Strategies for Talent Retention in ASDA

This research explores the strategies used by ASDA to retain talented employees. It discusses the benefits of talent retention, such as increased company performance and growth opportunities. The research also examines the impact of employee engagement and the different strategies employed by ASDA to control employee retention.

Managing small business
project

Table of Contents
Topic of the research is - What are the different strategies used by ASDA to retain talented
employees........................................................................................................................................4
TASK 1............................................................................................................................................4
Research aims and objectives.................................................................................................4
Introduction............................................................................................................................4
Research aim..........................................................................................................................4
P2 Project management plan..................................................................................................4
TASK 2............................................................................................................................................6
Literature review....................................................................................................................8
To understand the term “talent retention”..............................................................................8
To analyse different strategies to improve employee retention..............................................9
To evaluate various benefits to ASDA by talent retention.....................................................9
TASK 3..........................................................................................................................................10
P5 Data interpretation...........................................................................................................10
TASK 4..........................................................................................................................................20
Conclusion.....................................................................................................................................21
REFERENCES..............................................................................................................................22

Topic of the research is - What are the different strategies used by ASDA to
retain talented employees
TASK 1
Introduction
This research is about talent retention in ASDA. Talent retention rates at Asda's
supermarket store have improved dramatically and are currently at an all-time peak. The retail
giant announced that for more than five years, over 67,000 staff members have now been
working at the company (De Angelis, and Grinstein, 2020). It's a 10 per cent rise from last year.
In comparison, job retention is now at an all-time high as well with fewer than 20% of the
workers departing yearly. Asda Chief Financial Officer Judith Johnston said: "Leading to
economy job rotation initiatives and worker benefits, Asda has continually been regarded as
among Britain's best employers." These rewards include a 10% Asda discount, day-out money
off coupons for infants, affordable health insurance, and free financial services.
Research aim
Research objectives
 To understand the term “talent retention”
 To analyse different strategies to improve employee retention
 To evaluate various benefits to ASDA by talent retention
Research questions
 What do company mean by the term “talent retention” ?
 What are the different strategies to improve employee retention?
 Discuss various benefits to ASDA by talent retention ?
P2 Project management plan
Project Management Plan (PMP)
Cost It is the estimation of total money that is
needed for completing the project work. this is
essential for the project manager to complete
all the research activities in estimated budgeted
amount.

Scope The scope of this project is that it will tell us
which is the best talent management strategy
used for attaining organisational goals.
Time This is the time taken for completing all the
activities of project. A proper procedure with
time will help to enhance the accomplishment
of project work. Researcher will take 3 weeks
to complete the aim and 5 weeks for
implementing strategies of talent management.
Quality In this element, data as well as information has
to collect through authenticate as well as
relevant sources. The respective organisation
need to gather their information through
online, certify sources to maintain quality of
work. Similarly, researcher has to keep all
relevant data and information confidential for
avoidance of fraudulent activities in order to
maintain quality of research work regarding
equality at workplace.
Communication The investigator is using both written as well
as oral communication in order to manage all
project activities.
Risk For conducting the research activities properly,
it is evaluated that there are some risks that can
occur. These may include inadequate budget,
limited resources, lack of time, inaccurate
response and many more. Researcher has to
focus upon managing risks properly.
Resources The researcher needs resources like skilled
employees, data, sources, tools, etc, for
completing the project work.

P3 Gantt chart and WBS

Work break down structure
TASK 2
P4 Research methods
The research methodology is defined as a very important process used by investigators
and researchers for ensuring that data collected is relevant and efficient (Henha, 2019). There
are various methods used by researchers for completing the project. These consists of method,
design, approaches, researches, etc. These provide help in managing the data sources and
completing effective project activities. There are different research activities involved in
completing the project work. These include the following steps -
Research philosophy – There are basically two types of philosophies used by
investigators for completing the project work. It is essential to focus upon different research
philosophies to complete the project activity. Positivism and interpritivism are two important
research philosophies used for completing the project work. In this research, interpretivism
philosophy is considered for completing the project work.

Research approach – There are different research approaches used while completing the
research work. These help to manage the completion of goals and objectives effectively and
managing the research projects efficiently. Descriptive approach is used in this project.
Primary research: Primary research is known as the method in which there is indepth
evaluation and analysis of research topic. The primary research is conducted by doing a survey
on employees of ASDA (Holland, and Scullion, 2019). There are lot of ways to conduct the
primary research methods and these include questionnaire, interview, observations, surveys, and
many more. In this research, the primary research is conducted.
Secondary research: This is known as the data which is not the first hand or raw data. It
can be collected through newspaper, journals, magazines, online sites and many more. Such
methods are less expensive and in the following research, secondary source used includes
articles, journals and books.
The use of both primary and secondary data in this research has helped a lot for the
investigator to manage the understanding of talent retention. There is need to evaluate and
analyse the need for developing effective ways to conduct the best research a questionnaire is
developed for managing the survey.
Qualitative research: There are open ended and closed questions asked to respondents.
This helps in conducting a proper analysis of research work.
Quantitative research: This consists of numerical data interpretation and this can be
explained by using numeric data. Methods used in the quantitative search are online sampling.
In this research, a closed ended questionnaire is developed for respondents. This helps in
getting research outcomes effectively.
Questionnaire: There are 30 respondents chosen in this research and this
questionnaire is given to them for filling.
Literature review
To understand the term “talent retention”
It is analysed from the views of (Anaya Ibars,2019), Employee engagement is a crucial
challenge when firms struggle in a tight economy for talent. Employee turnover expenditures are
increasingly high, up to 2.5 times the salary of an employee, depending on the position. And
there are other "soft costs": reduced efficiency, reduced dedication, cost of preparation, and
cultural effects. According to the Society for Human Resource Management, the payoff for

companies that rely on workforce engagement is well worth the time and investment (SHRM).
Increased efficiency, increased productivity, better morale of workers and improved job quality
are all workplace advantages, not to mention a decrease in turnover. The bottom line is that
according to SHRM, by working on employee engagement, companies can attract qualified and
enthusiastic workers who genuinely want to be part of the enterprise and who are focused on
contributing to the greater performance of the company.
To analyse different strategies to improve employee retention
It is analysed from the views of (Behera, and Mohapatra, 2020), A successful retention
strategy starts from the moment the workers are employed to the moment they leave the firm.
Any of the employment strategies that can help build an impact on job retention are below.
In the first place, right and proper resources should be recruited for recruiting and recruitment.
This needs quite a lot of time and commitment. If the interaction with the workforce and the
company is pleasant and the mix between the appropriate skill set for a specific work role is also
correct, retention is less likely to be a challenge.
Orientation and Onboarding Handling workers in the early stages of jobs the correct way is
necessary and increases productivity.
Training and Development The primary factors in helping workers flourish with your business
and remain marketable in their profession are training and development.
Performance Evaluation-When workers are aware of what they are doing and the ways in which
they need to strengthen, both the company and employees are benefitted.
To evaluate various benefits to ASDA by talent retention
From the view point of (Chandrashekara, 2019), Employee Retention reduces time for
acquisition and preparation - Whoever knows turnover of human resources eats lots of time.
Second, recruiting new hires that are skilled and trustworthy takes time. Then the setting up of
interview rounds and negotiations takes time. After that it needs even more effort to have staff
aboard. Finally, incoming hires would actually be qualified by ASDA. Turnover is a human
resource headache, summing up all the hours. Retention of workers increases total efficiency
There are a variety of issues with a continual loss of workers, but the most immediate negative
thing for the workforce is the blow to productivity. There are understaffing challenges, of course:
vacancies that go unfilled can entail delays, overtime, and more frequent or troublesome errors.

Turnover is expensive... Staff retention saves you money
Turnover is costly. Everyone involved with recruitment and training knows how easily it is easy
to clock up hours - particularly if the job goes unfulfilled for a while. There are potentially major
costs involved with staff continuously going in and out: termination or other exit packages,
recruiting and talent retention, and hours wasted on resume review and interviews.
TASK 3
P5 Data interpretation
Questionnaire
Q1) Are company having any knowledge regarding talent retention? Frequency
a) Yes 25
b) No 5
Q 2) Do company think, there is need of of retaining employees and
increasing employee engagement?
Frequency
a) Yes 22
b) No 8
Q 3) As per companyr perception, what are the different ways to
enhance employee retention within ASDA?
Frequency
a) Providing right benefits 20
b) Increasing training programs 10
Q 4). As per companyr opinion, what are the different opportunities
that ASDA will have after managing talent retention?
Frequency
a) Growth opportunities 10
b) Timely attainment of goals 10
c) Positive working condition 10
Q 5). Do company agree that talent retention helps in increasing Frequency

company performance?
a) Yes 20
b) No 10
Q6). What are the various type of strategies used by ASDA to control
employee retention?
Frequency
a) Increasing motivation 15
b) Providing financial benefits 15
Q7). Which is the impact of employee retention on ASDA performance? Frequency
a) Positive impact 20
b) Negative impact 10
Q8). According to companyr vies, is it necessary for ASDA to provide
monitory benefits to it's employees ?
Frequency
a) Yes 25
b) No 5
Q9) Out of the following, what is the main problem with employees for
leaving the organisation?
Frequency
a) Demoralization 10
b)Anxiety and depression 10
c)Ineffective guidance from top authority 10
Q1) Are company having any knowledge regarding talent retention? Frequency

a) Yes 25
b) No 5
Interpretation – From this pie chart, it is concluded that most of the respondents have information
about the term talent retention. This is one of the most essential factor within a company that
reflects the performance of a company for managing the employees.
Q 2) Do company think, there is need of of retaining employees and
increasing employee engagement?
Frequency
a) Yes 22
b) No 8
25
5
a) Yes
b) No

Interpretation – It is considered that there is need to manage the employee retention for
enhancing employee engagement. Out of 30 respondents, there are 22 respondents who think that
talent retention is essential to manage the way of employee engagement.
Q 3) As per companyr perception, what are the different ways to
enhance employee retention within ASDA?
Frequency
a) Providing right benefits 20
b) Increasing training programs 10
22
8
a) Yes
b) No
20
10
a) Providing right benefits
b) Increasing training
programs

Interpretation – from the above pie chart, it is concluded that out of 40 respondents, there are 20
respondents who says that talent retention strategy within ASDA can be done by increasing
training programs. Other remaining 10 respondents says that providing right benefits to
employees will help in increasing talent retention.
Q 4). As per companyr opinion, what are the different opportunities
that ASDA will have after managing talent retention?
Frequency
d) Growth opportunities 10
e) Timely attainment of goals 10
f) Positive working condition 10
10
10
10
Growth opportunities
Timely attainment of
goals
Positive working
condition

Interpretation – according to the pie chart, it is concluded that there are three factors which are
affected by the talent retention (Qureshi, 2019). These include growth opportunities,
timely attainment of goals and positive work culture. There are equal number of
respondents that have provided these factors as benefits of ASDA for talent retention.
Q 5). Do company agree that talent retention helps in increasing
company performance?
Frequency
a) Yes 20
b) No 10
Interpretation - this pie chart clearly reflects that talent retention helps in increasing company
performance (Nteogwuija, and Wechie, 2019)
.
20
10
a) Yes
b) No

Q6). What are the various type of strategies used by ASDA to control
employee retention?
Frequency
a) Increasing motivation 15
b) Providing financial benefits 15
Interpretation – It is concluded that increasing motivation and providing financial benefits are
two important factors that can be helpful for managing the talent retention.
Q7). Which is the impact of employee retention on ASDA performance? Frequency
a)Positive impact 20
b)Negative impact 10
15 15 a) Increasing
motivation
b) Providing financial
benefits

Interpretation – This pie chart suggests that talent retention has positive impact on performance
of company. This helps in knowing what are the various ways to manage the talented
employees within the company (Mukherjee, Chandra, and Singh, 2019)
.
Q8). According to companyr vies, is it necessary for ASDA to provide
monitory benefits to it's employees ?
Frequency
A)Yes 25
b) No 5
20
10
a)Positive impact
b)Negative impact

Interpretation – It is concluded from the pie chart that ASDA must provide monitory benefits to
employees. There are 25 respondents think that monitory benefits help ASDA for managing
performance. On the other hand, 5 respondents think other benefits are more important.
Q9) Out of the following, what is the main problem with employees for
leaving the organisation?
Frequency
a) Demoralization 10
b) Anxiety and depression 10
c) Ineffective guidance from top authority 10
25
5
A)Yes
b) No
10
10
10
a) Demoralization
b) Anxiety and
depression
c) Ineffective
guidance from top
authority

Interpretation - There are different factors like anxiety and depression, ineffective guidance from
top executive and demoralisation. These are the ways by which employees dissatisfaction level
in ASDA can be checked. All the factors are managed in their own way for developing good
performance.
TASK 4
P6 Recommendation
There are some recommendations for ASDA to improve it's talent retention policies.
Some of these include the following (Marrybeth, Hadson, and Zlong, 2019). Employees who
leave suddenly will obviously harm the growth of the business, especially during the early
stages. Training them to find a replacement can cost a lot more than time and cash. It may
influence other workers and cause organisational negativity. So here's what a good company
boss can really do to keep employees from leaving:
 Be sure company recruit wisely from the start. Among other aspects, consider things like
diligence, temperament and competence, such as college credentials, expertise and
experience.
 Provide a convenient working climate and society. Provide comprehensive preparation
and support for new recruits before they are able to operate on their own (Marinakou, and
Giousmpasoglou, 2019).
 With appreciation and recognition, be kind. Uncover ways to compensate workers when
company are unable to afford to do so in cash. A quick thank company could do wonders
or a well-done note!
 Provide a work road map. To reach the next goal, specify what they need to do. Never
deny knowing that someone fulfils their mission.
 Charge right to them. Keep a note on expectations for business rewards. Structure the
incentive and advantages well.
 Give flexible work hours. Ensure the workers are well trained to do what their job
demands, such as travel, late nights, holidays, etc.
P7 Reflection
When I was working upon this research, there were lot of skills and abilities that I have
developed. These have helped me to complete projects in a more effective manner. I have good
communication skills and interpersonal skills. I have increased my knowledge about talent

retention after conducting this research. There were several opportunities for me to enhance the
skills and use them in my future work. It is concluded that I have been working hard at first
while choosing the company which is having effective talent retention. This has helped me to
manage the working and attaining goals in proper manner. My overall experience of this
research was good and I have used various techniques for conducting the research. This included
secondary as well as primary data which is used for attaining goals (Kesavan, 2020). I have
analysed that my research skills will help to attain the goals properly and maintain them
effectively. This helps in doing the research in proper manner. Moreover, new skills and
abilities have been helping me to manage the effectiveness and control different research
methods. While conducting the survey, I have used my communication skills and build strong
and effective relations with customers. This has helped in knowing honest and real views of
them for the research topic. It is analysed that more effective way of controlling and managing
the research conduction must be done for enhancing the abilities and skills for creating and
developing research outcomes. This is very essential for me to understand the research topic
thoroughly for managing attainment of research topics.
Conclusion

REFERENCES
Books and Journals
Anaya Ibars, G., 2019. Predictive Analysis applied to talent retention.
Behera, R. and Mohapatra, A.D., 2020. TALENT RETENTION STRATEGY IN THE INDIAN
IT INDUSTRY: A REVIEW BASED STUDY. Journal of Critical Reviews, 7(14),
pp.1568-1577.
Chandrashekara, K., 2019. A STUDY OF EMPLOYEE ATTRITION AND TALENT
RETENTION CHALLENGES IN PRIVATE LIFE INSURANCE SECTOR. Advance
and Innovative Research, p.21.
De Angelis, D. and Grinstein, Y., 2020. Relative performance evaluation in CEO compensation:
A talent-retention explanation. Journal of Financial and Quantitative Analysis, 55(7),
pp.2099-2123.
Henha, E.P.N., 2019. An exploratory study on the predictors of turnover intentions among
expatriate academics and talent retention strategies at selected universities in KwaZulu-
Natal, South Africa (Doctoral dissertation).
Holland, D. and Scullion, H., 2019. Towards a talent retention model: mapping the building
blocks of the psychological contract to the three stages of the acquisition process. The
International Journal of Human Resource Management, pp.1-46.
Kesavan, C., 2020. Sustainable Leadership Practices: The Key for Talent Retention.
In Corporate Leadership and Its Role in Shaping Organizational Culture and
Performance (pp. 1-10). IGI Global.
Marinakou, E. and Giousmpasoglou, C., 2019. Talent management and retention strategies in
luxury hotels: evidence from four countries. International Journal of Contemporary
Hospitality Management.
Marrybeth, J.K., Brackz, J.S., Hadson, W.B. and Zlong, M.S., 2019. Talent acquisition and talent
engagement practices significant impact over employee satisfaction. International
research journal of management, IT and social sciences, 6(6), pp.244-252.
Mukherjee, B., Chandra, B. and Singh, S., 2019. Talent retention in Indian public sector units
(PSUs): an empirical investigation. Kybernetes.

Nteogwuija, I. and Wechie, I., 2019. Talent Retention and Employees’ Resilience of Tele-
communication Companies in Rivers State, Nigeria. Global Journal of Management and
Business, 6(1), pp.100-107.
Qureshi, T.M., 2019. Talent retention using high performance work systems. International
Journal of Organizational Innovation (Online), 12(2), pp.10-19.
Trivedi, M.H. and Dubey, M.S., A Study of Relationship between Job Satisfaction and Talent
Retention in Higher Educational Institutions of India. I congratulate the editorial team
and advisory board for bringing IX edition of this journal with their continued efforts. I
wish company all the best in companyr all such academic pursuits., p.59.
Online
Strategies for talent retention,2019.[Online]. Available
through:<https://www.roberthalf.com/blog/management-tips/effective-employee-retention-
strategies>

Appendix
Questionnaire
Q1) Are company having any knowledge regarding talent retention?
a) Yes
b) No
Q 2) Do company think, there is need of of retaining employees and increasing employee
engagement?
a) Yes
b) No
Q 3) As per companyr perception, what are the different ways to enhance employee
retention within ASDA?
a) Providing right benefits
b) Increasing training programs
Q 4). As per companyr opinion, what are the different opportunities that ASDA will have
after managing talent retention?
g) Growth opportunities
h) Timely attainment of goals
i) Positive working condition
Q 5). Do company agree that talent retention helps in increasing company performance?
c) Yes
d) No
Q6). What are the various type of strategies used by ASDA to control employee retention?
a) Increasing motivation
b) Providing financial benefits
Q7). Which is the impact of employee retention on ASDA performance?

c) Positive impact
d) Negative impact
Q8). According to companyr vies, is it necessary for ASDA to provide monitory benefits to
it's employees ?
c) Yes
d) No
Q9) Out of the following, what is the main problem with employees for leaving the
organisation?
a) Demoralization
b) Anxiety and depression
c) Ineffective guidance from top authority