Managing Talent for Employee Retention: A Study on Morrison

This document focuses on the importance of talent management in retaining employees within the company. It includes aims and objectives, research questions, project management plan, work breakdown, primary and secondary research, data analysis, and conclusion. The study is based on Morrison, a large retail company in the UK.

UNIT 6- MANAGING A
SUCCESSFUL BUSINESS
PROJECT

Table of Contents
Table of Contents.............................................................................................................................2
LO 1.................................................................................................................................................3
P1 Aims and objectives...............................................................................................................3
P2. Project management plan......................................................................................................4
P3. Work breakdown and Gantt chart.........................................................................................5
LO 2.................................................................................................................................................7
P4. Primary and secondary research...........................................................................................7
LO 3.................................................................................................................................................9
P5. Data analysis.........................................................................................................................9
P6. Conclusion and recommendation........................................................................................14
LO 4...............................................................................................................................................15
P7. Reflection............................................................................................................................15
REFERENCES..............................................................................................................................17
APPENDIX....................................................................................................................................18
Questionnaire............................................................................................................................18

LO 1
Background
Talent management is defined as the keeping the employees within the company happy
and satisfied. This is essential for the company as if the employees within the company will not
be happy and satisfied then this will affect the working of the company (Taylor, 2018). Even this
can result in high employee turnover the major reason for this is that if employees are not
satisfied then they will try to leave the company and go to some other company. Hence, this will
result in decrease in number of employees within the company and with this the motivation
among the employees will also decrease. For managing this situation the use of talent
management strategies will be undertaken in the research.
The current study is based over company Morrison which is a large chain of retail
company in UK. The company was founded by William Morrison in the year 1899 and is
headquartered in Bradford in UK. The current research will list out the use of effective talent
management strategies within the company for retention of employees. The present research will
list out the different strategies which will be assistive in managing talent within the company and
try to retain that talent for a longer time frame.
P1 Aims and objectives
Aim
“To analyse the best strategies of talent management which assist company in retaining
employees within organization. A study on Morrison.”
Objectives
 To articulate the concept of talent management.
 To evaluate the importance of talent management strategies in retaining employees
within company.
 To examine the various challenges faced by Morrison in managing and retaining
employees with help of talent management strategies
 To recommend some of the strategies to Morrison in effectively using the talent
management strategies for purpose of retention of employees.
Research question
1. What is the concept of talent management?

2. What is the importance of talent management in retention of employees?
3. What are the different challenges faced by company in retaining employees?
4. What are some recommendations for improving the retention of employees within the
company?
Rationale
The major reason for the use of strategies of talent management is that this is the latest issue
which is faced by many of the companies in current competitive world. This was the major
reason for conducting the study over the talent management strategies. This will assist the
company and other competitors to identify that which strategies are best for the company in
retaining the employees. Further this research topic was of personal and academic interest of the
researcher as well.
P2. Project management plan
The project management plan has high essential role for gaining success within longer
run that covers aims and deliverables, time, quality parameters and communication, risk and
resources which enable to deliver working goal advancement. It will also enable management to
deliver quick growth working operations with smart innovation of working efficiency for
leveraging goals advancement within longer run, and also to be focused on keeping up with new
growth targets. As research is based on analysing various talent strategies do best companies use
for attracting, retaining people within longer time run and also to evolve with new productive
scenarios. Project management plan integrates wide communication metrics and focus on new
potential growth areas where quality factors are succeeding with smart productivity goals
(Bočková, Škod. and Lengyelfalusy, 2019). Quality parameters will be taken special care during
project research where stakeholders within company shall be authentically without any bias will
be researched on to get results analysed. The project will be conducted in 6 months time period
where management target will be done to keep focus on producing best services, with high
quality data record and also to integrate larger goals development. Project management plan
shall be also focusing on determinants such as communication goals among involved internal
and external parties, who communicate vision and also display wide functional scenarios onto
how varied news steps shall be taken place. The risk of resources and time factor will be taken
care of widely onto bringing varied growth aspects, where procedures of fixing resources of
production and new competitive business standards are worked on. Risk factors also highly

important to be analysed onto varied scales, within functional parameters for navigating wide
new profit scenarios in longer time run.
The project will be searching varied new growth operational innovation where dynamic
working situations will be analysed, to leverage new functional synergy for effective targeted
growth for research project to be successful. It is also integrated with vision for communicating
effectively varied new research horizon that will be taking shape, and to keenly function on
bringing on new quest goals for successful results within project. The project management plan
is also highly effective to analyse that research will be done in formatively effective way and
also to focus on, new scenarios where best working operations shall be taken care of within
larger new metrics. There will be keen goals focused on to complete project in targeted time
period of 6 months, and to focus on determining success in keeping stakeholders work record
effectively in longer run. It will also keenly determine new success measures to be obtained
widely and also to enhance new quest goals, for researching highly reliable and relevant
standards on communicating accurate data and also to be foremost active on using new working
horizons. This is also primitively focused to use correct accurate data for researching reliable
data which are authentic, communicating vision and longer time synergy which will potentially
also focus on generating effective data (de Melo, Salern and Brasil, 2020).
P3. Work breakdown and Gantt chart
Task
Mode Task Name Duration Start Finish Predecessors
Auto
Scheduled
selecting the topic and
framing aim and objective 4 days Wed 10/28/20 Mon 11/2/20
Auto
Scheduled
making project
management plan 6 days Tue 11/3/20 Tue 11/10/20 1
Auto
Scheduled
review of different
literature 8 days Wed 11/11/20 Fri 11/20/20 2
Auto
Scheduled
listing out methods of
research 10 days Mon 11/23/20 Fri 12/4/20 3
Auto
Scheduled
framing of the
questionnaire 5 days Mon 12/7/20 Fri 12/11/20 4
Auto
Scheduled
providing questionnaire to
respondent 6 days Mon 12/14/20 Mon 12/21/20 3,5
Auto
Scheduled collecting the data 10 days Tue 12/22/20 Mon 1/4/21 6
Auto
Scheduled
interpreting the collected
data 15 days Tue 1/5/21 Mon 1/25/21 7

Auto
Scheduled
concluding and
recommending 4 days Tue 1/26/21 Fri 1/29/21 8
Auto
Scheduled doing formatting 5 days Mon 2/1/21 Fri 2/5/21 9
Auto
Scheduled feedback 6 days Mon 2/8/21 Mon 2/15/21 10
Auto
Scheduled
making changes as per
given feedback 3 days Tue 2/16/21 Thu 2/18/21 11
Auto
Scheduled submitting final research 1 day Fri 2/19/21 Fri 2/19/21 12

Work breakdown structure
LO 2
P4. Primary and secondary research
Secondary research
From the view of Krishnan and Scullion (2017) talent management is a concept which
states that motivating and influencing employees is the most important aspect in the management
of company. The major reason for this is that when the employees are happy then they stay
connected with the company for a longer timeframe.
On the other side Claus (2019) states that talent management is important for the use of
retention of the employees. The major reason is that use of talent management includes
motivating the employees by providing different motivators. This then influences and motivates
employees to stay connected with the company for a longer period of time. Another major
importance is that this motivates other employees as well. This is particularly because of the
reason that if one employee gets appreciation then this motivates other employees as well to get
the motivators.
Research methods

Research type: There are two types of research types which are quantitative and qualitative
where the quantitative research focuses on presenting numerical, figurative data which are
presented in mathematical format and are also complicated to understand. On other hand the
qualitative research is based on theatrical data which are presented in easy format and are also
widely communicated in easy format. For this research well be using qualitative research type.
Research approach: There is inductive and deductive approach where inductive approach is
qualitative format and also in theatrical format, which is widely used for common effective usage
of information the deductive approach is numerical and rationally also potentially lessens
working scenario, where it is comparatively hard to understand. For this research project well be
using inductive approach.
Research philosophy: Interpretivsism research philosophy is qualitative format and also worked
on to focus on present theatrical data which makes understanding clear to understand and analyse
further onto wider domains. The positivism on other hand is quantitative philosophy where data
presented is in numerical format and also potentially complex to understand. For this research
project interpretivism research philosophy will be used (Kerzner, 2019).
Data collection: The primary data collection method is based on collecting data directly from
source which is nearby and also functionally active to be highly authentic; the secondary
research on other hand is second hand. Secondary information is less reliable and authentic, as it
is collected from web pages and mostly websites through internet which lessens the direct
connection from correct source. For this research primary data collection method will be used.
Sampling: Purposive sampling is defined as unique technique where researcher chooses samples
from larger population, using methods based on theory of probability standards and the non
purposive sampling is reverse and also probability functional parameters are low. In this research
project sampling will be done in non purposive format. There will be sample taken of 20 people
at Morrison for data analysis and gaining results from them, to make sure that results are
unbiased.
Ethical considerations: There will be focus on keeping all resources authentic for
information analysis where declaration forms will be get signed by
employees at Morrison Company to get their consent. This will ensure that
no delay shall be caused and also wider domains expertise shall be used to
make sure no plagiarism is there.

Reliability and relevance: The reliability and relevance of all information
used within research will be highly taken care of, where focus is developed
on using correct information widely and also developed new growth among
wider areas within research. It will be also actively exploring technical
information and data where all authentic details will be taken care of (Lock,
2020).
Limitations: The research is limited to only Morrison company and within
retail industry, where limited new growth goals are there to be researched
on which will also limit potential working scenarios. The data used within
research is also limited explored with constraints of time and resources
LO 3
P5. Data analysis
Theme 1: Awareness relating to concept of talent management.
Interpretation- from the primary research conducted over 20 respondents from Morrison it was
found that majority that is 50 % are aware of concept of talent management. The major reason
for this is that this is the latest issues which company faces and which is important for success of
the company. On the other side some of the participant are either disagreeing or are neutral
relating to the awareness of talent management.
Theme 2: Yes, use of talent management assists company in managing talent in company.

Interpretation- with the results of the primary survey conducted it was identified that maximum
of participant that is 80 % assents to the fact that talent management help company in managing
talent in company. As supported by literature review it is because of the fact that talent
management is important in attracting employees can stay connected with the company for a
longer period of time. However, remaining 20 % of participant does not agree to this fact.
Theme 3: All of the above is the major impact of high turnover of employees within the
company.
Interpretation-as per the responses provided by the 20 participant it was evaluated that the
majority of respondent that is 70 % agrees to all of the above. This all of the above includes three
impact of high employee turnover on company and its working. This includes decrease in
productivity of employees, low motivation among the employees and the decrease in goodwill.
Maximum of employees agrees to all of the above as this includes major reason and remaining

employees agrees to these facts on individual basis. For instance some respondent agrees to
decrease in productivity and some with decrease in goodwill and some with low motivation of
employees.
Theme 4: Positive is the impact of using the talent management strategies on productivity of
company.
Interpretation- as per the survey conducted over 20 respondents from Morrison it was found that
the impact of talent management is positive over the working of the company. This was agreed
by 65 % of the respondent as they think that using talent management is helpful in motivating the
employees to stay connected with the company for longer and earn good amount of knowledge
and money. Further some of the participant that is 25 % states that there is no impact of using
talent management as if employees have to work in company then they will work in any
condition and if they have to leave the company then they will leave despite of all perks and
benefits.
Theme 5: Retaining talented employee is the major importance of using talent management
strategies at time of retaining employees.

Interpretation- with the assistance of conducting the survey it was interpreted that the major
importance of using talent management as agreed by 65% of the respondent is retaining talented
employees for longer. This is particularly because of the reason that when the talent management
is used the major aim of this is to keep employees retained within the company. Thus, this is
done with help of providing better growth opportunities and motivators for employees to grow.
But on the other side some of the respondent states that motivating employees is the major
importance of using talent management (Khilji and Schuler, 2017). However, in against of this
some of the respondent states that providing compensation to employees is the major importance
of using talent management for company.
Theme 6: Yes, there are strategies which are helpful in retaining the talent in the company.

Interpretation- with reference to primary research conducted it was found that the majority of
participant that is 78.9 % of the respondent agrees that there are strategies for managing and
retaining employees within the company. These strategies assist company in providing better
working culture to the employees so that they are comfortable working in the company. On the
other side remaining respondent does not agree to the fact that there are strategies which are
helpful in managing talent within the company.
Theme 7: All of the above are the various strategies helpful for company in managing talent
within company.
Interpretation- as per the views of maximum of participant from the primary research it was seen
that 50 % agrees with all of the above. The all of the above includes three strategies that is
providing clear job description, providing rewards and recognition and timely feedback to
employees. This is the major strategies of attracting and retaining talent in company for longer
period of time. This is because of the reason that if job description is clear then employees
clearly knows what they have to do (Scullion and Mullholland, 2020). In the same manner is
rewards are being provided then this will motivate employees to work in more effective manner.
But some of the respondent agrees to all these fact on individual basis.
Theme 8: High employee turnover is the main challenge which company faces in managing
talent at the workplace.

Interpretation- in accordance with the views of majority of participant that is 55 % it was agreed
that high employee turnover is the major challenge in managing talent within the company. The
major reason is that competition within the business environment is very high and because of this
employees can go to other company as well. On the other side some of the respondent agrees to
the fact that lack of leadership is major challenge and some states that less growth opportunity is
the major challenge.
Theme 9: Some of the recommendation for improvement of the strategies of managing talent in
the company.
P6. Conclusion and recommendation
Conclusion
From the above whole discussion it was found that managing talent is the most essential
aspect for company in this current competitive world. The major reason for this is that the
competition in the business world is high and if employees do not get much appreciation in one
company then they switch over to another company. Hence, for this the most essential thing is to
manage the talent in such a manner that it does not go to some other company. The current study
first provided the aim and objectives of the study on which the whole study was directed and
based. Further with help of the project management plan the time, scope, resources, risk and
other things were outlined.
Further with the assistance of the research methodology section it was identified that the
use of qualitative research is more beneficial in case of the developing in depth knowledge
relating to talent management strategies. In addition to this with the help of data analysis section
of the study it was identified that using the different talent management strategy is helpful in

managing the working and productivity of the company to a great extent. This is particularly
because of the fact that use of talent management strategies will be assistive in motivating
employees to work in the same company for a longer period of time.
Recommendation
From the above discussion it is clear that there is a requirement of improving talent management
strategies within the business. Hence, for this some of the major recommendations for Morrison
are as follows-
 The first recommendation for Morrison is to set the goals by keeping in mind the
capabilities of the employees. The major reason is that if the company set high goal and if
employees are unable to attain them then the employees get demotivated.
 Another major recommendation for company is that they must provide time to time
appreciation and financial and non- financial motivators. The major reason is that all
these appreciation and motivators will influence the employees in positive manner and
this will enhance the performance of employees.
LO 4
P7. Reflection
While working in this research project i came across various new information’s and data
of learned findings which enabled me to learn varied new trained growth opportunities within
future for professional excellence. The project also stated working objectives of researching
effective data, new vision goals and for generating larger efficiency standards to bring on
working efficiency. Experiences within learning and performances have been build on new
productive opportunities, where project made me learn varied new researching skills and
analytical data information to keep up with my work records effectively. It also measured new
working horizons for communicating vision of stakeholders who supported me, group mates
where working with them i learnt various new time management skills and confidently
contributing to all parameters. Here there is appraisal of various new pertaining focused synergy
to work with new working scenarios, for productively building on my project management
skills which has also functionally developed me to be active towards various researching skills
widely (Ershadi, Edrisabadi and Shakouri, 2019). The project also broadly made me competent
to work on new project findings and determining new horizons, to manage various innovations

onto wider domains strategically. The project performance made me realise where i am weaker
at present, which are skills of communication and new records developing for keeping up with
project researching which will primitively help me to analyse my work records well within
academic and professional behaviour. This research project helped me to broadly also think on
major new phenomenon of larger efficacy at working scenarios, to manage work with high
quality reliability in data and to build vision for more effective performance. It has also
potentially made me think critically and innovatively on new ideas to explore on various new
research goals and also to yield focus to yield varied networks.
The project research also developed my potentialities within business scenarios and how
training, talent management are one of the most important arenas to functionally enhance
business performances. There is also development onto varied new scenarios of innovation, keen
ideas development and ideas goals formulation for researching ideally where my working
scenarios were analysed widely to determine new growth goals in future. I also learnt immense
importance of working with cooperation and wider domains specialisation within projects
completion where i was able to inculcate high practical communication skills and also explore
varied new scenarios majorly (Hasan, Rameezdee. and Baroudi, 2019). The project management
also communicated varied new scope measures of larger work goals, strategically focusing on
training by supervisors and also to learn new measures at future for more evocative performances
I in detail learnt higher determinants scoped onto how essentially it is imperative to train
employees for companies in future and to strategically gain new innovation at larger domains.
Project management has been also developing higher new functional efficiency for smart work
performances in academics and professional work behaviour, for acknowledging new domains
expertise and also to reach higher targets by planning on work structure within future goals on
wider specialised working parameters.

REFERENCES
Books and Journals
Bočková, K.A.T Škoda, M. and Lengyelfalusy, T.O.M.Á., 2019. Project Management And Its
Aspects In Global Organisation: Case Study. Journal of Financial Economics.
1(1). pp.39-58.
Claus, L., 2019. HR disruption—Time already to reinvent talent management. BRQ Business
Research Quarterly. 22(3). pp.207-215.
de Melo, J. C. F., Salerno, M. S., and Brasil, V. C., 2020. From open innovation projects to open
innovation project management capabilities: A process-based
approach. International Journal of Project Management. 38(5). pp.278-290.
Ershadi, M. J., Edrisabadi, R. and Shakouri, A., 2019. Strategic alignment of project
management with health, safety and environmental management. Built
Environment Project and Asset Management.
Hasan, A., Rameezdeen, R. and Baroudi, B., 2019. Empirical study on implications of mobile
ICT use for construction project management. Journal of Management in
Engineering. 35(6). p.04019029.
Kerzner, H., 2019. Using the project management maturity model: strategic planning for project
management. John Wiley & Sons.
Khilji, S.E. and Schuler, R.S., 2017. Talent management in the global context. The Oxford
handbook of talent management, p.399.
Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review. 27(3). pp.431-441.
Lock, D., 2020. Project management. Routledge.
Scullion, H. and Mullholland, M., 2020. Global Talent Management. The SAGE Handbook of
Contemporary Cross-Cultural Management, p.212.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Online
Link of questionnaire on Google forms
https://docs.google.com/forms/d/1fQ0ytQEhdUtf7HqHIZDP74VTyXTJY_AJ_YXa4C
YcRFw/edit#responses
Link of spreadsheet
https://docs.google.com/spreadsheets/d/1dZ5OKpfxLzE79zop0xAhB_CUunhAb47_yD
n-Z-i2tds/edit#gid=649203348

APPENDIX
Questionnaire
Name:
Age:
Gender:
1. Are you aware of the concept of talent management?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
2. Does the use of talent management help company in managing the talent within the
company?
 Yes
 No
3. What is the major impact of high turnover of employees over the working of company?
 Decrease in productivity of employees
 Low motivation among employees
 Decrease in goodwill
 All of the above
4. What is the impact of using the different talent management techniques over productivity
of company?
 Positive
 Negative
 No impact
5. What is the importance of using the talent management strategies at time of retaining
employees?
 Motivate employees
 Retaining talented employees for longer
 Providing effective training

 Providing compensation to employees
6. Are there any strategies assistive in managing and retaining talent within the company?
 Yes
 No
7. What are the different strategies which company uses for managing talent?
 Providing clear job description
 Providing proper rewards and recognition
 Timely feedback to the employees relating to their performance
 All of the above
8. What are the major challenges are being faced by company in managing talent at
workplace?
 High employee turnover
 Lack of leadership
 Not good culture of company
 Less growth opportunities
9. What are some of the recommendation for the improvement of strategies to manage the
talent at workplace in much better manner?