Importance of Talent Management Strategies in Enhancing Organisational Growth

Research Proposal Form
Student Name: ______________________ Student ID: ____________
Centre Name: _____________________
Tutor: ________________ Date: ___________________
Unit: ____________________
Proposed Title: ______________________________________________
Section One: Title, objective, responsibilities
Title or working title of the research project (in the form of a question, objective or hypothesis)
“To examine significance of distinct talent management strategies within enhancement of organisational
growth”. A study on Morrison’s London UK.
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 inspect concept of talent management in organisational context
 To examine challenges faced by organisation due to the ineffective talent management
 To determine distinct talent management strategies used via Morrison’s for retention of talent within
working premises
 To identify benefits Morrison’s can attain from management of talent within the organisation
 To identify the role of talent management strategies in enhancement of organisational growth
Research questions
 What is concept of talent management in organisational context?
 What challenges are faced by organisation due to the ineffective talent management?
 What are distinct talent management strategies used via Morrison’s for retention of talent within
working premises
 What benefits Morrison’s can attain from management of talent within the organisation?
 What is the role of talent management strategies in enhancement of organisational growth?
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 topic selected for conducting research is importance of talent management strategies in enhancing the

growth of organisation. The primary reason for selecting this topic for research is as it helps in
accomplishment of dual perspective which is personal and professional. In context of personal it helps in
outlining the activities which provides effective results that is development of talent in individuals. Moreover,
another personal benefit I would get by conducting this research in identifying the impact of talent
management activities on operations of HR department with the motive to make use of various characteristics
of HR functions for both personal and professional growth. In respect of professional perspective, it will help
in providing easy access of HR jobs in different organisations where activities of HR are handled in effective
and efficient manner. Furthermore, it will help in development of sound professional career where I would
able to work on my personality and able to solve employees issues in effective manner.
Section Three: Literature sources searched
Use of key literature sources to support your research question, objective or hypothesis:
Strategic priority of talent management as concept
According to Ready, Hill, and Thomas (2014), Talent management is the process which is related with human
resources of an organization. It is important to state here that this process has become a priority for
management in today’s competitive environment. Game-changing leaders not only excel at articulating the
vital importance of talent management but also are heavily engaged in their companies’ actual practices. They
demand that their line leaders be accountable for spotting, developing, and retaining the next generation of
leaders. Committed leader and HR managers will focus on this process as it acts a magnet for success in
business venture. They are continuously formulating policies which are under-review and ensure that
organization is responding strongly to dynamic external environment.
Concept of talent management in the organizational context
As per Scullion, H. and Mullholland, M (2020), talent management is regarded as strategic along with
methodological procedure for having relevant talent within the organisation as this will aid them within
attainment of growth. For carrying out talent management, organisation have to carry out different aspects like
rendering training to the employees, formulation of clear as well as adequate goals, hiring talented employees
and various others (Scullion, H. and Mullholland, M., 2020). Along with this, for carrying out proper as well
as effectual talent management, organisation must conduct precise analysis and accordingly formulate
efficacious strategies. Furthermore, execution of efficacious talent management activities will aid firm within
carrying out their activities in proper manner that will lead to achieve organisational goals in successful
manner. Talent comprises of individuals that leads to make difference within the performance either via an
immediate contribution or within the longer time frame for demonstration of higher levels of the potential. In
addition to this, it is systematic attraction, determination, developing, engaging, retaining along with deploying
individuals that possess significant value for the organisation. This will furnish them with higher potential with
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reference to the fulfilment of operations of the business.
Talent management is strategic process for having relevant talent on the board that will aid within growing
optimised capabilities by ensuring capabilities. This process involves identification of talent gaps, vacating
positions along with sourcing and on boarding relevant candidates, develops needed skills and growing them
by emphasising on training with future. This term comprises of string of entities along with sub-processes that
must work within unison for ensuring success of the firm. For an instance Morrison’s can examine adequate
talent gaps for presenting along with future by identification of relevant talent pools as well as best-fit
candidate by optimisation of the strengths that will lead to grow touch points that are important.
Challenges faced by organisation due to the ineffective talent management
According to Maqueira, Bruque and Uhrin, (2019), adequate talent management system not only comprises of
having adequate person at right instance of time. This involves simplification of hiring processes along with
streamlining business functionalities. If appropriate person is not hired for carrying out job, then this will lead
organisation to suffer various losses. But by having relevant talent firm can attain significant benefits that will
lead to generation of significant profits (6 CHALLENGES OF TALENT MANAGEMENT. 2020). But when
adequate strategies will not be used then performance levels will also be impacted. The different challenges
associated with this are illustrated below:
 Encouragement of passion: Talented individuals must work on the organisation within the
environment that will suit within their attitudes, expectations and values. The attitudes that are being
possessed by average employee will not attract real talent. The individuals who are experienced and
talented might not be satisfied with what is being offered to them.
 Embracing new interests: The altering needs, behaviour along with nature will drive younger
recruiters that are digital natives. They are accountable for interacting with world via technology in the
initial instinct. The talent those are under 30 are referred to talent pool that is out within the market for
working in the organisation. They anticipate be valuing as well as developing out for having interest
with satisfaction along with challenging activities.
 Offering impressive salaries: The organisation need to make sure that they pay on the basis of
liabilities that are being rendered by individuals. This can be best within the industry. The organisation
will not be able to sell their firm when they will not pay to the employees as per the anticipations or the
capabilities that are being possessed by them.
Talent management strategies used via Morrison’s for retention of talent within working premises
According to Glaister (2018), talent management deals with attracting, retaining as well as development of
best candidates and employees within the market. The different strategies that can be utilised by Morrison’s
are specified beneath:
Government standards: It is important to make sure that organisation comply with benchmarks that been
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formulated by regulatory bodies or the national laws. This is critical for organisation that they consider certain
standards like working hours have been specified by the regulatory bodies and in case if that time frame is
crossed then the respective firm have to make payments accordingly. This means that this standard will have
affirmative impact on the way in which services are being delivered by the Morrison’s in the marketplace.
Appreciation: This is the way through which employees of the organisation can be inspired to give their best
while delivering their liabilities within the marketplace. This involves giving rewards either monetary or non-
monetary as per their performance. This will lead to creation of affirmative impact on the ways in which they
work. Morrison’s can have enhanced results in terms of productivity along with profitability. In addition to
this, firm can attain significant results within the given frame of time. In fact by involving people within the
process of decision making there will be overall development of the firm as this will lead them to have
innovative results.
Benefits Morrison’s can attain from management of talent within the organisation
According to Crane and Hartwell, (2019), talent management is crucial activity that will assist within
sustainable development with reference to the future perspectives of the organisation. Through the usage of
appropriate strategies, Morrison’s will be able to retain the employees for longer duration of time. For this
training has to be delivered so that their knowledge levels will also enhanced and this will lead firm to have
relevant levels of productivity (Crane, B. and Hartwell, C.J., 2019). When employees will be satisfied with
organisation and then they will give their best. The benefits that can be attained via talent management
strategies are specified beneath:
 Improvised hiring techniques: When educated, engaged and better employees are hired then it will
make them productive as well as lead them to attain better outcomes. There is different software that
can be utilised by Morrison’s that will aid them within enhancing activities associated with sourcing
along with recruitment. It is liable for streamlining hiring processes that will render individual with
adequate time to emphasise on candidates rather than keeping track associated with information.
 Development of employees: When top talent will be there within the organisation then it will become
easy for them to deliver their liabilities in an appropriate manner. Through this, they can have a
competitive edge in the marketplace. This will enable employees within development of skills as well
as basic training will also be delivered for the same. Having a talent management system in place to
capture all of this data allow you to easily analyse, monitor and report on which employees need more
developing.
Role of talent management strategies in enhancement of organisational growth
According to McLaughlin (2016), human capital is an important asset to the organisation. Talent management
plays a crucial role for achieving organisational objectives. Highly skilled and talented workforce helps to
achieve future growth and sustainability. In the context of Morrison’s, human resource recruits the candidates
who are highly skilled as per the job requirement. Highly skilled and efficient workforce implies the efficiency
of achieving organisational objectives. Human resource renders training and development to the employees for
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