Challenges of Talent Management in Business: Unilever Report

This report delves into the intricacies of talent management, focusing on the case study of Unilever. The study begins by outlining the aims and objectives of the research, specifically targeting the challenges faced in retaining employees and the importance of talent management within an organization. It then constructs a performance management plan, including a Gantt chart and work breakdown structure to organize project stages. The research employs both qualitative and quantitative methods, utilizing questionnaires and secondary data from various sources. Findings are presented using appropriate tools, leading to recommendations aimed at addressing challenges such as ineffective guidance and high employee turnover. The report concludes with a reflection on the attainment of objectives and highlights key insights into effective talent management strategies within a business context. The report provides an in-depth analysis of talent management issues and provides actionable insights.

Managing a small
business project

Table of Contents
INTRODUCTION ..........................................................................................................................4
MAIN BODY...................................................................................................................................4
TASK 1............................................................................................................................................4
P1 Describe the aims and objectives of organisation..................................................................4
P2 Produce a performance management plan.............................................................................5
P3) Make Gantt chart within time frames and work breakdown structure of stages for
completing the projects...............................................................................................................6
TASK 2............................................................................................................................................8
P4) Describe qualitative and quantitative methods which result as conducting research
meeting to achieving goal and objectives...................................................................................8
TASK 3..........................................................................................................................................10
P5 Present findings and data using appropriate tools and techniques.......................................10
P6 Communicate appropriate Recommendations as a result of findings and data analysis to
draw valid and meaningful conclusions....................................................................................16
TASK 4..........................................................................................................................................17
P7) Produce reflection in order to effectively attained goal and objectives..............................17
CONCLUSION .............................................................................................................................18
REFERNCES:................................................................................................................................19
Books and Journals:..................................................................................................................19

INTRODUCTION
The aim of this research is to identify problems in retaining employees by understanding
concept of talent management. Talent management is essential part of business organisation
which needs to be evaluate within specific period of time. Managing talent assist the
organisation to retain employees and their potential towards company. an organisation could
only get success when there is high requirement of efficiency. Employees talent put influence on
organisation productivity and profitability by making innovative approaches, knowledge based
skills and perform with great capabilities. There is high need to make employees retain who had
effective contribution and efforts into organisation and provide them with best facilities within
the organisation. Into this leading world, there are enormous demand of talented people because
of many new business start-up, employees get opportunity to shift their job to the other reputed
firms which will impact on organisational sound growth (Bouncken, Aslam, and Qiu, 2021).
The organisation is taken to carry on this research is Unilever, the company was opened in 1929
main country headquarters in London, England. The company has large varieties of product
categories in soap, food, drinks, grocery and other general home commodities. The report is
going to research on challenges and crises faced by company into long business arena. For
which, finding and recommendations are providing by undertaking key concept of talent
management(Vijayan, 2020).
MAIN BODY
TASK 1
P1 Describe the aims and objectives of organisation.
The research has carried out to understand and evaluate about concept of talent
management which is necessary to achieve organisational goals ad objectives. There are various
concepts and elements that are necessary to come up with various issues and problems facing in
managing talent foe the organisation.
Research Title: “Different issues and hurdles faced by business operation in order to manage
talent effectively”.
Research Aims: To analyse and interpretate major challenges faced by organisation to make
retention of potential employees. A case study on Unilever

Research objectives:
 To study the concept of talent management
 To evaluate various advantages of having sound talent management into organisation
 To provide key finding and recommendation in order to handle challenges of talent
management.
Literature Review:
To study the concept of talent management
According to the author (Collins, 2017). every organisation is in search of optimum
resources which will lead to make profitable results. The first and initial step towards finding
resources is to hire and train talented and skills full employees. These human resources are the
doer of company how make every possible efforts for companies success. Talent management is
all based on retaining and involving human talent into organisation for its proper utilisation.
Without managing talent, no organisation will be able to look forwards for its long term growth.
As the world has emerging with a lot of business sectors an their competitive step to stand at first
position in order to gain high market share.
To evaluate various advantages of having sound talent management into organisation
According to Dhillon, Metcalf, and Hooper, (2017). The market is becoming more competitive
and customers become more judgemental. Through looking at these situation, there is high need
of talented people who put their creative mindset in performing organisational function that
provides benefits to whole of country and economy There are high possibilities of eliminating
these talents form organisation, that could become serious cause and disturbs whole function. So
that, there should be protective control and effective strategies to make the environment fruitful
for the employees.
To provide key finding and recommendation in order to handle challenges of talent
management.
The challenges in talent management could be solved by making proper strategies and functions
all together with the efforts of human resource. These strategies may include employees training
programme, appreciation, bonus, motivation and reward. Handling employees by fulfilling their
expectation would get effective results.

P2 Produce a performance management plan.
Performance management plan is an essential task necessary to be make by every
organisation. It is a type of plan which make the works simpler and shorter to conduct
performance and activities into desired manner. Employees and mangers perform all activities as
per decided time, objective, resources, risk evaluation and other factors. Through undertaking
this plan, performance of each employees could be judged therefore, changes and improvement
would be implement (Ekici, and Ekici, 2019). through this procedure, mistakes and unnecessary
work will be eliminate which results in effectiveness and efficiency. Unilever will be including
many time frames activities into this plan which are described below:
Scope-: The report has scope of performance management plan which mainly target on
Gantt chart and work break down structure. The scope shows criteria and path of the report. So
that research is basically conducted on a timely basis by setting all the area of activities through
which the research could find appropriate conclusion.
Time-: this factor is most required to complete a project which shows how much time a
project will take for its completion. Time is the key of every project that must be fulfil before
deadline to not miss out any opportunities and facts. This report will be taking 5 to 8 weeks in
order drive better conclusion and recommendation(Şentürk, 2017).
Quality- project management plan signifies qualitative outcome of the project. Quality
needs to be the priority for taking action plan. These quality could be maintain by using various
techniques and prop[er methods of research. In context with Unilever, the company using both
primary and second methods in the form of questionnaire and research data.
Communication-: communication is most required elements that could helps
implementation delays and communication gaps. Whereas, ineffective communication leads to
failure of plan. Unilever must maintain communication from all the sources using digital tools
like social platforms, texts and many more ( Sawant, 2021).
Risk-: risk factor is majorly concerned of all organisation. Risk is associated with the
plan fulfilment that includes cost, authenticity and reliability of the research. Any breach of
research content will lead to serious cause for organisation. Unilever needs to take proper time
for completion of project and eliminate uncertain cause from the performance. Risk needs to be
measure with appropriate techniques and work should be done on the basis of authentic data so
that risk will automatically lower down.

Resource-: resources are required to to done the project effectively. These resource
includes elements and equipments to carry on further findings. The researcher will use mobile,
computers in order to protect the data and privacy (Gushina, and Karpushova, 2019).
Cost: it is also major factor while planning a project. In order to conduct this research, the
company needs to prepare budgets to complete primary and secondary research with a minimum
cost.
Activities Expenditure (Pound)
 Evaluating issue £ 3000.00
 Formulation of plan £ 20000.00
 Research evaluation £ 15000.00
 Researcher remuneration £ 17000.00
 Miscellaneous expenses £ 20000.00
a) Project execution cost £ 25000.00
Total £ 100000.00
P3) Make Gantt chart within time frames and work breakdown structure of stages for completing
the projects.
Gantt chart and work break down structure plays crucial role when organisation is
focusing on huge success in planning and executing their ideas for managing talent. In context
with Unilever, the organisation have great and diversified operations which requires to adopt
effective tools and methods that helps in maintaining performance according to PMP. Through
which the company will get easy excess of employees productivity by making the work into
shorter way( Potter, 2018). Here, further proceeding will be carry out to reflect significance of
Gantt chart and WBS and how it works for dividing work on specific period of time.
Gantt chart:
Gantt chart is a formulation of document or toll which is used to complete work on time.
It describes which activity or task will consume much time and which requires less. With the

help of this chart, organisation could develop plans and put influence on more complex activities.
Companies using Gantt chart to check the timings in which employees completing their work as
the chart tow two sections. One is horizontal lines that reflects various activities completed on
given time (Parrish, Gross, and Heptonstall, 2019). There will be evaluation of mistakes and role
for improvement arises. Whereas, vertical line show time scales in which performance are
judged.
Work break down structure:
This form of structure is used to drive work into simpler manner., here in this structure,
Unilever could divide their work into different levels and activities which makes the employees
less burden and enhance their proficiency. Through this, an employees will set their criteria and
formulate their own strategies to complete task into effective manner (Hadjiev, 2018). Both

managers and leaders will manage work appropriately as one will provide proper guidance which
will be easily understandable by another. Breaking work into easier way leads to managing work
with more accuracy and enhance profitability.
TASK 2
P4) Describe qualitative and quantitative methods which result as conducting research meeting to
achieving goal and objectives.
The report is based on methods to create findings, implementing and analysing data which are
described as underneath:

Qualitative approach: Under this type of approach, researcher ensure to make questions ,
surveys, observations and other non-numeric data. This research is significant when there is
large number of area or people to be served. The data is more focused on quality aspects which
reflects the opinions of individuals researched during the project (Smirnova, 2020).
Quantitative approach: This approach is best suited for making and collecting data into numeric
form, under this, statistics and charts are being used to drive the outcome of research. This way,
the data will be using more significantly and accurately (Lin, 2017).
Data collection methods: The main methods to collect data are basically primary and secondary
which has their own significance in producing the research in order to gain desired output.
Primary data: the data which is collected by the efforts of researcher and which is
generated through visiting and observing (Ning, 2017). Questionnaire has used to complete
primary method under this research.
Secondary data: this data is all based on various sources of information such as internet,
articles, magazines and others. To make the study of this research various books and journals
taken into consideration.
These are the main methods which consist accuracy and accountability while
doing research. Choosing appropriate methods and effective implementation on the research
will lead in getting desired outcome ( Nath, Eweje, and Bathurst, 2019).
Questionnaire
Quantitative Questions
Q1) Are you aware about the relevancy of talent management?
b) Yes
c) No
Q2) Are you believe that managing talent in significant for organisation?
a) Yes
b) No
Q3) Does talent management is required for organisation existence?
a) Yes
b) No
Q4) Do the company Unilever is aware about concept of talent management?

a) Yes
b) No
Q5) Is Unilever is capable to maintain their employees proficiency towards organisation by
knowing importance of talent management?
a) Yes
b) No
Q6) Are there any challenges faced by Unilever in managing talent properly?
a) Yes
b) No
Q7) what is major key challenge of all face by Unilever in managing talent?
a) Ineffective guidance
b) expectation for more compensatory benefits.
c) Rising turnover ratio of employees?
Q8) what would be the best protective measures which assist Unilever to stay proficient
employees for long term?
a) Giving induction session
b) providing facilities at workplace
c) formulation of approachable plans
Q9) What should be the most effective plans and strategies needs to be taken by HR manager of
Unilever in order to retain employees?
a) Focusing on performance of less talented employees.
b) Provide training to boost performance
c) Encourage appreciation
d) Motivate workforce at regular basis.
Q10) what are the efforts indulge by manager of Unilever to implement talent management at
better level?
a) Proving employees with job security
b) Understand about organisational goals an mission
c) Building level of informal and formal communication.
Qualitative questions
Q11) what are the factors keeping in mind by HR manager of Unilever to overcome with the

challenges of talent management?
 Providing more accurate training and leadership
 providing effective solution regarding conflicts and boosting motivation.
Q12) what are the plans of Unilever manager to cope up with uncertainties and disputes among
human resource using strategies?
 Dividing work as per capabilities
 Flexibility in planning to reduce burden.
Q13) Recommendation
c
TASK 3
P5 Present findings and data using appropriate tools and techniques.
Q1) Are you aware about the relevancy of talent management? Frequency
a)Yes 40
b) No 10
Interpretation: The above graph shown that out of 50 people 40 people are aware about the
talent management and 10 are not.
Q2) Are you believe that managing talent in significant for organisation? Frequency
a)Yes b) No
0
10
20
30
40
40
10 Column B

a)Yes 45
b) No 5
Interpretation: 45 people believe that talent management is significant for organisation and 5
people are still needs to understand the concept.
Q3) Does talent management is required for organisation existence? Frequency
a)Yes 35
b) No 15
Interpretation: almost three-fourth of the people think that talent management is required
whereas, 15 people are not influence by this question.
Q4) Do the company Unilever is aware about concept of talent management? Frequency
a)Yes b) No
0
10
20
30
40
50 45
5
Column B
a)Yes b) No
0
5
10
15
20
25
30
35
35
15 Column B

a)Yes 45
b) No 5
Interpretation: from the graph, it is interpretate that Unilever is aware about the concept as per
45 people.
Q5) Is Unilever is capable to maintain their employees proficiency towards
organisation by knowing importance of talent management?
Frequency
a)Yes 30
b) No 20
Interpretation: the graph represent that, 30 people are engaged with this statement and 20
people does not take it correct.
a)Yes b) No
0
10
20
30
40
50
45
5
Column B
a)Yes b) No
0
5
10
15
20
25
30
30
20
Column B

Q6) Are there any challenges faced by Unilever in managing talent properly? Frequency
a)Yes 40
b) No 10
Interpretation: 40 people know about challenges face by Unilever whereas, 10 are not.
Q7) what is major key challenge of all face by Unilever in managing talent? Frequency
a)Ineffective guidance 10
b)Expectation for more compensatory benefits. 30
c)Rising turnover ratio of employees? 10
0
10
20
30
Column B
a)Yes b) No
0
5
10
15
20
25
30
35
40
40
10 Column B

Interpretation: the most rated challenge is seen under graph is expectation for more
compensatory benefit which is rated by 30 people.
Q8) what would be the best protective measures which assist Unilever to stay
proficient employees for long term?
Frequency
a)Giving induction session 20
b)providing facilities at workplace 15
c)formulation of approachable plans 15
Interpretation: More number of rating is given to providing induction session and others have
also shows relevancy.
Q9) What should be the most effective plans and strategies needs to be taken by
HR manager of Unilever in order to retain employees?
Frequency
a)Focusing on performance of less talented employees. 10
b)Provide training to boost performance 10
c)Encourage appreciation 15
d)Motivate workforce at regular basis. 15
0
10
20
Column B

Interpretation: all plans are effective but high rating have given to encouraging appreciation,
and motivation.
Q10) what are the efforts indulge by manager of Unilever to implement talent
management at better level?
Frequency
a)Proving employees with job security 15
b)Understand about organisational goals and mission 10
c)Building level of informal and formal communication. 25
a)Focusing on performance of less talented employees.
c)Encourage appreciation
0
2
4
6
8
10
12
14
16
10 10
15 15

Interpretation: The efforts are mainly put on building level of informal and formal
communication.
Q11) what are the factors keeping in mind by HR manager of Unilever to
overcome with the challenges of talent management?
Frequency
 Providing more accurate training and leadership 30
 providing effective solution regarding conflicts and boosting motivation. 20
Q12) what are the plans of Unilever manager to cope up with uncertainties and
disputes among human resource using strategies?
Frequency
 Dividing work as per capabilities 25
0
10
20
Column B
Providing more accurate training and leadership
providing effective solution regarding conflicts and boosting motivation.
0
5
10
15
20
25
30
30
20
Column B

 Flexibility in planning to reduce burden. 25
P6 Communicate appropriate Recommendations as a result of findings and data analysis to draw
valid and meaningful conclusions.
The data has shown that Unilever needs to Crete more focus on building relations oaf
employees by providing them motivate and make the environment of appreciation. Also half of
research has finding that dividing work as per their capabilities will results in proper talent
management in order to use their talent effectively. Along with this, training and leadership must
be up to great extent so that no employees will lack with proper knowledge. The analysis has
shown that company is required more of effective workforce to competitive into large market.
For that instance, need for talent management and hiring effective employees is required. It is
identified that, retention of employees is mandatory for not letting out their experience and
talent to make its fuller utilisation.
TASK 4
P7) Produce reflection in order to effectively attained goal and objectives.
This research is all about the crises and issues faced by Unilever in order to manage their
human resources effectively so that organisational goals and objectives should achieved
perfectly. I feel elegant to be a part of this research as it provided me with the importance of
Dividing work as per capabilities
Flexibility in planning to reduce burden.
0
5
10
15
20
25
25 25
Column B

talent and its use into organisational success. I find out that employees are the crucial assets for
an organisation which needs to be maintaining at priority level, as employees are the only one
which implement the plan and execute strategies into practical aspect. There is no best
alternative who could replace employees efforts. I interpreted that talented individual is in
demand from many organisation with higher pays. So that, it is responsibility of companies two
make sure about their retention. This research has provided me with the aims and objectives of
the company which is necessary to gain competitive advantage into leasing market. The research
has made my mind clear about complexity a business face into long run. I make myself more
observing and analytical to see the things with both positive and negative aspect to come up
with reliable solutions so that uncertain environment could be drive from the research.
Performance management plan provides me with the guidance of its important elements that
should be there to make plans and strategies for performing activities and tasks. Through PMP, I
analysed that time and resources are both interconnected and crucial to undertake to ascertain
whether the employees completing their work on time or not. Along with this, Gantt chart and
work break down structure helped me out to develop effective structure in order to complete
aims of the company,, through this structure I shown my capabilities to maintain work frame
frame and time management skills.
I feel confident to make the best outcome of the research as it consist my efforts in
finding the most appropriate resources to provide authentic content and data base. For that
instance, I analysed it is better to undertake effective sources all by getting initial stages and
conduct the most appropriate one for findings. In order to better understand about talent
management, I go through with the primary and secondary methods of collecting data and come
to a decision to prepare questionnaire so that aim of this research could get fulfil. I feel grateful
while preparing myself for this research that gave me a sense of feeling to have more accurate
objectives in terms gaining knowledge of managing talent. It has verified that, human resource
manager played crucial role in Unilever to face the challenges towards retaining employees for
talent management. They needs to make effective strategies to avoid mistakes and enhance
morale through which set goals would achieve easily. The research has conducted a survey in
which interpretation and strategies have drive to make reliable assistance for future befits.
Therefore, this research has provided me with knowledge, ecxpene9once and shocking facts
about talent management which will be going to use in my Career development

CONCLUSION
The research has came into conclusion of talent management criteria. There are various
methods and plan drive to ensure about its effectiveness into organisations. There have made
reliable solution to overcome the challenges and issues facing by Unilever sound talent
management. The reports have used tools and techniques so that organisation will understand
about time management and work break down structure which is necessary for employees for
providing effective guidance and knowledge about work assigned. This had made possible
through Gantt chart which is helpful in managing time scales of work.

REFERNCES:
Books and Journals:
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managing sociomateriality. Business Horizons, 64(1), pp.119-130.
Collins, D., 2017. Business ethics: best practices for designing and managing ethical
organizations. SAGE Publications.
Dhillon, V., Metcalf, D. and Hooper, M., 2017. The hyperledger project. In Blockchain enabled
applications (pp. 139-149). Apress, Berkeley, CA.
Ekici, A. and Ekici, Ş.Ö., 2019. Understanding and managing complexity through Bayesian
network approach: The case of bribery in business transactions. Journal of Business
Research.
Gushina, Y.V. and Karpushova, S.E., 2019, December. An innovative model for managing the
effectiveness of investment projects in construction. In IOP Conference Series:
Materials Science and Engineering (Vol. 698, No. 2, p. 022090). IOP Publishing.
Hadjiev, K., 2018. Managing high performance virtual teams. In Congress One world-many
cultures, 8th International Interdisciplinary Conference, 26-27th October 2017 Kujawy
and Pomorze University in Bydgoszcz, Poland.
Lin, L., 2017. Managing the risks of equity crowdfunding: lessons from China. Journal of
Corporate Law Studies, 17(2), pp.327-366.
Nath, S.D., Eweje, G. and Bathurst, R., 2019. The invisible side of managing sustainability in
global supply chains: evidence from multitier apparel suppliers. Journal of Business
Logistics.
Ning, Y., 2017. Combining formal controls and trust to improve dwelling fit-out project
performance: A configurational analysis. International Journal of Project
Management, 35(7), pp.1238-1252.
Parrish, B., Gross, R. and Heptonstall, P., 2019. On demand: Can demand response live up to
expectations in managing electricity systems?. Energy Research & Social Science, 51,
pp.107-118.
Potter, A., 2018. Managing productive academia/industry relations: the interview as research
method. Media Practice and Education, 19(2), pp.159-172.
Sawant, S., 2021. Online Collaborative Learning Tools and Types: Their Key Role in Managing
Classrooms Without Walls. In Human-Computer Interaction and Technology
Integration in Modern Society (pp. 12-41). IGI Global.
Şentürk, Y., 2017. Managing the Problems of the Cities: Doing Business While Governing
Istanbul. In Identity, Justice and Resistance in the Neoliberal City (pp. 223-246).
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Smirnova, M.M., 2020. Managing business and social network relationships in Russia: The role
of relational capabilities, institutional support and dysfunctional competition. Industrial
Marketing Management, 89, pp.340-354.
Vijayan, V., 2020. Managing Biorisk Linked to Rapidly Expanding SARS-CoV-2
Research. Applied Biosafety, 25(3), pp.132-133.

Appendix: Project Logbook

Student Name:
Project title:
Weeks:
Update on
weekly
research/tasks
achieved Points
to consider:
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?
The project is on
talent
management.
I made my all
efforts to fulfil all
criteria
proper strategies
are being used so
that, every little
aspect get
complete.
There is no
requirement of
change
Any risks
and/or issues
identified?
Points to
consider: Did
you identify
risks/issues
with a lack of
I was not
identified any
issues or
problems while
doing project.
I identified some
risk in this project
that should be
consider in order
to achieve the
target.

skills required
for undertaking
research/tasks?
Did you
identify any
additional
risks/issues that
have an impact
on the project
management
plan?
Problems
encountered
Points to
consider: What
barriers did you
face? How did
you overcome
them?
As the employees
facing barrier in
in providing
information.
I assured security
and privacy of
employees
personal details.
New ideas and
change of
project
direction
By taking review
of the employees
real situation can
be identified and
actions can be
taken.
There is
requirement of
various skills that
will helps the
employees i.e.
analytical skills,
intellectual skills,
etc.