The Impact of Talent Management on HR and Company's Performance

This report examines the impact of talent management on the role of HR and the performance of Vodafone plc. It includes an introduction to talent management, a literature review, methodology and data collection, data analysis and interpretation, research outcomes, and recommendations for the company.

Unit 11
Research report
1

Executive summary
This report include detailed information of talent management and their impact on the
chosen organisation. This is very essential for the companies to work and manage their strategies
as per their employee's performance and productivity. This research include aim and objective of
the study, literature review on the chosen objective. Make primary research with questionnaire
and data interpretation to analysis the view and make possible outcome. Further a brief reflection
and recommendation are provided for the company.
2

Table of Contents
Executive summary..........................................................................................................................2
Title: The impact of Talent Management on the role of Human Resource.....................................4
Introduction......................................................................................................................................4
Literature review .............................................................................................................................5
Methodology and data collection.....................................................................................................8
Data analysis and interpretation.......................................................................................................9
Research Outcome ........................................................................................................................20
Reflection and recommendation....................................................................................................20
References .....................................................................................................................................22
.......................................................................................................................................................23
Appendix........................................................................................................................................24
3

Title: The impact of Talent Management on the role of Human Resource.
Introduction
Talent management is one of the critical component and make management strategies and
promote right people for long period of time. This is an essential task for human resource team as
they are the one who recruit more people in their company for achieving desired objective and
growth to company (Banfield, Kay and Royles, 2018). The chosen organisation for this research
is Vodafone plc. A British multinational telecom industry, headquartered in Berkshire, United
Kingdom. It operate their services in Asia, Africa, Europe and Oceania and earn revenue while
handling large number of market share.
Aims
“To explore and determine the influence of Talent Management on role of HR and company's
productivity and performance. A case study on Vodafone.”
Objectives
The main objectives of the research are:
 To examine the concept of Talent Management.
 To determine different role of HR in developing Talent Management strategies of
company.
 To examine the impacts of Talent Management on Vodafone Plc performance and
productivity. To access the ways which can be implemented by Vodafone Plc to overcome the issues
of talent management.
Research question
Following question will be answered at the end of the research:
 What is the main concept of talent management in corporate sectors?
 What are roles of HR in developing talent management strategies?
 How talent management of Vodafone Plc make impact on company’s performance and
productivity? What are different ways which can be used by Vodafone Plc to overcome the issues for
handling talent management?
4

Problem arises
The main problem which is arises in companies are having right staff who promote and
make successive growth within an organisation. Which is very important for the companies to
make right strategies in order to recruit right staff for longer period of time and make effective
plans.
Research rationale
The rationale use of the research is to make effective strategies and able to understand
the use of talent management with the help of HR team (Berman and et.al., 2019). The reason for
choosing talent management in Vodafone is to find out the best possible way of Vodafone to
grow with the help of human resource team.
Literature review
To examine the concept of Talent Management
As per the view point of Juneja, P., (2021); talent management is the ability to handle
different competency and power within an organisation. This is the concept which is not
restricted through different sector like recruiting. But hiring the best talent for the company to
manage and make attraction towards the company (Bratton, 2020). This is basically related to
talent management process to ascertain the growth and make more professional in employee's
on-boarding and having effective performance management to retention. And make higher profit
for making effective performance and able to manage motivation and employees engagement
through different method of practices (Talent Management - Meaning and Important Concepts,
2021). The need of talent management is related to basic concept and make sure about facing
different issues and challenges that may be related to associated sector and growth. Vodafone are
using these strategies to overcome the challenges related to their employee and gain more
competitive advantages. This will be related to different sector and growth of high quality and
make motivated through out in market. The HR of Vodafone company are related to different
sector and encompass the role and responsibilities of HR. They are using effective talent
management strategies to make effective approaches to make effective structure and make
crumble process to run the authority (Browne and et.al., 2016). Talent management is one of the
effective process to understand nature and make related to growth and success of the company.
Most of the organisation are ready to find out whole process of recurrent in an unethical manner.
And to cut the competition they are liable to manage and source effective policies and procedure.
5

To determine different role of HR in developing Talent Management strategies of company
According to Manama, C., (2020); this is an important concept to understand the nature
and effective procedure to make more broader human resource management. Here are some
major role and objective of the company which are useful for Vodafone and able to work as per
given data and manage effective policies and tried to work as per the given situation (All About
Human Resources and Talent Management, 2020). Some of their role in chosen organisation are
explained below:
Performance management: Once an employee is hired within the organisation it is
considered that the HR of the company are related to effective process and able to manage
effective time and attendance management system (Crawshaw, Budhwar and Davis, 2020).
Regular communication, staff allocation and management system are basically related to
performance evaluation and their management system.
Career management: managing the path of career and able to work their employees in
an authorised path will be associated to effective career management. With the help of long term
impact on employer it is consider to work as career management process. This is helpful for
career management in employee and able to work as per their informative decision.
Hiring talent: To hire the right talent as per the need and demand of the customer are
very effective and used within an organisation (Tansley, Hafermalz and Dery, 2016.). The role of
HR is very effective as it is one of the important role in Vodafone to manage their hiring process.
Which is actually important for the growth of company by doing hiring process.
To examine the impacts of Talent Management on Vodafone Plc performance and productivity
As per the view point of Jyoti, J., (2021); In the different type of industry it is important
to run and manage the growth of company in order to analysis the situation and make capable to
run authority for granting successful nature and their policies. There are major impact of talent
management that may be make an impact on employee's performance and their productivity.
Which is essential for the company and make effective resources to ascertain the need of the
employees (De Stefano, Bagdadli and Camuffo, 2016). This must be related to different sector
and growth and make effective objective, make more desire and proper understanding of the
different business context. It will furher make an effective strategies and able to release different
development and willingness to work in an authorised culture. The policies which are farmed by
the companies HR are related to different business authority and make complementary and make
6

training as per the practices which are essential for company (Impact of Talent Management on
Employee Effectiveness, 2021). It is important for the company to make effective recruitment
and selection process to enter development of talent for retention and make effective employee's
performance. This would be beneficial for the company to work and manage different resource
in order to keep effective growth and capable to right appropriate strategies. It will be make
strong impact on company and liable for company's policies and terms.
To access the ways which can be implemented by Vodafone Plc to overcome the issues of talent
management
As per the view of Anderson, F.T., (2020); This is an authorised model to learn and
behavioural process to run the business organisation. And make sure about the different
strategies and their impact on the growth of Vodafone plc to overcome the issues of talent
management process. This is one of the effective and important process but at the same time this
process will create many challenges and hurdles in the path to overcome the issues (7 Ways to
Improve Talent Management, 2020). They can be able to manage implemented issues and
overcome the challenges some of the implemented policies are:
Good communication process: This is one of the important stage which could be
related to effective process and good communication process (Guinan, Parise and Langowitz,
2019). Whereas company are able to manage effective communication process and make a
connection with higher and lower authority people.
Prioritise the result: here company can try to work and manage effective prioritise
nature while able to make supportive result on the basis of difficult prioritise nature. They should
focus on the result not on process. Company are able to manage and work as per their basic
requirements and able to understand company policies.
Make problem solver: The HR team of the company are able to solve their basic
problem and make sure to provide relevant changes as per their need and analysis typical
changes (Ismail, 2016). This is one of different aspect to solve employee's problem and manage
their ethical consideration points.
Methodology and data collection
Research methodologies are useful and effective for the use to resolve research problem
with the help of gathering effective technologies and make interpretation of the data collection
7

process. This process has been started by Saunders in 2007 and he mentioned different layer of
the research onion process:
 Research Philosophies: There are two type of philosophies are used interpretivism and
positivism approaches. Positivism approach are used as it will be helpful to company to
make effective approaches and make satisfying work culture and factual the data and
gained outcomes (Jaiswal and Dhar, 2017). This approach is useful in managing outcome
and make quantitative design to complete research.
 Research Approaches: This work as per specific plan and where assumption are used by
making effective approaches. One is deductive and another is inductive approaches, and
to complete this research, researcher used and manage deductive approach as it will
provide effective theories and model to complete the research.
 Research Strategies: Strategies which are helpful to plan and make procedure to help
the researcher in planning, organising and controlling the behavioural approaches of
company. In this research, questionnaire is used while opting right survey methods. As it
will be helpful in analysing the situation and make all benefits to assign the company.
 Research Choice: It seems that to decide where a researcher want to collect the data in
which forms. In this research, quantitative method is chosen as quantitative method to
collected data and analysis effective statistics and number (Kontoghiorghes, 2016).
Whereas qualitative method are used to concerned with effective test and make
experience of idea in the depth manner. These two method are helpful and effective for
making possible outcome but researcher choose quantitative method of data collection.
 Data collection and sampling: This is the method which are used by researcher to
conduct relevant information and make sustainability in hospitality to analysis sector.
Further it is concern and manage to make primary and secondary data collection that
must be related to effective research approaches and reliable for complete research. Here
both method are used and make related to different sector and work as per the growth of
company with liable and authenticate manner. The choose sampling size for this research
is 20, as they are the one who are employee of the chosen organisation.
 Time Horizon: This is the method which are mainly two type of methods, longitudinal
and cross sectional. Longitudinal method of time frame are used for long or repeated
period of time. And cross sectional are used for specific time frame (Neumerski and
8

et.al., 2018). It is essential for researcher to make effective time frame and used cross
sectional time horizon.
Data analysis and interpretation
Questionnaire Frequency
Q.1 Do you think that HR make an impact on talent management?
a) Yes 12
b) No 8
Q.2 Is talent management policies follow the communication process in
Vodafone?
a) Yes 18
b) No 2
Q.3 In which area do you think talent management policies make
successful approaches in Vodafone?
a) An attractive image 5
b) Good way of communication 8
c) An adapted management mode 7
Q.4 Does training and development activities help Vodafone, to maintain
the employees retention rate?
a) Yes 14
b) No 7
Q.5 Does HR of Vodafone are really conduct formative evaluation to
improve training programme?
a) Yes 16
b) No 4
Q.6 Role of HR in Vodafone related to talent management?
a) Talent hiring 5
9

b) Training management 7
c) Payroll management 5
d) Performance appraisal 3
Q.7 Do you really think that talent management are able to provide
effective performance and productivity?
a) Yes 8
b) No 12
Q.8 From the below listed strategies which are used by the HR within
Vodafone?
a) Motivation 9
b) Appraisal 5
c) solved the employees problem 6
Q.9 How much you are satisfied with the company's policy and HR
behaviour?
a) Very satisfied 8
b) Satisfied 2
c) Neutral 7
d) Dissatisfied 3
Q.10 Do you want to provide some suggestion to HR of the company?
Ans.
10

Data Interpretation
Theme:1 Impact of talent management
Questionnaire Frequency
Q.1 Do you think that HR make an impact on talent management?
a) Yes 12
b) No 8
Interpretation
From the above graph it is said that most of the respondent said that impact of talent
management are very high on Vodafone. Out of 20 respondent, 12 said that they agree about
having high impact on talent management, whereas 8 said, they are not agree with statement.
This could be concluded that the use of HR is basically related to make effective strategies and
make proper talent management policies (Martin and Whiting, 2016). This is beneficial for
Vodafone and make effective strategies and overcome the challenges face by company.
11
Impact of talent management
Yes No

Theme:2 Communication process
Questionnaire Frequency
Q.2 Is talent management policies follow the communication process in
Vodafone?
a) Yes 18
b) No 2
Interpretation:
This graph show the change in different policies which are related to different
communication process in Vodafone. Out of 20 people, 18 said that Vodafone are able to
manage their communication process, whereas 2 said that the use of right communication
strategies are not effective within Vodafone. So this van be said that in major part Vodafone are
able to manage their different communication process while following different policies.
12
Communication process
Yes No

Theme3: successful approaches of talent management
Questionnaire Frequency
Q.3 In which area do you think talent management policies make
successful approaches in Vodafone?
a) An attractive image 5
b) Good way of communication 8
c) An adapted management mode 7
Interpretation:
With the help of above pie chart it can be said that the use of HR of Vodafone are able to
make different successful approaches and assumed talent management strategies for assigning
different approaches. Out of 20, 5 said that they are using attractive image of their brand. 8 said
that the use of good communication are helpful in approaching right way. And 7 said that it will
make approaches for adapted management mode within an organisation
13
successful approaches of talent management
An attractive image
Good way of communication
An adapted management mode

Theme4: Employees retention rate
Questionnaire Frequency
Q.4 Does training and development activities help Vodafone, to maintain
the employees retention rate?
a) Yes 14
b) No 7
Interpretation:
From the above graph it is said that the use of of effective employees retention rare, that
may be related to different sector and growth of the company. Out of 20 respondent, 14 said that
Vodafone are using effective policies to manage employees retention rate programme and able to
analysis in managing task. Further 7 said that they do not think so about completing policies by
HR and employees are retain within organisation for long period of time.
14
Employees retention rate
Yes
No

Theme5: Formative evaluation
Questionnaire Frequency
Q.5 Does HR of Vodafone are really conduct formative evaluation to
improve training programme?
a) Yes 16
b) No 4
Interpretation:
From the above graph, It is said that there are different formative evaluation which are
used by the company to analysis the behaviour of company. Which is helpful in managing
different training programme and able to work within company. Out of 20 respondent, 16 said
that Vodafone are using effective formulation evaluation which are helpful in providing training.
While 4 said that, they don't think to that company are able to understand the nature of formative
evaluation. This is related to make effective formative evaluation are able to make effective
approaches in training programme.
15
Formative Evaluation
Yes No

Theme 6: Role of HR
Questionnaire Frequency
Q.6 Role of HR in Vodafone related to talent management?
a) Talent hiring 5
b) Training management 7
c) Payroll management 5
d) Performance appraisal 3
Interpretation:
From the above graph it is said that Vodafone manager are usually play an critical role in
applying effective management strategies. Out of 20 respondent, 5 said that hiring talented
people are the role of HR, 7 said providing training is essential. 5 said payroll management is the
main role by the company and 3 said the HR are play a role in making performance appraisal
(Ng and Parry, 2016). This is basically related to have management issues and able to understand
the role of effective talent management policies and applied on the company.
16
Role of HR in Vodafone Plc.
Talent hiring
Tarining management
Payroll management
Performance appraisal

Theme7: performance and productivity
Questionnaire Frequency
Q.7 Do you really think that talent management are able to provide
effective performance and productivity?
a) Yes 8
b) No 12
Interpretation:
As per the above graph, it is interpretative that out of 20 respondent, 8 stated that
Vodafone are able to manage their performance and productivity within organisation. While 12
said they are disagree with statement. This is found and essential for the company to make
effective HR policies in order to understand by company and able to manage productivity and
performance integrity. This is related to make management and able to provide relevant growth
and able to understand the nature of employee's performance and their productivity (Pandita,
and Ray, 2018). Talent management are able to help their employees to work and manage their
growth at their personal level.
17
Performance and Productivity
Yes No

18

Theme8: strategies used by HR
Questionnaire Frequency
Q.8 From the below listed strategies which are used by the HR within
Vodafone?
a) Motivation 9
b) Appraisal 5
c) solved the employees problem 6
Interpretation:
With the help of above graph it is said that the use and management of right approaches
within organisation are related to growth and able to understand the nature of company. Out of
20 respondent, 9 said that motivation is one of the effective strategies used by HR in Vodafone.
Whereas, 5 said that making an appraisal is an effective tool to the company and 7 declare that
by solving the problem of peer members in Vodafone. These strategies are able to understand the
need and growth of the company and make effective talent management policies for the growth
and outcome.
19
Strategies used by HR in Vodafone
Motivation
Appraisal
Solved the employees problem

20

Theme9: level of satisfaction
Questionnaire Frequency
Q.9 How much you are satisfied with the company's policy and HR
behaviour?
a) Very satisfied 8
b) Satisfied 2
c) Neutral 7
d) Dissatisfied 3
Interpretation:
With the help of above graph company are able to understand and make appropriate level
of satisfaction to company. This could be related to employee's and their perspectives about
company. Out of 20 respondent, 8 are very satisfied with the decision and working culture of the
company. 2 said they are not satisfied within organisation while, 7 said they feel neutral. And 3
said they are dissatisfied about the company and able to make effective approaches for company
21
Level of satisfaction
Very satisfied
Satisfied
Neutral
Dissatisfied

and understand the nature of their employees. This is related to different associate and make high
level of satisfaction and make relevant changes within an organisation.
22

Research Outcome
From the above research, it is analysed that the use of talent management within
Vodafone plc, are very applicable and make effective approaches. Further it can be said that
Vodafone are able to manage their policies and strategies for defining strategic approaches and
capable for doing effective essential employees and retain them for longer period of time.
Vodafone and their HR team are able to work in high pressure and make effective sources to
ascertain different task and improve their abilities (Russell and et.al., 2016). It has been found
that company are launching new products and make merger with other company. And this would
be related to higher growth and more attractive image within market. Most of their employees
are not satisfied with company's policies and plan, so the HR team of Vodafone must try to make
relevant approaches for making effective growth in market. So it is concluded that company had
to follow right strategies like more motivation, appraisal on time and more to make effective
talent management within organisation.
Reflection and recommendation
While conducting this research, I choose talent management topic and analysis the case
study on Vodafone. As the need of talented people in an organisation is increasing and to retain
them is most difficult task for the company. I had choose positivism approaches, to make more
effective research. I choose quantitative data to save the time and make able to different outputs
and data collection. Primary and secondary both data collection methods are used to analysis the
outcome more appropriate way. I has choose questionnaire method and make interpretation of
data. I have learned different knowledge and skills about talent management procedure and try to
work within organisation. Which are helpful for me to understand the role of HR of Vodafone
and control different action by company's interpretation to company. This will be helpful for me
to make effective approaches and make effective research and achieve all possible outcomes.
With the help of above analysis, it is recommends to Vodafone that make effective
policies and make proper innovation approaches and get better shape within the organisation.
With some major recommendation they have to follow specified rules and policies to make
effective growth within organisation. Some of them are listed below:
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 The HR of the company are must able to promote activities and manage talented people
within organisation. They should be more confident and capable for understanding the
nature of company to explain them to other peer members.
 The manager of the company are tried their best to solve hurdle and issues which are face
by their employees while working with Vodafone. So they should applied effective
strategies with the consult of higher authorities.
 Another way is to promote more effectively their company's product in order to attract
customer and other people who are ready to work with company (Stankevičiūtė and
Savanevičienė, 2018). This will be helpful for the HR team to manage more employee
with right forces. Further it is essential to manage task with company to achieve desired
objective.
 After the outbreak of covid-19 the sale which are decline within an organisation are
needed to work with company. So it is important to retain and attract more employees
and work with them in an organised way.
24

References
Books and Journals
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Berman, E.M. and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Bratton, J. ed., 2020. Organizational leadership. Sage.
Browne, W. and et.al., 2016. Two Key Success Factors for Global Project Team Leadership:
Communications and Human Resource Management. Journal of Information
Technology & Economic Development, 7(2).
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2020. Human resource management: Strategic
and international perspectives. Sage.
De Stefano, F., Bagdadli, S. and Camuffo, A., 2018. The HR role in corporate social
responsibility and sustainability: A boundary‐shifting literature review. Human
Resource Management, 57(2), pp.549-566.
Guinan, P.J., Parise, S. and Langowitz, N., 2019. Creating an innovative digital project team:
Levers to enable digital transformation. Business Horizons, 62(6), pp.717-727.
Ismail, H.N., 2016. Training and organizational commitment: Exploring the moderating role of
goal orientation in the Lebanese context. Human Resource Development
International, 19(2), pp.152-177.
Jaiswal, D. and Dhar, R.L., 2017. Impact of human resources practices on employee creativity in
the hotel industry: The impact of job autonomy. Journal of Human Resources in
Hospitality & Tourism, 16(1), pp.1-21.
Kontoghiorghes, C., 2016. Linking high performance organizational culture and talent
management: satisfaction/motivation and organizational commitment as mediators. The
International Journal of Human Resource Management, 27(16), pp.1833-1853.
Martin, M. and Whiting, F., 2016. Human resource practice. Kogan Page Publishers.
Neumerski, C.M. and et.al., 2018. Restructuring instructional leadership: How multiple-measure
teacher evaluation systems are redefining the role of the school principal. The
Elementary School Journal, 119(2), pp.270-297.
Ng, E.S. and Parry, E., 2016. Multigenerational research in human resource management.
In Research in personnel and human resources management. Emerald Group
Publishing Limited.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Russell, Z.A. and et.al., 2016. Overqualified human resources, career development experiences,
and work outcomes: Leveraging an underutilized resource with political skill. Human
Resource Management Review, 26(2), pp.125-135.
Stankevičiūtė, Ž. and Savanevičienė, A., 2018. Designing sustainable HRM: The core
characteristics of emerging field. Sustainability, 10(12), p.4798.
Tansley, C., Hafermalz, E. and Dery, K., 2016. Talent development gamification in talent
selection assessment centres. European Journal of Training and Development.
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Online
Anderson, F.T., (2020). 7 Ways to Improve Talent Management. [Online]. Available through:
<https://solutionsreview.com/talent-management/2019/07/11/7-ways-to-improve-talent-
management/>.
Juneja, P., (2021). Talent Management - Meaning and Important Concepts. [Online]. Available
through: <https://www.managementstudyguide.com/talent-management.htm>.
Jyoti, J., (2021). Impact of Talent Management on Employee Effectiveness. [Online]. Available
through:<https://www.researchgate.net/publication/269098616_Impact_of_Talent_Man
agement_on_Employee_Effectiveness>.
Manama, C., (2020). All About Human Resources and Talent Management. [Online]. Available
through: <https://managementhelp.org/humanresources/index.htm>.
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Appendix
Questionnaire
Q.1 Do you think that HR make an impact on talent management?
a) Yes
b) No
Q.2 Is talent management policies follow the communication process in Vodafone?
a) Yes
b) No
Q.3 In which area do you think talent management policies make successful approaches in
Vodafone?
a) An attractive image
b) Good way of communication
c) An adapted management mode
Q.4 Does training and development activities help Vodafone, to maintain the employees
retention rate?
a) Yes
b) No
Q.5 Does HR of Vodafone are really conduct formative evaluation to improve training
programme?
a) Yes
b) No
Q.6 Role of HR in Vodafone related to talent management?All About Human Resources and
Talent Management
a) Talent hiring
b) Training management
c) Payroll management
d) Performance appraisal
Q.7 Do you really think that talent management are able to provide effective performance and
productivity?
a) Yes
27

b) No
Q.8 From the below listed strategies which are used by the HR within Vodafone?
a) Motivation
b) Appraisal
c) solved the employees problem
Q.9 How much you are satisfied with the company's policy and HR behaviour?
a) Very satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
Q.10 Do you want to provide some suggestion to HR of the company?
Ans.
28