The impact of talent management on the role of HR

This research investigates the impact of talent management on the role of HR in increasing business performance by strengthening the workforce. It includes a case study of Unilever and explores the importance of talent management, issues faced by businesses, and ways to overcome barriers. The research aims to provide insights and recommendations for improving talent management strategies.

Unit 11– Research Project

ABSTRACT
Talent management is systematic attraction, development, engagement and also retention
of those people who are specific value to company. The aim of present investigation is to
examine the impact of talent management on role of HR in increasing the performance of
business by strength the workforce. Literature review has been conducted by using the secondary
sources for an instance books, journals, articles and others. In literature review studied about the
importance of talent management and training and development role performed by HR in
managing the talent in Unilever organization. Issues faced by the business in managing the talent
at workplace has been discussed. Research methodology has been conducted by considered the
different layers of research onion. There has been positivism and interpretivism research
philosophy considered. For collection of information, there has been survey research strategy
considered as this helps in collection of the information from more respondents. Discussion has
been based on the literature review that linked with research objectives. Conclusion has been
based on the whole research and provide the suggestions for improvement purpose.

Table of Contents
ABSTRACT...............................................................................................................................................2
INTRODUCTION.....................................................................................................................................5
Background of Research..........................................................................................................................5
Research Rationale..................................................................................................................................5
Research Aim..........................................................................................................................................5
Research Objectives................................................................................................................................6
Research Questions.................................................................................................................................6
LITERATURE REVIEW.........................................................................................................................7
Importance of talent management and training and development role performed by HR in managing the
talent........................................................................................................................................................7
Impact of talent management in increasing the performance of the business..........................................7
Issues face by the businesses in relation to managing talent at workplace...............................................8
Ways that can be implemented by Unilever Plc to overcome the barriers of talent management............9
METHODOLOGY AND DATA COLLECTION.................................................................................10
Research philosophy..............................................................................................................................10
Research approaches..............................................................................................................................10
Research choice.....................................................................................................................................10
Research strategy...................................................................................................................................10
Data collection.......................................................................................................................................11
Data analysis..........................................................................................................................................11
Sampling...............................................................................................................................................11
Time horizon.........................................................................................................................................11
DATA ANALYSIS AND INTERPRETATION....................................................................................12
RESEARCH OUTCOMES.....................................................................................................................25
Covered in PPT.....................................................................................................................................25
CONCLUSION AND RECOMMENDATIONS...................................................................................25
Conclusion.............................................................................................................................................25
Recommendations.................................................................................................................................25
REFLECTION & RECOMMENDATION OF ALTERNATIVE RESEARCH METHODOLOGY
.................................................................................................................................................................. 27

Reflection..............................................................................................................................................27
Alternative research methodology.........................................................................................................27
REFERENCES........................................................................................................................................29
APPENDIX..............................................................................................................................................31

TITLE: The impact of talent management on the role of HR.
INTRODUCTION
Background of Research
Talent management is explained as methodologically organized and the strategic process
of getting right talent to develop their optimal capabilities keeping objectives of an organization.
HR plays a necessary role in managing the talent within an organization. The main focus of HR
is on impact of talent management on role of HR in increasing the performance of business by
strength the workforce. HR encompasses hiring right people as well as managing them
significantly and developing the better management policies. Unilever plc is multinational
consumer goods organization headquarter is in London, England (Madera and et. al., 2017).
Unilever products consists confections, baby food, food, cleaning agents and other items. In this
company, HR plays a necessary role in hiring the right talent and improving the organizational
performance.
Research Rationale
Talent management is big challenge in today's business world and it necessarily requires
appropriate research in order to improve employee expertise and skills. The effect of talent
management on the role of HR in an organization is the area of the current investigation. Talent
management is a continuous process that involves hiring and retaining high-quality employees
who can work efficiently and concentrate on achieving defined goals within specific timeframe.
Conducting this study assists a researcher in gaining expertise and a thorough understanding of
HR's major purpose in talent management (McCracken, Currie and Harrison, 2016). This
research is being carried out primarily in a personal and professional context. In a personal
context, an investigation's understanding regarding main terms should be improved so that the
learner can have a greater understanding. Aside from that, in a professional context, the
researcher's analytical capabilities should be improved in order to perform an inquiry in a
relevant way. It provides information on the effect of talent management on the HR function
within a company. Researchers will be able to perform additional investigations in future as a
result of this.

Research Aim
The aim of this research is “To examine the impact of talent management on role of HR
in increasing the performance of business by strength the workforce.” A study on Unilever Plc.
Research Objectives
• To identify the importance of talent management and training and development role
performed by HR in managing the talent in Unilever organisation.
• To determine the impact of talent management in increasing the performance of the
business.
• To determine the issues faces by the businesses in relation to managing talent at
workplace.
• To access ways that can be implement by Unilever Plc to overcome the barriers of
talent management.
Research Questions
 What is the importance of talent management and training and development role
performed by HR in managing the talent in Unilever organisation?
 How talent management impact on increasing the performance of the business?
 What are the different issues faces by the businesses in relation to managing talent at
workplace?
 What are the ways that can be implement by Unilever Plc to overcome the barriers of
talent management?

LITERATURE REVIEW
Importance of talent management and training and development role performed by HR in
managing the talent
As per westfall (2019), talent management is very important part of every organization. It
is used for the purpose of having proper practices for managing the workforce. It is one of the
crucial functions of organizational strategy for the purpose of attracting recruitment attention and
for the developing employees. In organizations there are different critical aspects of human
resource which includes recruiting, performance management, onboarding, compensation
planning and succession planning for workforce planning and learning and development. Human
resource and talent management process together are helping organizations in managing their
workforce. In Unilever, talent management is one of the increasingly important aspects of human
resources management (Mohajan, 2018). In Unilever, leaders are working towards developing a
measurable impact of business performance through effective talent management strategies. The
process of talent management starts with re-evaluation of the organizational structure, thinking
on long term strategies and considering technology up gradations. Traditionally human resource
strategies are focused on having right hiring of employees for different vacant positions. In the
present times there has been complete transformation from the traditional human resource
practices by having right employee at right job position. Talent management process is a part of
thinking long-term strategy of organizations that is working towards having a workforce that can
stay and grow in the organization. The dynamic environment has also led to the development of
robust and management software that is helping in automation of data. Further there is direct
support for effective talent management strategy.
Impact of talent management in increasing the performance of the business
As per Warnock (2020), HR function and talent management are together helping
organizations in achievement of overall business performance. In context of Unilever talent
management process is very helpful in enhancing the present productivity and performance of
organization. For example, a strategic approach to talent management helps in creating
organization that can attract suitable employees.
Effective strategies of talent management help in retaining employees for longer time duration.
For every successful organization it is very important to have a low employee turnover which

can help in higher cost effectiveness (Collings, Mellahi and Cascio, 2019). It helps in having
right approach towards attracting of right talent and retaining them for long time period. Talent
management process helps in having a well-structured comprehensive on boarding experience
that can lead to having a higher proper retention rate. Effective talent management strategies also
help in having higher employee engagement. In Unilever, talent management will help in process
of employee engagement it can lead towards boosting of performance level. There is a direct
relationship between employee engagement and organizational success. Engagement starts with
the recruitment process and having a clear recruitment strategy. It can assist in prioritizing an
excellent cultural fit. Proper cultural fit is very important for employees to have a competent
workforce. Effective talent management strategies can help in providing training and
development of employees by having proper performance review strategies (Connor and
Crowley-Henry, 2019). It leads to Unilever having balance of hard and soft skills. This strategy
also helps in having adequately developed and good fit employees that can help in contributing
towards high performing organizations.
Issues face by the businesses in relation to managing talent at workplace.
As per Echelon (2020), talent management is a strategy that is focusing on hiring training
managing and retaining of employees for the purpose of building up of a talented workforce.
Organizations are working towards hiring top candidates for the purpose of improving employee
development process. In context of Unilever there are some of talent management strategies that
is affecting the present business scenario. Poor hiring strategies is affecting organizations as
there may be no proper management plan that may lead to difficulties in the overall talent
management process. Human resource managers may possess fewer experiences with technology
automation that is one of the important aspects for simplifying and streamlining of business
operations. In some instances, management is not able to use right applicant tracking system and
accounting software that may lead to difficulty in managing talent management process (Mupepi,
2017). Another major challenge context of a talent management is no presence of effective
leadership that may lead to difficulty in developing and retaining of employees. When there is no
effective leadership employees may not possess right guidance to develop the required talented
workforce. There can also be issues that are related to high employee turnover when employees
feel like their job has become stagnant and pay might not increase then they may be willing to
switch to other organizations. Human resource managers are facing increasing challenges

because of difficulty in dealing with overall talent management challenges. It may lead to
developing effective strategies that can help in dealing with specific requirements of talent
management process.
Ways that can be implemented by Unilever Plc to overcome the barriers of talent management.
As per views of Jensen (2021), there are some of the strategies that can be used for the
purpose of dealing with the various challenges associated with proper talent management
solutions. Human resource department can focus on effective acquisition of qualified talent from
different multiple sources. Timely collection of data has to be there as per required worker skills
references to deal with overall cost and availability. There can be focus on several technology
solutions in the process of talent management (Theys and Schultz, 2020). For example, there is
need for new development in block chain technology by revolution that is part of hiring process.
There is need to have easy access ability to work data. It can help in having sources to alternative
talent through specialized services and native solutions that are available to organizations. Hiring
managers in Unilever have to understand the different talents sources that are available.
Sometimes in organizations there are short term projects that require specialized skills and
talented freelancers. In such situations employers have to focus on having the required talent.
Another strategy can be by creating a communication campaigns that is geared towards the
external market. There can be formation of alliances with human resource teams and marketing
for updating employment branding it also includes alternative employees in the content. Caption
offering a value proposition and showing what the organization is offering to the employees in
terms of higher growth opportunities. Effective career growth opportunities on the job training
measures and monetary incentives are some of the criteria that can be used for the purpose of
having a motivated workforce. Highly motivated workforce can be one of the most effective
successes in terms of proper talent management strategies.

METHODOLOGY AND DATA COLLECTION
Research methodology is the specific procedure that is used for the purpose of collection
and examination of data. There are different aspects of research methodology as mentioned
below:
Research philosophy
Research philosophy is related with the nature of knowledge and knowledge development
process (Vasiliev, Goryachkina and Budnikov, 2020). There are two types of research
philosophy includes pragmatism and interpretivism research philosophies.
Justification: In present research there is use of both pragmatism and interpretivism
research philosophy that is helping in getting the required information from laid aims and
objectives.
Research approaches
It is effective strategy that can help in increasing the effectiveness of a present research
report. There are two types of research approaches that are inductive and deductive.
Justification: in present research there will be use of both deductive and inductive
approach that can help in development of a hypothesis based on a pre-existing theory.
Research choice
Research choice includes different research methods that may be mixed method, mono
method or multi method. Quantitative and qualitative research is two different types of research
choices.
Justification: There are qualitative and quantitative research choices that are a part of
mixed method. Quantitative method is dealing with numerical information and qualitative
method includes non-numerical form of information.
Research strategy
Research strategy is help in evaluation of the way the investigation has to be carried out
(Davidavičienė, 2018). It includes experimental research, survey methods, systematic literature
review and experimental survey.

Justification: In present research investigator is using survey strategy. It is based on
using quantitative research method and sampling of whole population. It is helping investigator
in saving of cost and time resources.
Data collection
It is the layer of research onion that is based on collecting of information from various
primary and secondary methods. Primary data is from firsthand information that is from
observation, survey and interview. Information collected from secondary sources is from journal,
books and other internet sources.
Justification: In present research there is use of both primary and secondary sources of
information (Devi, 2017). In the primary sources there is use of questionnaire to analyses the
impact of talent management process on HR role. In secondary sources there is use of literature
review.
Data analysis
Investigator is focusing on use of thematic analysis by use of graph and themes from the
interpretation developed from questionnaire.
Sampling
Sampling is a representation of the large population. There are two types of sampling
methods probability and non-probability sampling.
Justification: In present research there is use of random sampling method in which a
sample size of 40 respondents is selected. The respondents belong to Unilever’s branch of
Victoria Embankment, London UK.
Time horizon
It is the last layer of research area that includes cross sectional and longitudinal. It is
providing the time period to complete the research over longer time duration.
Justification: In present research there is use of cross sectional time horizon by the
researcher. It is offering snapshot of particular group of people at a specific time period. Time
horizon is very important for the purpose of effective completion of research as per provided
time period.

DATA ANALYSIS AND INTERPRETATION
DATA SHEET
Q1) Do you have detailed understanding about the talent
management in regards to an organization?
Frequency
a) Yes 35
b) No 5
Q2) According to you, does talent management helps the
company to enhance its performance level?
Frequency
a) Yes 32
b) No 8
Q3) What is the importance of the talent management in an
organization?
Frequency
a) Attracting high quality employees 10
b) Create motivated workforce 15
c) Retain talented employees 15
Q4) As per your opinion, does talent management is an effective
way to attract and sustain talented employees at workplace?
Frequency
a) Yes 30
b) No 10
Q5) In which manner, talent management impact on role of the
HR in enhancing business performance of Unilever PLC?
Frequency
a) Positive manner 33
b) Negative manner 7
Q6) As per your perspective, what is the main role of HR in
managing talent in Unilever PLC?
Frequency
a) Hiring right people 15
b) Developing strong management policies 10
c) Designing integrated underlying systems 15
Q7) What is significance of the talent management and training
and development role performed by HR in managing the talent
Frequency

in Unilever organisation?
a) Enhancing employee’s skills 10
b) Motivating workforce 10
c) Improving employee’s performance 10
d) Reduce employee turnover rate 10
Q8) What are the various complexities faced through Unilever
organisation in relation to managing talent at workplace?
Frequency
a) Poor hiring strategies 12
b) Ineffective leadership 10
c) Inexperience with technology 18
Q9) What are the different ways that can be implement by
Unilever Plc to overcome the barriers of talent management?
Frequency
a) Experience with technology 13
b) Work with effective leadership 17
c) Lower employee turnover 10
THEME 1: Understanding about the talent management
Q1) Do you have detailed understanding about the talent
management in regards to an organization?
Frequency
a) Yes 35
b) No 5

a) Yes b) No
0
5
10
15
20
25
30
35
35
5
Interpretation: From the above mentioned graph it has been interpreted that there are 35
respondents and they said that they have understanding regarding the talent management within
an organization. According to them, talent management helps in enhancing the organizational
performance as well as productivity. There are 5 respondents which are not aware about talent
management.
THEME 2: Talent management helps the company to enhance its performance level
Q2) According to you, does talent management helps the
company to enhance its performance level?
Frequency
a) Yes 32
b) No 8

a) Yes b) No
0
5
10
15
20
25
30
35 32
8
Interpretation: On the basis of 32 respondents that talent management is helpful for company in
enhancing the organizational performance as to attracting the better talent. This is helpful for the
company to improve the organizational productivity. There are remaining 8 respondents which
are not agree with this statement and according to them talent management is not effective for
increasing organizational performance.
THEME 3: Importance of the talent management in an organization
Q3) What is the importance of the talent management in an
organization?
Frequency
a) Attracting high quality employees 10
b) Create motivated workforce 15
c) Retain talented employees 15

a) Attracting high quality
employees b) Create motivated
workforce c) Retain talented
employees
0
2
4
6
8
10
12
14
16
10
15 15
Interpretation: As per view point of 10 respondents that main importance of talent management
is to attract the high quality of staff member at workplace so that they can able to perform in
better manner. There are 15 respondents and they said that talent management is helpful in
motivating employees so that they can focus on attaining the set organizational activities and
sustain at workplace for longer period of time. There are 15 respondents and according to them
talent management is effective in sustained the talented staff members within an organization.
THEME 4: Talent management is an effective way to attract and sustain talented
employees
Q4) As per your opinion, does talent management is an effective
way to attract and sustain talented employees at workplace?
Frequency
a) Yes 30
b) No 10

a) Yes b) No
0
5
10
15
20
25
30
30
10
Interpretation: According to 30 respondents that talent management is helpful in attract the
employees and also sustain them at workplace for longer Period of the time. This will help in
enhance the brand image of an organization. 10 respondents said that talent management is not
effective to attract and sustain the employees.
THEME 5: Talent management impact on role of the HR in enhancing business
performance
Q5) In which manner, talent management impact on role of the
HR in enhancing business performance of Unilever PLC?
Frequency
a) Positive manner 33
b) Negative manner 7

a) Positive manner b) Negative manner
0
5
10
15
20
25
30
35
33
7
Interpretation: From the given graph, it has been stated that talent management develops the
positive and negative impact on role of HR in order to increasing the business performance.
There are 33 respondents and they said that talent management of the positive impact on HR role
because it helps in attracting developing and sustaining the right talent at workplace. There are 7
respondents which are not agree with the given statement and they said that talent management
has been developed the negative impact on HR role in improving business performance.
THEME 6: Role of HR in managing talent in Unilever PLC
Q6) As per your perspective, what is the main role of HR in
managing talent in Unilever PLC?
Frequency
a) Hiring right people 15
b) Developing strong management policies 10
c) Designing integrated underlying systems 15

a) Hiring right people
b) Developing strong management policies
c) Designing integrated underlying systems
0
4
8
12
16
15
10
15
Interpretation: There are 15 respondents and they said that role of HR is to hiring the right
people on the basis of vacant job position. Hiring the right talented people is helpful for the
company to improving the organizational performance and achieve the set target. There are 10
respondents and according to them role of HR is to developing the strong management policies
within an organization. There are 15 remaining respondents and according to them HR should
designing the integrated underlying system at workplace.
THEME 7: Significance of the talent management and training and development role
performed by HR
Q7) What is significance of the talent management and training
and development role performed by HR in managing the talent
in Unilever organisation?
Frequency
a) Enhancing employee’s skills 10
b) Motivating workforce 10
c) Improving employee’s performance 10
d) Reduce employee turnover rate 10

a) Enhancing
employee’s skills b) Motivating
workforce c) Improving
employee’s
performance
d) Reduce
employee turnover
rate
0
1
2
3
4
5
6
7
8
9
10
10 10 10 10
Interpretation: As per the mention graph, it has been examined that the main importance of
talent management and training and development is to enhancing the skills of a staff member so
that they can be motivated and perform in a better manner. 10 respondents said that training and
development is effective in enhancing the skills of staff members. There are 10 respondents and
according to them talent Management and training and management is helpful in motivating the
employees so that they can be focused towards organizational objectives. On the basis of 10
respondents that training and development is effective in improving the performance level of
employees and they can perform in a significant manner. Remaining 10 respondents said that
training and development role of HR is helpful in minimizing the employee turnover rate as
employee will sustain at workplace for longer period of time.
THEME 8: There are some complexities faced through Unilever organization in relation to
managing talent
Q8) What are the various complexities faced through Unilever
organisation in relation to managing talent at workplace?
Frequency
a) Poor hiring strategies 12
b) Ineffective leadership 10
c) Inexperience with technology 18

a) Poor hiring strategies b) Ineffective leadership c) Inexperience with
technology
0
2
4
6
8
10
12
14
16
18
12
10
18
Interpretation: There are 12 respondents and they said that poor hiring strategy of an
organization is one of the main issue faced by the Unilever company for managing the talent
within an organization. There are 10 respondents and they said that ineffective leadership arise
the issues in managing the talent. On the basis of 18 respondents that inexperience with the
technology to managers and leaders develops negative impact on the business and they cannot
able to manage the right talent at workplace.
THEME 9: There are some ways that can be implement by Unilever Plc to overcome the
barriers of talent management
Q9) What are the different ways that can be implement by
Unilever Plc to overcome the barriers of talent management?
Frequency
a) Experience with technology 13
b) Work with effective leadership 17
c) Lower employee turnover 10

a) Experience with
technology b) Work with effective
leadership c) Lower employee
turnover
0
2
4
6
8
10
12
14
16
18
13
17
10
Interpretation: From the given graph, it has been interpreted that there are some effective ways
given below which are used by company to overcome from the talent management. There are 13
respondents and they said that experience with the technology is one of the main way to
overcome from talent management issue. On the basis of 17 respondents that company should
work with the effective leadership so that it can able to manage the right and within an
organization. There are 10 respondents which said that managing the right and at workplace is
helpful in minimize the employee turnover.

DISCUSSION
This part is research to the secondary research in literature review. In this, literature
review is linked with the research objectives in which information has been collected by
secondary source for an instance articles, scholars, internet and others.
Importance of talent management and training and development role performed by HR in
managing the talent in Unilever organization
From literature review, it has been analyzed that training and development is one of the
main role of HR at workplace. The training and development helps in enhance the capabilities
and skills of staff members so that they can be motivated and focus on attaining the set research
objectives within given time period. Employee satisfaction and productivity was improved by
training programs. Employees value the opportunity to learn new skills, develop their work
results, and eventually advance to more complex. Employees with consistent experience and
background expertise benefit from a formal training and learning schedule. The importance of
consistency is especially important when it comes to company's basic policies and practices.
Impact of talent management in increasing the performance of the business
This has been analyzed from literature review that when a vacant role arises, talent
management ensures organizational performance by offering essential information and plans for
development and transformation. It also assists companies in identifying the most qualified
individuals as future potential leaders. The talent management develops the positive impact on
enhancing organizational performance. Organizations recognize talent as a valuable resource that
helps them maintain a competitive advantage and achieve positive results. As a result, businesses
are obsessed with developing and executing a talent acquisition approach that is appropriate for
global market.
Issues faces by the businesses in relation to managing talent at workplace
From literature review, this has been analyzed that there are some issues faced through
business to managing talent within an organization. Poor hiring strategies are affecting
businesses and there might not be a proper recruitment strategy in place, which may cause
problems with the overall talent management process. Human resource department may have

less familiarity in technological automation, which is a crucial component of simplifying and
streamlining business processes.
Ways that can be implement by Unilever Plc to overcome the barriers of talent management
From the literature review, this has been stated that Unilever's hiring managers must be
aware of the many talent pools which are open. Short-term assignments in organizations often
necessitate specialized expertise and talented freelancers. Workers must insist on getting the
requisite talent in such circumstances. Another approach is to create communication strategies
that are targeted at external market. Any of criteria which can be used to get a motivated
workforce include effective career development programs, on-the-job preparation initiatives, and
cash compensation. In spite of proper talent acquisition practices, a motivated staff will be one of
most successful achievements.

RESEARCH OUTCOMES
Covered in PPT
CONCLUSION AND RECOMMENDATIONS
Conclusion
From the above mentioned information, it has been concluded that talent management is
related to anticipation of necessary human capital of company and also planning to meet with the
objective. The main role of HR in talent management is to attract the right person, developing
them and also sustain at workplace for longer time period. The main focus of HR is to enhancing
the organizational performance and attaining organizational objectives. In this present
investigation, literature review has been mainly conducted by consisting the secondary sources.
In the literature review studied about the importance of training and development and talent
management role of form through HR in managing talent within an organization. There has been
identified some of the issues faced business in order to managing the talent. Research
methodology has been conducted by consisting the research different layer of the research onion
such areas as philosophy, research approach, research strategy, data collection and sampling.
There has been questionnaire developed for collection of information from the different
respondents. There has been 40 sample size chosen to fill the questionnaire for collect their
response regarding the specific subject area. For analyses the collected data, thematic analysis
method has been considered as it develops the themes, graphs, tables and make interpretations.
Recommendations
From the above mentioned information, it has been recommended that companies should
hire the right talent which can focus on attaining the set objectives with in a given period of time
and improving the organizational performance. It is necessary to use the applicant tracking
software in order to hiring the employees. Instead of wasting time on the resume screening and
organizing candidate, company can able to automate process with software and speed up its
hiring process. There is a need to company to hire the good leaders, work with the manager in
order to search what kind of the person would be better fit for an organization. There can be
helpful in paint better picture of necessary qualities which they would like to see in department.
Hiring the right talent is helpful in minimizing the employee turnover rate of an organization.

Through spending the more time in asking questions regarding candidate objective and
qualification managers can prevent the employee turnover.

REFLECTION & RECOMMENDATION OF ALTERNATIVE RESEARCH
METHODOLOGY
Reflection
I am glad to get the opportunities about conducting the present investigation regarding
impact of talent management and on role of HR in increasing performance of business through
strengths in workforce. In conducting the present investigation, I developed the specific aim and
objectives regarding the particular subject area. The aim of this investigation is to examine the
impact of the training and development role of HR in increasing performance of the business
through strength the workforce. I conducted the literature review part by consisting the
secondary sources such as books, articles, internet sources and journals. In the literature review, I
studied about the importance of talent management and training and development role performed
through HR in managing talent in Unilever. There has been information collected about impact
of talent management in increasing performance level of the business. In the research
methodology part, I used the research onion framework by consisting the different layers such as
research philosophy, research strategy, research approach, research choice, data collection
method and sampling. This research is based on the qualitative and quantitative research
methods. The main reason behind using the quantitative research method is that it provides the
facts and figures regarding the particular area and the reason to use the qualitative method is that
it was the detailed and deep understanding regarding the training and development role of HR. I
used the primary data collection method in which questionnaire has been developed as per the
specific research area. The main reason behind considering the questionnaire method is that this
helps in collect the information with in less period of time. At the time of collection or
information, I faced some issue regarding finding out the right source. I do not have the time to
collect the information regarding the particular area. To manage the time, I developed the time
management plan and divide the activities as per the time period.
Alternative research methodology
In this investigation, there has been questionnaire used as the research methodology. The
main reason behind using the questionnaire method is that it is effective in collect the
information from large number of respondents and this is cost and time saving also. As
alternative methodology, interview could be used because it helps in observe the opinions of the

respondents. There is a conversation among the interviewer and interviewee regarding the
particular area. This method has not been used in this research because this method is costlier
and time taken as compared to the questionnaire method.

REFERENCES
Books & Journals
Collings, D.G., Mellahi, K. and Cascio, W.F., 2019. Global talent management and performance
in multinational enterprises: A multilevel perspective. Journal of management, 45(2),
pp.540-566.
Davidavičienė, V., 2018. Research Methodology: An Introduction. In Modernizing the Academic
Teaching and Research Environment (pp. 1-23). Springer, Cham.
Devi, P.S., 2017. Research methodology: A handbook for beginners. Notion Press.
Madera, J. M. and et. al., 2017. Strategic human resources management research in hospitality
and tourism. International Journal of Contemporary Hospitality Management.
McCracken, M., Currie, D. and Harrison, J., 2016. Understanding graduate recruitment,
development and retention for the enhancement of talent management: sharpening ‘the
edge’of graduate talent. The International Journal of Human Resource
Management.27(22). pp.2727-2752.
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APPENDIX
QUESTIONNAIRE
Q1) Do you have detailed understanding about the talent management in regards to an
organization?
a) Yes
b) No
Q2) According to you, does talent management helps the company to enhance its
performance level?
a) Yes
b) No
Q3) What is the importance of the talent management in an organization?
a) Attracting high quality employees
b) Create motivated workforce
c) Retain talented employees
Q4) As per your opinion, does talent management is an effective way to attract and
sustain talented employees at workplace?
a) Yes
b) No
Q5) In which manner, talent management impact on role of the HR in enhancing
business performance of Unilever PLC?
a) Positive manner
b) Negative manner
Q6) As per your perspective, what is the main role of HR in managing talent in Unilever
PLC?
a) Hiring right people
b) Developing strong management policies
c) Designing integrated underlying systems
Q7) What is significance of the talent management and training and development role
performed by HR in managing the talent in Unilever organisation?

a) Enhancing employee’s skills
b) Motivating workforce
c) Improving employee’s performance
d) Reduce employee turnover rate
Q8) What are the various complexities faced through Unilever organisation in relation to
managing talent at workplace?
a) Poor hiring strategies
b) Ineffective leadership
c) Inexperience with technology
Q9) What are the different ways that can be implement by Unilever Plc to overcome the
barriers of talent management?
a) Experience with technology
b) Work with effective leadership
c) Lower employee turnover
Q10) Recommend ways to improving the HR role to make the talent management
effective at workplace.