Talent Management in Organizations

This report explores the process of talent management in organizations, focusing on a research report on Trafalgar, a travel and tourism company. It discusses the objectives, benefits, and issues of talent management, as well as strategies for its effective implementation.

Research Project

EXECUTIVE SUMMARY
The present report is based on the overall process of talent management in organisations.
Today, in the complex scenario t his has been regarded as most difficult task for organisations to
manage their employees. In the present report there has been some objectives which have been
developed and to be achieved in the coming time period as decide by the researcher. Such
objectives are laid down in the initiation of the report and to be achieved so that appropriate
outcomes can be developed.

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
LITERATURE REVIEW................................................................................................................6
RESEARCH METHODOLOGY...................................................................................................10
Results, Findings & Discussion on Research findings .................................................................17
RECOMMENDATIONS...............................................................................................................29
REFLECTION...............................................................................................................................30
CONCLUSION..............................................................................................................................31
REFERENCE.................................................................................................................................32
APPENDIX I................................................................................................................................33

INTRODUCTION
Talent management is related with process of human resource which is related with hoe
to develop, retain and motivate employees performance. This is a systematic process which is
having a relation with hiring of suitable person according to a job position and then retaining
them for long time period. This is a process which consist of various steps which has to be
managed in a organisation. Which is started with planning and then neds with transiting of
employees (Davis, 2016). There are many different functions which are associated with this
function such as maintenance of individual identity, recognition & rewarding old employees,
providing them with opportunities and designing their respective roles in a organisation. This is a
process which has many benefits such as accomplishment of vision, reattainment of fine talent,
strengthening human resources structure of a company and then having a competitive advantage
over their competitors. This report is based one of biggest travel and tourism companies of UK ,
which is Trafalgar. This is a Company which is having its presence since 70 years. This is initial
report which is based on several aims & research objectives which is having a connection with
how talent is being managed in a organisation functioning in tourism and travel sector. This
report consists of management plan, work break down structure, Gantt chart and further analysis
is made of the collected information do that appropriate outcomes can be drawn (Elegbe, 2016).
This is very helpful in achievement of objectives which have been laid down by the researcher.
Background of Research:
Present research is based on talent management which is a very popular issue prevailing
nowadays in which there is explanation of a process which organisation are using for purpose of
development of talent in the organisation. This is related with overall positive impact on
effective management of human resource. Management of human resource is a major issue
which organisation have to deal with nowadays. Talent management is a concept which helps in
addressing this issue. The present report is based on Trafalgar which is a very popular brand in
travel and tourism industry. This research will help this organisation in successful
implementation of practises related with talent management in their organisation. There have
been many issues which are affecting this process such as difficulties in recruitment, rising cot of
hiring employees and changing attitude of employees. All this has lead to difficulties in hiring of
competent employees and successful management of their talent in organisation. This research

will help in is very helpful in ensuring effectiveness in overall process of talent management in
the organisation.
Overview of Research:
Present research work is on the investigation which has to be done of various strategies
which are being adopted by a organisation in concern with the process of talent management.
This report is based on research which is being conducted on data collected based on primary
method so that first hand information can be collected and that can be analysed so that effective
strategies can be formed further for effective management of this process. Various methods of
research are being discussed which can help in smooth functioning of research and is also very
helpful in attainment of objectives laid down in this research work. With successful completion
of this research work researcher will be able to develop various outcomes such as a clear
understanding of concept of talent management will be developed. Various issues and benefits
related with talent management will be addressed and which will help in formation of strategies
related to effective process of talent management in a organisation.
Research aim: “To make a investigation on various strategies which are related with talent
management process at a workplace” A research report on Trafalgar
Research Objectives:
 To develop a understanding of basic concept of talent management in service industry.
 To analyse issues & benefits associated with Effective talent management for a
organisation
 To find strategies related with implementation of Talent management at workplace.

Research Questions:
 what is basic concept of talent management in service industry?
 What are various benefits & issues related with Effective talent management for a
organisation?
 Evaluate strategies which are supporting and are related with implementation of Talent
management at workplace?
Rationale of research
Major aim behind this research topic is to develop a understanding of various aspects &
issues which are related with overall process of talent management on organisation. There are
many Company which are functioning in travel & tourism industry and it becomes very
necessary for every organisation that they must be able top manage overall talent which is
available with them so that they can retain their competent workforce for a longer duration of
time and this helps them in having optimum utilisation of resources (Furusawa and Brewster,
2015). There are many aspects which are related with how talent is being managed in
organisation and that has to be understood with a in depth analysis which can help in drawing of
required outcomes.
LITERATURE REVIEW
Concept of Talent management
According to (Kim, 2014) Talent management is related with process of identifying traits,
skills and talent of individuals which is related with how organist are able to manage their
workforce with regards to requirements of organisation. In present scenario, organisation are
operating in changing and complex environment of business which is very unpredictable. In this
era of growing economy it becomes very necessary that organisations must have a qualitative
workforce which can play a very necessary part in having a competitive edge in organisation.
This concept is related with strategic thinking and leadership traits of employees working in a
organisation. It is very necessary for every organisation that their working staff posses a
performance oriented approach which is related with various traits such as having emotional
intelligence, high tolerance capacity, ability of persuasion, team work and high technical skills .
All these can together help in making it more feasible for organisation to manage talent
of their employees. This process basically is all about ensuring that organisation is able to attract
talented employees who can be attracted, motivated and retained in organisation. In this

organisation has to create condition which can help in developing potential of employees which
can help in smooth functioning of company's operations. This is also related with
implementation of various activities which are a part of human resource management and are
applied to advanced techniques and methods. Talent acquisition phase is most important part of
overall process of talent management in every organisation as this is related with accessing to
talented employees and then creation of a image which can help ion overall development of
personnel in the organisation. This is a process which will help in effective management of talent
in the organisation and will also assist in reattainment of employees who are topmost talented
and also skilled employees. There will be a workforce of potential employees then this will help
in attainment of competitive advantage as compared to other similar competitors in the industry.
For instance in Trafalgar human resource department has responsibility of managing the
human resource in the organisation (Taylor, 2018). They focus on having a effective
management of talent in their organisation which can help them in maintenance of overall brand
image in the external environment and in comparison with their competitors.
Various benefits & issues related with Effective talent management for a organisation
According to view points of (Karatop, Kubat and Uygun, 2015) there are many different
issues which raise while a organisation is managing talent of its employees. This is related with
higher compensation demands by employees of organisation. Many times employees are in high
pressure which is related with working up to their full potential and competence. This function is
also related with how effectively organisation is having leadership qualities which can help their
organisation in managing overall process of talent management. Apart from issues there are also
some benefits which is associated with effective talent management in a organisation this is with
positive outcomes in terms of achievement of organisational objective within specified tome
frame and in required manner. Employees productivity is increased and there is reduction of
employees turnover. This has a benefit for organisation in long term as there is human resource
which is amongst the most crucial resources for any organisation and effective process of talent
management helps in retaining and managing this resource in appropriate manner. This is a
process which is concerned with development of a sense amongst employees that they have the
opportunity to develop in a professional manner. There is always a necessity that there is
development of personal & professional skills which act as a major motivator for employees so

that they are able to retain employees for a longer period of time. These are some of benefits of
the process of talent management but this issues is related with some disadvantage also as
sometimes employees may not be satisfied with the way organisation are implementing practises
related to talent management, in such situations this dissatisfaction is reflected in their
performance at workplace. Such type of issues which arise in course of implementation of
practises related with talent management in the organisation have to be resolved as quickly as
they arise so that there is no negative impact on overall productivity of employees.
For instance in Trafalgar, concerned authorities are willing to make adequate efforts so
that they are able to maximize benefits from effective talent management process and at same
time minimize the negative effects of this process of talent management. They are truing to
maintain a balance between individuals competence and assigned job responsibilities. This is a
very effective tool which helps in usage of human resource in optimum manner (Collings,
Mellahi, and Cascio, 2017). Job satisfaction is also a important aspect which helps in motivating
employees in increasing performance level and further retention of employees having high-
caliber in organisation. This is very helpful in reducing high cost of turnover of employees and
planning of other important functions in the organisation. There is also a requirement that these
benefits will lead to gaining of a competitive advantage for a longer period of time.
Strategies which are supporting and are related with implementation of Talent management at
workplace
Accordance with the thoughts of (Kaur, 2015) human resource management is associate
with talent management and basic functions such as acquiring, recruiting, selecting and then
retaining of talented employees in their organisation. There are many approaches which have to
be adopted by organisation so that there is a best plan of talent management which is being
followed in the organisation. There are many strategies which can be followed such as
understanding the importance of job descriptions for a prospective employee. Assessment of
candidates cultural fit, as company's culture is very important as it helps a employee in adjusting
according to their expertise and level of experience they posses. There is another approach which
can be used such as providing a opportunities of training & development to their potential
employees so that their productivity can be raised. There is also a need for alignment of overall
strategies of talent management with the goal of organisation. This is helpful in having a clear
understanding of present and future strategies of business. The overall quality & quality of talent

which a organisation requires must always be driven by overall goals of organisation and also
according to strategies of organisation (Deery and Jago, 2015). Another effective strategy which
can be adopted by organisation is related with efforts made by senior management of
organisation which is listening to employees and understanding their opinions rewarding what
practises company can adopt to increase satisfaction level of overall workforce. Keeping the
organisational culture at the forefront this will help in maintenance of present culture and then
making needed changes. There must be adequate amount of investment which must be made in
internal hiring process as this is the initial stage from where the process of talent management
actually gets started. So, there is a requirement of effective process of recruitment and selection
in the organisation. There is need for fine description of Job descriptions and keeping culture at
the main stream. All those will be further helpful in outperforming of overall business in every
organisation.
For instance in Trafalgar, major part of the process of talent management is related with
having clear job descriptions so that employees are aware of their abilities, skills and experience
which is required for effectively performing their job duties & responsibilities. This is a travel
company which also believe in having a continuous planning system which can help in having a
management process which is related with how various strategies have to be adopted for future
growth of company (Sparrow, Hird and Cooper, 2015). They always make sure that they are
considering many different aspects if employees such as their overall potential, aspirations for
career, future potential for development, willingness to work for organisations productivity and
further having a qualified workforce. This is core strategy for human resource department of this
organisation. Which is extremely helpful for them in retaining the type of employees which are
required in their organisation. This will help them in achievement of a competitive advantage
with comparison to other competitors present in external environment. Connection has been
established by them between individuals goals and team goals this leads to having a clarity and
there are no chances of any kind of conflicts which can affect the level of contribution of a
particular individual in their organisation.

RESEARCH METHODOLOGY
Research Onion
This is commonly known as Saunders Research onion which is used for understanding of
various stages used for development of overall research work for a investigation. There are
various layers which are part of this research onion which is part of research methodology.
Various layers of Research onion is discussed below:
Research philosophy: Research philosophy refers to a set of beliefs which is related with the
reality which is invested in a business. This is defining nature of knowledge and basic concepts
on which a particular research is based (Luna–Arocas and Morley, 2015). Every research has a
particular topic on which it is based and has a series of objectives which have been formed by the
research to be attained at the end of research. Research philosophies are different in every
Illustration 1: Research onion

organisation and they vary with every goal of the research work. The best way is generally used
for achievement of goals in a organisation. Research philosophy can be defined as a knowledge
type which is invested in a research project. There are three major philosophies which are part of
every research process:
 Ontology: this is a set of reality which is used in conducting of research. This is used for
defining the relational impact which is there in surroundings and society. This is also
used for understanding difference between reality and how reality is being perceived.
 Epistemology: this is used in case of scientific research as it is helpful in finding that
information which can be proved without any doubt. This is used for defining of
acceptable knowledge related with research field and then providing information on
results after there has been continuous testing.
 Axiology: This is helpful in learning how much valuable is impact on collection “&
analysis of the research. This is helpful in understanding of overall impact of opinion of
people which is there on a particular research.
In present research work Ontology as method is used for conducting the research in a more
effective manner.
Research Approach: This is related to basically two approaches which are present in the second
layer of Research onion:
 Deductive Approach: This approach is used as a hypothesis for a exiting theory which is
used for formulation of research approach to test the whole research work. This is used as
a approach which goes from general to particular. This is a general theory and its
knowledge is based on specific knowledge which is gained from the overall process of
research. In present research work this is used as questionnaire is used by researcher for
collection of information development of understanding of a observation.
 Inductive Approach: This approach is used for creation of a theory in this there is
movement from specific to general (Mathew, 2015). This is mostly used in cased for
qualitative research. Basically interviews are used for conducting research by usage of a
specific phenomena and then further data is examined so that positive methodologies can
be developed. In this data is firstly analysed and then significant patterns are used in
generation of effective results.

Research Strategies: This is a strategy which describes how a researcher has to carry on the
research work this is used as a experimental research.
 Experimental: This is a research which is used as a strategy for creation of a process
which is examining the overall results of experiment. This is used in all areas of research
and considers only some of factors.
 Survey: This is a strategy which is liked with deductive approach. This is one of very
economical strategy which is used for collecting reliable form of data. Surveys are used
as a source of quantitative information in a research. This permits collecting large set of
data to answer each research question.
 Case study: This is a strategy which is having focus on one or more area. This offers
insights in specific nature and is used for establishment of overall importance of culture
with regards to different cases (Sheehan and Anderson, 2015). This is mostly used in
cases of financial research for making effective comparisons.
 Action research: This is commonly used for finding solutions related to a certain
problem. Researchers used this method of research for finding solutions which can be
used for formation of a professional approach and also further understanding.
In present research there is selection of Experimental form of research strategy by the researcher.
Research Choice: This is fourth layer in a research onion and this is concerned with research
choice.
 Mono Method: This is a method which is used for gathering information which can be
quantitative or qualitative or combination of both.
 Mixed method: This method permits to combine both qualitative and quantitative
methodology so that there is creation of precise set of data. This is a mixed method which
is used for creation of a single set of data.
 Multi method: This method is similar to mixed method as in this there is again a
combination of both quantitative and qualitative form of data (Story, Castanheira, and
Hartig, 2016). But there is a difference between these two methods as mixed method
combines methodology for establishment of particular data set while multi method does
not uses this combination.
In present research there is selection of Mono method as only one method that is
quantitative form of method has been selected by the researcher for collection of information.

Time horizon: The time horizon is used for description of required time for completion of a
particular research. There are basically to layers in this aspect of research onion:
 Cross sectional: This is related with the time horizon which is already established in
which data has to be collected (Vaiman and Collings, , 2015). This is basically used
when investigation has to be conducted with respect to a particular phenomenon within a
specified time period.
 Longitudinal: This is a approach which is used for collection of data with a extended
period of time and is a very important factor in a research which is used for examination
of change in a particular period of time.
In present research work there is a requirement of time period of around 51 days which
will be required by the researcher in attainment of objective said down in the initiation of the
research.
Primary Research
This is a research which is related with n depth study of various facts which are collected
by a researcher and then this is first hand and primary data (McCracken, Currie and Harrison,
2016). This is usually collected with help of various mediums such as questionnaire interviews,
observations etc. this is a medium which helps in collection of data from variety of business and
academic sources.
Secondary sources
This is a method of collecting information from already established sources which have
been collected already. Such type of data can be collected with help of public libraries, books,
journals, official documents, online sources etc. such type of data is less reliable as this does not
cost of first hand information but is used in certain cases where it is not possible to collect data
by the researcher.
In present research researcher has used method of data collection in which questionnaire
is used as a medium of collecting information (Latukha, 2015). Total number of respondents are
25. on other hand secondary data collection method is also used in which various articles &
online available sources are used for the purpose of collecting information by researcher.

Quantitative Research
This is a method in which numerical data is collected and in this population size is large.
Various methods which help in collecting quantitative form of data includes correlation research,
online surveys, sampling methods etc. this is also helpful for investigator in gathering of
information which investigator will further analyse by usage of various mathematical operation
and functions (Tafti, Mahmoudsalehi,and Amiri, , 2017).
Qualitative Research
This is type of method which is related with non numerical form of data which is helpful
in increasing understanding of opinion of employee. Collection of data which is related with a
particular situation. Various mediums through which such type of data can be collected includes
observation group discussion (Kontoghiorghes, 2016). Questions asked are mostly open ended
and is in for of a semi structure. This type of data is also very helpful in noticing down opinion
and views of various respondents.
In present research there is usage of quantitative method for gathering of information.
Questionnaire
This consist of set of questions which are formed by a researcher and helps in gathering
maximum information from various respondents. In present research there are 25 respondents
which have been selected by researcher. Respondents in this investigation are selected by
researcher from target population by taking out of sample. These are questions which are related
with the study which has to be conducted by investigator according to laid down objectives
which have been decide in the starting of the research project.
Questionnaire
Q1) Do you have knowledge about the concept of talent
management in your organisation?
Frequency
a) Yes 20
b) No 5

Q2) Do you believe in having practices associated with talent
management brings positivity in a to business enterprises?
Frequency
a) Agree 15
b) Disagree 10
Q3) Does implementation of talent management will help in
attainment of their overall business objectives?
Frequency
a) Yes 22
b) No 3
Q4) According to your perception, what can be main benefits of
talent management for Trafalgar which can be helpful for if they
are implementing them in their organisation?
Frequency
a) Better environment of workplace 10
b) Quick achievement of set goals & objectives 10
c) Higher opportunities for growth 5
Q5) According to you, which is best strategy for Trafalgar so
that organisation is able to easily implement policies related with
Talent management?
Frequency
a) Top to down approach 10
b) Effective leadership 7
c) Increasing the present level of employee participation at their
workplace
8
Q6) According to your perception, what is the impact of talent
management practises at workplace?
Frequency
a) Positive 10
b) Negative 5
c) Neutral 10

Q 7) Do you feel that implementing the practises related with
talent management will have a affect on operational activities of
Trafalga?
Frequency
a) Agree 20
b) Disagree 5
Q 8) According to your view point, what are some of major issues
which employees can face in Trafalgar ?
Frequency
a) Anxiety 6
b) Demoralization 4
c) No proper guidance given to employees 15
Q 9) Do you feel that effective talent management process can
support and help in increasing productivity of employees in
Trafalgar?
Frequency
a) Yes 15
b) No 10
Q10) Does practises related with talent management will help
Trafalgar in retaining employees for a longer duration of time ?
Frequency
a) Agree 20
b) Disagree 5

Results, Findings & Discussion on Research findings
Theme 1: Concept of talent management in your organisation
Q1) Do you have knowledge about the concept of talent management in your
organisation?
Frequency
a) Yes 20
b) No 5
20
5
a) Yes
b) No

Interpretation: It can be interpreted from above graph that when it was asked to 25
respondents about whether they posses information or any basic idea which is related with
concept of talent management. Then there was a positive response of approximately 20
employees as they had a idea meaning of talent management. There was a negative response
from remaining 5 respondents as they denied the fact that they are having a knowledge
regarding concept of talent management. From this interpretation it can be said that majority
of employees posses a understanding of basic concept of talent management.
Theme 2: Practices associated with talent management in bringing positivity in a business
enterprises
Q2) Do you believe in having practices associated with talent management
brings positivity in a to business enterprises?
Frequency
a) Agree 15
b) Disagree 10
15
10
a) Agree
b) Disagree

Interpretation: From above graph it can be said that when researcher asked to 25
respondent that whether they believe in practises which are related with positivity which can
be bring with help of process of talent management then majority of respondents replied to
this in a positive manner. Approximately 15 respondents had a positive answer and
remaining 10 had a negative answer. As they believed that talent management cannot bring
positive in their organisation.
Theme 3: Implementation of talent management in attainment of overall business objective
Q3) Does implementation of talent management will help in attainment of their
overall business objectives?
Frequency
a) Yes 22
b) No 3

22
3
a) Yes
b) No

Interpretation: From above discussed graph it can be interpreted that when it was asked to
respondents that whether implementation of talent management can help in attaining of
various business objectives which have been laid down by top management of the
organisation. There was a positive response of majority. There were 22 employees who
agreed to this view point and remaining 3 denied by giving a negative answer to this
question. Hence, it can be concluded that major part has agreed that talent management is a
activity which will help in achievement of overall objectives in a business.
Theme 4: Main benefits of talent management for Trafalgar which can be helpful for if they
are implementing them in their organisation
Q4) According to your perception, what can be main benefits of talent
management for Trafalgar which can be helpful for if they are implementing
them in their organisation?
Frequency
a) Better environment of workplace 10
b) Quick achievement of set goals & objectives 10
c) Higher opportunities for growth 5

Interpretation: As per described above graph, it can be concluded that when it was asked
by the researcher to 25 respondents in Trafalgar about what will be the major benefit of the
process of talent management if it will be implemented in the organisation. There was a
mixed response given by all the respondent such as 10 had a view that it will help in having
10
10
5
a) Better environment of
workplace
b) Quick achievement of set
goals & objectives
c) Higher opportunities for
growth

a better environment at their workplace. 10 felt that it will lead to quick achievement of
desired objectives and goals of their business and other remaining 5 felt that this will lead to
better opportunities of growth in future.

Theme 5: Best strategy for Trafalgar which can help this organisation to implement
policies related with Talent management
Q5) According to you, which is best strategy for Trafalgar so that
organisation is able to easily implement policies related with Talent
management?
Frequency
a) Top to down approach 10
b) Effective leadership 7
c) Increasing the present level of employee participation at their workplace 8
10
7
8
a) Top to down approach
b) Effective leadership
c) Increasing the present level
of employee participation at
their workplace

Interpretation: From above discussed graph it can be said that when it was asked to
respondents about what can be the best strategy which can help in effective implementation
of talent management process in organisation. Approximately half of respondents that is 7
in number had a view that effective leadership is something which is best approach and can
help in effective implementation of policies related to talent management in their
organisation. 8 out of 25 respondents believed that when employee participation will be
increase this will also help in effective implementation of talent management in their
organisation. And then remaining 10 respondents felt that top to down approach will be
more helpful for this organisation while they are planning for effective process of talent
management.

Theme 6: Impact of talent management practises at workplace:
Q6) According to your perception, what is the impact of talent management
practises at workplace?
Frequency
a) Positive 10
b) Negative 5
c) Neutral 10
10
5
10
a) Positive
b) Negative
c) Neutral

Interpretation: From the above discussed graph it can be said that when it was questioned to 25
respondents about the overall impact of talent management practises in the organisation. There
was a major response which was given by 10 respondents that they felt this is going to have
positive effect on their organisation. 5 respondents out of 25 felt that there will be a negative
impact of this process and remaining 5 respondents were of the view that they do not have the
clarity whether it will result into positive or negative impact and this is reason why they have a
neutral answer to this question. From this data it can be interpreted that there are chance so
positive impact of process of talent management as majority has agreed to this option.

Theme 7: Implementing the practises related with talent management will have a affect on
operational activities of Trafalgar
Q 7) Do you feel that implementing the practises related with talent
management will have a affect on operational activities of Trafalga?
Frequency
a) Agree 20
b) Disagree 5
20
5
a) Agree
b) Disagree

Interpretation: From above discussed graph it can be said that when it was asked to
respondents about various practises which can help in successful implementation of
practises of talent management and its effect on operational activities of the organisation.
There was a majority response in favour of this question positive as 20 respondent out of 25
agreed to this question and other remaining 5 respondents had a negative view as they
disagreed. From this analysis it can be said that practises related with talent management
will have a positive impact on operational functions of the organisation.

Theme 8: Major issues which employees can be faced by employees in Trafalgar
Q 8) According to your view point, what are some of major
issues which employees can face in Trafalgar ?
Frequency
a) Anxiety 6
b) Demoralization 4
c) No proper guidance given to employees 15
6
4
15
a) Anxiety
b) Demoralization
c) No proper guidance given to
employees

Interpretation: There are many issues which can be faced by a organisation while they are
willing to implement practises related to talent management there was a mix response which
was given by all the respondents. Majority that is 15 respondents dealt that there can be lack
of employees which can lead to no proper guidance which will be given to employees with
context to this topic. 6 of them felt that Anxiety amongst the workforce can also be a issue
which can arise in the course of implementation of practises related to talent management
and then finally remaining 4 were of view that demoralization that is lack of motivation c an
also arise which will result into negative impact on productivity of employees.

Theme 9: Effective Talent management process can support and help in increasing
productivity of employees in Trafalgar
Q 9) Do you feel that effective talent management process can support and help
in increasing productivity of employees in Trafalgar?
Frequency
a) Yes 15
b) No 10
15
10
a) Yes
b) No

Interpretation: From above discussed graph it can be said that when it was questioned to
respondent about effective management and its impact on increasing the productivity of
employees. There was a majority response in a positive manner as 15 respondents responded
in a positive manner to this question and other remaining 10 respondents had a negative
answer to this question as they didn't agreed to this view and felt that talent management
process will not have a positive impact on increasing the overall productivity of employees.

Theme 10: Practises related with talent management will help Trafalgar in retaining
employees for a longer duration of time
Q10) Does practises related with talent management will help Trafalgar in
retaining employees for a longer duration of time ?
Frequency
a) Agree 20
b) Disagree 5
20
5
a) Agree
b) Disagree

Interpretation: From above graph it can be said that when it was questioned to 25
respondent about practises related with talent management can help in retaining of
employees for a longer duration of time. There was a majority response that 20 respondents
agreed that this will surely help in reattainment of employees for a longer period of time and
remaining 5 employees disagreed to this question as they didn't felt that talent management
practises can help Trafalgar in retaining of employees in the organisation.

RECOMMENDATIONS
After making analysis which is used for data analysis and then making several
recommendations to managers in Trafalgar which they have to implement with regards to
talent management practises on their organisation. There are some core recommendations
which are provided below:
 It is being recommended that managers in Trafalgar must follow various aspects
related with talent management in their organisation. Such as developing learning
executives, integrated talent management practises are some aspects which are very
will be very helpful in effective implementation of practises related with talent
management.
 There is a need for developing clear job description which can help organisations to
make their prospective employee understand what are the abilities, skills and
experience which is required for a particular job profile.
 There is also need for providing training to employees in Trafalgar so that this
process can help in increasing the present skill level of employees. This is a process
which will also help in enhancement of present motivation level of employees.
 Career development opportunities also to be developed so that there is individual
level of development which is taking place in the organisation. This will lead to
opening of more career paths and help in proving increase training opportunities to
employees in a organisation.
 There is a requirement that timely feedback must be taken from employees or a
continuous review approach must be adopted which will help in keeping a check
whether there is a positive impact of the overall initiates which are taken by
organisation.

REFLECTION
Through my overall experience which has been developed from the above conducted
investigation with respect to process of talent management there have been many sort of
experiences which I have gone through. Some experience have been positive and some have
been in relation with skills which I need to develop with time. Basically I have used
questionnaire as a method of collecting primary form of information. There have been
various skills which I realised that in have to work on improvement with regards to present
research. Such as there is a need to work on my communication skills so that I can use it
while I am conducting future research. Competence and skills of researcher play a very
significant role in every research and I have realised that I have to develop this skill which
will help me in finding more relevant outcomes from a particular research.

CONCLUSION
From above discussed report, it can be said that process of talent management plays a
very essential role in development of various strategies which are related to process of talent
management in the organisation. This report is has discussed some of relevant topics such as
basic concept of talent management, various issues which arise when organisations are willing to
implement policies related to talent management and benefits for organisation as a whole. This is
also helpful in promotion of the concept of talent management and then further development of
strategies which will assist managers & leaders in adoption of various policies related to talent
management in their organisation. This is a process which is going to have a positive impact on
overall functioning and helps in appropriate practises which will help in talent management and
maintenance in the organisation.

REFERENCE
Books & Journal
Collings, D.G., Mellahi, K. and Cascio, W.F. eds., 2017. The Oxford handbook of talent
management. Oxford University Press.
Davis, T., and et. al., 2016. Talent assessment: A new strategy for talent management.
Routledge.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management.
Elegbe, J. A., 2016. Talent management in the developing world: Adopting a global perspective.
Routledge.
Furusawa, M. and Brewster, C., 2015. The bi-cultural option for global talent management: The
Japanese/Brazilian Nikkeijin example. Journal of World Business. 25(1). pp.133-143.
Karatop, B., Kubat, C. and Uygun, Ö., 2015. Talent management in manufacturing system using
fuzzy logic approach. Computers & Industrial Engineering. 86. pp.127-136.
Kaur, P., and et. al., 2015. Using social media for employer branding and talent management:
An experiential study. IUP Journal of Brand Management. 12(2). p.7.
Kim, Y., and et. al., 2014. A strategic model for technical talent management: A model based on
a qualitative case study. Performance Improvement Quarterly. 26(4). pp.93-121.
Kontoghiorghes, C., 2016. Linking high performance organizational culture and talent
management: satisfaction/motivation and organizational commitment as mediators. The
International Journal of Human Resource Management. 27(16). pp.1833-1853.
Latukha, M., 2015. Talent management in Russian companies: domestic challenges and
international experience. The International Journal of Human Resource
Management. 26(8). pp.1051-1075.
Luna–Arocas, R. and Morley, M.J., 2015. Talent management, talent mindset competency and
job performance: the mediating role of job satisfaction. European Journal of International
Management, 9(1), pp.28-51.
Mathew, A., 2015. Talent management practices in select organizations in India. Global
Business Review, 16(1), pp.137-125.
McCracken, M., Currie, D. and Harrison, J., 2016. Understanding graduate recruitment,
development and retention for the enhancement of talent management: Sharpening ‘the
edge’of graduate talent. The International Journal of Human Resource
Management. 27(22). pp.2727-2752.
Sheehan, M. and Anderson, V., 2015. Talent management and organizational diversity: A call for
research. Human Resource Development Quarterly, 26(4), pp.349-358.
Sparrow, P., Hird, M. and Cooper, C. L., 2015. Strategic talent management. In Do We Need
HR? (pp. 177-212). Palgrave Macmillan, London.
Story, J., Castanheira, F. and Hartig, S., 2016. Corporate social responsibility and organizational
attractiveness: implications for talent management. Social Responsibility Journal.
Tafti, M.M., Mahmoudsalehi, M. and Amiri, M., 2017. Critical success factors, challenges and
obstacles in talent management. Industrial and Commercial Training.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Vaiman, V. and Collings, D.G., 2015. Global talent management. The Routledge companion to
international human resource management, pp.210-225.

APPENDIX I
Name of the learner: Name of the Supervisor:
Project Title: Date:
Update of weekly research/ tasks achieved
(Account for a minimum of six weeks with
dates)
 What have you completed?
 Did you fulfil Task requirements?
 Are you on track and within deadlines
set?
 Did you need to make any changes to
your project management plan?
Comments
I have conducted a project on ““To make a
investigation on various strategies which are
related with talent management process at a
workplace” A report on Trafalgar.
Yes
Yes
02.01.20 I am on track
09.01.20 I am on track
16.01.20 I am on track
23.01.20 I am on track
07.02.20 I am on track
14.02.20 I am on track
21.02.20 I am on track
No
Any risks and / or issues identified?
 Did you identify risks/issues with a
lack of skills required for undertaking
research tasks?
 Did you identify any additional
risks/issues that have an impact on the
project management plan?
I have faced some issues such as there was
shortage of time and money which had to
be taken care by me while I am conducting
the research.
No

Problems encountered
 What barriers did you face?
 How did you overcome them?
I have faced some barriers which are
related with communication, and. time
management
For overcoming this situation, I have to
make sure that I am participating in some
activities which will assist me in the
coming future.
New Ideas and change of project direction In have to conduct the research in a more
effective manner and I feel that I will need
2 more weeks.
What Have I learnt about myself this week?
 How did I feel when I had to deal with
tasks/problems?
 Did I find it useful to complete the
tasks?
 How well have I performed? What did I
contribute?
 What can I improve on next week?
 How might this learning apply in the
future?
I believe that it is useful and is also
effective in near future.
Yes
I have work with all my efforts and able to
improve my existing skills related with
effective communication
I can work to improve my present team
management skills in coming weeks.
All the skills & learning will be very helpful
me in my near future and is also useful for
further growth.
Tasks planned for next week
 Which tasks are priority?
 Have you set aside sufficient time for
completion?
Interpretation & Data collection
Yes
Project plan status to date (on, ahead,

behind)
Supervisor comments to address
Signature of the Supervisor and date:
Template for Performance Review to be attached with the report by the learner:
1. What was the Project supposed to accomplish?
Main aim of this project is to
2. Did the project succeed in its aims/ how do you know? Specifically, please outline
any evaluation and assessment undertaken.
Yes, I feel that I have successfully able to achieve the objective for which my research work
is based,. This has been because of the help provided by the organisation and the
management team in Trafalgar who have helped in successful initiation and completion of
the report in the provided time frame. This will also help in development of effective
policies while they are planning to expand their business functions in international
markets.
3. What things do you think worked well and why? Evaluate all aspects of the project
(e.g initial inception, project activities and project outcomes) from a range of
perspectives.
With the help of communication skills I was able to complete this research in a more
effective manner. Reason is is that I have been able to successfully convince all the
respondents sop that effective information can be collected.
4. What problems emerged during the project and how were they tackled? Was there
timely identification of issues and resolution during the project process?
While I was doing the research, I faced some issues which are related with overall
behaviour of respondents which was not supporting sometimes and they were noitr
hvainbg compelet trust on me. So to handle, such type of situations it is important to make
communication more effective with respondents while information is being collected.
5. What did you learn from undertaking the project?
I have been able to develop skills of effective team management & communication skill,

while completion of this research. Major reason is that it is going to help me in conducting
the whole research in a appropriate manner.
6. How would you rate your performance as a management consultant leading the
project?
I will give 7 out of 10. I have work with my full efforts so that I am able to conduct the
research and achieve my research outcomes in a more effective manner.
7. What strengths and weakness of your performance did you identify?
My biggest strength was my present communication skills which helped me a lot while
completing this research. Also, I felt that my biggest weakness was that I didn't possess
better team working which may posses a impact on overall working of the project in a
negative manner.
8. How will this inform and support your continuous professional development?
The effective team management skills I need to more focus on so that I am bale to utilise
various opportunities and then this can help me in further growth and development. I have
also able to develop better skills of communication which will help in solving of problems
and utilisation of growth opportunities which will come in my way.