Role of talent management frameworks and future implications within organizations

This research project aims to investigate the role of talent management frameworks and future implications in attaining organizational growth at market. The study focuses on Starbucks, a famous American multinational chain of coffeehouses and roastery reserves. The research proposal includes research objectives, research questions, and a literature review. The research methods include primary and secondary research using appropriate methods for a business research project. The findings will be analyzed using analytical tools. The subject is talent management in organizations, and the course code and college/university are not mentioned.

Research Project
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Contents
Introduction......................................................................................................................................1
TASK 1............................................................................................................................................1
P1 Research proposal..................................................................................................................1
P2 Research methods and conduct primary and secondary research..........................................3
TASK 2............................................................................................................................................6
P3 Primary and secondary research using appropriate methods for business research project. .6
P4 Analytical tools to analyse research findings and data..........................................................6
TASK 3..........................................................................................................................................11
P5 Communicate research outcomes........................................................................................11
TASK 4..........................................................................................................................................11
P6 Reflection.............................................................................................................................11
P7 Alternative research methodologies and lessons learnt in view of the outcomes................12
Conclusion and Recommendation.................................................................................................12
REFERENCES..............................................................................................................................13
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Title: Role of talent management frameworks and future implications within organizations.
Introduction
In an organization, proper management of staff member is important as it related to the
procedure of attracting as well as developing top talent to fill the vacant place. Basically, it is
strategic process that used by company to getting the right talent and at the same time also help
them to grow to their optimal capabilities by keeping organizational goals in mind. This will
support company in retaining top talent for long period of time and also reduce their employee
turnover as well (Deery and Jago, 2015). Thus, it is important for HR manager to provide proper
motivation, development and encourage them to take initiate at working area. With the assistance
of this, company can easily retain high performing employee at workplace. This can be
beneficial for organization in establishing its competitive brand image at market place. Current
research is based Starbucks, is one of famous American multinational chain of coffeehouses and
roastery reserves that serve their services in over the world with the focus of attaining
competitive growth. In this company also focuses on managing their talent by placing right
people at right job role so that they give their best efforts for attaining their targets in stipulated
time frame. It directly contributes in improving overall performance of company at wider market
place.
TASK 1
P1 Research proposal
Research aim
To investigate the role of talent management frameworks and future implications in
attaining organizational growth at market. A study on Starbucks.
Research objectives
 To understand the role of talent management in an organization.
 To determine the different strategies Starbucks can opt in managing their talent.
 To identify the issues Starbucks, face due to improper talent management at workplace.
Research questions
 What is the role of talent management in an organization?
 What is the different strategies Starbucks can opt in managing their talent?
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 What are the major issues Starbucks face due to improper talent management at
workplace?
Literature review
Role of talent management in an organization
According to Cascio and Boudreau, (2016), talent management is a continuous procedure
that opt by company to attract, develop engage and retain people who have ability to meet
current and future needs of company. Basically, management of talent has become a major
concern for every business organization because without managing their staff members,
company can-not be able to achieving success. In this, HR manager is responsible for
motivating, developing and engaging their employees so that they feel productive and
comfortable at working area. One of the main purpose of talent management is to establish
organization which is sustainable and high performing that meets all the strategic and operational
goals of the company. As talent management is all about recruiting right person at right position
at right time as well that provide support in improving organizational growth at market place.
Thus, it is significant for management of company to analyse or access available talent, place the
eligible people along with their best roles and finally retaining them for longer time. It may assist
in providing competitive benefits to company by which firm can established its popular image.
Mainly, overall success of company is highly based on effective management of talent because
they are the one who give their efforts for attainment of organizational goals and objectives in
given time frame.
Different strategies Starbucks can opt in managing their talent
According to Thunnissen, (2016), It is crucial activity for company to manager their top
talent by filling all the vacant place present in the business. As talent management is aimed at
improvising organizational performance by keeping employees productive and engage with
business activities. This will make a business more profitable and competitive as well. For
attaining the same, company use various effective strategies for managing their talent at working
area. All these can be understood by following points:
Hire only top employees: In order to managing talent at working area, HR manager is
responsible for hiring as well as selecting top talent who match will the specified job roles at
working area. By selecting best candidates’ company easily improvise their performance because
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productive employees are always asset for business. With the help of this, business can easily
manage their talent at working area and also make workforce more efficient.
Provide training and development opportunities: It is vital for HR manager to give proper
training and development opportunity to staff members as their performance. If staff members
are effectively trained then they give their best efforts for accomplishing their targets in given
period of time. With the help of this, workers improvise their skills and knowledge and also do
well at working area.
Provide rewards and recognition: In order to manage and retain top talent, company also
focuses on providing effective rewards and recognition to their employees as it may assist in
motivating workers at working area. Motivated and encouraged workers tries to accomplishing
their goals by putting higher contribution. This will assist in reducing employee turnover of
company.
Major issues Starbucks face due to improper talent management at workplace
As per view point of Annakis, Mohan and Muthaly, (2015), managing talent at working area
is not an easy task for business organization. If workers are not managed than company face
various issues that put negative impact over the performance of business. This is the reason that,
company needs to manage their workforce so that positive and competitive advantage can be
easily attained. As there are major issues that company is facing due to improper talent
management:
Increase employee turnover: With managing staff members at working area may create
issues of increasing employee turnover workers are leaving organization. This will put negative
impact over the organizational performance and also reduce employee performance as well.
Negative working environment: Improper management of talent develop issues among
workers that create negative working environment. Due to this employee fail in attaining their
targets. It may reduce overall performance of company at market place.
P2 Research methods and conduct primary and secondary research
Primary method: It is one of the important ways to gather fresh information directly from
large population with the aim of drawing a valid conclusion. Basically, it is most common
technique that help in acquiring reliable and authentic information from different sources such as
survey, interview, observation, questionnaire, experiments and many more (Church and et. Al.,
2015). This type of data never being used before by anyone else.
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Secondary method: This is also play a crucial role in undertaking research as it provides
theoretical framework in which investigator gather detailed information towards the particular
research aims and objectives. Mainly, it consists various sources through which researcher can
acquire data including books, journals, articles, journals and many more. These are help
researcher in drawing a reliable and authentic results within the study. Along with this, it also
includes view point of different authors on the basis of particular investigation and its area as
well.
In order to undertake current investigation, researcher will select both primary and
secondary method of data collection as it provides assistance in making right judgement within
the study. For gathering primary data, investigator prepare a structured questionnaire that consist
various close-ended questions that asked from selected participation within the aim of attaining
authentic results.
Qualitative method: This type of method incudes the procedure of collecting as well as
analysing non –numerical data that assist in understanding the actual concept, experience and
opinion of people towards the selected topic and area. Basically, it can be applied to acquire
detailed insights into a problem that directly contributes in generating new ideas for further
research.
Quantitative method: It is based on objective measurements that may assist in taking right
and authentic decision. Along with this, it is also effective as data is collected through polls,
questionnaire and survey that assist in analysing data in an effective manner (Shanker and et. Al.,
2017). One of the main advantage of using this method is to collect data in statistical form which
is measurable in nature. This provide assistance in drawing a valid conclusion at the end of
study.
As per current investigation, quantitative research method will be applied because it
provides statistical information that may contributes in attaining reliable outcomes at the end of
the study.
Sampling: It is procedure of selecting right sample from the larger population with the aim
of acquiring reliable and valid information directly from the population. Basically, it is classified
into two methods such as probabilistic and non-probabilistic sampling technique (Chang and Lin,
2015). As per current study, researcher will select probabilistic sampling technique in which
sample size will select as per random basis and also provide equal chances to be selected. By
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using this method, investigator select 50 respondents as a sample size who are the employee of
specified business organization.
Questionnaire
Q1) Are you aware about the concept of talent management in an organization?
a) Yes
b) No
Q2) Does talent management help in improvising employee efficiency at working area?
a) Yes
b) No
Q3) What are the benefits Starbucks gained by managing their talent at workplace?
a) Retain top talent
b) Improve employee experience
c) Reduce employee turnover
d) Increase employee and manager engagement
Q4) What are the different strategies Starbucks used to manage their staff members?
a) Attract right people
b) Organise learning and development
c) Provide career development
Q5) Does managing talent assist Starbucks in reducing its employee turnover?
a) Yes
b) No
Q6) According to you, what are the different issues Starbucks faced due to improper talent
management?
a) Ineffective leadership
b) Increase employee turnover
c) Negative working environment
Q7) What are the alternative ways and future implication Starbucks needs to focus in
proper talent management?
a) Better understanding of workforce demographics
b) Clearly defined job specification
c) Tailored training and development strategies
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Q8) Does implementing proper talent management framework is important for Starbucks
to attain competitive edge.
a) Yes
b) No
Q10) Suggest alternative area company needs to determine in managing their talent at
workplace.
TASK 2
P3 Primary and secondary research using appropriate methods for business research project
Ethics: At the time of undertaking research, it is crucial for investigator to perform each
and every activity in ethical manner as it support in providing valid results within the study. For
attaining the same, investigator is responsible for following all the significant principles of ethics
such as confidentiality, consent form, respect, dignity and many more. With the help of this,
investigator can gain trust of selected participants as they easily share their opinion with
researcher. By this investigator can easily draw a valid conclusion at the end of the investigation.
Cost: It is crucial for researcher to analyses overall cost before undertaking research
activities. As it includes all the expenses that researcher have includes at the time of executing
study. In order to carry out current investigation investigator required around €70 that includes
all the necessary expenses such as stationary, transport, journals and many more. With the
assistance of this, researcher successfully undertake the research and also make reliable data.
P4 Analytical tools to analyse research findings and data
Frequency table
Q1) Are you aware about the concept of talent management in an
organization?
Frequency
a) Yes 40
b) No 10
Q2) Does talent management help in improvising employee efficiency at
working area?
Frequency
a) Yes 30
b) No 20
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Q3) What are the benefits Starbucks gained by managing their talent at
workplace?
Frequency
a) Retain top talent 20
b) Improve employee experience 10
c) Reduce employee turnover 10
d) Increase employee and manager engagement 10
Q4) What are the different strategies Starbucks used to manage their
staff members?
Frequency
a) Attract right people 20
b) Organise learning and development 20
c) Provide career development 10
Q5) Does managing talent assist Starbucks in reducing its employee
turnover?
Frequency
a) Yes 35
b) No 15
Q6) According to you, what are the different issues Starbucks faced due
to improper talent management?
Frequency
a) Ineffective leadership 20
b) Increase employee turnover 15
c) Negative working environment 15
Q7) What are the alternative ways and future implication Starbucks
needs to focus in proper talent management?
Frequency
a) Better understanding of workforce demographics 20
b) Clearly defined job specification 20
c) Tailored training and development strategies 10
Q8) Does implementing proper talent management framework is
important for Starbucks to attain competitive edge?
Frequency
a) Yes 40
b) No 10
Theme 1: Awareness about the concept of talent management in an organization
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Q1) Are you aware about the concept of talent management in an
organization?
Frequency
a) Yes 40
b) No 10
Interpretation: Talent management is considering as an importance procedure of attracting as
well as retaining top talent at working area with the aim of improving overall performance of
company. In relation to this, managing talent also may assist in developing productive
workforce. As, 40 out of 10 respondents are aware about the concept of talent management and
how it helps company in attainment of their goals and objectives. Apart from this, rest of 10
participants are not favour with this theme and statement.
Theme 2: Talent management help in improvising employee efficiency at working area
Q2) Does talent management help in improvising employee efficiency at
working area?
Frequency
a) Yes 30
b) No 20
Interpretation: In a business organisation, management of talent is one of the important activity
that focus on recruiting right person for right job. This can be beneficial in improving their
efficiency level and at the same time also make them productive so that they can easily
accomplish their set targets in allotted period of time. In this context, 30 out of 50 participants
think that proper management of talent directly contributes in enhancing employee’s
performance as they effectively perform their job roles at workplace. Apart from this, 20
participants are against with this theme and topic as well.
Theme 3: Benefits Starbucks gained by managing their talent at workplace
Q3) What are the benefits Starbucks gained by managing their talent at
workplace?
Frequency
a) Retain top talent 20
b) Improve employee experience 10
c) Reduce employee turnover 10
d) Increase employee and manager engagement 10
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Interpretation: Managing talent is effective and beneficial activity for company that provide
opportunities to company in enhancing their growth at wider market place. In this, 20
respondents think that it is effective for company in retaining top talent, 10 participants give their
views that effective talent management also beneficial for improving employee experience
towards the organizational goals, 10 people said that it may assist in reducing employee turnover
by keeping their workers more productive. On the other side, 10 answering give their views that
by managing talent company and increase employee and manager engagement at working area.
Theme 4: Different strategies Starbucks used to manage their staff members
Q4) What are the different strategies Starbucks used to manage their
staff members?
Frequency
a) Attract right people 20
b) Organise learning and development 20
c) Provide career development 10
Interpretation: From the above mentioned graphical presentation it has been analysed that
company use various strategies to manage their talent at workplace. In relation to this, 20 out of
50 participants share their opinion that company focus on attracting right people for right place
for vacant place, 20 respondents said that organise learning and development is also an important
strategy that help in managing their workforce. Apart from this, rest of 10 people think that
provide career development opportunities also help in managing their staff members. With the
assistance of this, company can easily develop their positive brand image at market place.
Theme 5: Managing talent assist Starbucks in reducing its employee turnover
Q5) Does managing talent assist Starbucks in reducing its employee
turnover?
Frequency
a) Yes 35
b) No 15
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Interpretation: It is significant for manager to manage their staff members by providing them
proper guidance to do well at working area. It also contributes in developing positive and healthy
working environment wherein each and every worker give their best efforts for accomplishing
their targets. In this context, 35 out of 50 people give their views that effective talent
management support in reducing employee turnover by retaining them for longer period of time.
Furthermore, remaining 15 participants are not agreeing with this statement.
Theme 6: Different issues Starbucks faced due to improper talent management
Q6) According to you, what are the different issues Starbucks faced due
to improper talent management?
Frequency
a) Ineffective leadership 20
b) Increase employee turnover 15
c) Negative working environment 15
Interpretation: Managing staff members are workplace is not an easy task as it creates various
issues in-front of business organization. In this, 20 out of 50 participants give their views that
improper talent management create ineffective leadership, 15 respondents think that it also
increases employee turnover as improper management of staff members create negative work
station wherein workers are not able to perform well and also get demotivated towards their job
roles. Along with this, 15 people said that due to talent management, negative working
environment has developed that reduce overall performance or workers.
Theme 7: Alternative ways and future implication Starbucks needs to focus in proper
talent management
Q7) What are the alternative ways and future implication Starbucks
needs to focus in proper talent management?
Frequency
a) Better understanding of workforce demographics 20
b) Clearly defined job specification 20
c) Tailored training and development strategies 10
Interpretation: There are various alternative and future implications that company needs to
focuses with the aim of managing their staff member. As, 20 people give their views that better
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understanding of workforce demographics are effective that help in developing positive relation
with employees. Along with this, 20 respondents said that company needs to clarify defined job
specification so that employees can understand their job roles. On the other side, remaining 10
participants share their view point that tailored proper training and development strategies are
also effective for business to improve employee skills and knowledge towards the specified roles
and responsibilities at workplace.
Theme 8: Implementing proper talent management framework is important for Starbucks
to attain competitive edge
Q8) Does implementing proper talent management framework is
important for Starbucks to attain competitive edge?
Frequency
a) Yes 40
b) No 10
Interpretation: As per preceding graphical representation it is evaluated that implementing proper
talent management framework is significant as it provides assistance in improvising workers
efficiency to give their best efforts. Basically, it is also an effective concept that focus in
managing as well as retaining top talent at working area. This will directly contribute in
increasing overall performance of company at market place. In relation to this, 40 out of 50
respondents think that managing talent management assist company in attaining competitive
advantage from its competitors and remaining 10 people are not favour with this theme.
TASK 3
P5 Communicate research outcomes
According to the current market analysis, a proper talent management framework is providing
various companies with a competitive edge. It is not only assisting companies in selecting the
best from the talented pool of candidates but also helping companies in giving their excellent
services to their customers. From the following report, the outcome which has been gained is
about the importance of talent management. In the current market scenario, if a company wants
to sustain itself in the market for a longer period of time then the company needs to analyse the
issues they are going through so that, considering the problems effective strategies can be
developed and later on the same can be implemented for getting the positive results.
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TASK 4
P6 Reflection
I feel glad to take this responsibility to undertake current investigation that is based on the
role of talent management frameworks and future implications within organizations. It provides
vast information that help investigator to improve their skills and knowledge. As a researcher, I
have use various methods and technique to gather relevant data and information that helped me
in drawing a valid conclusion. At the time of undertaking research, I have face various issues
related with improper cost and time as well. Due to this, I have failed in taking right decision in
an investigation. In order to resolve these issues, I have prepared a Gantt chart that includes all
the activities along with specified time frame. This will assist in eliminating the chances of
arising issues in completing research activities.
P7 Alternative research methodologies and lessons learnt in view of the outcomes
There are various methods that researcher used to gather information towards the specified
area and topic as well. For undertaking current investigation, investigator prepare a structured
questionnaire that includes close-ended questions that asked from selected respondents. In
addition to this, as an alternative method interview is an effective way or technique that
researcher can use to acquire data from respondents. As it provides detailed information because
it includes open ended questions that help in improving the possibilities of attaining positive and
reliable results.
Conclusion and Recommendation
Conclusion
From the above report, it has been concluded that in an organization the role of talent, the
management framework plays an important role in fulfilling the vacant places within the
organization. The following research has fulfilled the aim of the research as it has predominantly
helped in providing an insight into the talent management frameworks and their future
implications. For instance, the first part of the literature review has explained the role of talent
management in an organization like HR managers one of the prime members mainly plays its
part in motivating its employees by engaging them in various kinds of activities. Moving forward
to the next objective of the literature review, various kinds of strategies that can be adopted by
the company is explained. For instance, giving employees proper training and development
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opportunities so that other than their skills and knowledge employees can gain different
acquaintances for executing their tasks. However, there are times when every organization goes
through their tough epochs when because of improper management managing work at the
workplace becomes difficult. According to the literature, some of the issues faced by the
company were ineffective leadership, an increase in the number of employee turnover, and a
negative working environment. Nevertheless, if higher authorities of the company consider all
the issues right on time then there can be a possibility that all these problems can be resolved.
Considering the above statement in the fourth literature review, there is a discussion about the
alternative ways with the help of which company can retain its talents or employees. For
instance, mentioning the clear information in the job specification so that only the suitable
candidates can apply for the respective job. Implementation of better training and development
strategies. Therefore, with the proper amalgamation of both primary as well as secondary sources
the report is giving a proper insight into what kind of a role is played by the talent management
framework.
Recommendation
A proper talent management framework provides a company with leverage to increase its source
to value creation. Whether the company is complex or dynamic, individuals involved in boards
or the financial market always expect more from the market. Therefore, here are some of the
recommendations that the company can follow for operating their business in a smooth manner.
 The company should look at the expectations of their employees because with the change
in course of time it is changing at a constant speed. More precisely company should be
concern about providing a space to workers so that they can maintain a proper work-life
balance.
 The company should have a proper lookout for their needs (what they are looking for) so
that, potential candidates can be selected from the masses.
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REFERENCES
Books and journals
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management.
Cascio, W.F. and Boudreau, J.W., 2016. The search for global competence: From international
HR to talent management. Journal of World Business, 51(1), pp.103-114.
Thunnissen, M., 2016. Talent management: For what, how and how well? An empirical
exploration of talent management in practice. Employee Relations, 38(1), pp.57-72.
Annakis, J., Mohan, M.D. and Muthaly, S., 2015. Talent culture’s role in talent development
among academics: insights from Malaysian government linked universities. Journal of
Contemporary issues in Business and Government, 21(1), pp.46-71.
Church, A.H. and et. Al., 2015. How are top companies designing and managing their high-
potential programs? A follow-up talent management benchmark study. Consulting Psychology
Journal: Practice and Research, 67(1), p.17.
Shanker, R. and et. Al., 2017. Organizational climate for innovation and organizational
performance: The mediating effect of innovative work behavior. Journal of vocational behavior,
100, pp.67-77.
Chang, C.L.H. and Lin, T.C., 2015. The role of organizational culture in the knowledge
management process. Journal of Knowledge management.
Malik, M.A.R., Butt, A.N. and Choi, J.N., 2015. Rewards and employee creative performance:
Moderating effects of creative self‐efficacy, reward importance, and locus of control. Journal of
Organizational Behavior, 36(1), pp.59-74.
Shin, Y. and et. Al., 2015. Top management ethical leadership and firm performance: Mediating
role of ethical and procedural justice climate. Journal of Business Ethics, 129(1), pp.43-57.
Dubey, R., Gunasekaran, A. and Ali, S.S., 2015. Exploring the relationship between leadership,
operational practices, institutional pressures and environmental performance: A framework for
green supply chain. International Journal of Production Economics, 160, pp.120-132.
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