The key challenges and obstacles facing different business sectors in terms of talent management

Word format and all tasked requirements are in the first photo

Managing successful
business project

Table of Contents
Title..................................................................................................................................................1
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
PART 1............................................................................................................................................1
Project aims and objectives.........................................................................................................1
Project management plan............................................................................................................4
prepare breakdown structure and Gantt chart.............................................................................5
PART 2............................................................................................................................................7
Small scale research to meet aims and objectives.......................................................................7
Present finding and data............................................................................................................10
Recommendation......................................................................................................................16
Reflection..................................................................................................................................16
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................18
Performance Review Template.................................................................................................24

Title
“ To analyse the key challenges and issues faced by manufacturing sector to enhance
performance of employees through talent management .” A case study on Iceland food Ltd.
INTRODUCTION
For making business successful it sis necessary for the company to adopt such strategies
and approaches and implemented for productive changes so that long term sustainability and
growth can be obtained in effective manner. In which talent management play important role in
maintaining quality and success of company for long term (Gallardo-Gallardo, Thunnissen and
Scullion, 2020). Talent management is define as the contentious process of attracting and
retaining skilled employees, developing their abilities and knowledge and constant motivating in
order to improve overall performance and proficiency. It is also describe as the strategic process
that involves getting right people at right place and help them to grow capabilities which are
aligned with organisational goals and objectives. This is an continuous process of implementing
modifications and advancement of functions and operations as per the abilities of business so that
it can obtain short-term and long-term long in a effective manner. Moreover, with the adequate
use of this company can drive innovation and creativeness within organisation and allow
company to stay competitive at market place. This report is based on, Iceland food Ltd, which is
a British based supermarket chain with headquarter in Desside, Wales. It is specialise in selling
frozen foods along with prepared meals and vegetables. Below report will includes a project
plan, survey and interpretation and reflection with the support of small scale research.
MAIN BODY
PART 1
Project aims and objectives
Overview of research:
The below research has been conducted on talent management which is used by company
in order to attract and retain skilled and quality employees so that overall productivity of
company can be enhanced (Meyers and et.al, 2020). With the perspective of Iceland company it
has been utilising talent management so that performance get enhanced through which it will be
able to provide effective customers satisfaction. In this skills and capabilities are improving on
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constant basis so that motivation within employees can be maintain and make them feel
connected with employees. It is essential for Iceland to develop various strategies so that ability
of business to retain and attract employees get improved with that company will induced growth
and success at market place.
Aim: “ To analyse the key challenges ans issues face by manufacturing sector in terms of
talent management.” A case study on Iceland food Ltd.
Objectives:
 To understand the basic knowledge of talent management
 To evaluate the initiative taken by company to improve talent management practices
within organisation.
 To examine various challenges and issues faced by company in to enhancing employee's
performance
Research question:
 What is the basic concept of talent management?
 What are the initiative taken by company to improve talent management practices within
organisation?
 What are the various challenges and issues faced by company in to enhancing employee's
performance?
Literature review
What is the basic concept of talent management?
As per the view pint of Prarthana Ghosh, 2021. talent management is refers to the
organised and continuous process of getting right people in organisation along with this, provide
support to them in to improve their capabilities while aligned them with organisational
objectives. It is the strategic process that has been started with identifying talent gaps and vacant
position (Haak-Saheem, 2020). After this sourcing suitable candidate in which skills and
knowledge of individual should be matched with specific job role. Moreover, this has been
associated with development and training in order to induce expertise while focusing on future
and engaging employees so that long term goals and objective can be accomplished in a
systematic manner with adequateness.
What are the initiative taken by company to improve talent management practices within
organisation?
2

As per the view point of Susan M. Heathfield, 2019. talent management is a business
strategy which has been implemented in order to retain skilled and quality employees. Every
aspect of recruiting, hiring and developing has to been affected positively with support of
effective approach, in order to implinebt effective talent management. There are various
initiative taken by the company in order to get desirable outcome.
 Organisation have to develop clear job description which provides clear understanding
about skills, abilities and knowledge which is needed for the specified job role.
 For the effective management organisation have to select appropriate employees which is
having knowledge and potential to best fit in organisational culture so that a better work
environment can be developed(Gozali and et.al, 2020).
 Company has been initiated to provides on-going coaching, mentoring and feedback
through which feel valued and get more engaged in organisation.
 In order to retain best talent company have to provides promotional and career
development opportunity to employees that will going to involve career path, on-going
jib training etc. through which employees get retain for longer period with this employees
turnover also get reduced.
What are the various challenges and issues faced by company in to enhancing employee's
performance?
As per the view point of Top Echelon, 2020. in order to make business successful, talent
management is one of the most effective approach but carrying out this in organisation is not
easy there are various problems that has been arises while implementing talent management.
Some of them are discussed below:
Poor hiring strategy: Talent management is the process which has been started with
filing a vacant position with higher or skilled performer(Liu and et.al, 2020). Thus, without
strong recruiting and staffing company might face difficulties and issues in further process.
Along with this, company don't know where to start sourcing candidates and how to attract talent
people. Therefore with ineffective hiring strategy company will not get skilled employees which
is the essential aspect for effective talent management
Inexperience with technology: Technology is important for organise and simplifying the
business function and operations. Technology has been changing rapidly in which exuisting
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employees are not having knowledge about technology advancement. With this effectiveness of
talent management get reduce along with performance of employees with new technology.
Employee turnover: Talent management in organisation has been implemented in order
retain and attract employees (Anlesinya and Amponsah-Tawiah, 2020). But due to increase in
employee turnover talent management becomes ineffective as company is not able to retain
skilled employees within organisation due to which cost also get increased and overall
performance get reduced.
Project management plan
Project management plan is describe as the formal document which has been explain that
how the project is going to be done, monitored and controlled in manner that will provides
adequate outcomes. This is associated with the scope, goal, timeline etc. of project and which is
very important to keep project on track (Im, Nam and Cho, 2020). Along with this, it has been
also consist of different targets and objectives that are going to be accomplish in stipulated
period of time. The project team have to utilise approach which is formulated through project
plan in order to intended project management scope of project. This contains some elements
which are discussed below:
cost: This is define as the monetary value which is spend by the company in order to produce
something. In this company will provide amount to researcher for conducting research in
company so that desirable results can be obtained in adequate manner. In this, it includes
travelling expenses, equipments, tools etc. for that manager need to prepare a budget so that
financial loop can be identify and to keep research expenses on track.
Particulars Amount
Equipments £30000
Travelling expenses £20000
Cost of legal compliance £10000
Training and development £8000
Total cost £68000
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Time: For completing research there is certain period of time provided by the company to
investigator. Before that manger evaluate overall time for research in which desirable result can
be accomplished in a effective manner. In this research around 3 moths has been persuade
Scope: This is define as the overall objectives and requirements that are needed by the
company in order to compete a research or project (Winch and Cha, 2020). This has been offers
detailed about time and strategies through which strength can be maintained in effective way. In
this researcher will going to ensure about strategies and approaches through which proper
allocation and utilisation of resources will be processed.
Quality: This is refers to the degree of excellence in which researcher has to ensures that
each task has been done on time along with its quality standards. In this, it has been associated
with proper collection of data and information which tend to produce positive and quality
outcomes.
Communication: It is describe as two way process which is uded by company in order to
transfer message, information, ideas and suggestions. Communication is way which handle
information between individual while ensuring clear understanding of transferred message. This
is processed while collection of data through survey while maintaining transparency in order
accomplishment of suitable outcomes.
Risk: This involves probability of something happing bad in future which can impact the
outcome of research (Fahri, Arilaha and Pratama, 2020). It is associated with the negativity and
undesirable consequences that has en includes overall effectiveness and efficiency of research.
Resources: It is source from which something has been produce that has some utility.
This can be anything which needed by researcher in order to completing research with proper
facts and analysis. For this research investigator require human resource, financial resources,
equipments, mobile phone and computer. these all are provided by the company so that adequate
outcome can be achieved.
prepare breakdown structure and Gantt chart
Gantt chart:
This is refers to the bar chart which has been outline a project schedule, it is also
considered as project programming, project planing and project establishment. This help in to the
advancement of Gantt chart in order to Create dependency and in to identifying difficult ways of
doing task so that it can be done in effective way (Kocsir and Varga, 2020). It also provides
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assistant in project dates such as when it will be started and when it will be end. This has been
provide support in to develop technical project management which measures the project that how
it is working and carried as comparison to project plan of each task.
6

Breakdown structure:
It is a technique which is executed in order to dividing project in smaller component so
that project can be done in effective manner. This has develops boundary of project and
breakdown all the activities into smaller parts which are highly controllable in nature through
teams and employees work in administrable sections (Heath, 2020). This has be done so that
work of team will organise in manageable section that provides support in to maintain the
effectiveness and efficiency of outcomes. WBS has concerned original product, alternative work
which is essential to produce better outcomes and convenience through which it maintain
proficiency and effectiveness level of whole project.
PART 2
Small scale research to meet aims and objectives
Small scale research has been conducted in business in order to obtained knowledge on
specific topic so that learning and capabilities will be encouraged in systematic and adequate
manner. There are two methods which going to be utilise by investigator in order to collect the
data and information for analysis and complete the task in proper manner. Methods of this has
been explained below:
7

Qualitative method: it is method which is used to collect data and information, this is
associated with the analysis of non-numerical information with that various concepts, experience
ad opinions are to be considered(Pramanik, Mondal and Haldar, 2020). With the support of this
related idea for research and solution of specified problem is being generated. In this data is
being collected through interviews, first hand observation, focus group and literature review.
Along with this, it is also focused on collecting data through open ended and conversational
communication.
quantitative method: it is research method which has been involves collection and
analysis of numerical data. This has been collect the data from questionnaire, polls, survey along
with utilising existing statistical data. This is mainly considered collection of numerical data and
interpret that in order explaining people about specific phenomenon.
Source of collection of data:
Primary sources: This is method through which information is gathered by survey,
interview and questionnaire etc. in this data has been processed by concluding final and
desirables outcome in a effective way. This is time consuming process but provides accuracy in
collected data as it is first handed information.
Secondary sources: In this method information is collected through articles, magazines,
books, financial sheets etc. this is not a time consuming process and also it balance level of
efficiency level while collecting information on a particular topic.
Here investigator will utilise both primary and secondary source in order to collect data
and information(Berawi, 2020). In this for primary questionnaire has been created and for
secondary literature review has been to so that better understanding and relevancy of data can be
obtained.
Sampling: This is refers to the process in which subset from the large population has been taken
for statistical analysis. This is the methodology in which sample is taken form the large
population depend on type of research is being performed. Sample size for this research is 30
Questionnaire
Quantitative questions
Q1) Do you know what is the concept of talent-management within an organisation?
a) YES
b) NO
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Q2) Do you think that talent-management is essential for growth and success of organisation?
a) YES
b) NO
Q3) Does Iceland is pursuing talent management for attracting and retaining employees within
organisation?
a)YES
b) NO
Q4) What are the strategies used by Iceland while implementing talent-management within
organisation?
a) provides career path
b) job description
c) rewards and recognition
Q5) what is the impact of talent-management on employees?
a) Enhancement of productivity
b) Attracting and retention of skills employees
c) encourage engagement
Q6) what are the obstacle face by Iceland while implementing talent-management within
organisation?
a) increased employee turnover
b) lack of leadership
c) low frequency of feedback
Q7) What kind of initiatives is taken by Iceland for executing talent-management in
organisation?
a) Recognition
b) job rotation
Q8) Do you think talent-management is important for improving overall productivity and
proficiency of organisation.
a) YES
b) NO
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Present finding and data
Q1) Do you know what is the concept of talent-management within an
organisation?
Frequency
a) YES 26
b) NO 4
Interpretation: As per the above table it has been measured that out of 30 respondents,
26 are aware about talent management and rest 4 are not. It means that Iceland company is
performing in terms of talent-management.
Q2) Do you think that talent-management is essential for growth and success
of organisation?
Frequency
a) YES 25
b) NO 5
10
26
4

Interpretation: as per the above graph it has been seen that, 25 respondents out of 30
belive that talent management is essential for the growth and success of company an rest 5 are in
against of this. It reflects that majority of company are in favour and working as per terms and
policies.
Q3) Does Iceland is pursuing talent management for attracting and retaining
employees within organisation?
Frequency
a) YES 21
b) NO 9
11
25
5

Interpretation: According to above table it has been evaluated out of 30 respondents, 21
believe that talent management help in to attracting and retaining skilled employees and rest 9
are in against of this. It means Iceland company is used to sustain employees for longer period of
time with help of talent management.
Q4) What are the strategies used by TESLA for executing talent-management
within organisation?
Frequency
a) provides career path 20
b) job description 5
c) rewards and recognition 5
12
21
9
20
5
5

Interpretation: According to above it is interpret that 20 respondents out of 30 are
believe that company has been providing career path foe effective execution of talent
management (Secundo and Capaldo, 2020). 5 are thinks that company is providing proper job
description and rest 5 believe that company is giving rewards and recognition for effective talent-
management which provides growth and success.
Q5) what is the impact of talent-management on employees? Frequency
a) Enhancement of productivity 15
b) Attracting and retention of skills employees 10
c) encourage engagement 5
Interpretation: From the above table it has been concluded that, out of 30 respondents,
15 believe that with the help of talent management productivity is increasing, 10 thinks that
skilled employees are getting attract and retain and rest 5 believe that employee engagement is
increasing.
Q6) what are the obstacle face by Iceland while implementing talent-
management within organisation?
Frequency
a) increased employee turnover 10
13
15
10
5

b) lack of leadership 5
c) law frequency of feedback 15
Interpretation: From the above graph, 10 respondents out of 30 are saying that increased
employee turnover is the issues which is impact the effective implementation of talent-
management. 5 believe that, lack of leadership is the problem and rest 15 thinks that there is a
law frequency of feedback. It means that Iceland company need to formulate strategies in order
to solve these obstacles
Q7) What kind of initiatives is taken by Iceland for executing talent-
management in organisation?
Frequency
a) Recognition 15
b) job rotation 15
14
10
5
15

Interpretation: As per the above table it has been seen that, 15 respondents out of 30 are
saying that company has been providing recognition in order to induce talent and rest 15 believe
that company started job rotation so that talent management will perform in effective manner.
Q8) Do you think talent-management is important for improving overall
productivity and proficiency of organisation?
Frequency
a) YES 24
b) NO 6
Interpretation: As per the above it has been summarized that out of 30 respondents, 24
are believe that talent-management is important for improving overall productivity and
15
15 15
24
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proficiency of Iceland company and rest 6 thinks that it is not important. Which reflects that
company is using this in appropriate way.
Recommendation
As per the above analysis it has been seen that Iceland company has been utilising
various strategies and approaches in order to implement talent management through skilled
employees get retained and working effectiveness has been encouraged. But along with this there
are various problems and obstacles faced by company in successfully implementing talent
management in terms of encouraging performance (Wied and et.al, 2020). So for that there are
some recommendation has been addressed for Iceland through which it can enhance it ability to
enhance productivity and potability of employees.
Iceland should adopt adequate leadership approach so that better guidance can be provided to
employees so that their performance get enhanced. Along with this, Iceland should also provide
effective training and development program that will improve skills, abilities and knowledge of
employees that can be perfectly matched with job role. Moreover, providing career path and
future development opportunity will provide support in retain best talent within organisation.
Reflection
The research is competed by me though which I have gained various knowledge which
has enhanced my learning in a systematic manner. With the support of this I have came to know
about various aspects of talent management which has been utilised for retaining and attracting
skilled employees with organisation. I have created a questionnaire and with the support of this
gained a knowledge that how data and information is collected in a systematic manner which is
going to produce effective outcomes. Moreover, I have also get knowledge about various tools
and techniques such as Gantt chart and breakdown structure with that I have learned to manage
time effectively and completed by work in specified time. I have also faced various issues while
communicating with as because some of them are not corporative and interested but i have solve
this issue with the optimum usage of my communication skills and academic learning.
CONCLUSION
As per the above analysis it has been evaluated that, talent-management is the continuous
procedure for attracting and retaining high skilled employees within organisation in order to
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accomplish goals and objectives. Moreover, for this purpose small scale research has been
conducted with support of that impact on employees performance and various obstacle face by
company while implementing talent-management. For this both primary and secondary sources
has used as to get desirable result.
17

REFERENCES
Books and Journals
Anlesinya, A. and Amponsah-Tawiah, K., 2020. Towards a responsible talent management
model.European Journal of Training and Development.
Berawi, M.A., 2020. Managing artificial intelligence technology for added value.Managing
Artificial Intelligence Technology for Added Value.
Fahri, J., Arilaha, M.A. and Pratama, R., 2020. Program Management Approach for Concurrently
Managing Projects–A study from Khairun University.Asia Pacific Journal of
Management and Education,3(1), pp.35-46.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: Context
matters.
Gozali, L., and et.al, 2020. Performance factors for successful business incubators in Indonesian
public universities.
Haak-Saheem, W., 2020. Talent management in Covid-19 crisis: how Dubai manages and
sustains its global talent pool.Asian Business & Management,19, pp.298-301.
Heath, F., 2020.Managing Software Requirements the Agile Way: Bridge the gap between
software requirements and executable specifications to deliver successful projects. Packt
Publishing Ltd.
Im, K., Nam, K. and Cho, H., 2020. Towards successful business model management with
analytic network process-based feasibility evaluation and portfolio
management.Electronic Markets,30(3), pp.509-523.
Kocsir, Á.C. and Varga, J., 2020. Good practices to managing projects better.
Liu, Y., and et.al, 2020. Talent management and the HR function in cross-cultural mergers and
acquisitions: The role and impact of bi-cultural identity.Human Resource Management
Review, p.100744.
Meyers, M.C., and et.al, 2020. HR managers’ talent philosophies: prevalence and relationships
with perceived talent management practices.The International Journal of Human
Resource Management,31(4), pp.562-588.
Pramanik, D., Mondal, S.C. and Haldar, A., 2020. A framework for managing uncertainty in
information system project selection: An intelligent fuzzy approach. International Journal
of Management Science and Engineering Management,15(1), pp.70-78.
Secundo, G. and Capaldo, G., 2020. Facilitating Business Startup Launch: An Interpretative
Framework Based on Project Management. InInnovative Entrepreneurship in Action(pp.
55-69). Springer, Cham.
Wied, M., and et.al, 2020. Managing exploratory projects: A repertoire of approaches and their
shared underpinnings.International Journal of Project Management,38(2), pp.75-84.
Winch, G.M. and Cha, J., 2020. Owner challenges on major projects: The case of UK
government.International Journal of Project Management,38(3), pp.177-187.
ONLINE
Ghosh. P., 2021, what is talent management? Definition, strategy, process and models [Online]
Available through<https://www.toolbox.com/hr/talent-management/articles/what-is-talent-
management/>
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Heathfield, S. M,, 2019, the best talent management practices [Online] Available through<
https://www.thebalancecareers.com/best-talent-management-practices-1917671/>
Echelon. T., 2020, talent management challanges [Online] Availabe
through<https://www.topechelon.com/blog/recruiting-software-solutions/talent-
management-challenges-issues-problems/>
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appendices
20

Project Logbook for the chosen
organisation:
Name of the learner: Name of the Supervisor:
Project Title: “ To analyse the key challenges
and issues faced by manufacturing sector to
enhance performance of employees through
talent management .” A case study on Iceland
food Ltd.
Date:
Update of weekly research/ tasks achieved
(Account for a minimum of six weeks with
dates)
 What have you completed?
 Did you fulfil Task requirements?
 Are you on track and within deadlines
set?
 Did you need to make any changes to
your project management plan?
“ To analyse the key challenges and issues
faced by manufacturing sector to enhance
performance of employees through talent
management .” A case study on Iceland food
Ltd.
Yes all the requirements has been fulfilled
yes all the activities has been completed on
track
NO
Any risks and / or issues identified?
 Did you identify risks/issues with a
lack of skills required for undertaking
research tasks?
 Did you identify any additional
risks/issues that have an impact on
the project management plan?
No, I have not faced any issue.
Yes, time management
Problems encountered
21

What barriers did you face?
How did you overcome them?
It is while making interaction with
respondents
I have overcome this with optimum usage of
my skills.
New Ideas and change of project direction
What Have I learnt about myself this week?
How did I feel when I had to deal with
tasks/problems?
How well have I performed? What did I
contribute?
What can I improve on next week?
How might this learning apply in the future?
Felt comfortable and keep on trying to make
it more clear and understandable.
I have performed good with use of my skills
and academic learning.
I have improved myself by taking liable
judgements
It helps in conducting similar research with
more effectiveness.
Tasks planned for next week
Which tasks are priority?
Have you set aside sufficient time for
completion?
Data collection and its transparency is my
priority
Yes, with effective use of Gantt chart and
WBS.
Project plan status to date (on, ahead,
behind)
Supervisor comments to address
Signature of the Supervisor and date:
22

23

Performance Review Template
What was the Project supposed to accomplish?
“ To analyse the key challenges and issues faced by manufacturing sector to enhance performance of
employees through talent management .” A case study on Iceland food Ltd.
Did the project succeed in its aims/ how do you know? Specifically, please outline any evaluation
and assessment undertaken?
Yes, project is succeed with aim and objectives with usage of questionnaire and literature review
What things do you think worked well and why? Evaluate all aspects of the project?
I have worked well in time management with support of Gantt chart and WBS
What problems emerged during the project and how were they tackled? Was there timely
identification of issues and resolution during the project process?
The problem is related to employee behaviour that is changes as per variance of situation. For this have
used soft skills so that clear interaction is processed in repetitive basis.
What did you learn from undertaking the project?
I have learned about talent-management and its strategies that is used to attract and retain more of its
employees.
How would you rate your performance as a management consultant leading the project?
I rate myself 8/10.
What strengths and weakness of your performance did you identify?
Strengths: Communication skills
Weaknesses: analytical skills.
How will this inform and support your continuous professional development?
It support in to enhance both professional and personal development through encouraging working
potential.
24

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