Project Report: Evaluating Talent Management in ASDA (Unit 6 Module)

This report presents a project analyzing talent management within ASDA, focusing on its impact on workforce development and innovation. The project begins with an introduction, outlining the aim, objectives, and rationale for studying talent management, emphasizing its importance in fostering employee growth and innovation. The report includes a project management plan, Gantt chart, and work breakdown structure to illustrate the research timeline and organization. A comprehensive literature review explores existing research on talent management, its benefits, and challenges. The research methodology details the qualitative approach, including data collection through primary and secondary sources, sampling techniques, and data analysis methods. The data analysis section presents findings from primary research, including thematic analysis of employee responses. Key themes include ASDA's focus on talent management and employee perspectives on training and development. The report concludes with a reflection on the research process, limitations, and recommendations for enhancing talent management practices within ASDA, aiming to improve employee motivation, innovation, and overall business performance.

Unit 6 - Managing a
Successful Business Project
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
AIM:............................................................................................................................................3
OBEJCTIVES:.............................................................................................................................3
RATIONALE:.............................................................................................................................3
Project management plan.............................................................................................................3
GANT CHART AND Work Break Down structure..................................................................4
LITERATURE REVIEW............................................................................................................6
Research methodology.................................................................................................................8
Data analysis................................................................................................................................9
Reflection...................................................................................................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16
APPENDIX....................................................................................................................................17
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INTRODUCTION
The research will be done on aspects of talent management scenarios for bringing on
keen growth efficacy paradigms among employees within workforce for harnessing larger
productive goal diversity and also for keeping wider new innovation.
AIM:
To evaluate various aspects of talent management and its overall impact on workforce. A
study on ASDA.
OBEJCTIVES:
 To identify concept of talent management
 To analyze various methods companies can adopt for implementing talent management
 To evaluate challenges within talent management
 To recommend various new methods for enhancing talent management
RATIONALE:
The rationale for taking talent management as the research project can be understood be
highly essential as companies are competitively focusing on building high focus on new working
diversity and innovation among diversity within employee’s aspects. The talent management is
widely essential for enhancing quest horizons among working efficacy paradigms for longer
retaining motivation and also training them with new skills and competencies (Whysall, Owtram,
and Brittain, 2019).
Project management plan
The project management plan can be understood to be highly essential for keeping up
effective functional resources at frame for analyzing long term feasibility of resources where all
high quality reliable data shall be used to gain competitive developed efficacy. The aim to use
best reliable information among project research can be identified as highly essential for best
working aspects and also to form stronger range of larger effective resourced format. It can be
also analyzed that project research will be done in effective way by using best sources of
information productivity, also to enhance working vision within longer range and also to keenly
focus on new domains of quality research within varied paradigms of talent management. The
project will be conducted in period of 6 months, to analyze and collect data informatively within
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reliable information aspects and also to form higher effective functional standards for larger new
determinants within business horizons. It can be also analyzed that research will be done by
keeping communication goals and risk factors in mind and also to keep up relevance of topic
which is talent management highly stated at focus for longer work growth synergy.
The project management aim is deliver growth analysis aspect for building talent
management avenues among employees within workforce and also to promote larger formative
scale diversity among operations, which builds motivation scenarios and also to yield larger
determinants informatively on larger grounds. It can be also analyzed that risk management
within developed resource efficacy and sustainable time factor enhance quality of research on
larger way, to plan up working hemisphere knowledge and also to be effective on new ground on
major parameters.
Stakeholders involved in project will be formatively taking strong care of using best
efficacy among resource utilization perspectives where enhanced aspects of larger scale effective
resources shall be used further. The resource management plan will be also forming focus on
connective working growth among working paradigms within employees to form stronger range
diversity among larger avenues, scale up quality of data researched and also to deliver higher
effective work growth goals informatively. Project management plan also functionally enables
to develop new range of functional innovative business positioning, strategic development into
project for diverse fundamental results operating on varied horizons .
Risk resources management can be also analyzed as functional efficacy within longer
scale has been identified as wider new goal diversity for forming stronger working horizons,
which will informatively enhance quality perspectives of research project (Claus, 2019).
Risk factor: The time factor and cost factor have high risk factor if determinants are not
strategically focused on for leveraging larger informative growth goals among operations within
departmental goals informatively. The project shall also keenly bring on focus to enhance quality
aspects effectively on commercial growth targets, on varied paradigms for keen new domains
emerging on keen aspects effectively for stronger new goodwill metrics.
COST:
RESOURCES COST
RESEARCH 5000
MANAGMENT COST 7000
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TOOLS AND TECHNIQUES 3000
TOTAL 15,000
GANT CHART AND Work Break Down structure
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Research methodology
It specifies the steps or procedure that are undertaken in order to complete the research
on specific topic in order to get accurate data and information. There are different method that
can be used by research to identify, collect and evaluated information so that research can be
made useful for several individuals. Such as:
Research type: Research is process of gathering information in order to get knowledge about
specific topic through different sources. Research can be done in two ways qualitative and
quantitative thus in qualitative more in-depth understanding of information is done as it is non-
statistical method (Onen, Chandrasekharan and Lipokjungla, 2019). Whereas in quantitative,
numerical values are taken in order to draw conclusions or conduct research so out of the both
alternative scholar has make use of qualitative method.
Research approach: It specific the procedure or set of approach which have been used in order
to collect, analysis and interpretate information in best possible manner. There are two types of
research approaches such as inductive and deductive, in which inductive aim at developing a
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theory while deductive aim at testing the theory. Therefore, researcher has taken inductive
approach to pursue research on topic talent management.
Research philosophy: It is term that deals with development, sources and nature of knowledge
or it is belief the way specific information have been collected, analysis and used in better
manner. Positivisim, realism and interpretivism are three research philosophies, such as in
positivism the data are highly structured, large sample are taken. On the basis of matter-
qualitative and quantitative is selected in Realism while interpretivism are based on small sample
and suitable for qualitative. So, scholar has make use of interpretivism which is most suitable for
qualitative method.
Data collection: It explained actual method researcher has taken in order to collect relevant
information about the topic such as primary or secondary sources. Primary sources are also
known as first hand information that are collected by researcher itself while in secondary sources
books, journal, article and magazines has been used (Alqahtani and et.al., 2019). So for research
on talent management both primary and secondary sources have been used by scholar.
Sampling: In this research sample of data is taken from large population in order to identify
characteristics of specific group to understand key information. Random sampling has been used
by researcher in which 30 respondent or employees, management and other individuals are taken
to collected data related to talent management practices in company.
Data analysis: There are commonly two method of data analysis such as thematical and SPSS,
so out of both thematical analysis has be taken to continue the research. Theme, bar graph and
charts or table are made so that users can easily understand the information in best manner.
Ethical consideration: All ethical procedure has been followed while conducting research so
that information can be made valuable and reliable. Consent from respondent have been taken,
citation has been made in order to specific source from which information has been collected.
RM limitation: Limited time and resources are two major limitation of research but despite of
that researcher has tried to make best use of time and resources to get useful information.
LITERATURE REVIEW( SECONDARY RESEARCH)
As per the views of Harsch and Festing, (2020), talent management can be
understood to be widely essential aspect for involving larger motivation aspect , attracting
the best skilled employees with high quality retaining aspects and also to be working on
larger scale diversity. The author explains talent management has been evolved as one of
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the wider determinants and new scope paradigms on which employees feel largely scaled
optimistic working scenarios for enhanced vision. It delivers long term motivated working
efficacy among employees, also to bring on wide formational growth goals informatively
and also to yield higher scale goal diversity within quest horizons. Talent management has
been recognized as best HR practice where companies are actively focusing further to
bring on competitive growth goals, enlarger working perspectives and also to leverage
higher innovation.
As note by Mensah, (2019), talent management profoundly brings on informative
growth operational efficiency among employees in company working culture, be motivate
to bring on wider scale profound synergy and also promote competitive goals among
employees working scale. Talent management can be actively explored by giving various
diverse platforms for employees to reach on among working horizons and also scale
profound work growth synergy on larger scale efficacy.As opinioned by Meyers (2020),
talent management has also wider effective reach for enhancing competitive scale profound
growth goals for serving consumers variably, also productively functioning on bringing
varied new ideas and larger scale innovation potently. It has been also analyzed within
research papers by author that talent management prominently effectively enables business
competently to be formed on longer scale, to leverage new profound work growth
operational scale efficacy by which goodwill and revenue targets are enhanced.
As per the views of King and Vaiman (2019), there are various challenges of talent
management implementation where various scenarios can be analyzed having strong
impact in decreasing functional strength and uniform higher profound efficacy on longer
scale. For talent management implementation companies have to strategically focus on
developing larger scale innovation expenses and also productively focus on expansion
investments strategically further, for keen targets growth and be keenly competent among
varied horizons. Clash of interests is also one of the highly important aspect working as
challenge for talent management among work growth domains in companies top
management parameters where there shall be further scope horizons expanded further for
keen larger growth goals. It can be also analyzed that talent management reduces
functional strengths and diversity aspects among working growth goals where employees
may not be competitively ready to be trained all time which may impact functional
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standards. As per the views of Meyers, Paauw. and Dries, (2020), there is also challenge of
larger scale prominent functional goal diversion with talent management implementation
and active functional scale efficacy which needs to be monitored widely and also form
productive determinants on larger scale where new determined horizons need to be
formed on. Talent management also peeks in pressure for companies HR to focus on larger
scale investments and to be productive on new scale effectively, and form higher scale
priorities further based on connective growth and dominant focus for keeping up scale
strengths . It can be also analyzed that talent management prominently brings on pressure
for companies to further focus on wider scale efficacy, and keen targets completion which
may be largely risky resources and time investments for companies. Talent management
also operatively expands functional positional aspects for strategic fundamental growth
among new diverse domains within employees which also motivates them to gain larger
developed goals reach. There shall be wider implementation of brainstorming sessions and
group discussions among working scenarios for larger higher growth domains of creativity,
skilled efficacy goals which motivate employees to bring on wider operational growth.
Data analysis (PRIMARY RESEARCH)
Theme 1: Major respondents have opted for yes as the answer or ASDA managers focusing on
talent management
Does ASDA managers focus on concepts of
talent management?
RESPONSES
Yes 25
No 5
TOTAL 30
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Interpretation: The above data interpretation done in pictorial format enables to bring on
detailed analysis on fact that ASDA mangers have strong focus on talent management
efficacy, for enhanced working parameters widely and also competitive strength diversity
among operations. Talent management is actively focused on within HR practices at ASDA
as there is varied new innovation functional strength as 25 out of 30 employees have said
yes to this. Only people have opted for no which enables us to analyze that there is only
mere number of percentage among employees who think that managers are not focusing on
talent management.
Theme 2: Major employees are given training by supervisors and leaders in departments
Have employees been gaining training
form supervisors and leaders?
RESPONSES
YES 20
NO 10
TOTAL 30
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INTERPRETATION
The above pictorial analysis bring before detail discussion on data where 20
employees have voted that they are gaining training form their leaders and supervisors,
which enables business competencies to be informatively wide and also scope on larger
efficacy within business skills. It can be also analyzed that as major respondents feel that
they are given training ASDA aims further productive goal diversity with implementation
on new scale efficacy paradigms of talent management. There are varied ne domains
competencies developed by focusing further on enlarged vision by providing best training
and varied new growth operational avenues to be motivating employees.
Theme 3: Major respondents opted for all talent management strategies
What all talent management practices does
ASDA focus on?
RESPONSES
Talent acquisition and retention 5
Performance management 5
Career development 5
All of them 15
TOTAL 30
INTERPRETATION
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