Talent Strategies for Attracting and Retaining Employees in Retail Sector: A Study on Sainsbury's

This report analyses the talent management practices used by Sainsbury's to attract and retain employees in the retail sector, with a focus on the impact of COVID-19. The report evaluates the concept of talent management, identifies various talent-management practices used in Sainsbury's, and analyses the value and benefits of talent management in terms of improving employee motivation and retention. The report also includes a project management plan, work breakdown structure, and research methodology.

Managing a successful
business project

Table of Contents
Title of the research:........................................................................................................................3
Aim and objectives:.........................................................................................................................3
..........................................................................................................................................................6
Primary and secondary research......................................................................................................7
Literature review:.............................................................................................................................8
Interpretation:...................................................................................................................................9
Recommendations:.........................................................................................................................14
Conclusion.....................................................................................................................................14
REFERENCES..............................................................................................................................16
Appendix 1 – Project Logbook......................................................................................................17
Appendix: 2– Performance Review...............................................................................................19
Title: “What talent strategies do the best companies use to attract and retain people?”...............20
Appendix: Business Case Presentation.........................................................................................21

Title of the research:
“What talent strategies do the best companies use to attract and retain people?”
Introduction
Talent-management is a activity that is helpful in order to maximise the present skill base of
employees for the purpose of achieving a talented workforce (Cascio and Aguinis, 2018). In
present report there is analysis of Sainsbury's that is a global retail brand. The report is based on
analysing the laid aims and objectives of the organisation. ASDA is a British hypermarket chain
was founded as part of retail business and is the second largest supermarket chain across UK.
Another retail sector organisation is TESCO that is well known British general merchandise and
grocery brand having its headquarters in England. It is third largest retail brand that is measured
as per gross revenues.
In present research there is analysis of the problems that is related with the issues that are arising
because of present COVID 19 situation. Such as there is high risk that is leading to jobs at risk.
There is high amount of cost associated with training of employees that has to be dealt to manage
the overall performance of employees. The research is based on analysing the talent management
practises that can assist in retention of workforce in this pandemic situation.
Aim and objectives:
Aim: “To evaluate various strategies of talent management that is adopted in organisations
for the intention of attracting & retaining of their workforce.” A study on Sainsbury's.
Objectives:
 To assess the conception of talent-management.
 To identity various talent-management practices used in Sainsbury's for retaining and
attracting of talented workforce.
 To analyse the value and benefits of talent management addressing well-being in terms of
improving employee motivation and retention.
Questions:
 what is the primary concept of talent-management?
 What are various talent-management practices used in Sainsbury's for retaining and
attracting of talented workforce?

 What are the value and benefits of talent management addressing well-being in terms of
improving employee motivation and retention.?
Project management plan
Project management plan is used to analyse various factors that includes scope, cost time.
Various such aspects are mentioned below:
Scope: In the present report there is analysis of various strategies that can help a organisation in
the process of retaining of their talented workforce for longer time period (Al-Lozi, Almomani.
and Al-Hawary, 2018). The scope of present research work will help in achievement of higher
success in organisation.
Cost: The overall associated cost is the amount of $5000 that will be incurred for various
associated aspects in the organisation.
Time: There will requirement of a time of approximately 20 weeks in order to achieve the laid
aims and objectives of this study.
Quality: For the purpose of maintaining and enhancing the overall quality of the research work
there will be focus on using various techniques of Gantt chart and work break down structure to
maintain proper authenticity & reliability of the information.
Communication: There are various written and verbal communication methods that have to be
used for the purpose of communicating the overall research outcomes to all the concerned
stakeholders in the present research work.
Resources: There is requirement of certain resources without which the research cannot be
timely completed (Mujtabaand Mubarik, 2021). Such as it includes various human resources,
financial and technological resources that are essentially required to complete the present
research work.
Risk: There are some of the risks that may arise in the course of research work. Such as it
includes lack of resources, delay in completion of the research that have to be taken into
consideration to deal with such future risks and uncertainties.
Schedule: In the present research work there is a specific time period which is predetermined
before the initiation of the report. All the activities are required to be timely completed in that
specified time frame only. Such as in the preset research work there is a time period of 20 weeks
which is selected by the researches for the purpose of performing different actions and further
achievement of laid aims and objectives.

Work break down structure:
it is defined as the project management tool in which the whole work is divide in small parts so
that there can be project management of every activity in the course of research work.
Gantt chart:
It is the chart in which there is presentation of the complete project schedule by deputing it on
vertical and horizontal axis (Crane and Hartwell, 2019). Gantt chart is used for development of
relationship to analyse its progress.

Research methodology
Qualitative research method: It is the method where data is collected and it includes theoretical
form of information (Nwafor, 2019). It generally includes non numerical information that is in
form of concepts and theories.
Qualitative research method is reliable as it will help in the process of having suitable theoretical
base of information which is non numerical. It is going to lead towards having sufficient base for
further research that is to be conducted in the aspect.
Quantitative research method: In this method there is collection of numerical base of
information that is based on various facts, figures that is assisting researcher in having authentic
information base to reach to reliable conclusions.
Quantitative research method is reliable as generally there is numerical form of data which is
collected that can assist in the process of having sufficient amount of quantitative and numerical
form of data which will lead to having presence of sufficient information base.

Primary method: It is the method in which ether is use of first hand information in the present
research work where there is view points of employees who are working in sainsbury's are
collected (Collings, Mellahi and Cascio, 2017).
it is the method where there is focus on collection of primary form of data that is highly reliable
as it includes first hand information which is gathered directly from the identified target base of
customers.
Secondary method: In this method there is collection of information from various existing
sources that includes online available information, journals, books articles that assist researcher
in having large base of information for the purpose of reaching to relevant conclusions (Liu,
2021).
In context of reliability and validity of information secondary method will help in having
sufficient base which can lead towards reaching to the conclusions in a more systematic manner.
Sampling: In this there is selection of required sample size from the whole reference set of
population, in the report there is a sample size of 30 respondent who have been selected for the
purpose of collecting the specific information as per laid questions (Tlaiss, 2020).
the reliable sample size of 30 respondents is going to assist in the process of having proper
representation of the overall target segment of population that will help in the future research
work.
Primary and secondary research
Questionnaire:
Q1. Do you posses understanding the basic concept of talent
management?
Frequency
a) Yes 22
b) No 8
Q2. What are some of the elements of talent management in
organisations?
Frequency
a) prospects of talent acquisition 7
b) Retention of competent talent 9
c) planning of employee development 6
d) All of the above 8

Q3. what sainsbury as a retail sector organisation currently has
in place to manage internal talents?
a) on the job training 8
b) Financial incentives 8
c) Non financial perks & allowances 10
d) Offering recognition titles 4
Q4. What are some of benefits of talent management in
Sainsbury's?
Frequency
a) Working for improving the employee productivity 7
b) Development of brand image 8
c) reduction in employee turnover 8
d) Accomplishment of competitive advantage 7
Q5. What can be some of the talent management practises to
attract and retain employees?
Frequency
a) Offering timely job training 10
b) Offering competitive pay 8
c) Engagement of employees 6
d) Offering effective Rewards and recognition 6
Literature review:
Evaluate the concept of talent-management
As per view points of Mona Momtazian (2020), talent management is one of the most
important concepts that is connected with the process of managing the overall workforce. In
Sainsbury's, talent management is a basic concept where the organisation have to work towards
allocation of the human resources as per specified needs of various functions (Crane and
Hartwell, 2019). It is associated with attracting of top and skilled talent. There is focus to
identify the good for employees to make decisions as per recruitment strategies in organisation.
This aspect is also associated with enhancing the employee engagement so that there can be
systematist & consistent decision for development of staff.

Various talent-management practices used in Sainsbury's for retaining and attracting of
talented workforce
As per Mostafa Sayyadi (2020), there are several best talent management strategies that
can be used for the intention of hold competent workforce in the organisation. For this purpose
there is focus on prioritising of candidate experience that can enable solve various problems by
creation of values through improved performance. Further there is tailoring of talent acquisition
strategy as per laid business goals. Further there is educating of hiring managers to enhance the
training efficiency of employees, executives are offered with work related training programs for
newly hired employees (Taylor, 2018). There is higher flexibility for employees that can help
them in maintaining their functioning.
value and benefits of talent management addressing well-being in terms of improving
employee motivation and retention.
As per view points of Susan Heathfield (2021), Employee motivation and employee
retention plays a very crucial role in the process of developing a productive workforce. It leads
towards long term retention of employees in the organisation that can lead towards saving of
cost. Apart from this in ASDA there is generation of a quality workforce that can contribute
towards achievement of the laid aims and objectives of business. Transparency and fairness are
also fundamental tools that leads towards generation of a satisfied workforce in sainsburys.
TESCO being one of the largest retail brands is working towards using of talent management
aspects to manage individual level performance. When there is dissatisfy workforce in
organisations it becomes difficult to manage the cost as unwanted turnover affects the
organisation level of performance (Why Talent Management Is an Important Business Strategy to
Develop, 2021).
Analysis:
from the above made analysis of the the retail sector organisation about the importance of talent
management for the overall employee functioning. It can be said that in context of TESCO the
organisation is willing to focus on use of non monetary incentives for the purpose of
maximisation of employee performance level. In ASDA, the main emphasis of employees is to
focus on predetermined plan for the purpose of improving the individual level of employee
performance in the organisation. In Sainsbury, the main focus of talent management is to deal
with the planned change that may arise in the organisation. Such as for instance in the present

situation of COVID 19 there have been issues related with social distancing that have to be dealt
to maximise the resistance of change on part of employees.
Interpretation:
Q1. Do you posses understanding the basic concept of talent
management?
Frequency
a) Yes 22
b) No 8
Interpretation: It is understood from the section graph that while it was questioned some basic
thought of talent management. 22 respondents had a optimistic view point while remaining 8 had
a negative response to this question.
Q2. What are the some of the elements of talent management in
organisations?
Frequency
a) prospects of talent acquisition 7
b) Retention of competent talent 9
c) planning of employee development 6
d) All of the above 8
22
8
a) Yes
b) No

Interpretation: It is understood from the graph that whole it was asked to 30 respondents about
elements of talent management in organisations. 7 had a view that it is associated with prospects
of talent acquisition. 9 had a view that it with retaining of competent talent. 6 had a view that
there is requirement to plan the process of employee development. While remaining 8 felt that all
the above are associated elements of talent-management.
Q3. what sainsbury as a retail sector organisation currently has
in place to manage internal talent in the COVID 19 situation?
a) on the job training 8
b) Financial incentives 8
c) Non financial perks & allowances 10
d) Offering recognition titles 4
Interpretation: As per the above made analysis it is said that while it was asked about the
strategy that is used by sainsbury as retail sector organisation. 8 respondent had a view that there
is need of on the job training methods. 8 respondent felt that there is requirement of some
financial incentives, 10 respondent had a view point that there can be Non financial perks &
allowances. Remaining 4 respondents felt that there is offering of recognition titles to employees
who are contributing towards organisation roles and responsibilities. These are some of the
7
9 6
8
a) prospects of talent
acquisition
b) Retention of
competent talent
c) planning of
employee development
d) All of the above

strategies that can assist the managers and leaders in Sainsbury to deal with the present situation
of employee functioning in TESCO.
Q4. What are some of benefits of talent management in
Sainsbury's?
Frequency
a) Working for improving the employee productivity 7
b) Development of brand image 8
c) reduction in employee turnover 8
d) Accomplishment of competitive advantage 7
Interpretation: As per above mentioned aspects While it was asked about benefits of talent
management in sainsbury's. 7 felt that there can be improvement of employee productivity, 8
other felt that there can reduction in turnover of employees. 7 had a view that there can be
achievement of competitive advantage and remaining 8 had a view that there can be development
of brand image.
Q5. What can be some of the talent management practises to
attract and retain employees?
Frequency
a) Offering timely job training 10
7
8 8
7
a) Working for improving
the employee productivity
b) Development of brand
image
c) reduction in employee
turnover
d) Accomplishment of
competitive advantage

b) Offering competitive pay 8
c) Engagement of employees 6
d) Offering effective Rewards and recognition 6
Interpretation: It is understood from the graph that while it was questioned about the various
talent management practises for attracting & retaining of employees. 10 employees felt that there
can be offering of on the job training. 4 respondents had a view that there is requirement of
higher employee engagement, 6 felt that there has to be Offering effective Rewards and
recognition . While remaining 8 felt that there is need to offer competitive pay.
10
8
6
6
a) Offering timely job
training
b) Offering competitive
pay
c) Engagement of
employees
d) Offering effective
Rewards and recognition

Recommendations:
From the above discussed there are several recommendations that are drawn in context of
Sainsbury's:
1) Sainsbury's has to work towards having flexible working options and positive working
environment to maintain the motivation level of their competent workforce.
2) It is suggested that sainsburys can use internal recruitment options in order to fill the
various vacant position in the organisation.
3) In the present situation of COVID 19 there can be focus on development of on the job
training programs to help employers to deal with the digital challenge. In the changing
scenario of digital world and social distancing scenario where there is requirement to lay
emphasis more on use of online available mediums it becomes important for the
organisation to deal with the requirement of employees.
Reflective practises:
It is analysed that talent-management is one of the most important concept that can help
in the process of managing the present talented workforce in organisations. In present
investigation there is utilization of primary & secondary origin of information that has helped in
having sufficient information base. In this there is use of my present researching skills. Further
there is use of communication skills to manage the team members. There is difficulty to solve
various issues that arises in the course of managing team that have to be corrected in future by
focussing on development of collaborative working practises.
The overall project outcomes have been achieved in the allotted time period. The decision
making process was democratic where all the participants were given opportunity to participate
in the way decisions are to be taken. This context there have been some of the changes made in
the initial project management plan were some of the resources were insufficient.
Research outcomes:
As per the above made analysis of the information collected from primary and secondary sources
it can be summarised that the initially laid aims of the report have been achieved. Such as there is
proper evaluation of the way various strategies of talent management that is adopted in
organisations for the intention of attracting & retaining of their workforce. The strategies
includes timely job training competitive pay, Engagement of employees, Offering them with
effective Rewards and recognition. Further in context of above research work there are some of

associated benefits that includes generation of a satisfied workforce, there is higher individual
level performance, proper management of cost as there is reduction in employee turnover and in
any organisation unwanted turnover affects the organisation level of performance.
Conclusion
It is concluded from the work that organisation have to enhance the effectiveness of talent
management for the intent of retaining and managing the talented workforce,. It is very helpful to
increase the effectiveness in organisation functioning in long run.

REFERENCES
Books and Journals
Al-Lozi, M.S., Almomani, R.Z.Q. and Al-Hawary, S.I.S., 2018. Talent management strategies as
a critical success factor for effectiveness of Human Resources Information Systems in
commercial banks working in Jordan. Global Journal of Management And Business
Research.
Cascio, W.F. and Aguinis, H., 2018. Applied psychology in talent management. SAGE
Publications.
Collings, D.G., Mellahi, K. and Cascio, W.F. eds., 2017. The Oxford handbook of talent
management. Oxford University Press.
Crane, B. and Hartwell, C.J., 2019. Global talent management: A life cycle view of the
interaction between human and social capital. Journal of World Business, 54(2), pp.82-92.
Liu, D., 2021. Quantitative analysis of enterprises’ talent management based on logistic model.
In Journal of Physics: Conference Series (Vol. 1774, No. 1, p. 012032). IOP Publishing.
Mujtaba, M. and Mubarik, M.S., 2021. Talent management and organizational sustainability:
role of sustainable behaviour. International Journal of Organizational Analysis.
Nwafor, B.C., 2019. Examining the effects of Talent Management or skills on enhancing
employees’ performance in organisations. International Journal of Research in Social
Sciences, 9(7), pp.182-202.
Tlaiss, H., 2020. Exploring talent management in practice: an Arab country-specific empirical
investigation. Employee Relations: The International Journal.
Online:
What is Talent Management and Why is It Important?, 2020 [online] Available
through<ttps://expert360.com/resources/articles/talent-management-important>
Explained: The Best Talent Management Practices, 2020 [online] Available
through<https://www.thehrdirector.com/features/talent-management/the-best-talent-
management-practices/>
Why Talent Management Is an Important Business Strategy to Develop, 2021 [online] Available
through<https://www.thebalancecareers.com/what-is-talent-management-really-1919221>

Appendix 1 – Project Logbook
Project Logbook
Name:
Project title: “To evaluate different strategies of talent management that is
adopted in organisations for the purpose of attracting & retaining of their
workforce.” A study on Sainsbury's. ”
Date:
Update on period of development
Points to consider: What have you completed in this period? Did you complete
the work that you had planned? Are you on track and within deadlines set? Did
you need to make any changes to your project plan?
Yes, the report is comepletd as per the required time deadlines.
Risks and/or issues identified
Points to consider: Did you identify risks/issues related to a lack of knowledge
or skill required to undertake the work you had planned? Did you identify any
additional risks/issues that have an impact on your project plan?
Yes, there are some of the issues that arsed in the course of research work that
includes managing the team issues. There were scarcity of some resources t hat
lead to difficulty in managing the work.
Problems encountered
Points to consider: What challenges did you face? How did you overcome
them?
There were difficulty in having required leadership skills and the aspects of team
in the course of research work. The issues was overcome by using the
participative leadership style of management.

New ideas and change of project direction
Points to consider: In developing work, addressing risks/issues, has the
direction of your work changed? How does your work justify the change of
direction? Is this clear? Do you feel this change of direction has enhanced your
work? How?
In the process of dealing with work there is focus on using different leadership
styles as per the changing requirement of team.
What have you learned about yourself through your work?
Points to consider: What are the most important things that your work has
revealed to you? How might this learning apply in the future? How did you feel
when you had to deal with challenges/problems? How well do you feel you have
you performed? What can you improve?
There will be focus on dealing with the challenges by learning to develop some
ciollabrative working parctises.
Next steps for your work
Points to consider: What aspects of your work should you prioritise? Have you
allowed sufficient time for completion?
Yes, I focussed on maanging the team in such a way so that there can be
maximsiation of the conyribution of each team memebfrs.
Project plan status to date
Points to consider: Do you feel you are on track to complete your work on time?
If not, how will you address this? Do you feel your work shows your achievement
of the Learning Outcomes? If not, what do you need to do?
Yes, all the work is on track.

Tutor Feedback
Appendix: 2– Performance Review

Performance Review
What did you aim to achieve through your work?
Title: “What talent strategies do the best companies use to attract and
retain people?”
Did your work succeed in achieving your aims? How do you know? Specifically,
please
outline any evaluation and assessment undertaken.
Yes, the work was a success tro achiev the laid aimns and obejctives.
What aspects of your development process do you think worked well and why?
Evaluate
all aspects of the project (e.g. initial research, concept development,
development
process, presentation, etc.) from a range of perspectives.
The inforamtions eraching process worked well.
What problems emerged during the project and how were they tackled? Was
there
timely identification of issues and resolution during the project process?
The issues arised to mange the various conflicting issues and scarcity of
resources.
What did you learn from undertaking the project?
There main learning from the project is related to maximise the benefits from
present available resources base.
What are the strengths and weaknesses of your process that you have
identified?
The strength is communication skills. My weakness is no proper conflict
resolution skills.
How could your process improve for the future?
In future I will be focussing on learning the strategies to manage the available
resources so that there can be maximisation of optimum utilisation of resources.
Further I will be learning various leadership skills that can help me in the future
course of the research work.

Appendix: Business Case Presentation