The Impact of Talent Management on the Role of HR

This research project focuses on the impact of talent management on the role of HR in the context of H&M. It aims to determine the concept of talent management, identify its contribution to HR, explore the challenges faced by HR due to improper talent management, and explore strategies for managing top talent within the workplace. The research will use a combination of qualitative and quantitative research approaches.

Unit 11– Research
Project

Table of Contents
Table of Contents.............................................................................................................................2
PART 1............................................................................................................................................4
Research Proposal Form.........................................................................................................4
Questionnaire........................................................................................................................12
PART 2............................................................................................................................................1
Background of Research.........................................................................................................1
RESEARCH METHODOLOGY AND DATA COLLECTION.....................................................2
Research philosophies............................................................................................................2
Research approaches..............................................................................................................2
Research Strategy...................................................................................................................2
Research choice......................................................................................................................2
Data collection........................................................................................................................3
Sampling.................................................................................................................................3
Time horizon..........................................................................................................................4
DATA ANALYSIS AND INTERPRETATIONS...........................................................................4
RESEARCH OUTCOMES............................................................................................................20
Covered in PPT.....................................................................................................................20
CONCLUSION AND RECOMMENDATIONS..........................................................................20
Conclusion............................................................................................................................20
REFLECTION & RECOMMENDATION OF ALTERNATIVE RESEARCH
METHODOLOGY........................................................................................................................21
Reflection.............................................................................................................................21
Alternative research methodology........................................................................................21
REFERENCES..............................................................................................................................23
APPENDIX....................................................................................................................................25

PART 1
Research Proposal Form
Student Name: ______________________ Student ID: ____________
Centre Name: _____________________
Tutor: ________________ Date: ___________________
Unit: ____________________
Proposed Title: The impact of talent management on the role of HR.
Section One: Title, objective, responsibilities
Title or working title of the research project (in the form of a question, objective or
hypothesis)
To investigate the different strategies of talent management for organizational success. A
study on H&M
Research objectives (e.g what is the question you want to answer? What do you want to
learn how to do? What do you want to find out?):
 To determine the concept of talent management and the role of human resource in
context to organization.
 To identify the contribution of talent management on the role of human resource.
 To determine the challenges faced by human resource of H&M due to improper
management of talent at workplace.
 To explore the different strategies H&M can use to manage their top talent within the
workstation.
Research questions:
 What is the concept of talent management and the role of human resource in context to
organization in context to organization?
 What are the contributions of talent management on the role of human resource?
 What are the challenges faced by human resource of H&M due to improper
management of talent at workplace?
 What are the different strategies human resource of H&M can use to manage their top

talent within the workstation?
Section Two: Reasons for choosing this research project
Reasons for choosing the project (e.g links to other subjects you are studying, personal
interest, future plans, knowledge/skills you want to improve, why the topic is important):
The primary rationale behind selecting current investigation is to examine different talent
management strategies for organizational success. This study provides vast information to
investigator that assist them in attaining reliable and authentic results at the end of the
investigation. Along with this, researcher carry out this research for their personal and
professional purpose. In context to personal purpose, I improvise my personal skills and
knowledge about how strategies help in managing talent. On the other side, by executing this
study researcher develop my professional growth by enhancing experience of managing talent
and also analyse different strategies that contributes in managing top talent at working area.
This research helps me in searching of job in multinational organisation that turn to impact on
my personal and professional growth.
Section Three: Literature sources searched
Use of key literature sources to support your research question, objective or hypothesis:
What is the concept of talent management and the role of human resource in context to
organization in context to organization?
According to Gallardo-Gallardo, Thunnissen and Scullion (2020), talent management defined as
an activity for recognising individual’s inherent skills, traits, personality and their ability to
matching a specified job role. As, management of talent is beneficial for both workers and
organization because it helps in improvising the overall business activities. Basically, talent
management is considering as a deliberate approach that used by company with the aim of
developing, attracting and retaining people along with appropriate attitude and abilities that
contributes in meeting current and future organizational needs. Thus, it is significant for
business to effectively manage their top talent and at the same time also manage their working
activities at workplace. This can be beneficial in improving employee’s performance and make
them productive towards their job roles at working area. Along with this, talent management is
all about having right people at right place for optimum time and along with appropriate price.
It is effective for company to reduce their employee turnover by retaining talent for longer
period of time. In addition to this, major goal of talent management is to establishing a company

which is high performing and sustainable in nature and also meet all the strategic and
operational goals in a stipulated time frame without any kind of issues and obstacles.
As per the view presented by Mujtaba and Senathip (2020), HR manager play a significant role
in motivating, attracting, engaging and developing their workers so that they can give their best
efforts for attainment of set targets. This will assist in increasing profitability level of company
and at the same time also establish their competitive brand image at market place. If company
have proper talent management then they easily motivate and encourage their workers to do
their best and at also take initiative for accomplishing their targets in an appropriate manner.
What are the contributions of talent management on the role of human resource?
According Lei, Basit and Hassan (2018), talent management is considering as an important
activity and ability that focus on retaining top talent at working area as it helps company in
improvising their profitability level. Retaining top talent is one of the main role played by
human resource of an organisation. Mainly, the main focus of talent management is to attract as
well as develop skilled and eligible workers that support them in executing their task activities
in an effective manner. This is the reason that human resource is responsible for managing their
top talent so that all the predetermined goals can be easily attained in a stipulated time frame. In
relation to this, there are some contributions of talent management on the role of HR that can be
understood by following points:
Job satisfaction: Improving job satisfaction among employees is a role of human resource that
helps company in attainment of competitive advantages. Talent management within a
workplace helps HR in increasing of satisfaction among employees towards their job.
Therefore, talent management has positive relationship with human resource role.
Developing productive teams: Proper talent management at workplace allow HR in forming a
more effective and productive team who always focus on completing given task activities in
efficient way. Creative as well as productive team within the company is far more useful
because it supports in handling entire activities properly without any issues and obstacles.
Development of productivity team is a role of human resource that is only possible by having
talented employees at workplace.
What are the challenges faced by human resource of H&M due to improper management of
talent at workplace?
According to Vignesh, Sarojini and Vetrivel (2018), In business organization, workforce is

rapidly changing and it includes various updates and company also facing issues talent
management process to keep new workplace cultures. This can be put negative impact over the
performance of HR and employee as well. Managing talent at working area is not an easy task
as HR face various issues in managing the same at workplace that directly reduce the overall
performance of company at market place. In relation to this, there are some major challenges
that company is facing are as follows:
Creating a culture of engagement: Developing trust between manager and employee is one of
the major challenges that mostly company face at the time of managing talent at workplace. The
main reason behind this is improper understanding about employee culture and their job role.
Therefore, it is significant for manager to company to effectively understand the working
culture and at the same time also motivate their workers to give their best efforts to attaining
their set goals and objectives in an effective manner.
Attracting top talent: Inviting skilled and talented workers is not easy for manager because of
dramatically nature of market. This may create issues in handling employees at workplace as it
reduces positive performance of business at market place. Thus, it is significant for HR manager
to effectively manage their workers so that they give best efforts for accomplishing their targets
in stipulated time frame.
Adjusting the frequency feedback: It is complex for HR manager to gather feedback from
employees continuously as it may create issues in understanding employee’s performance at
workplace. Due to this, company may face issue of lower productivity level of employees at
working area. This will reduce efficiency of workers at workplace and at the same time also
increase employee turnover.
What are the different strategies human resource of H&M can use to manage their top talent
within the workstation?
According to Boon and et. al., (2018), Talent is all about attracting, retaining as well as
importantly developing best and talented workers at workplace with the aim of achieving set
targets in an appropriate way. In This context, manager of company is responsible for manage
their talent successfully as it provides assistance in improvising the overall performance of
workers at working area. For attaining the same, manager use appropriate strategies for manage
their talent at working area. All these are as follows:
Understand the power of job description: It is crucial for manager of company to define all

the job roles and responsibilities that they need to perform at workplace. For this, developing an
effective job description is significant as it includes clear job title, overall duties, necessary
skills, work relationships, tolls and equipment that used at workplace and salary and benefits.
All these are assisting in increasing efficiency level of employees at working area.
Assess candidate culture fit: In order to manage talent at working area, it is vital for company
to set or create positive and healthy working environment wherein talented workers can easily
work. Along with this, manager also ensure that they select candidates who successfully fit with
organizational culture and do their best for accomplishing their targets. This will assist in
enhancing positive performance of company at market place.
Provide proper training and develop opportunities: It is an important task for HR manger to
provide proper training to their workers so that they can improve their skills and abilities to do
their best efforts. With the assistance of training workers get opportunities to enhance their
efficiency level at workplace. This will increase the chances of attaining all the determined
targets in given time frame.
References
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: Context
matters.
Mujtaba, B.G. and Senathip, T., 2020. Workplace mobbing and the role of human resources
management.
Lei, K.Y., Basit, A. and Hassan, Z., 2018. The impact of talent management on job satisfaction:
A study among the employees of a travel agency in Malaysia. Indonesian Journal of
Applied Business and Economic Research, 1(1), pp.1-19.
Vignesh, S.G., Sarojini, V. and Vetrivel, S., 2018. Employee Attrition and Employee Retention-
Challenges & Suggestions. In International Conference On Economic Transformation
with Inclusive Growth.
Boon, C. and et. al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management, 29(1),
pp.34-67.
Gosh, P., 2019. What is Talent Management? Definition, Strategy, Process and Models. [Online].
Available through:< https://www.hrtechnologist.com/articles/performance-
management-hcm/what-is-talent-management/>.
Saraswat, A., 2019. Talent Management – Definition, Importance, & Components. [Online].
Available through:< https://www.feedough.com/talent-management-definition-
importance/>.
Ansari, K., 2021, Simple Talent Management Strategies. [Online]. Available through:<
https://theundercoverrecruiter.com/talent-management-strategy/>..
Section Four: Activities and timescales

Activities to be carried out during the research project (e.g research,
development and analysis of ideas, writing, data collection, numerical
analysis, tutor meetings, production of final outcome, evaluation, writing
the report):
Aim and objectives
Literature review
Research Methodology
Data Collection
Data analysis
Conclusion and recommendations
Submission of final report
How long this will
take:
4
14
20
28
21
8
4
Milestone one: _____Literature review ____________
Target date (set by tutor): __02-12-20__________________
Milestone two: ______Data Collection_________________
Target date (set by tutor): _____24-02-21_________________
Gantt Chart: This refers to the time management tool used by researcher for identifying starting
and ending time of research. This chart includes different activities that will be shown as below in
graphical way. These are:

Section Five: Research approach and methodologies
What type of research approach and methodologies are you likely to use and why? What your
areas of research will cover:
Types of investigation: There are two type of research choices including qualitative and quantitative
research. Both are effective for collecting reliable and accurate data. In order to undertake current

investigation, quantitative and quantitative research choices will be used by investigator as it provides
measurable and in-depth information on the basis of specified research topic and area. With the
assistance of this, researcher can easily take right and meaningful decision at the end of the
investigation. Main purpose of selecting qualitative and quantitative research choices are it helps them in
achievement of each objective in successful manner.
Research philosophy: Interpretivism and pragmatism are two type of methods for carry out research
activities as it supports in acquiring reliable information about the specified topic and area. For carry out
present study pragmatism and interpretivisim research philosophies will be used by researcher with the
aim of understanding the view of points of selected participants towards the research aims and
objectives. Main reason behind selection of interpretivism and pragmatism research are it support in
collecting as well as evaluating of quantitative information effectively and addressing the real life issues
associated with the research aims.
Data collection: It is referring to the procedure of collected data from different respondents in order to
draw a valid conclusion within the study. Mainly, it is classified on the basis of two methods such as
primary and secondary method of data collection. Both methods will be applied by investigator to carry
out this study. In order to collect primary data, investigator prepare a structured questionnaire that
consist different close-ended questions asked from selected respondents. On the other side, literature
review is also undertaken by researcher for acquiring secondary data. Along with this, it also includes
different sources such as books, journals, articles, newspapers and many more. With the assistance of
this, researcher can easily take right decision and also draw a meaningful conclusion.
Data analysis: This refers to the process of evaluating gathered data from research analytical technique.
In order to analyse quantitative information, frequency distribution analysis is a chosen
technique. Main reason regarding the selection of such technique is it not takes maximum time
and support in evaluating of numerical information. Along with this, for evaluating qualitative
information, thematic analysis will be selected by researcher. Main reason regarding the
selection of thematic analysis is it provides qualitative data in minimum time and resources.
Sampling: It is a procedure of selected sampling size from the large number of populations in order to
acquire authentic data. Mainly, it is classified into two methods such as probabilistic and non-
probabilistic sampling techniques. As per current investigation, probabilistic sampling method will be
used in which respondents are selected as per random basis and also provide equal opportunities to be
selected to providing reliable data. By using this method, 50 employees of H&M in London will be
selected as a sample size. Along with this, non-probability sampling will also be using for selecting
sample for qualitative research. 3 managers of H&M in London will be selected for qualitative research.
Main reason about the selection of probability and non-probability samplings are it helps in selection of
appropriate number of sample size.
Comments and agreement from tutor
Comments (optional):
I confirm that the project is not work which has been or will be submitted for another

qualification and is appropriate.
Agreed: ________________ (name)_______________ Date ______________
Comments and agreement form project proposal checker( IV sampling)
Comments (Optional):
I confirm that the project is appropriate.
Agreed /Disagree: (Name of the IV) Date
Questionnaire
Quantitative questions
QUESTONNAIRE
Q1) Do you understanding the basic concept of talent management in organisation?
a) Yes
b) No
Q2) What is the basic role played by human resource department in the process of talent-
management?
a) Development of a competent workforce
b) Enhancing employee individual performance
c) Hiring of right employee at right job position
Q3) What is the main strategy based on which talent-management process can be
implemented in organisation?
a) Use of training and development measures
b) Proper motivation techniques
c) Performance measurement
Q4) In which manner, talent management impact on the organisational performance?
a) Positive manner
b) Negative manner

Q5) What are the challenges faced by human resource of H&M due to improper
management of talent at workplace?
a) No proper employee engagement
b) Reduction in overall productivity of employees
c) Low motivated workforce
d) All of the above
Q6) What are the different strategies human resource of H&M can use to manage their top
talent within the workstation?
a) Use of proper cultural fit techniques
b) Use of job description as a measure
c) use of proper person specification techniques
d) having right employee at right job position
Q7) What can be basic contributions by talent management on the role of human resource?
a) Higher job satisfaction of employees
b) Having require motivation level
c) achievement of vision and mission
d) Higher competitive spirit among workforce
Q8) As per your perspective, what kind of the training methods H&M should adopt to
provide training to its staff members?
a) On the job training method
b) Off the job training method
Q9) What are the benefits of providing the on the job training method to staff members?
a) Increased job satisfaction
b) Enhance morale among employees
c) Increased employee motivation.
Q10) On the basis of your opinion, what are the different techniques H&M should be used
to motivate the employees at workplace?
a) Provide monetary rewards
b) Performance appraisal
c) Develop equality and diversity
Q11) What can be some of the strategies that can be used by human resource department

of H&M for improving the motivation level of employees?
a) Use of monetary and non-monetary incentives
b) Organisation of recognition events
c) focus on employee development programs
d) All of the above
Q12) What are the ways of evaluating talent management process in H&M?
a) Timely employee feedbacks
b) Use of 360 degree techniques
c) Assessment of employee performance level
d) Analysis of organisation overall performance
Q13) What are some of the suggestions for the purpose of improvement of overall talent
management process in H&M?
Qualitative questions
Q1) What is the importance of talent management within an organisation?
Q2) As per your perspective, what are the different roles of HR in talent management?
Q3) What is the positive impact of talent management on performance of H&M company?
Q4) What are the benefits of providing monetary rewards to the staff members at
workplace?

PART 2
TITLE: The impact of talent management on the role of HR.
Background of Research
Talent management is explained as the constant process that consists attracting as well as
sustaining the high quality staff members, developing skills and motivating them to make
improvement in performance. Purpose of the talent management is to develop motivated
workforce that will stay an organisation in long run (Almohtaseb and et. al., 2020). H&M is
multinational clothing firm for fast fashion clothing for men, women, children and teenagers.
The main role of the Human resource function in H&M company to attract the talented
employees and also sustaining them at workplace for longer time period. The main focus of
human resource function is to adopt the effective strategy for success of an organisation.
1

RESEARCH METHODOLOGY AND DATA COLLECTION
In doing the research methodology, research onion has been considered as it was developed
by Saunders et. al in year 2007 (Clarke and Scurry, 2020). Different layers considered in
research onion mention below:
Research philosophies
Interpretivism and positivism are two types of research approaches that aid in the collection
of accurate knowledge about a specific subject. The investigator has been use
both positivism and interpretivism research philosophies to carrying out the current thesis with
the goal of learning the perspectives of selected respondents on the research goals and objectives.
The reason to use positivism philosophy is that it helps in efficiently gathering and analysing
quantitative data, and also addressing actual issues related to the research goals (Kravariti and
Johnston, 2020). On the other hand, reason to use the interpretivism philosophy is that it
provides the detailed understanding regarding finding out the various strategies of talent
management for organizational success.
Research approaches
In conducting present investigation, there has been inductive and deductive both research
approaches have been considered. The reason to use the inductive approach is that it provides the
in depth understanding and reliable information about the various strategies of talent
management for organizational success. The reason to use deductive approach is that it provides
the specific and factual information (Theys and Schultz, 2020).
Research Strategy
There has been survey research strategy considered as it is helpful in collect the information
from large number of the respondents with in less period time. The survey strategy helps in
provide the better information regarding particular area (Luna-Arocas, Danvila-Del Valle and
Lara, 2020).
Research choice
Qualitative and quantitative are the two types of the research methods. Both are useful in
gathering accurate and reliable data. The researcher has been use quantitative and quantitative
research methods to conduct the current investigation because they offer observable and in-depth
knowledge on the basis of a specific research subject and field. With this information, the
2

investigator will be able to make an informed and meaningful decision at conclusion of
investigation. The main goal of choosing qualitative analysis method is to aid in the effective
completion of each task. Other than this, the quantitative research method helps in providing the
facts information regarding the different strategies of talent management for organizational
success (Nagi and Mohammed Ali, 2020).
Data collection
It refers to the process of gathering data from various respondents in context to draw the
valid conclusion from the research. This is mostly divided into two categories like primary and
secondary data processing methods. In order to complete this analysis, the investigator has
been used both methods. In the primary method, questionnaire has been developed by consisting
the close ended questions about the different strategies of talent management for organizational
success (Shahi and et. al., 2020). Other than this, literature review is often conducted to obtain
secondary data. It also consists of various of sources including books, journals, blogs, and
newspapers, among others. With this information, the investigator will make an informed
decision and draw a concrete conclusion.
Sampling
This is method for obtaining authentic data by selecting a sample scale from a large range of
populations. It is primarily divided into two types of sampling techniques such as probabilistic
and non-probabilistic sampling techniques. According to the current investigation, a probabilistic
sampling method has been considered because in this respondents will be chosen at random and
will have equal chances of being chosen. A sample size of 50 H&M employees in London has
been chosen using this process. In addition, non-probability sampling has been considered for
qualitative analysis sample selection. 3 H&M London managers were chosen for qualitative
analysis (Shet, 2020). The main reason for choosing between probability and non-probability
samplings is that it aids in determining the required sample size.
3

Time horizon
4

DATA ANALYSIS AND INTERPRETATIONS
DATA SHEET
Q1) Do you understanding the basic concept of talent management in
organisation?
Frequency
a) Yes 45
b) No 5
Q2) What is the basic role played by human resource department in
the process of talent-management?
Frequency
a) Development of a competent workforce 10
b) Enhancing employee individual performance 20
c) Hiring of right employee at right job position 20
Q3) What is the main strategy based on which talent-management
process can be implemented in organisation?
Frequency
a) Use of training and development measures 15
b) Proper motivation techniques 15
c) Performance measurement 20
Q4) In which manner, talent management impact on the
organisational performance?
Frequency
a) Positive manner 35
b) Negative manner 15
Q5) What are the challenges faced by human resource of H&M due to
improper management of talent at workplace?
Frequency
a) No proper employee engagement 10
b) Reduction in overall productivity of employees 10
c) Low motivated workforce 10
d) All of the above 20
Q6) What are the different strategies human resource of H&M can
use to manage their top talent within the workstation?
Frequency
a) Use of proper cultural fit techniques 15
b) Use of job description as a measure 15
c) use of proper person specification techniques 10
5

d) having right employee at right job position 10
Q7) What can be basic contributions by talent management on the
role of human resource?
Frequency
a) Higher job satisfaction of employees 20
b) Having require motivation level 10
c) achievement of vision and mission 10
d) Higher competitive spirit among workforce 10
Q8) As per your perspective, what kind of the training methods H&M
should adopt to provide training to its staff members?
Frequency
a) On the job training method 27
b) Off the job training method 23
Q9) What are the benefits of providing the on the job training method
to staff members?
Frequency
a) Increased job satisfaction 15
b) Enhance morale among employees 15
c) Increased employee motivation. 20
Q10) On the basis of your opinion, what are the different techniques
H&M should be used to motivate the employees at workplace?
Frequency
a) Provide monetary rewards 20
b) Performance appraisal 10
c) Develop equality and diversity 20
Q11) What can be some of the strategies that can be used by human
resource department of H&M for improving the motivation level of
employees?
Frequency
a) Use of monetary and non-monetary incentives 15
b) Organisation of recognition events 15
c) focus on employee development programs 10
d) All of the above 10
6

Q12) What are the ways of evaluating talent management process in
H&M?
Frequency
a) Timely employee feedbacks 10
b) Use of 360 degree techniques 10
c) Assessment of employee performance level 10
d) Analysis of organisation overall performance 20
THEME 1: Understanding the basic concept of talent management
Q1) Do you understanding the basic concept of talent management in
organisation?
Frequency
a) Yes 45
b) No 5
Interpretation: From the mention information, it has been stated that there are 45 respondents
and according to them they have understanding about the talent management. Remaining 5
respondents have no understanding about talent management.
THEME 2: Role played by human resource department in the process of talent-
management
Q2) What is the basic role played by human resource department in
the process of talent-management?
Frequency
a) Development of a competent workforce 10
7

b) Enhancing employee individual performance 20
c) Hiring of right employee at right job position 20
Interpretation: According to view point of 10 respondents that development of competent
workforce is main role of HR in talent management. 20 respondents said the main role of human
resource is to increasing the performance level of employees. There are 20 remaining
respondents which are agree with hiring the right employee at right position.
THEME 3: Strategy based on which talent-management process
Q3) What is the main strategy based on which talent-management
process can be implemented in organisation?
Frequency
a) Use of training and development measures 15
b) Proper motivation techniques 15
c) Performance measurement 20
8

Interpretation: There are 15 respondents said that strategy of talent management is to use
training and development measures to enhance employee’s skills. There are 15 respondents said
that company should provide the proper motivational techniques to employees. Remaining 20
which are agreed with performance measurement.
THEME 4: Talent management impact on the organisational performance
Q4) In which manner, talent management impact on the
organisational performance?
Frequency
a) Positive manner 35
b) Negative manner 15
9

Interpretation: According to 35 respondents that talent management develops the positive
impact on organisational performance. There are 15 respondents and according to them talent
management develop the negative impact on performance level of an organisation.
THEME 5: Challenges faced by human resource of H&M due to improper talent
management
Q5) What are the challenges faced by human resource of H&M due to
improper management of talent at workplace?
Frequency
a) No proper employee engagement 10
b) Reduction in overall productivity of employees 10
c) Low motivated workforce 10
d) All of the above 20
Interpretation: There are 10 respondents and they said that the main challenges faced by HR in
company due to the improper management of talent is no proper employee engagement at
workplace. There are 10 respondents said that the main issue is reduction in overall productivity
level of employees is a main talent management issue. There are 10 respondents which are agree
with low motivate workforce. Remaining 20 respondents said that all of the issues developed a
negative impact on organisational performance.
THEME 6: Different strategies human resource of H&M can use to manage their top talent
Q6) What are the different strategies human resource of H&M can
use to manage their top talent within the workstation?
Frequency
10

a) Use of proper cultural fit techniques 15
b) Use of job description as a measure 15
c) use of proper person specification techniques 10
d) having right employee at right job position 10
Interpretation: According to 15 respondents that company should focus on use the cultural fit
techniques to manage the talented employees. There are 15 respondents which said that company
should use the proper job description as a measure to overcome from the talent management
issues. On the basis of 10 respondents that company should use the proper specification
techniques. Remaining 10 respondents are agreeing with having right employee at right job
position.
THEME 7: Contributions by talent management on the role of human resource
Q7) What can be basic contributions by talent management on the
role of human resource?
Frequency
a) Higher job satisfaction of employees 20
b) Having require motivation level 10
c) achievement of vision and mission 10
d) Higher competitive spirit among workforce 10
11

Interpretation: There are 20 respondents which said that the main contribution of human
resource in talent management is to provide the high job satisfaction of employees. 10
respondents said that employee should have the better motivation. There are 10 respondents and
according to them it is necessary to have the proper achievement of Vision and Mission. On the
basis of 10 respondents that human resource is focused on getting the competitive advantages.
THEME 8: Training methods H&M should adopt to provide training
Q8) As per your perspective, what kind of the training methods H&M
should adopt to provide training to its staff members?
Frequency
a) On the job training method 27
b) Off the job training method 23
12

Interpretation: According to 27 respondents that on the job training is one of the better training
method that company should be used to enhance employee skills. There are remaining 23
respondents which are agree with off the job training method.
THEME 9: Benefits of providing the on the job training
Q9) What are the benefits of providing the on the job training method
to staff members?
Frequency
a) Increased job satisfaction 15
b) Enhance morale among employees 15
c) Increased employee motivation. 20
13

Interpretation: According to 15 respondents that the main benefits of on the job training
method is to enhance job satisfaction level of employees. There are 15 respondents said it is
necessary to enhance the moral of employees. 20 remaining restaurants are agreeing with
enhance motivation of employees.
THEME 10: Techniques H&M should be used to motivate the employees
Q10) On the basis of your opinion, what are the different techniques
H&M should be used to motivate the employees at workplace?
Frequency
a) Provide monetary rewards 20
b) Performance appraisal 10
c) Develop equality and diversity 20
Interpretation: According to 20 respondents that company should use the monetary rewards to
employees to motivate them. There are 10 respondents which are agree with performance
appraisal. On the basis of 20 respondents that company should develop the equality and diversity
at workplace.
THEME 11: Strategies used for improving the motivation
Q11) What can be some of the strategies that can be used by human
resource department of H&M for improving the motivation level of
employees?
Frequency
a) Use of monetary and non-monetary incentives 15
b) Organisation of recognition events 15
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c) focus on employee development programs 10
d) All of the above 10
Interpretation: There are 15 respondents which said that company should use the monetary and
non-monetary incentive to motivate employees. 15 respondents are agreeing with the recognition
events. There are 10 respondents which are focused on employee development and training
program. Remaining 10 respondents are agreeing with all of the above motivational techniques
THEME 12: Ways of evaluating talent management process
Q12) What are the ways of evaluating talent management process in
H&M?
Frequency
a) Timely employee feedbacks 10
b) Use of 360 degree techniques 10
c) Assessment of employee performance level 10
d) Analysis of organisation overall performance 20
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Interpretation: According to 10 respondents that it is necessary for management to take the
employees feedbacks timely. According to 10 respondents that company should use the 360
degree techniques to evaluate the talent management. 10 respondents are agreeing with
assessment of employee’s performance level. There are remaining 20 respondents which said
that it is necessary to analyse the overall performance level of the company.
Qualitative questions
THEME 1: Importance of talent management
Q1) What is the importance of talent management within an organisation?
Respondent 1: Hiring the right talent is main significance of talent management.
Respondent 2: Importance of talent management is to enhance organisational performance.
Respondent 3: Sustain the talented employees is importance of the talent management.
THEME 2: Roles of HR in talent management
Q2) As per your perspective, what are the different roles of HR in talent management?
Respondent 1: According to this respondent that HR role is to provide training and development
to employees in talent management.
Respondent 2: The main role of HR in talent management is hiring the best talented employees.
Respondent 3: As per opinion of this respondents that HR manager focus on retain the
employees.
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THEME 3: Positive impact of talent management
Q3) What is the positive impact of talent management on performance of H&M company?
Respondent 1: As per the opinion, the positive impact of talent management on organisational
performance is improving the employee job satisfaction level.
Respondent 2: Positive impact of talent management on organisational performance is to sustain
the employees.
Respondent 3: Motivating the employees is helpful in enhancing the organisational
performance.
THEME 4: Benefits of providing monetary rewards
Q4) What are the benefits of providing monetary rewards to the staff members at
workplace?
Respondent 1: As per the opinion of respondent that enhance motivation is one of the main
benefits of providing the monetary rewards for employees.
Respondent 2: According to this respondent that better job satisfaction is one of the effective
benefit of monetary reward.
Respondent 3: The benefit of providing the monetary rewards to employees at workplace is to
Sustain employees for long period of time.
DISCUSSION
This part is related to secondary study in the context of a literature review. In this context,
the literature review is related to the research objectives and information was gathered from
secondary sources such as journals, academics, the internet and others.
Talent management and the role of human resource in context to organization.
From above analysis, it has been analysed that Organizations expect that by
implementing a talent management, they will be able to attract their most creative and
professional staff. Managers still have a major role and responsibility in recruiting process as
well as the continued growth and promotion of superior staff due to talent management. The
main role of human resource is to attract, develop and retain the staff members. Its main focus is
on motivate employees and enhance organisational performance. it aids in the improvement of
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overall business activities, talent management is helpful to both staff and organizations. The term
talent management" is related to a deliberate strategy taken by a corporation with the goal of
creating, recruiting, and retaining individuals with the right mind set and skills to help fulfil
current and potential organizational needs. On the other hand, HR managers are responsible for
inspiring, recruiting, engaging and improving their employees so they can give their all in order
to meet the company's goals. This would help the organization increase its profitability while still
establishing a brand image presence in the marketplace.
Contribution of talent management on the role of human resource.
This has been examined from literature review that main contribution of the talent
management on HR role is to attract the right talent and also provide them training to enhance
their skills. Company's creative and active staff is much useful because this aids in the proper
management of all tasks without any problems. As a result, talent management has a good
relationship with the role of human resources. In literature review studied creating productive
teams and Improving employee job satisfaction are the contribution of talent management on the
role of human resource. Effective talent management at work enables HR to form more cohesive
and profitable team that is always focused on performing assigned tasks in a timely and efficient
manner. Improving employee work satisfaction is a human resource function that aids a
company's pursuit of the competitive advantages. Talent management in workplace helps HR in
rising employee satisfaction with their jobs
Challenges faced by human resource of H&M due to improper management of talent at
workplace
In literature review, it has been analysed that attracting the top talent and Developing
engagement culture are the main Challenges faced by human resource of H&M due to improper
management of talent at workplace. This develops the negative impact on the employee’s
performance as well as organisational productivity. In an organisation, the workforce is
constantly evolving and implementing various updates and the business is still dealing with
talent management challenges in order to maintain workplace environments. This may have a
negative effect on HR as well as employee performance. Managing talent in the workplace is not
an easier task, since HR faces a number of challenges in doing so, many of which negatively
impact the company's overall results.
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Different strategies H&M can use to manage their top talent within the workstation.
There has been studied from literature review that Understand job description and provide
training and development opportunities are effective strategies H&M can use to manage their top
talent within the workstation. This is important for HR managers to successfully monitor their
employees so they put in best efforts to meet their goals within the time period given. This is
important for a company's manager to properly appreciate the workplace culture and
simultaneously motivating their employees to give efforts for accomplishing the set objectives in
significant way. This is important for a company's manager to identify all of job roles and
responsibilities which they would fulfil at work. Designing and implementing job description is
critical in this regard, as this requires a specific job role, overall responsibilities, required
qualifications, employment relationships and equipment used in the workplace along with
the salaries and benefits. All of this contributes to a higher level of productivity of an
organisation.
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RESEARCH OUTCOMES
Covered in PPT
CONCLUSION AND RECOMMENDATIONS
Conclusion
This has been concluded from mention information that Talent management is concerned
with anticipating the company's intellectual resource requirements and making plans to achieve
the goal. HR's primary function in talent acquisition is to attract best talent, develop them, and
keep them at the company for a longer period of time. The aim of this research is “To investigate
the different strategies of talent management for organizational success”. There have been
secondary sources used for doing literature review. The research methodology was carried out by
layering the research onion with areas such as research philosophy, research approach, research
strategy, data collection and sampling. A questionnaire was created in order to collect
information from the various respondents.
Recommendations
From the above mentioned information, it has been recommended that HR manager should
motivate employees by providing them training and development programs. It is essential to
develop the better job description strategy so that employees can be aware about their roles. It is
necessary to conduct the better on the job training method as it is beneficial in providing the
training to employees to enhance their skills so that they can work in a Better manner. There is a
need to HR to provide the monetary and non-monetary rewards to employees so that they can be
motivated and work effectively for enhancing the organisation performance.
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REFLECTION & RECOMMENDATION OF ALTERNATIVE RESEARCH
METHODOLOGY
Reflection
I am grateful for the opportunity to undertake the current investigation into the different
strategies of talent management for organizational success. Over the course of this investigation,
I formulated a basic aim and objectives for the subject matter. Ain of present investigation is “To
investigate about different strategies of talent management for organizational success”.
Secondary sources for an instance books, posts, internet sources and journals were used to
conduct literature review. In literature review, studied about the talent management and the role
of human resource in context to organization. There has been discussed about different
challenges faced by human resource of H&M due to improper management of talent at
workplace. In research methodology, I used research onion framework to organize various
layers, which included research philosophy, research approach, research strategy, research
choice, data collection and sampling. I used both qualitative and quantitative analysis methods. I
used primary data collection method, under which a questionnaire was created specifically for
the research subject. Main reason for using the questionnaire method is that it enables to gather
information in a shorter period of time. When it came to gathering information, I had some
difficulty in finding the appropriate source. I have not time to gather knowledge about the
specific area. To manage my time, I formulated time strategic plan and divided my tasks into
time periods.
Alternative research methodology
While positivism was chosen as the research philosophy, interpretivism could be used as
an alternative because it provides a more detailed view of the topic. While deductive approach
was used in present study and as alternative methodology, there can be inductive approach used.
The main reason behind using this research method is that it provides general to comprehensive
insight. There has been survey research strategy considered as it helps in collect the information
about specific subject area from chosen respondents. In order to collect the information from
primary method, there has been qualitative and quantitative questions developed. In the
quantitative questions, questionnaire has been developed by consisting the close ended questions
and the qualitative questions consists the open ended questions. As an alternative data collection
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method, secondary method could be considered because it is easy to collect the information from
existing sources for an instance journal, articles, scholars and some other sources.
22

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APPENDIX
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