees
0
1
2
3
4
5
6
7
8
4
5
7
8
6
Q3) As per your view, what is the main benefit of talent management within
Unilever?
Frequency
a) Efficient team as per personalities 4
b) Enhanced employee retention 7
c) Enabled strategic recruiting 6
d) Enabled succession planning 8
e) Improved employee productivity and engagement 5

a) Efficient team as per personalities
d) Enabled succession planning
0
1
2
3
4
5
6
7
8
4
7
6
8
5
Q4) As per your opinion, what is the latest trend related to talent management
strategy within Unilever?
Frequency
a) Promoting talent internally 3
b) Arranging training & learning sessions 5
c) Promoting equality, diversity and inclusive practice 7
d) Employee experience 4
e) Employee health and well-being 6
f) Talent analytics 5

a) Promoting talent internally
c) Promoting equality, diversity and inclusive practice
e) Employee health and well-being
0
1
2
3
4
5
6
7
3
5
7
4
6
5
Q5) As per your knowledge, what is the main challenge faced by Unilever while
managing talented employee in the workplace?
Frequency
a) Poor hiring strategies 4
b) Poor communication between employee and manager 7
c) High expectations of employees 3
d) High employee turnover 6
e) High expenditure 5
f) Ineffective leadership 5

a) Poor hiring strategies
c) High expectations of employees
e) High expenditure
0
1
2
3
4
5
6
7
4
7
3
6
5 5
Q6) According to your opinion, which talent management strategy is best for
retaining highly skilled and knowledgeable employees within Unilever?
Frequency
a) Pairing employees with effective mentors 6
b) Open communication 3
c) Measuring progress quarterly 7
d) Offering rewards and recognition 5
e) Flexible working environment 4
f) Revenue sharing 5

a) Pairing employees with effective mentors
c) Measuring progress quarterly
e) Flexible working environment
0
1
2
3
4
5
6
7 6
3
7
5
4
5
Q7) As per your knowledge, what would you recommend to Unilever for attracting
and retaining talented employees for meeting end objectives and goals?
Frequency
a) Competitive monetary benefits 5
b) Encouraging employee creativity 7
c) Challenging employees in a balanced manner 6
d) Earning the trust of employees 8
e) Encouraging employees to give feedback 4

a) Competitive monetary benefits
c) Challenging employees in a balanced manner
e) Encouraging employees to give feedback
0
1
2
3
4
5
6
7
8
5
7
6
8
4
Q8) Do you think Unilever should invest more time and funds on forming effective
talent management strategies?
Frequency
a) Yes 22
b) No 8

a) Yes b) No
0
5
10
15
20
25 22
8

CHAPTER FIVE: DISCUSSION
Question 1: Talent management is one the significant practices within an organisation
Interpretation: As per the above drawn graph, it is analysed that 27 responders have responded yes that
talent management is one the essential practices within an organisation because it assists in the timely and successful
management of employees. This assists in managing employees in the organisation in a significant way. The other 3
respondents have answered no that talent management is not that important in an organisation because every
employees know that they have to put efforts for attaining objectives of the organisation in a systematic way.
Question 2: Reason that influences Unilever to adopt and use practice of talent management
Interpretation: With the above given data, it is understood that 4 respondents have said that recruiting and
selecting candidates is the main reason because it provides strategies through which an organisation recruits talented
employees. This assists in acquiring employees who are talented as well as skilled. The other 5 respondents have
said that creating motivated workforce is the other main reason because it makes employees to work towards
attainment of their own motives and targets. Another 7 respondents have answered that retaining high quality
employees is the best reason as it helps in accomplishment of objectives. The other 8 participants have said that
developing and improving skills among employees is the other significant reason because this assists in creating
learning sessions for employees so that they can perform their work with greater efficiency and effectiveness.
Another 6 respondents have said that enhancing engagement of employees is the other important reason because it
assists in improving decision-making level of the employees.
Question 3: Benefit of talent management within Unilever
Interpretation: With the above analysed data, it is analysed that 4 respondents have answered that efficient
team as per personalities because it helps in working towards the attainment of pre-defined objectives in a
significant way. The other 7 respondents have answered that enhanced employee retention is the other benefit
because it assists in having workforce which is quite beneficial for the company. Another 6 respondents have said
that enabled strategic recruiting isthe other benefit because it helps in selecting employees in a systematic manner.
The other 8 respondents have answered succession planning because it assists in determining critical positions
within the organisation. The rest 5 respondents have answered that improved employee engagement and productivity
is the other significant because it helps in attaining objectives of the organisation.
Question 4: Latest trend related to talent management strategy within Unilever
Interpretation: With the above analysed that majority number of respondents have answered that
promoting equality, diversity and inclusive practice because it helps in getting employees in the organisation who
are different from each other. This also helps in getting multiple opinions and views in the organisation so that
objectives could be attained in a significant manner.
Question 5: Main challenge faced by Unilever while managing talented employee in the workplace

Interpretation: With the above assembled data it is analysed that majority of participants have said that
poor communication between employee and manager is the main challenge faced by company while managing
talented employees in the workplace. It creates mind-set among employees that their expectations are listened in the
organisation and this ultimately becomes the barrier in the path of success.
Question 6: Talent management strategy is best for retaining highly skilled and knowledgeable employees within
Unilever
Interpretation: With the above analysed information, it is evaluated that large number of respondents
believe that measuring progress quarterly is the best talent management strategy for retaining highly skilled and
knowledgeable employees in the organisation. It assists company to get appropriate results and identify which
employee is performing out of expectations and who needs improvement.
Question 7: Attracting and retaining talented employees for meeting end objectives and goals
Interpretation: With the above evaluated information, it is interpreted that majority of participants have
said that encouraging employee creativity is the best recommendations that can be given to employees in relation to
retaining and attracting them in the organisation.
Question 8: Unilever should invest more time and funds on forming effective talent management strategies
Interpretation: From the above mentioned data, it is observed that 22 respondents have said yes that
company needs to invest more funds and time on forming effective talent management strategies because this assists
in managing employees and attaining objectives of the organisation.

CHAPTER SIX: CONCLUSION, RECOMMENDATIONS AND
IMPLICATIONS FOR FURTHER RESEARCH
CONCLUSION
From the above assembled piece of information it is summarised that talent management is quite important
in an organisation. This is the practice which facilitates in managing employees in the company in a systematic way.
The strategy of talent management assists in recruiting employees who are talented and retaining employees in the
organisation. An organisation forms talent management strategies time to time so that talented employees can be
retained in the workplace and objectives could be attained in a significant manner. This report has used primary and
secondary methods for the collection of information and objectives can be attained in a systematic way. Therefore,
the present study carries out importance of talent management strategies in the organisation. This also covers various
challenges faced by organisation in the absence of talent management strategies.
RECOMMENDATIONS
As per the given assembled data, there are particular recommendations which are given to Unilever so that
they can improve talent management strategies. Some of the recommendations are:
 Unilever should offer career development offerings so that employees could develop in their career.
Generally, employees switch organisations because they do not see any growth so Unilever should identify
the expectations of employees and offer them opportunities according to that needs. The opportunities can
be chance to improve their skills and knowledge other than their job roles and responsibilities.
 Unilever should focus on recruiting candidates who have great history of consistent improvement.
Candidates who have great history of consistent improvement can be asset for the company because they
work hard and smartly to achieve pre-determined targets of the organisation.
 Unilever should also focus on creating healthy work environment for employees because every individual
wants to work in a positive environment. This also assists in keeping mind of employees healthy and stable.
IMPLICATIONS FOR FURTHER RESEARCH
By conducting current investigation, investigator has gained great information about the concept of talent
management in an organisation. In future when researcher will get a chance to conduct research then they will have
relevant and accurate information about the strategies of talent management in a company. This report has also
provided great knowledge of several research types for the collection and examination of information in a systematic
way. In future investigator will have knowledge about various sources to gather information about the proposed
topic.

REFLECTION ON RESEARCH METHODS
I am thankful that I received an opportunity to conduct an investigation on the most important aspects of
business which is talent management. I have used various research methods for the collection and analysis of
information in a systematic manner. I have used positivism philosophy and deductive approach for taking out
relevancy of assembled numerical data. The major advantage experienced by these analysis method is that they have
saved my limited time. I have also shown dependence over primary and secondary methods for the collection of
data. Primary method has assisted me to record raw data directly from the chosen participants. On the other hand, I
have used secondary method to assemble second-hand data about the trends of talent management. These methods
have helped me in analysing and collecting data in set period of time by me in the starting stage of the study.
ALTERNATIVE RESEARCH METHODOLOGY
The present study has focused on using quantitative methods which also include deductive approach,
positivism philosophy, survey strategy etc. In future when I will get chance to conduct investigation then I will use
qualitative research methods. These methods will help me in collecting theoretical content. This will basically assist
me in carrying out in-depth collection and analysis of data. For the analysis and evaluation of data I will use
interpretivism philosophy and inductive approach. Rather than using survey strategy, I will use interview strategy
because this includes open-ended questions which is more effective in collection of detailed data.

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Sileyew, K.J., 2019. Research design and methodology. In Cyberspace (pp. 1-12). Rijeka: IntechOpen.
Sparrow, P., 2019. A historical analysis of critiques in the talent management debate. BRQ Business Research
Quarterly, 22(3), pp.160-170.
Wilcox, M., 2016. Effective talent management: Aligning strategy, people and performance. Routledge.

APPENDIX 1
Questionnaire
Q1) Do you think talent management is one the significant practices within an organisation?
a) Yes
b) No
Q2) What is the major that influences Unilever to adopt and use practice of talent management?
a) To recruit and select candidates
b) To create motivated workforce
c) To retain high quality employees
d) To develop skills among employees
e) To enhance engagement of employees
Q3) As per your view, what is the main benefit of talent management within Unilever?
a) Efficient team as per personalities
b) Enhanced employee retention
c) Enabled strategic recruiting
d) Enabled succession planning
e) Improved employee productivity and engagement
Q4) As per your opinion, what is the latest trend related to talent management strategy within Unilever?
a) Promoting talent internally
b) Arranging training & learning sessions
c) Promoting equality, diversity and inclusive practice
d) Employee experience
e) Employee health and well-being
f) Talent analytics
Q5) As per your knowledge, what is the main challenge faced by Unilever while managing talented employee in
the workplace?

a) Poor hiring strategies
b) Poor communication between employee and manager
c) High expectations of employees
d) High employee turnover
e) High expenditure
f) Ineffective leadership
Q6) According to your opinion, which talent management strategy is best for retaining highly skilled and
knowledgeable employees within Unilever?
a) Pairing employees with effective mentors
b) Open communication
c) Measuring progress quarterly
d) Offering rewards and recognition
e) Flexible working environment
f) Revenue sharing
Q7) As per your knowledge, what would you recommend to Unilever for attracting and retaining talented
employees for meeting end objectives and goals?
a) Competitive monetary benefits
b) Encouraging employee creativity
c) Challenging employees in a balanced manner
d) Earning the trust of employees
e) Encouraging employees to give feedback
Q8) Do you think Unilever should invest more time and funds on forming effective talent management strategies?
a) Yes
b) No

APPENDIX 2
RESEARCH PROPOSAL AND ETHICAL FORM
Research Proposal Form
Student Name: Student ID
Centre Name:
Tutor: Date: 30/01/2022
Unit: Unit 11 – Research Project
Section One: Title, objective, responsibilities
Title or working title of the research project (in the form of a question, objective or hypothesis)
Topic- To evaluate the current trends and challenges impacting on talent management strategies of the organisation in retail
sector of United Kingdom. A study on Unilever.
Research objectives (e.g what is the question you want to answer? What do you want to learn how to do? What do you
want to find out?):
 To identified the current trends related to talent management strategy in the firm.
 To evaluate challenges that are face by firm while managing talented individuals in the organisation.
 To understand key strategies that are used by Unilever to retained highly skilled, knowledgeable employees within
the company.
 To suggest strategy that could be used by the Unilever to attract and retained talented individuals in the firm for
achievement of end goals.
Section Two: Reasons for choosing this research project
It is rationale to pursue study related to “evaluation of current trends and challenges on talent management strategy on
firm”as its help in finding crucial information related to the way organisation are handling diverse range of people in the firm.
Furthermore, There are many companies such as Tesco, Sainsbury and other in retail sector of United Kingdom having high
employees’ turnover that has result in causing more losses to the organisation. In addition to this, the study will be significant
for the human resource manager, employees, investors and other stakeholders of the Unilever.

Reasons for choosing the project (e.g links to other subjects you are studying, personal interest, future plans,
knowledge/skills you want to improve, why the topic is important):
It is my personal interest to work as human resource manager in order to handle the talented individuals in most effective
manner for smooth operation of business in external environment. Such as there are various individual that have different
point of view, thinking and behaviour that lead challenges for the company to manage and motivate them to work in team for
achievement of desired objective. I am interested to conduct research because it will contribute in understanding key
strategies that could be used by the Human resource manager to attract and have sufficient talented employees in the firm. It
helps me in knowing the way manager can removing all the challenges that are bear by organisation in context of having
sufficient employees to delivered qualitative services to customers for satisfaction of their wants. I want to improve my team
management and decision-making skills through learning from research related to the way HR manager managed diverse
range of individual within organisation. My future plan is to become Human resource manager in reputable organisation.
Section Three: Literature sources searched
Use of key literature sources to support your research question, objective or hypothesis:
From the point of view,Anlesinya. and Amponsah-Tawiah, (2020), there are different trends that are impacting on
human resources decision making such as Talent analysis or workforce analysis in order to track the overall application that
are being onboard, retained within the organisation for longer time frame. Likewise, the steps have been taken by hr
manager to hire new individuals, real time data access, global employees record tracking and budgeting planning. Along with
this, HR are also focusing on providing education and training to the employees related to the way task can be completed
within the organisation. So that they face less difficulties and easily complete their respective task in limited time frame and
cost. Furthermore, the manager has emphasis on promoting equality, diversity and inclusive practice in the firm through
ensuring that all the individuals are being provide equal chance to complete the activities, get being promoted and many
more. Therefore, all these are major trends that are impacting on the decision making of human resources to have highly
qualified and skilled employees in the firm for many years.
ACCORDING TO NARAYANAN, RAJITHAKUMARAND MENON, (2019), THERE ARE DIFFERENT CHALLENGES THAT HUMAN RESOURCE
MANAGER FACE WHILE TAKING STEP TO MANAGE TALENTED EMPLOYEES IN THE FIRM. SUCH AS POOR HIRING STRATEGIES, THAT IS
COMPANY DOES NOT HAVE GOOD STRATEGY TO HIRE RIGHT INDIVIDUALS AT RIGHT PLACE THAT HAS RESULTS IN HIGH EMPLOYEES’
TURNOVER. AT THE SAME TIME, THERE ARE NUMEROUS DEVELOPMENTS IN TECHNOLOGY THAT ARE ACTING AS CHALLENGE FOR THE
HUMAN RESOURCE MANAGER AS THEY ARE NOT ABLE TO EFFECTIVE MAKE USE OF NEW TECHNIQUE TO RECRUIT AND RETAINED HIGHLY
TALENTED INDIVIDUAL IN THE FIRM. AT LAST HIGH EMPLOYEES’ TURNOVER AND INEFFECTIVE LEADERSHIP ARE ALSO CHALLENGES THAT
ARE BEAR BY ORGANISATION WHILE MANAGING TALENTED INDIVIDUALS IN THE FIRM.

AS PER VIEW OF PANDITA AND RAY, (2018), HUMAN RESOURCE MANAGER CAN MAKE USE OF NUMEROUS STRATEGIES TO RECRUIT AND
RETAINED MAXIMUM NUMBER OF TALENTED EMPLOYEES WITHIN THE ORGANISATION. LIKEWISE, IT CAN PROVIDE GOOD WAGES AND
OTHER BENEFITS TO EMPLOYEES FOR THEIR HARD WORK, DEDICATION AND DETERMINATION. FINANCIAL REWARDS HELP IN INSPIRING
INDIVIDUAL TO PUT THEIR MAXIMUM EFFORTS TOWARD ACHIEVEMENT OF END OBJECTIVES OF FIRM. ALSO FOCUS MUST LAY ON
CREATING A FRIENDLY AND SAFE AND SECURE ENVIRONMENT FOR EMPLOYEES WHERE THEY CAN PUT THEIR HARD EFFORTS AND
DETERMINATION. IT SHOULD ALSO PROMOTE OPEN AND CONTINUOUS FLOW OF INFORMATION OR COMMUNICATION SO THAT EMPLOYEES
ARE FREE TO EXPRESS THEIR VIEW AND WORK FOR BENEFITS OF ORGANISATION.
IN SUPPORT OF THIS ANOTHER AUTHOR CLAUS, (2019), SPECIFIED THAT COMPANY BY ORGANISING THE TRAINING AND
DEVELOPMENT PROGRAM CAN ALSO MOTIVATE EMPLOYEES AS IT HELPS IN IMPROVING THEIR SKILLS, KNOWLEDGE AND CAPABILITIES.
THEY GET BETTER OPTIONS FOR GROWTH IN FUTURE CAREER. IN ADDITION TO THIS TRAINING LEAD IN ENHANCING THEIR CONFIDENCE
LEVEL RELATED TO THE WAY A PARTICULAR TASK IS BEING COMPLETED. THUS, THEY ARE MOTIVATED TO WORK FOR COMPANY. REWARD
AND RECOGNITION OF EMPLOYEES FOR THEIR WORK THROUGH EMAIL AND OTHER FORM ALSO INFLUENCE TO BE PARTS OF THE
ORGANISATION FOR MANY YEARS. FURTHERMORE, AUTHOR CLARIFIED THAT ENCOURAGING EMPLOYEES’ PARTICIPATION OR MOTIVATING
THEM TO SHARE THEIR INNOVATIVE IDEAS HELPS IN CREATING A FEELING OF SENSE OF BELONGINGNESS AMONG THEM. HENCE, THEY ARE
READY TO WORK MORE THAN THERI ACTUAL CAPABILITIES FOR ACCOMPLISHMENT OF DESIRED OUTCOME.
Section Four: Activities and timescales
Activities to be carried out during the research project (e.g research, development and analysis of ideas, writing, data collection,
numerical analysis, tutor meetings, production of final outcome, evaluation, writing the report):

Milestone one: 1 month
Target date (set by tutor):
Milestone two: 2 months
Target date (set by tutor):
Gantt Chart
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Section Five: Research approach and methodologies
What type of research approach and methodologies are you likely to use and why? What your areas of research will
cover:

1. Research type: there are two types of Qualitative and quantitative research. Such as qualitative research
approach has been selected because it involves theoretical facts and figures related to the study.
2. Research philosophy: Interpretivism philosophy and positivism philosophy, out of which interpretivism
philosophy as it involves including each and every element within the study.
DATA COLLECTION: TWO METHOD OF DATA COLLECTION OF PRIMARY AND SECONDARY, SUCH AS IN PRIMARY QUESTIONNAIRE,
OBSERVATION, SURVEY METHOD IS USED TO ACCUMULATE INFORMATION WHILE IN SECONDARY INTERNET AND OTHER RESOURCES ARE
BEING USED. IN CONTEXT OF OUR STUDY BOTH METHODS HAVE BEEN USED TO GATHERED SUFFICIENT DETAILED.
ADVANTAGE OF PRIMARY IS THAT IT DATA COLLECTED IS UP-TO-DATE AND RELEVANT AND SPECIFIC TO YOUR RESEARCH OBJECTIVES.
WHILE DISADVANTAGE IS THAT EXPENSIVE, TIME-CONSUMING AS INVOLVES FACE-TO-FACE CONTACT WITH CUSTOMERS.
ADVANTAGE OF SECONDARY RESOURCES ARE COST-EFFECTIVE AND WIDE RANGE OF INFORMATION WHILE ANALYSING SECONDARY DATA
CAN BE TRICKY SO IT IS DIFFICULT METHOD TO COMPLETE RESEARCH.
3. Sampling: 30 respondents has been selected from the UNILEVER to gathered
information related to evaluate the current trends and challenges impacting on talent
management strategies of the organisation in retail sector of United Kingdom. A study on
Unilever.
4. Data analysis: Thematic analysis method has bene used in which theme, graph and chart
are being made to complete the study. Questionnaire that contains survey of people will
be method that would be used to complete the study.
5. Ethical consideration: Researcher will ensure compliance to ethical considerations likewise use of recent
articles, information from relevant sites and informed consent and many more.
6. Research limitation: Limited availability of Time and resources, scope of the project and many other are
research limitation related to study, that has been overcome by arranging sufficient resources.
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: _______Yes_________ (name)_______________ Date ______________
Comments and agreement form project proposal checker (IV sampling)
Comments (Optional):
I confirm that the project is appropriate.
Agreed /Disagree: (Name of the IV) Date

APPENDIX 3
Research Ethics approval form
All students conducting research activity that involves human participants or the use of data collected form 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:
Topic- To evaluate the current trends and challenges impacting on talent management strategies of the
organisation in retail sector of United Kingdom. A study on Unilever.
Student name: Marian Alexandru Voinea
Student ID number: MarianHE.11180
Programme:2021/2022
College Name: Regent College/Wembley
Intended research start date27/01/2022
Intended research end date: 18/05/2022
Section 2 Project summary
Please select all research methods that you plan to use as a part of your project:
 Interviews Yes No
 Questionnaires Yes No
 Observations Yes No
 Use of personal records Yes No
 Data Analysis Yes No
 Action Research Yes No
 Focus Groups Yes No
 Others (Please specify) :
Section 3: Participants
Please answer the following questions, giving full details where necessary.
Will your research involve human participants? Yes

Who are the participants? Tick all that apply: Employees of Unilever
Ages 12-16: Young people aged: 17-18 Adults:
How will participants be recruited (identified an approached)?
The participants will be recruited through use of online method.
Describe the processes you will use to inform participants about what you are doing:
Email will be used to inform participants about what has been done within the study.
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 written form the consent will be taken from the employees in order to consent whether they are ready to
share their perspective or not.
Studies involving questionnaires: will participants be given the option of omitting questions that 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 the Data Protection Act (1998)
Yes No
Who will have access to the data and personal information?
ONLY the researcher will have access to personal information.
During the research:
Researcher will have full access to the information.
Where will the data be stored?
In the computer
Will mobile devices such as USB storage and laptops be used
Yes No
If Yes, please provide further details: Mobile device will be used to accumulate all necessary information pertaining
to the study.
After the research: After the research has been, it can be used by interested individuals.
Where will the data be stored? Computer
How long will the data and records be kept for and in what format?
After 3 - 4 months of research, the data should be deleted.
Will data be kept for use by other researchers? Yes No
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 because 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
 Risk 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.
Section 6: Declaration
I have read, understood and will abide by the institution’s Research and Ethics Policy: Yes No
I have discussed the ethical issues relating to my research with my Unit Tutor:
Yes No
I confirm that to the best of my knowledge: Yes
The above information is correct, and this is a full description of the ethical issues that may arise in the course of
my research
Name: Marian Alexandru Voinea Date: 30/01/2022
Please submit your completed form to your supervisor and also attach to the Research Proposal when
submitting to Turnitin.