Role of talent management frameworks and future implications within organizations

This research project explores the role of talent management strategies in increasing company productivity and performance, with a focus on TESCO Plc. It examines the impact of talent management strategies, identifies the issues faced by the company during implementation, and suggests ways for the HR department to solve these issues. The research methodology includes a survey and data analysis. The study aims to provide insights into the importance of talent management frameworks for organizations.

Research Project

Table of Contents
Chapter 1 INTRODUCTION...........................................................................................................1
Research aim..........................................................................................................................1
Research Objectives...............................................................................................................1
Research questions.................................................................................................................2
Chapter 2 Literature review.............................................................................................................2
The talent management strategies and its role in TESCO Plc................................................2
The impact of talent management strategies in increasing the performance of the business.2
To determine the issues faced by company while implementing Talent management strategies
in business firm.......................................................................................................................3
Ways which can be use by HR department of Tesco to solve issues related to implementation
of talent management strategies............................................................................................3
Chapter 3 Research methodology....................................................................................................4
Chapter 4 analysis and dissection....................................................................................................8
Chapter 5 Communicate research outcomes..................................................................................19
Reflection.............................................................................................................................19
Alternative research methodologies and lessons learnt in view of the outcomes................20
Conclusion............................................................................................................................20
Recommendation..................................................................................................................21
REFERENCES..............................................................................................................................22
Books and journals...............................................................................................................22

Title: Role of talent management frameworks and future implications within organizations.
Chapter 1 INTRODUCTION
In a business firm, there are different palaces which have to be fulfilled by talented
employees in order to perform function ad achieve business objectives. This is essentials to
achieve better results and manage task in appropriate way (Venkatesh, 2017). Here, talent
management can be define as the function which is related to managing talented employees in
business firm by managing, recruiting, employing and providing training and development to
employees where employees can improve there skills and achieve business objectives. In context
to this, there are different functions and roles which are played by HR management in order to
implement talent management (Bonner, Neely and Stone, 2019). In this field, HR manager can
use different tools such as motivation, development, encouragement and other which are helpful
to firm in meeting needs and performing task appropriately. The current research is based on
TESCO Plc. It is an multinational retail business firm. This was founded by Jack Cohen in 1919
as an tea selling group. In current time, company is operation with more than 450000 employees
(Teeuwisse and Brannon, 2020). Here, it is essential for business firm to identify approaches to
meet needs of talent management and perform task in effective way. This helps in meeting
business standards and performing business activities.
Research aim
“To identify the role of talent management strategies and its impact over increasing
company productivity and performance.” A study on TESCO Plc.
Research Objectives
 To identify the talent management strategies and its role in TESCO Plc .
 To determine the impact of talent management strategies in increasing the performance of
the business.
 To determine the issues faced by company while implementing Talent management
strategies in business firm.
 To identify ways which can be use by HR department of Tesco to solve issues related to
implementation of talent management strategies
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Research questions
 What are different talent management strategies and its role in in TESCO Plc
organisation ?
 What are the impact of talent management strategies in increasing the performance of the
business?
 What are the issues faced by company while implementing Talent management strategies
in business firm?
 Determine ways which can be use by HR department of Tesco to solve issues related to
implementation of talent management strategies ?
Chapter 2 Literature review
The talent management strategies and its role in TESCO Plc
According to Parish, (2016), Talent management can be defined as the process of hiring
and retaining talented employees in business firm in order to meet business objective and
perform task according to need of business firm. There are number of strategies that can be use
to by HR manage in fir to perform the process of talent management. These are job description,
360 degree feedback and many other. In context of Tesco, HR manager has to consider all these
strategies in order to achieve better results by increasing performance of employees. Job
description in effective to firm because it helps in providing detailed instruction and description
of work to employee. This helps in creation appropriate image of work in mind of employees and
provide them clarity to perform. This helps in improving performance of employees and meeting
needs. Talent management play different roles in firm in order to manager performance as well
as helps HR manager to perform task in effective way. As, using appropriate Talent management
helps manager in Tesco to allocate roles and responsibilities to employees. It also helps in
meeting needs of employees to perform task and sty motivated at job. As, it helps in performing
task and managing business performance.
The impact of talent management strategies in increasing the performance of the business
According to view point of Parish, (2016), talent management is an important part of
business firm. This is helpful in meeting needs and performing task in effective way. There are
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different impact of talent management strategies which helps in increasing performance of
business firm. Talent management strategies help in improving performance of employs. As,
these strategies focus developing skills of employees. Along with this, using appropriate
strategies will promote good working culture in business firm. This bring motivation in
employee and meeting needs accordingly. Therefore, this make it essentials for business firm
such as Tesco to use talent management and perform task in appropriate way. Improving
coordination in employees is also an factor which can be consider as an impact of talent
management strategies on performance of employees. As, talent management help in meeting
needs of business firm and motivate employs to understand there roles. Therefore, it helps
employs in performing with coordination and reducing wastages of human effort. So, this all will
helps Tesco in improving perform and productivity in order to achieve busies results.
To determine the issues faced by company while implementing Talent management strategies in
business firm.
According to view point of Groutsis, O’Leary and Russell, (2018) , process of talent
management act as an essential part of business firm. This is because it helps in managing
employee to perform in effective way by improving there skill. Along with this, author also state
that there are some issues which are faced by business firm in implementing Talent management
strategies in business organization. These issues are related to employs, capital and various other
factors that are involved in business functioning. Some major issues which are faced by manager
in Tesco are related to Embracing new interests, attracting talented employee and various other.
Here, the major issue face by tesco in implementation of talent management strategies is related
to high compensation demand. As, individuals in employment market are demanding high
amount of compensation. This act as an issues related to talent management in business firm.
Ways which can be use by HR department of Tesco to solve issues related to implementation of
talent management strategies.
According to view point of Groutsis, O’Leary and Russell, (2018), There are different
factor which have to be use by business firm in order to meet needs and perform task in
effective way. These are essentials to perform all these task and mange functional needs
appropriately. In order to meet needs and implement strategies, firm can use to Invest in
company culture immediately, Revisit the benefits package, Take stock of management team and
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satisfaction levels of employees, Highlight or create growth opportunities in organization. These
are effective strategies which helps in meeting needs. This can be seen that most effective
strategies which can be use by business firm is related to culture immediately and Revisit the
benefits package. These are effective function which help in performing business function and
managing roles. This also helps in boosting profitably and productivity. This also include
Focus on getting employees the tools and equipment employee needs to do their work. Under
this, firm can manage employees by focusing on there needs. This make sure that there is use of
effective business strategies and performing according to needs of business.
Chapter 3 Research methodology
Methodology is the process of data collection and data analysis. The main purpose of
methodology is to helps investigator by providing valid and reliable information regarding the
topic. There are certain types of methodologies that will be effective for investigator within an
investigation. Some main types of research methodologies will be explained as below:
Research philosophy: This is the process used for collecting and evaluating information
about the topic. This section has two types of research philosophies that are positivism and
interpretivisim. Both philosophies are essential but according to the present study, positivism
philosophy is essential as it helps in getting of quantitative results within minimum time.
Interpretivisim is another philosophy that is not effective because it takes more time and not
assist in collection and evaluation of numerical information (Groutsis, O’Leary and Russell,
2018).
Research approach: This introduces to the main process of evaluating data in regrades
to the topic. There are two main approaches of the research such as inductive and deductive.
These are considered effective approaches but according to the present investigation, deductive
approach is more effective because it facilitates investigator in evaluating of quantitative or
numerical information. Main purpose behind selection of deductive approach is it assist in
analyzing quantitative information in minimum period of time. Inductive approach is not
essential in conducting present investigation because it takes maximum time and not assist in
evaluating of numerical data.
Research strategy: This is a part of research methodology that have different types of
research strategies including experimental, action research, survey, case study and many more.
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All these are main strategies of the research but according to the topic, survey is an essential
strategy. This strategy will assist researcher in collection and analyzation of quantitative
information. Main reason behind using of survey strategy is it not require more time and
provides valid outcomes.
Research choice: There are two main choices of the research including qualitative and
quantitative. These are main choices of the investigation but according to the present study,
quantitative research choice is more valuable for researcher. Main reason behind selection of
quantitative research choice is it provides numerical data and not takes more cost as well as time
of researcher as compare to qualitative research.
Time horizon: Time is essential for investigator in completion of full investigation in
given time period and successful manner. This section has two approaches of time horizon which
are cross-sectional and longitudinal (Jayasundera and George, 2017). Both approaches of time
horizon are effective but according to the present study, cross-sectional approach of time horizon
is valuable because it facilitates researcher in completing of full project within given time.
Longitudinal approach is not essential according to the current project because it consumes
maximum time in research completion.
Data collection: This is the process of gathering information through primary and
secondary sources. According to the current project, both primary and secondary methods of data
collection will be used for accomplishing each objective in successful manner. For gathering
primary information, questionnaire will be applying because it provides quantitative data in less
time. In order to collect secondary information, there are various sources such as books, peer-
reviewed articles, journals and many other. Therefore, both sources of data collection are useful
in current research.
Sampling: This refers to the process of selecting sample size out of total population.
There are two techniques of selecting sample such as probability and non-probability. In
accordance to the current project, probability sampling will be applied because it helps in
selecting of larger number of sample in less time. By using probability sampling, 40 employees
of Tesco will be selected on random basis. Along with this, non-probability is another sampling
technique that is not valuable for investigator because it requires maximum time and not assist in
larger sample selection.
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Data analysis: This is the process of evaluating data through research analytical
technique. According to the current project, quantitative data was gathered from questionnaire
and for analyzing this, frequency distribution analysis will be applied by researcher. This is an
analytical technique that assist researcher in evaluating of quantitative data easily and within less
time. Main reason behind selection of frequency distribution analysis is it assist investigator in
evaluating of quantitative data within less time that turn to impact in accomplishment of all
objectives in successful manner.
Research ethics: Ethics are important and valuable for investigator in completion of full
investigation ethically and successfully. There are different ethics within an investigation such as
informed consent, autonomy, non-maleficence, beneficence, and justice. All these are major
principles of the research ethics that will helps researcher in completing of each activity
effectively.
Questionnaire
Q1) Do you have knowledge about concept of talent management?
a) Yes
b) No
Q2) According to your point of view “Does talent management help in improvising
employee efficiency at workplace?
a) Yes
b) No
Q3) In your opinion “What are the different merits to Tesco by managing their talent at
workplace”?
a) Improve employee experience
b) Retain top talent
c) Increase employee and manager engagement
d) Reduce employee turnover.
Q4) According to you what are different talent management strategies which are used by
TESCO?
a) Training and development
b) Organise learning and development
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c) Provide career development
Q5) According to you “Does managing talent assist TESCO in reducing its employee
turnover”?
a) Yes
b) No
Q6) In you opinion, what are the different issues TESCO id facing due to improper talent
management?
a) Ineffective leadership
b) Increase employee turnover
c) Negative working environment
Q7) What are the different strategies which can be use by Tesco in order to perform
task and manage talent employees in business ?
a) Better understanding of workforce demographics
b) Clearly defined job specification
c) Tailored training and development strategies
Q8) According to you is implantation of proper talent management framework is
important for Starbucks to attain competitive edge?
a) Yes
b) No
Q9) What do you think about internal and external recruitment in business firm, which
one is effective for business firm?
a) Yes
b) No
Q10) What kind of method can be used by Starbucks in order to provide training to
employees?
A) On the job training
B) Off the job training
Q11) According to you, what are some reward strategies which can be used by business
firm in order to meet needs and perform in business?
A) Equal Rewards Packages for Different Workers.
B) Managing Reward Risk.
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C) Communication and Employee Engagement.
D) Feeding Rewards into Recruitment.
Q12) Do you think that equality and diversity in business firms also a factor which
influence talent management?
A) Yes
B) No
Q13) What some alternative areas that TESCO needs to determine in managing their
talent at workplace.
Chapter 4 analysis and dissection
Frequency table
Q1) Do you have knowledge about concept of talent management? Frequency
a) Yes 30
b) No 10
Q2) According to your point of view “Does talent management help in
improvising employee efficiency at workplace?
Frequency
a) Yes 25
b) No 15
Q3) In your opinion “What are the different merits to Tesco by
managing their talent at workplace”?
Frequency
a) Retain top talent 15
b) Improve employee experience 10
c) Reduce employee turnover 8
d) Increase employee and manager engagement 7
Q4) According to you what are different talent management strategies
which are used by TESCO?
Frequency
a) Attract right people 15
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b) Organise learning and development 15
c) Provide career development 10
Q5) According to you “Does managing talent assist TESCO in
reducing its employee turnover”?
Frequency
a) Yes 30
b) No 10
Q6) In you opinion, what are the different issues TESCO id facing due
to improper talent management?
Frequency
a) Ineffective leadership 20
b) Increase employee turnover 15
c) Negative working environment 15
Q7) What are the different strategies which can be use by Tesco in
order to perform task and manage talent employees in business ?
Frequency
a) Better understanding of workforce demographics 10
b) Clearly defined job specification 20
c) Tailored training and development strategies 10
Q8) According to you is implantation of proper talent management
framework is important for Starbucks to attain competitive edge?
Frequency
a) Yes 30
b) No 10
Q9) What do you think about internal and external recruitment in
business firm, which one is effective for business firm?
a) Yes 25
b) No 15
Q10) What kind of method can be used by Starbucks in order to
provide training to employees?
A) On the job training 25
B) Off the job training 15
Q11) According to you, what are some reward strategies which can be
used by business firm in order to meet needs and perform in business?
A) Equal Rewards Packages for Different Workers. 12
9

B) Managing Reward Risk. 18
C) Communication and Employee Engagement. 05
D) Feeding Rewards into Recruitment. 05
Q12) Do you think that equality and diversity in business firms also a
factor which influence talent management?
A) Yes 24
B) No 16
Interpretation
Q1) Do you have knowledge about concept of talent management? Frequency
a) Yes 30
b) No 10
Interpretation: This can be stated from the above mentioned graph that most of the
respondents responded in favour when it is asked about concept of talent management. Here, 30
out of 40 respondent responded in favour. On the other side, 10 out of 40 respondent responded
in negative Bannerman. This states that 75% of individual know about the concept o talent
management in business firm . Thus is helpful to Tesco in performing business function and
achieving objectives by performing on it.
Q2) According to your point of view “Does talent management help in Frequency
10
a) Yes
b) No

improvising employee efficiency at workplace?
a) Yes 25
b) No 15
Interpretation: This can be interpreted from the the above figure that most of the
respondents know about talent management and its role in improving employee efficiency. This
is useful for firm to meet needs and perform business function in effective way. This can be
interpreted that 25 out of total respondents responded in favour. On the other side, 15 out of 40
responded in negative way. This states that there is majority of employees who are performing
function in favour and thinks.
Q3) In your opinion “What are the different merits to Tesco by
managing their talent at workplace”?
Frequency
a) Retain top talent 15
b) Improve employee experience 10
c) Reduce employee turnover 8
d) Increase employee and manager engagement 7
11
a) Yes
b) No

Interpretation: Talent management is effective for business in order to achieve better
results and perform task ineffective way. This can be seen that when it is asked about benefits of
managing talent at workplace in Tesco. There is different response in favoured of difference
answers. These are retaining top talent, Improve employee experience, Reduce employee
turnover and Increase employee and manager engagement. These have been interpreted from
above that responded in favour each factor. Most voted factor is retaining top talent. 15 out 40
respondent responded in favour of this.
Q4) According to you what are different talent management strategies
which are used by TESCO?
Frequency
a) Attract right people 15
b) Organise learning and development 15
c) Provide career development 10
12
a) Retain top talent
b) Improve employee
experience
c) Reduce employee turnover
d) Increase employee and
manager engagement

Interpretation: This can be interpreted from the above information that there are
different talent management strategies which are used by TESCO. This include Attract right
people, Organise learning and development and Provide career development. This can be seen
from the above figure that most of the employees responded towards Attract right people,
Organise learning and development. Both got 15-15 response.
Q5) According to you “Does managing talent assist TESCO in
reducing its employee turnover”?
Frequency
a) Yes 30
b) No 10
13
a) Attract right people
b) Organise learning and
development
c) Provide career development

Interpretation: this can be interpreted from the above mentioned graph that when its is
asked about managing talent assist TESCO in reducing its employee turnover. There are different
response which have yo be consider in order to achieve business results. Here 30 out of total
responded in positive way. O the other side, 10 out of 40 responded in negative way. This states
that it helps firm in meeting business function and performing according to needs.
Q6) In you opinion, what are the different issues TESCO id facing due
to improper talent management?
Frequency
a) Ineffective leadership 10
b) Increase employee turnover 10
c) Negative working environment 20
14
a) Yes
b) No
a) Ineffective leadership
b) Increase employee turnover
c) Negative working
environment

Interpretation: It can be analysed from the above information that there are different
issues which have to be faced by business firm in order to implement the talent management
strategies and perform task in effective way. Negative working environment act as an major
issue where 20 out of 40 total respondent responded for it. Ineffective leadership and increase
employee turnover also act as an factor where both got 10-10 responses from respondents.
Q7) What are the different strategies which can be use by Tesco in
order to perform task and manage talent employees in business ?
Frequency
a) Better understanding of workforce demographics 10
b) Clearly defined job specification 20
c) Tailored training and development strategies 10
Interpretation: This can be interpreted from the above information that there different
strategies which can be use by Tesco in order to perform task and manage talent employees in
business. Most important strategy which can be use by business firm is related to Clearly
defined job specification. This is most important for business firm which include 20 out of 40
responds.
Q8) According to you is implantation of proper talent management
framework is important for Starbucks to attain competitive edge?
Frequency
a) Yes 30
b) No 10
15
a) Better understanding of
workforce demographics
b) Clearly defined job
specification
c) Tailored training and
development strategies

Interpretation: this can be analysis from the above dentine graph that implantation of
proper talent management framework is important for Starbucks to attain competitive edge. This
is because, it helps in meeting needs and performing function in appropriate way. Here, 30 out of
40 respondents responded in favour. Where 10 out of 40 respondents responded in negative way.
Q9) What do you think about internal and external recruitment in
business firm, which one is effective for business firm?
a) Internal 25
b) External 15
Interpretation: It can be interpreted form the above stated graph that there are when it is asked
about effectiveness for business firm for internal and external recruitment, maximum
16
a) Yes
b) No

respondents responded in favour of internal recruitment method. This is because it helps in retain
talented employees in business firm and meet needs in effective way.
Q10) What kind of method can be used by Starbucks in order to
provide training to employees?
A) On the job training 25
B) Off the job training 15
Interpretation: It can be analysed form the above stated diagram that when it asked about the
suitable method of providing training to staff. Maximum of respondents responded for the on the
job training methods. Here, 25 out of 40 responded for on the job training. On the side only off
the job training got 15 out of 40.
Q11) According to you, what are some reward strategies which can be
used by business firm in order to meet needs and perform in business?
Frequency
A) Equal Rewards Packages for Different Workers. 12
B) Managing Reward Risk. 18
C) Communication and Employee Engagement. 05
D) Feeding Rewards into Recruitment. 05
17

Interpretation: It can be analysed form the above stated diagram that when it asked about
reward strategies which can be used by business firm in order to meet needs and perform in
business. most of the employees answered in favour of managing rewards risk. Along with this
12 out of 40 responded for equal rewards package.
Q12) Do you think that equality and diversity in business firms also a
factor which influence talent management?
Frequency
A) Yes 24
B) No 16
18

Interpretation: It can be analysed form the above stated diagram that that equality and diversity
in business firms also a factor which influence talent management. Here, maximum respondents
responded in positive way. 24 out of 40 respondents in positive way and 16 out of 40 responded
in negative way.
Chapter 5 Communicate research outcomes
This can be seen from the above research at there are different factor which are used by
business firm in order to perform the research in effective way. This helps in meeting needs and
performing task in appropriate manner. This can be communicated from the above information
that it is essential for business firm to analysis effective strategies in relation to talent
management. This will help in performing business function and meeting all objectives
according to business requirement (Jayasundera and George, 2017). This can also be
communicating from the above information that there are different tools which are used by
business firm to perform and achieve business target. This is also identified that there are
different business strategies which can be use by business firm in order to improve business
function and perform task in effective way. This also motivate employee to perform and improve
their attention level in business. Talent management act as essential function where researcher
can use to get knowledge about it and can use this topic to improve their function in effective
way. This also provide knowledge about different roles which are played by person to meet
needs and achieve business objectives.
Reflection
I am highly obliged as I got the opportunity to undertake this knowledgable investigation
as it provided ample of learning which I may use in future among this it also enhanced my skills.
The investigation is based on talent management frameworks and its associated future
implications in the firm. As it provides information in a vast description that is beneficial
investigator to improve the basic skills and their knowledge. According to view of researcher, I
have applied various methodologies and techniques in order to gather appropriate and relevant
data and research. While research, although I have faced a lot of issues in regards with improper
cost as well as time. Due to this reason, I have failed in determining the correct decision in an
investigation. Hence to resolve these kind of issues, I have evaluate a Gantt chart which mainly
consist all important activities along with particular time frame as well. This will give assistance
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in eliminating the opportunities of arising issues in accomplishment of research activities.
Among with these learning I have also learned several type of skills as well such as
communication skills, problem solving as well it helped me improved my progress and
performance. As the communication skills can be beneficial for future. It can be implemented on
various sectors and it can help to provide transparency within organisation and co-workers. The
skill problem solving is helpful as it is applied in daily life as well. In addition, it helped to
enhance my computer skills and I gained some technical knowledge which can be apply in the
future for better understanding of concepts. In order to conduct this study in appropriate way, I
use to perform number of function where using appropriate methodology is one of them. under
this, I used to perform function which helped me in using appropriate data form authentic and
reliable form. All these are used in appropriate way and helps in conducting the research in
effective way.
Alternative research methodologies and lessons learnt in view of the outcomes
There are ample of methods that the researcher can use in order to collect relevant
information towards particular area and topic. For continuity the process and current situation, as
the investigator determine a structured questionnaire that consist close-ended questions that can
be assumed questions which can be asked from selected respondents. In addition, as a method
interview is a beneficial way or it is sort of technique that researcher can apply to attain data
from respondents. This provides information in details because it contains open ended questions
that may be helpful in improving the chances of attaining affirmative and relevant results. Along
with this, there are some alternative which can also be used for collection of data, here
newspaper and journals can also be used to conduct the researcher in more recent way. Along
with this, in order to collect data researcher can also use interview instead of questioner. This
will help in conducting the research in effective way and meeting needs in proper way.
Conclusion
The estimated data is collected and which is studied, it is determined and concluded that
talent management is a process or its a visual technique to achieve a suitable right talent on
board and help them to develop their optimal capabilities .Basically , it conclude attracting
retaining high qualities employees . There should be main concern should be organisational goal
and criteria in mind. The process includes major steps which should be consider . alent
management is very essential for any organisation to grow in a certain era as it attracts top
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talents, motivate employees, increase employee performance, improve business performance etc.
Some of the strategies used for talent management are detailed job description, person-
organisation fit, collaborate-coach-evolve, recognize and reward right, opportunities for
continuous improvement, etc.
Recommendation
Through the study the major three recommendation that can be suggested for an
organisation that can be developing a long term strategies can be useful. As the efforts in order to
create national system of industrial assistance to improve the manufacturing results and
performance. The expansion should be governed by the logo of Quality, not Quantity. This
should be implemented because it may help an organisation for further long term. If quality is
improved by organisation, so technically it will improve productivity and efficiency of the
organisation. In addition, team work should be given priority as it may help in the coordination
as well. Some of these are discussed below:
 In order to improve business function of business firm there are different factor which
can be use by Tesco to meet needs of talent management . Here, it is recommanded to
HR manager that the can use to meet needs bys using effective strategies and perform
according to needs and requirement. This also improve business function and perform all
these function in appropriate way.
 This is also recommanded to business firm that firm can use to improve its hiring process.
This will helps in meeting needs and performing task accordion to business requirement.
This will promote business function and achieve better results. Here, management can
also receiver its function which helps in improving employees satisfaction and bettering
the level of productivity in employs.
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REFERENCES
Books and journals
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Management.
DAROOGHE, A.N., BIGLARI, N. and BAHROLOLOUM, H., 2017. Relationship between
talent management and employee’s emotional intelligence and organizational
commitment in youth and sport offices of Fars province.
Groutsis, D., O’Leary, J. and Russell, G., 2018. Capitalizing on the cultural and linguistic
diversity of mobile talent: lessons from an Australian study. The International Journal
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Jayasundera, A. and George, B., 2017. Cross-cultural issues in employee performance and talent
management in the Middle East. Palermo Business Review, (16), pp.11-36.
Minocha, S. and Hristov, D., 2018. Global Talent Management: An Integrated Approach. SAGE.
Parish, R., 2016. A Framework for Talent Management in Tourism Industry. Journal of
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Turner, P., 2018. Talent management and employee engagement. In Talent Management in
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(Minocha and Hristov, 2018). (DAROOGHE, BIGLARI and BAHROLOLOUM, 2017). ( Sipa,
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