The Impact of Talent Management on the Role of HR
Added on 2022-12-29
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Unit 11– Research
Project
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
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
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
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
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
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
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
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