Importance of Talent Management Strategies in Enhancing Employee Performance

In doing the research methodology, there has been research onion considered by including different layers for an instance research philosophy, research approaches, research choices, data collection methods, sampling and others. EXECUTIVE SUMMARY.2 INTRODUCTION .1 Background of Research .1 Rationale of Research.1 Research Aim.1 Research Objectives .2 Research Questions 2 LITERATURE REVIEW 3 Talent management in context to business .3 Different talent management strategies implemented by River Island to improvise the performance of employees

Unit 11– Research
Project

EXECUTIVE SUMMARY
The present investigation is related to the examine importance of the talent management
strategies in enhancing the employee performance. Talent management aimed at improving the
performance level of business. Literature review is main part of an investigation as this consists
secondary sources for attaining research objectives. In the literature review, there has been
studied about the various talent management strategies implemented by River Island to in order
to make improvement in performance level of staff members within an organisation. Various
complexities faced by River Island regarding managing the talent at workplace. In doing the
research methodology, there has been research onion considered by including different layers for
an instance research philosophy, research approaches, research strategies, research choices, data
collection methods, sampling and others. There has been considered the mixed methodology by
including quantitative and qualitative methodology. For collection of data, there has been
secondary and primary both methods are considered. The questionnaire has been developed for
collection of data in primary method and the secondary sources has been used for collect
information in literature review part.

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................1
Background of Research.........................................................................................................1
Rationale of Research.............................................................................................................1
Research Aim.........................................................................................................................1
Research Objectives...............................................................................................................2
Research Questions................................................................................................................2
LITERATURE REVIEW................................................................................................................3
Talent management in context to business.............................................................................3
Different talent management strategies implemented by River Island to improvise the
performance of employees a workplace.................................................................................3
Different issues faced by River Island regarding managing the talent at workplace.............4
Ways implemented through River Island to get over from talent management issues..........4
METHODOLOGY AND DATA COLLECTION...........................................................................6
Research Philosophy..............................................................................................................6
Research Approaches.............................................................................................................6
Research Strategies.................................................................................................................6
Research Choices....................................................................................................................7
Data collection........................................................................................................................7
Sampling.................................................................................................................................7
Time horizon..........................................................................................................................8
DATA ANALYSIS AND INTERPRETATIONS...........................................................................9
RESEARCH OUTCOMES............................................................................................................21
Covered in PPT.....................................................................................................................21
CONCLUSION & RECOMMENDATIONS................................................................................22
Conclusion............................................................................................................................22
Recommendations................................................................................................................22
REFLECTION & RECOMMENDATION OF ALTERNATIVE RESEARCH
METHODOLOGY........................................................................................................................24

Reflection.............................................................................................................................24
Alternative Research Methodology......................................................................................24
REFERENCES..............................................................................................................................25
APPENDIX 1.................................................................................................................................27
APPENDIX 2.................................................................................................................................29

TITLE: Talent management as a strategic priority.
INTRODUCTION
Background of Research
Talent management is characterized as a continuous process that involves hiring and
maintaining high-quality talent, improving expertise, and encouraging them on a regular basis to
enhance results. The goal of talent acquisition is to cultivate motivated employees who can stick
with a company for a long time. The talent management encompasses of responsibilities of HR
(Aghaei, Bahrololoum and Andam, 2020). The talent management comprises all work related
systems and processes that are concerned to sustaining and also developing superior workforce.
River Island is London headquarter high street fashion brand that operated in worldwide market.
This organisation was established in year 1948 through Bernard Lewis and brothers in London.
The main focus of this organisation is to provide the high quality and designer clothes to people
as per their requirements. In River Island company, HR focus on providing the business results
by the people. The River Island transform from traditional performance management approach
towards coaching style of the feedback and support.
Rationale of Research
Present investigation has been taken into consideration about significance of talent
management strategies in increasing employee performance. Talent management is used in the
business strategy and also implemented in the daily process by an organization. This cannot be
left solely to human resource function in order to attract the staff members but rather practised at
all level of company. The present investigation is mainly conducted in the personal and
professional context. In personal context, understanding of the learner regarding the talent
management and its related importance in detailed manner (Amankwah‐Amoah, 2020). On the
other hand, in professional context, learner can know about the issue faced by HR regarding the
talent management and its related ways to overcome from them effectively.
Research Aim
The aim of this research is “To examine the significance of talent management strategies
in increasing employee performance.” A study on River Island.

Research Objectives
 To enhance the understanding about the talent management in context to business.
 To study the different talent management strategies implemented by River Island to
improvise the performance of employees a workplace.
 To identify the different issues faced by River Island regarding managing the talent at
workplace.
 To access various ways implemented through River Island to get over from talent
management issues.
Research Questions
 What is talent management in context to business?
 What are the different talent management strategies implemented by River Island to
improvise the performance of employees a workplace?
 Which different issues are faced by River Island regarding managing the talent at
workplace?
 What are different ways implemented through River Island to get over from talent
management issues?

LITERATURE REVIEW
Talent management in context to business
On the basis of Gallardo-Gallardo, Thunnissen and Scullion (2020), Talent management
refers to the HR processes which is there in an organisation to attract, motivate, develop and
retain high-performance employee in an organisation. In relation to this, there are some of the
purpose of the talent management that is to identify, recruit and hold on the people who can help
the organisation to achieve the objective of the company. This is the one which have the
responsibility to retain the talented employee in the organisation and to motivate in such a
manner that they can perform well in the organisation. In this, there is need to manage the
talented employee of the organisation in such a manner that they can give their best to
organisation which can leads to high benefits (Anlesinya, Amponsah-Tawiah and Dartey-Baah,
2019). Talent management have definite role to play in the organisation that is to find out the
skill which is highly need for the organisation to achieve the organisational objectives. After
identify the need there is need to attract the right people who can play their role to fulfil the
required skill then it is needed to organise the learning and development of the employee in
relation to give their best in the organisation. In relation to retain the employee there is need to
take provide them health appraisal.
Different talent management strategies implemented by River Island to improvise the
performance of employees a workplace
According to viewpoint of Karim Ansari (2021), concept of the talent management is
regarding dedication of company for doing all they can attract, sustain and develop best staff
members at marketplace. There are various talent management strategies implemented by River
Island to improvise the performance of employees a workplace given below:
Understand power of the job description- It is one of the most necessary strategy that
comes in to be represent an organisation and define success of company. It is necessary that the
job description should be specific by consisting the job title, necessary skills, salary and benefits,
overall duties and work relationships (Bibi, 2019).
Provide the training and development opportunities- Training is related to developing
potential of staff members. River Island will most of the cases lose talented staff members if they
are bored or underused. Provide the training and development helps in enhance the skills and

core competencies of staff members so that they can perform in a better manner (Collings,
Mellahi and Cascio, 2019).
Different issues faced by River Island regarding managing the talent at workplace
On the basis of Jain, (2017) it has been analysed that there are different issues faced by the
manager in River Island company regarding the talent management. Arisen the talent
management issues develops negative impact on the employee performance as well as
productivity of company. Different talent management issues are mentioned below related to
managing talent within an organisation:
Unappealing the company culture- The younger staff member of company expects
various working environment than predecessors did (Gallardo-Gallardo, Thunnissen and
Scullion, 2020). Employees are looking for the jobs which provide the perks for an instance
open communication policy, meaningful job tasks, flexible scheduling and others.
Ineffective leadership- In an organization, good leadership is focused on talent
management. Managers and other senior staff members have played an important part in this,
both in terms of cultivating and retaining employees. Staff managers will not have the necessary
direction for cultivating creativity due to poor leadership (Gupta, 2019).
Employee turnover- The primary aim of talent acquisition is to grow workers from
beginning to end. It will assist employees in becoming challenged, valued, and happy with their
work. Without a good implementation of talent acquisition, a high employee turnover rate will be
experienced by the company (Hamad, 2019).
Ways implemented through River Island to get over from talent management issues
Tim Frank Anderson (2021), stated that talent management is effective in making the
organisation successful as it attracts and sustain staff members at workplace. There are different
ways given below which helps in manage the talent at workplace:
Prioritize the results- In this, each one in company has experience of being micromanaged
at some point of the time. Providing the autonomy and flexibility in work will make them to be
feel valued and improve the job satisfaction level. If the employees will be satisfied from the job,
then this will help in enhance organisational productivity (Deery and Jago, 2015).
Develop healthy working environment- Under this, there is a need to assure staff have
healthy and safe working environment for managing talent. Working to maintain such kind of

environment will help in retain talent and make them productive for company. Providing the
healthy environment will give the benefit to employees.
Effective leadership- To make the leadership effective within an organization, then there is
a need to hire the talented managers. Good leaders provide the right guidance to employees and
work with the managers to fit staff within an organization (Elegbe, 2016).

METHODOLOGY AND DATA COLLECTION
Research methodology is defined as the techniques or process that used to determine, choose
and examine the information regarding topic. It provides reader to evaluate on critical basis the
reliability as well as validity effectively. Research onion suggest mono method, multi method
and the mixed method as the possible choices in order to conducting an investigation. This
framework was developed by Saunders et. al., in year 2017 by considering different layers.
Research Philosophy
It is described as a collection of beliefs about the existence of truth that are being thoroughly
investigated. Both positivism and Interpretivism is regarded as positivist research throughout the
current inquiry. The reason to use the positivism philosophy is that it is related with the
deductive logical reasoning and provide the specific information regarding significance of the
talent managements strategies. On the other hand, reason to use interpretivism philosophy is that
it concentrated on manning that is based on situation and effective ways to interpret (King and
Vaiman, 2019).
Research Approaches
It is the second layer of the study onion, and it illustrates methods that an investigator
might use when doing some type of investigation. Inductive and deductive both types of the
research approaches have been considered. The reason to select the inductive approach is that it
is based on qualitative method and provides the detailed information. On the other hand,
deductive approach has been considered because it is related to the quantitative method and give
the facts concerned with significance of talent management strategies in increasing employee
performance in significant manner (Marinakou and Giousmpasoglou, 2019).
Research Strategies
A survey analysis technique was considered when conducting the new inquiry. The key
argument for using this analysis approach is that it allows for the collection of more data from a
larger range of respondents. Collecting the information from survey is cost saving and time
saving. The survey strategy is effective in providing the detailed information regarding the
significance of talent management strategies in increasing employee performance in significant
manner (Marinakou, 2019).

Research Choices
Both qualitative and quantitative assessment options have been considered. The
justification for using a quantitative method is that it offers accurate details and information on
the importance of talent acquisition techniques in maximizing employee results. Other than this,
there has been qualitative research choice considered because it provides the theoretical
information and detailed understanding about the talent management strategies (Mousa and
Ayoubi, 2019).
Data collection
Both primary and secondary methods have been considered. Since it offers new and fresh
knowledge about the value of talent acquisition techniques in optimizing employee productivity,
the primary approach was selected. There has been questionnaire developed as per the research
area such as significance of talent management strategies in increasing employee performance
(Redondo, Sparrow and Hernández-Lechuga, 2019). On the other hand, secondary method of
data collection has been considered because it provides the information from existing sources.
This method is time saving and cost saving. This method has been used to attain the research
objectives in literature review part by consisting the different secondary sources for an instance
books, articles, journals and internet sources.
Sampling
To choose the sample size for collect information, there has been 40 respondents chosen by
using the random sampling method. The selected respondents are employees of River Island
company as they are very much aware about the operations and activities of an organisation. The
main reason behind using this sampling method is that it helps in remove the biasness and
provide the equal chance to the chosen respondents effectively (Sivathanu and Pillai, 2019).

Time horizon

DATA ANALYSIS AND INTERPRETATIONS
Frequency Table
Q1) Do you know the River Island company? Frequency
a) Yes 18
b) No 10
c) Little bit 8
d) In better way 4
Q2) Are your employee of the River Island? Frequency
a) Yes 32
b) No 8
Q3) How much time you have spent in this company? Frequency
a) Newly joined 8
b) Less than 2 years 10
c) More than 2 years 7
d) More than 5 years 15
Q4) Is there need for the talent management in the River Island? Frequency
a) Yes 18
b) No 6
c) May be 12
d) Can’t say properly 4
Q5) Is there proper appreciation of talented employee in the
organisation?
Frequency
a) Yes 18
b) No 6
c) Sometimes 4
d) Every time 12
Q6) Out of 5 how much point you will give to the role of talent
management in this organisation?
Frequency
a) 5-4 17
b) 4-3 10

c) 3-2 8
d) 2-1 5
Q7) Is talent management able to play their role in better and effective
way?
Frequency
a) Yes 13
b) No 10
c) Sometimes 7
d) Every time 10
Q8) Does there is need for some change in the operation of talent
management?
Frequency
a) Yes 6
b) No 11
c) Some changes 13
d) Many changes 10
Q9) Does employee like the role of talent management in relation to get
development of their personal and professional life?
Frequency
a) Yes 17
b) No 12
c) Sometimes 8
d) Never 3
Q10) Does there is need for improvement in the talent management of
River Island?
Frequency
a) Yes 8
b) No 18
c) Little bit 10
d) Many more 4
THEME 1: Know the River Island company
Q1) Do you know the River Island company? Frequency
a) Yes 18

b) No 10
c) Little bit 8
d) In better way 4
Interpretation: From the given graph, it has been interpreted that there are 18 respondents
which said that they know about River Island in detailed manner. There are 10 respondents
which do not aware regarding the River Island organization. 8 respondents are little bit know
regarding the River Island organization. Remaining 4 respondents are agreeing and said that they
are very much known about the River Island and its working culture.
THEME 2: Employee of the River Island
Q2) Are your employee of the River Island? Frequency
a) Yes 32
b) No 8

Interpretation: On the basis of 32 respondents that they are the employee of River Island
company and they like the working culture of an organization. There are remaining 8
respondents which are not working in River Island organisation.
THEME 3: Time you have spent in this company
Q3) How much time you have spent in this company? Frequency
a) Newly joined 8
b) Less than 2 years 10
c) More than 2 years 7
d) More than 5 years 15

Interpretation: On the basis of 8 respondents that they are newly joined employees as they
joined the company recently and they are more focused towards understanding culture. 10
respondents said that they are working less than 2 years. 7 participants are agreeing to spent in
company more than 2 years. There are remaining 15 respondents and according to them they are
working more than 5 years in an organisation and they are comfortable in working in company
and much aware about the working environment.
THEME 4: Need for the talent management in the River Island
Q4) Is there need for the talent management in the River Island? Frequency
a) Yes 18
b) No 6
c) May be 12
d) Can’t say properly 4
Interpretation: On the basis of 18 respondents that in River Island company, there is need of the
talent management as it helps in hire the most talented and capable employees at workplace. 6
respondents are not agreeing as they said that company do not need of the talent management at
workplace. 12 participants said that may be company is need for talent management for attract
and sustain employees. There are remaining 4 respondents and according to them that they do
not have the specific response about the requirement of talent management.
THEME 5: Proper appreciation of talented employee in the organisation
Q5) Is there proper appreciation of talented employee in the Frequency

organisation?
a) Yes 18
b) No 6
c) Sometimes 4
d) Every time 12
Interpretation: It has been stated from the above mention graph that there are 18 respondents
which said that in River Island company, there is appreciation of the talented staff members. 6
respondents are not agreeing with this. There are 4 respondents and according to them company
sometime give the reward as well as appreciation regarding talented staff. 12 remaining
respondents said that every time company appreciate talented employees and motivate them to
work harder.
THEME 6: Point will give to the role of talent management in this organisation
Q6) Out of 5 how much point you will give to the role of talent
management in this organisation?
Frequency
a) 5-4 17
b) 4-3 10
c) 3-2 8
d) 2-1 5

Interpretation: On the basis of 17 respondents and they said that they give they give the 4
ratings out of 5 regarding the role of talent management in this organisation. 10 respondents are
agreeing to 3 ratings out of 5. 8 participants are agreeing with the 3.2 ratings. 5 remaining
respondents are agreeing with role of talent management in this organisation.
THEME 7: Talent management able to play their role in better and effective way
Q7) Is talent management able to play their role in better and effective
way?
Frequency
a) Yes 13
b) No 10
c) Sometimes 7
d) Every time 10

Interpretation: On the basis of 13 respondents that talent management able to play their role in
better and effective way. 10 respondents are not agreeing with statement as talent management
does not able to play their role in better and effective way. 7 respondents are sometimes able to
play their role in better and effective way. 10 remaining respondents are agreeing with every
time and said that talent management able to play their role in better and effective way.
THEME 8: Need for some change in the operation of talent management
Q8) Does there is need for some change in the operation of talent
management?
Frequency
a) Yes 6
b) No 11
c) Some changes 13
d) Many changes 10

Interpretation: On the basis of 6 respondents that there is requirement for some change in the
operation of talent management. There are 11 respondents which that there is no need to River
Island company. 13 respondents said that there are some changes in the operation of talent
management. 10 respondents are agreeing with company need many changes in operation of
talent management.
THEME 9: Employee like the role of talent management in relation to get development of
their personal and professional life
Q9) Does employee like the role of talent management in relation to get
development of their personal and professional life?
Frequency
a) Yes 17
b) No 12
c) Sometimes 8
d) Never 3

Interpretation: On the basis of 17 respondents that employee like the role of talent management
in relation to get development of their personal and professional life. 12 respondents are not
agreeing with role of talent management in relation to get development of their personal and
professional life. 8 respondents are sometimes agreeing with employee like the role of talent
management in relation to get development of their personal and professional life. Remaining 3
respondents are never agreeing that employee like the role of talent management in relation to
get development of their personal and professional life.
THEME 10: There is need for improvement in the talent management of River Island
Q10) Does there is need for improvement in the talent management of
River Island?
Frequency
a) Yes 8
b) No 18
c) Little bit 10
d) Many more 4

Interpretation: There are 8 respondents are agreeing that there is need for improvement in the
talent management of River Island. 18 respondents are not agreeing with the given statement.
There are 10 respondents which said that there is little bot improvement in talent management
within an organisation. There are remaining 4 respondents and according to them there is many
more requirement for improvement in the talent management of River Island.
DISCUSSION
This part of research project is based on the secondary method of data collection. It
analyses the literature review that is linked with the research objectives.
Talent management in context to business
It has been assumed from the above-mentioned material in the research study that talent
acquisition is linked to recruiting and retaining high-quality employees. The aim of talent
acquisition in an organization is to cultivate motivated workers who will remain with the
company for years. It is helpful in sustain the organisational performance through giving the
necessary strategies and knowledge for change and improvement purpose. It assists the company
to identify talented staff members to become potential future leaders.
Different talent management strategies implemented by River Island to improvise the
performance of employees a workplace
It has been discussed from literature review that talent management enable staff members
to see where they are mainly fit at workplace. It enables the employees to be participate in
overall direction of an organisation. At workplace, talent management strategies assure that

manager getting right people and allowing them to be flourish business effectively. There has
been studied about the different talent management strategies for an instance understand power
of the job description, assess the candidate cultural fit, provide the training and development
opportunities on continuous basis and give the recognition and rewards to staff members. These
all the strategies are related to talent management as they motivate staff members and make
improvement in their performance level within an organisation.
Different issues faced by River Island regarding managing the talent at workplace
There has been examined from literature review that company faced the many different
challenges regarding managing talent within an organisation. There are several issues can come
up such as managers which are not being invested in assisting staff members, motivated
employees and those employees which are not better fit for an organisation. Related to the talent
management, there has been discussed the different issues for an instance poor hiring strategies,
employee turnover, smart hiring strategies, experience with technology. These issues develop the
negative impact on the performance level of staff members and organisational productivity.
Various ways implemented through River Island to get over from talent management
issues
It has been analysed from literature review that company should find out the effective ways
to overcome from the issues related talent management. Managers oversee the teams face many
challenges concerned with the communication and productivity level. Knowing to recognise
issues and also address them to assist to enhance the ability and confidence of manager in order
to lead team. There has been studied about the different ways to get over from talent
management issues for an instance prioritize the results, develop healthy working environment
and Effective leadership. Overcome from the challenges are helpful in motivate the staff
members and enhance their performance level in an effective manner.

RESEARCH OUTCOMES
Covered in PPT
21

CONCLUSION & RECOMMENDATIONS
Conclusion
It has been concluded from the above mention information that talent management is effective
for the organisation to attract and sustain the staff members at workplace. It is helpful in
motivating staff in order to make improvement in their performance level. There has been
literature review conducted by consisting the secondary sources for attaining the research
objectives. There has been studied about the talent management in context to organisation.
Having the talent management provides company an effective opportunity to attract the skilled
and talented staff members. There has been discussed about the various strategies of talent
management that company can be used to make improvement in performance level of staff
members within an organisation. Poor hiring strategies, employee turnover, smart hiring
strategies, experience with technology are some of the various issues faced by River Island
regarding managing the talent at workplace has been studied in detailed manner. In research
methodology, there has been mixed method used by considering the quantitative and qualitative
methods. Primary and secondary data collection techniques have also been used for data
collection. In the preferred reference, a survey was prepared, and secondary data sources such as
academics, news sites, magazines, and others were considered for achieving study objective in
the review of the literature.
Recommendations
On the basis of aforementioned dynamics and discussions, it can be recommended that in
order to further enhance the reliability of results, an accumulation of more talent management
strategies should be taken into consideration. Talent management establishes an out lierne for
maintaining operational contingency. It enhances workforce retention and helps an organization
in subduing threats associated with high employee turnover rate. Talent management initiates the
retention of expertise within workforce. In addition to that, it also helps an organization in
enhancing coordination within their workers. This approach also helps in developing
constructive strategies to enhance workforce involvement by identifying their key motivating
factor. Every worker in an organization is motivated by a different element, while for some it
might be non-monitory benefits such as recognition or it might be monitory such as bonuses or
increment. Talent management approaches assist in using these factors to help employees reach
22

their fullest level of potential and further help them in achieving organizational goals. All of
these factors synchronises together and makes talent management one of the most efficient tool
at an organization’s disposal to manage the best compatible workforce within the organization,
which helps them in long run.
23

REFLECTION & RECOMMENDATION OF ALTERNATIVE RESEARCH
METHODOLOGY
Reflection
From the analysis of this study I have been seen that, my knowledge and skills regarding
the implementation of research methodology has enhanced which helps execution of the entire
project in appropriate manner. Therefore, I have been seen that, in this analysis both qualitative
and quantitative aspects are considered as the mixed approach is effective in accumulation of
both theoretical and numerical information to reaching at the specific findings. In addition to
this, interpretivism and positivism both approaches have been implementing as they are effective
in providing evaluation over analysing the perception and belief of people. Deductive research
approach has been implementing as it is effective in providing descriptive evaluation via
developing theories, models and concepts related to the aspect of employee development
practices. With the support of this study, I have been analysing that, here both primary and
secondary sources are data collections are implementing by me as these two provide significant
support to gather specific information. As primary research has been executing via the support of
bot questionnaire as it provides in-depth evaluation that helps in reaching at the significant
finding. On the contrary side, secondary sources like books, journals, articles related to the
aspect of employee development practices are imperative in conducting literature review to
support the theoretical frame work.
Alternative Research Methodology
In this present investigation, questionnaire has been considered as the effective
methodology because it provides the opinion and viewpoint of the different authors regarding
significance of the talent management strategies in detailed manner. The main reason behind
considering this method is that it is economical in nature and collect the information from large
number of chosen participants. Other than this, there has been questionnaire considered as the
alternative methodology because it is helpful in explore the opinions of respondents and collect
the in- depth information regarding specific subject area.
24

REFERENCES
Books & Journals
Aghaei, A. A., Bahrololoum, H. and Andam, R., 2020. Designing and Explaining the Talent
Management Process Model of Physical Education Teachers. Sport Management
Studies. 12(59). pp.177-206.
Amankwah‐Amoah, J., 2020. Talent management and global competition for top talent: A co‐
opetition‐based perspective. Thunderbird International Business Review. 62(4). pp.343-
352.
Anlesinya, A., Amponsah-Tawiah, K. and Dartey-Baah, K., 2019. Talent management research
in Africa: towards multilevel model and research agenda. African Journal of Economic
and Management Studies.
Bibi, M., 2019. Impact of talent management practices on employee performance: an empirical
study among healthcare employees. SEISENSE Journal of Management. 2(1). pp.22-32.
Collings, D. G., Mellahi, K. and Cascio, W. F., 2019. Global talent management and
performance in multinational enterprises: A multilevel perspective. Journal of
management. 45(2). pp.540-566.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: Context
matters.
Gupta, V., 2019. Talent management dimensions and their relationship with retention of
Generation-Y employees in the hospitality industry. International Journal of
Contemporary Hospitality Management.
Hamad, Z., 2019. Talent management as a facilitator of organizational intelligence. Management
Science Letters. 9(6). pp.809-822.
King, K. A. and Vaiman, V., 2019. Enabling effective talent management through a
macrocontingent approach.
Marinakou, E. and Giousmpasoglou, C., 2019. Talent management and retention strategies in
luxury hotels: evidence from four countries. International Journal of Contemporary
Hospitality Management.
Marinakou, E., 2019. Talent management and retention in events companies: Evidence from four
countries. Event Management. 23(4-5). pp.511-526.
Mousa, M. and Ayoubi, R. M., 2019. Inclusive/exclusive talent management, responsible
leadership and organizational downsizing. Journal of Management Development.
Redondo, R., Sparrow, P. and Hernández-Lechuga, G., 2019. The effect of protean careers on
talent retention: examining the relationship between protean career orientation,
organizational commitment, job satisfaction and intention to quit for talented
workers. The International Journal of Human Resource Management, pp.1-24.
Sivathanu, B. and Pillai, R., 2019. Technology and talent analytics for talent management–a
game changer for organizational performance. International Journal of Organizational
Analysis.
Online
Anderson, T.F., 2021. 7 Ways to Improve Talent Management. [Online] Available through:
<https://solutionsreview.com/talent-management/2019/07/11/7-ways-to-improve-talent-
management/>.
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BIGGEST TALENT MANAGEMENT CHALLENGES FOR HR. 2017. [Online]. Available
through: <https://www.randstad.com/workforce-insights/talent-management/5-biggest-
talent-management-challenges-hr-2017>.
Valamis. 2021. What Is Talent Management? Model, Strategy, Process. [Online] Available
through: <https://www.valamis.com/hub/talent-management>.
26

APPENDIX 1
QUESTIONNAIRE
Q1) Do you know the River Island company?
a) Yes
b) No
c) Little bit
d) In better way
Q2) Are your employee of the River Island?
a) Yes
b) No
Q3) How much time you have spent in this company?
a) Newly joined
b) Less than 2 years
c) More than 2 years
d) More than 5 years
Q4) Is there need for the talent management in the River Island?
a) Yes
b) No
c) May be
d) Can’t say properly
Q5) Is there proper appreciation of talented employee in the organisation?
a) Yes
b) No
c) Sometimes
d) Every time
Q6) Out of 5 how much point you will give to the role of talent management in this
organisation?
a) 5-4
b) 4-3
c) 3-2
27

d) 2-1
Q7) Is talent management able to play their role in better and effective way?
a) Yes
b) No
c) Sometimes
d) Every time
Q8) Does there is need for some change in the operation of talent management?
a) Yes
b) No
c) Some changes
d) Many changes
Q9) Does employee like the role of talent management in relation to get development of
their personal and professional life?
a) Yes
b) No
c) Sometimes
d) Never
Q10) Does there is need for improvement in the talent management of River Island?
a) Yes
b) No
c) Little bit
d) Many more
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APPENDIX 2
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30

31

32

33

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