Talent Management Strategies for Successful Organizations: A Report

This report provides an executive summary, introduction, results, findings, discussion, conclusion, and recommendations regarding talent management strategies for successful organizations, with a focus on a case study of Tesco. The report explores the concept of talent management, evaluates different strategies, analyzes the relationship between talent management and organizational success, and recommends best practices. The methodology includes a qualitative research approach using questionnaires for data collection and thematic data analysis. The findings, based on empirical data, reveal insights into the impact of talent management on finding talented candidates, managing talent in the workplace, increasing business profitability and productivity, improving business performance and efficiency, and enhancing employee retention. The report concludes with recommendations for implementing effective talent management practices within organizations, emphasizing the importance of aligning strategies with business goals and fostering employee engagement.

Research Project
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EXECUTIVE SUMMARY
In this report, it has been summarised about the concept of talent management strategies for
successful organisations. These kinds of approach includes in the organisation and find out
talented people those are putting extra efforts to improve the overall performance of enterprise.
As per analysis, it has been identified the effective relationship between talent management
strategies and organisational success. Afterwards, it has been implemented the best talent
management practices to improve the overall business operations and functions.
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Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
RESULT AND FINDING...............................................................................................................5
DISCUSSION................................................................................................................................19
CONCLUSION..............................................................................................................................20
RECOMMENDATIONS...............................................................................................................21
REFERENCES..............................................................................................................................22
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Title – Effective Talent Management Strategies for Successful Organization – A report on
Marks and Spencer Group Plc.
INTRODUCTION
Talent is one of the important key differentiator for human capital management and always
leveraging competitive advantage. Nowadays, companies are adopting talent management
concept in order to gain and become give priority for organisation across the world (Abualoush,
Masa’deh and Alrowwad, 2018). It is increasingly the demand of talent management in the
corporate world, which means that focus on the effective strategies and expressed in the different
manner.
The primary aim of talent management is to identify the lack of availability, highly talented
and skilled staff members made finding and retaining talented employees (Osborne and
Hammoud, 2017).
In this study, it will discuss about the effective talent management strategies for successful
organisation, and also implementing suitable practices to improve business performance,
efficiency.
Aim - To analyse the effective talent management strategies for successful organization – A case
study on Tesco.
Objective –
 To examine concept of talent management.
 To evaluate different talent management strategies.
 To analyse relationship between talent management strategies and organization success.
 To recommend best talent management practices that can be used by Tesco.
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Research questions-
 What is the concept of talent management?
 What is different kind of talent management strategies?
 How can examine the relationship between talent management strategies and
organization success?
 What are the different ways to find the best talent management practices that can be used
by Tesco?
Methodology
It is important to select proper methods in conducting the research so that it provides a
framework to scholar about what type of method are to be used in it. Moreover, study is
conducted in step by step way. Thus, for present study as well the methods used are described as
below -
Research Approach
Research approach is the process of collecting data. Basically, there are three research
approaches used that is quantitative, qualitative and mixed (Alase, 2017). In quantitative
research, recent figures, facts and data is collected and interpreted. In qualitative, only data
related to topic is collected and analyzed to get more depth understanding. The mixed approach
utilizes both quantitative and qualitative methods. The method used by the scholar is qualitative
approach because it helps in getting the detail knowledge of the topic which is taken for the
research.
Research Technique
Framing of questionnaire is being done for this research. The questionnaire will help in
analysing and finding the details of the topic. As questionnaire is an important part for the
research to be analysed therefore it is done in an appropriate manner. Through questionnaire,
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many questions will be answered and this will result in overall assessment of the project or the
report. For this research, questionnaire is one of the helpful techniques which will deliver the
best results and outcomes. It will further help in making the sources of the report more identified
in the terms of how the results are achieved. Questionnaire when formed will make the necessary
details of how the research is conducted appropriately.
Data Collection
It is process in which information is used from other related sources to search answers of
problems and examine the results. Data collection process is divided into two parts – Primary
and Secondary data (D’Allerto and et.al., 2021). Primary data collection refers to gathering of
data for first time. This is done via surveys, focus groups, interviews and questionnaire etc. In
secondary data previous data is collected from articles, journals, etc. to gather more info about
topic. In this study, primary and secondary data collection methods will be used by the
researcher. Because primary data collects fresh data and secondary data will be supported by
primary data. Therefore, data collection is a helpful tool in the research which is conducted.
Data Analysis
Data analysis is the most important elements for the research to be conducted successfully
and efficiently. It is a process of interpreting and analyzing data to obtain the precise
information. The aims and objectives of the research will effectively attain when the scholar
analyzes the data appropriately (Castleberry and et.al., 2018). Moreover, to get the desired
outcomes, proper analysis technique must be used. The information collection method is done on
the basis of selection of data which will be helpful for the research. To interpret data various
tools and techniques are used for the research to deliver effective results. For the current study,
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thematic data analysis method will be used. As through this the interpretation of data through
graphs and tables will make the research easier.
RESULT AND FINDING
In this section, it is mainly focused on the empirical data collection. Moreover, it is also
represents the finding from different cases, which are completely based on the data collection
(Nikpour, 2017). Generally, it can be divided section and include questionnaires, namely view on
the talent, approach to talent management and alignment of talent management strategy. This is
the best way to clarify and group empirical finding of each of case companies together.
Theme: 1 Talent management approach help for finding the talent candidate for particular
job profile?
Q1. Do you think that talent management approach help for finding the talent candidate for
particular job profile?
Option Frequency
Highly agree
Agree
Highly disagree
Disagree
10
7
9
4
Total- 30
Table: 1
7

Highly agree Agree Highly
disagree
Disagree Total-
0
10
20
30
Q1. Do you think that talent management
approach help for finding the talent candidate
for particular job profile?
Figure 1
Data Interpretation-
From above chart, it has been identified that talent management approach help for finding
talented candidate for particular job profile. This can possible when Tesco implement talent
management practices in order to inspire or motivate the individual people. On the basis of
interpretation, it has been summarised that maximum respondents share their positive response
towards talent management approach. Furthermore, it can be identified that 10 respondents are
highly agree, 7 respondent are agreed, 9 respondents are highly disagree and 4 respondents are
disagreed. Everyone can share response on the basis of experience where they can identify in the
workplace.
Theme: 2 Talent in Tesco where large number of employee working together in workplace?
Q2. Is it possible to manage the talent in Tesco where large number of employee working
together in workplace?
Option Frequency
Highly agree
Agree
Highly disagree
Disagree
11
8
9
2
8

Total- 30
Table: 2
Q2. Is it possible to manage the talent in Tesco
where large number of employee working
together in workplace?
Highly agree Agree Highly disagree Disagree Total-
Figure 2
Data Interpretation-
In above analysis, it has concluded that manage the talent in Tesco where large number of
employee working in the workplace. The reason for management of enterprise in regards of
talent, which means that staff member can find their skill and abilities. This kind of thing is
possible when Tesco uses talent management strategies within organisation. On the basis of
interpretation, it has been summarised that maximum respondents share their positive response
towards talent management approach. Furthermore, it can be identified that 11 respondents are
highly agree, 8 respondent are agreed, 9 respondents are highly disagree and 2 respondents are
disagreed. Everyone can share response on the basis of experience where they can identify in the
workplace.
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Theme: 3 Talent management strategies will increase the overall business profitability as well
as productivity in marketplace?
Q3. Do you think that talent management strategies will increase the overall business
profitability as well as productivity in marketplace?
Option Frequency
Highly agree
Agree
Highly disagree
Disagree
7
7
8
8
Total- 30
Table: 3
Highly agree
Agree
Highly disagree
Disagree
Total-
0 5 10 15 20 25 30
Q3. Do you think that talent management
strategies will increase the overall business
profitability as well as productivity in
marketplace?
Figure 3
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Data Interpretation-
From above discussion, it has been identified Talent management strategies will increase
the overall business profitability as well as productivity in marketplace. It supports for
organisation to build a hope, which will enable them to retail their top talented and skilled
employees. It is just like involvement of staff members in order to recognise the performance of
every staff members. As per analysis, it has been concluded that talent management strategies
help for organisation to make a suitable plan and optimise employee performance. On the basis
of interpretation, it has been summarised that maximum respondents share their positive
response towards talent management approach. Furthermore, it can be identified that 7
respondents are highly agree, 7 respondents are agreed, 8 respondents are highly disagree and 8
respondents are disagreed. Everyone can share response on the basis of experience where they
can identify in the workplace.
Theme: 4 Talent management positively impact on the business performance and efficiency?
Q4. Do you believe that talent management positively impact on the business performance and
efficiency?
Option Frequency
Highly agree
Agree
Highly disagree
Disagree
12
5
7
6
Total- 30
Table: 4
11

Highly agree Agree Highly disagree Disagree Total-
0
5
10
15
20
25
30
Q4. Do you believe that talent
management positively impact on the
business performance and efficiency?
Figure 4
Data Interpretation-
From above discussion, it has been summarised that Talent management positively
impact on the business performance and efficiency. In this way, enterprise is also increasing the
entire business profitability as well as productivity in marketplace. Talent management will be
continuously implementation of learning and development practices, which is an essential where
enterprise is encouraged to have followed a new procedures and achieve desirable tasks. As per
analysis, it has been concluded that talent management provide the brief idea of new
technologies and manage up-to-date skills or knowledge. That’s why, it is directly integrated
with performance of enterprise. On the basis of interpretation, it has been summarised that
maximum respondents share their positive response towards talent management approach.
Furthermore, it can be identified that 12 respondents are highly agree, 5 respondent are agreed, 7
respondents are highly disagree and 6 respondents are disagreed. Everyone can share response on
the basis of experience where they can identify in the workplace.
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Theme: 5 talent management can increase employee retention in the Tesco?
Q5. Do you believe talent management can increase employee retention in the Tesco?
Option Frequency
Highly agree
Agree
Highly disagree
Disagree
10
9
7
4
Total- 30
Table: 5
Q5. Do you believe talent management can
increase employee retention in the Tesco?
Highly agree Agree Highly disagree Disagree Total-
Figure 5
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Data Interpretation-
From above discussion, it has been determined that talent management can increase
employee retention because it is foster long-term effective association between management and
employees. Therefore, it has been represented the effective relationship between each other.
Sometimes, it avails the enterprise, skilled and experienced workforce which may require
usefulness for increasing productivity of enterprise. Talent management give a fewer of
employees with a high potential, who can easily take some advantage or benefits. In order to help
the enterprise while retain talent and enhance the skills of employees. On the basis of
interpretation, it has been summarised that maximum respondents share the positive response
towards talent management approach. Furthermore, it can be identified that 10 respondents are
highly agree, 9 respondents are agreed, 7 respondents are highly disagree and 4 respondents are
disagreed. Everyone can share response on the basis of experience where they can identify in the
workplace.
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Theme: 6 Tesco have any kind of talent Management initiatives in the workplace.
Q6. Do you think that Tesco have any kind of talent Management initiatives in the workplace?
Option Frequency
Highly agree
Agree
Highly disagree
Disagree
8
9
7
6
Total- 30
Table: 6
Highly agree Agree Highly disagree Disagree Total-
0
5
10
15
20
25
30
Q6. Do you think that Tesco have any kind of
talent Management initiatives in the workplace?
Figure 6
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Data Interpretation-
As per analysis, it has been summarised that maximum respondents share the positive
response to talent management initiatives. It means identified that 8 respondents are highly
agree, 9 respondents are agreed, 9 respondents are highly disagree and 7 respondents are
disagreed. In this way, it has been analysed that every staff member can share the opinion or
view point in regards of talent management initiatives. Tesco is one of the leading organisations
which is always focused on the talent management initiative providing continuous training and
development opportunities for staff members in the workplace. Other kind of talent management
initiative to give reward & recognition of employees by company on the basis of their
performance. In this way, it has been examined that Tesco is always maintain their talent
management initiative in the workplace.
Theme: 7 organization needs to improve in context of talent management aspects.
Q7. Do you believe that organization needs to improve in context of talent management
aspects?
Option Frequency
Highly agree
Agree
Highly disagree
Disagree
11
8
7
4
Total- 30
Table: 7
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Q7. Do you believe that organization needs to
improve in context of talent management
aspects?
Highly agree Agree Highly disagree Disagree Total-
Figure 7
Data Interpretation-
In above table, it has found that maximum respondents share the positive response to
talent management aspect in which fulfil all essential need or requirement for organisation. On
the basis of view point, it has been determined that 11 respondents are highly agree, 8 respondent
are agreed, 7 respondents are highly disagree and 4 respondents are disagreed. In this way, it has
been analysed that every staff member can share the opinion or view point in regards of talent
management initiatives. As per analysis, it has been summarised that need for consideration of
talent management, which needed to be implement in the organisation because it supports for
motivating the employees and attract towards the business goal or objective. Tesco will be
prepared for gaps in critical skills and have a suitable plan to address significant roles or
responsibilities in the workplace.
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Theme: 8 talent management practices and strategies become essential needs for
improvement.
Q8. Do you think that talent management practices and strategies become essential needs for
improvement?
Option Frequency
Highly agree
Agree
Highly disagree
Disagree
11
8
7
4
Total- 30
Table: 8
Highly agree Agree Highly disagree Disagree Total-
0
5
10
15
20
25
30
Q8. Do you think that talent management
practices and strategies become essential needs
for improvement?
Figure 8
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Data Interpretation-
In above analysis, it has been summarised about the concept of talent management
practices and strategies which become plays important role in the workplace. This is because
different strategies or practices provide the brief idea about the organizational needs. In order to
fulfill all essential demand of staff members and improve business performance. It has been
continuously process that involves attracting or retaining high quality of employees, developing
a suitable skill and knowledge. As per data Interpretation, it has been identified that 11
respondents are highly agree, 8 respondents are agreed, 7 respondents are highly disagree and 4
respondents are disagreed. In this way, it has been analysed that every staff member can share
the opinion or view point in regards of talent management initiatives.
Theme: 9 talent management strategies impact on the business revenue generation.
Q9. is it possible that talent management strategies impact on the business revenue generation?
Option Frequency
Highly agree
Agree
Highly disagree
Disagree
12
7
7
4
Total- 30
Table: 9
19

Highly agree Agree Highly disagree Disagree Total-
0
5
10
15
20
25
30
35
Q9. is it possible that talent management
strategies impact on the business revenue
generation?
Figure 9
Data Interpretation-
In above table, it has been summarised about the talent management strategies, which
means that support for protect or secure assets of enterprise. This can possible only tesco use a
strong talent management strategy which enable to find the candidates those are directly
integrated with company culture or environment. talent management strategy plays important
aspect in which help to improve business revenue because each and every staff members focused
on the goal achievements. As per data Interpretation, it has been identified that 12 respondents
are highly agree, 7 respondents are agreed, 7 respondents are highly disagree and 4 respondents
are disagreed. In this way, it has been analysed that every staff member can share the opinion or
view point in regards of talent management initiatives.
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DISCUSSION
This research has been proved that talent management strategies adopted by Tesco in order
to setup both short-term and long term plan. Therefore, it has been noticed that the most
powerful aspect of workplace is the motivation which may always influencing staff members. In
the age of social networking, each and every employee is likely than ever to share their
information from other employees in the workplace (Pandita and Ray, 2018). So as, company
has been already keep consider all necessary fact in mind while designing compensation plans.
Therefore, they can provide the best quality of facilities and services for their potential
employees. In long term growth, employee of Tesco is showing an interest towards growth of
organisation because it provides the sense of job security, as when enterprise is growing. There is
less chance of cutting down on the workforce (Bryson, Edwards and Van Slyke, 2018). On the
basis of discussion, It has been analysed that Tesco make employees realise that what are
valuable assets of organisation growth and development. From research, it has been concluded
that Tesco look for continuous commitment from their employees by providing them with best
quality of services and also giving the performance driven rewards. Moreover, company has
been adopted the different kind of strategies to retain their key talent, but still it shows a
dissatisfaction prevails among staff members. Tesco can make use of research in better way to
understand the behaviour of employee and take some necessary measurements.
In this study, discussion on the talent management which has been continuously increasing
the employee retention because it has been achieving the long-term goals, which become
effective ways to associate between management and employees. Sometimes, it avails the
enterprise, skilled and experienced workforce which may require usefulness for increasing
productivity of enterprise (McDonnell, Collings and Schuler, 2017). In this study, it has been
focused on the Talent management approach which may support for finding talented candidate
for particular job profile. This can possible when Tesco can uses the different practices in order
to inspire or motivate the individual’s. Within data Interpretation, maximum respondents share
their positive response towards talent management approach. Moreover, it is also identified that
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10 respondents are highly agree, 7 respondents are agreed, 9 respondents are highly disagree and
4 respondents are disagreed.
In this study, it has been concerned about the talent management, in term of importance,
definition and literature review. Talent management focuses on the positioning of right person,
encouraging the employees through talent management strategies (Grover, Chiang and Zhang,
2018). Prior researcher has been undertaken to study of talent management which is mainly
concentrated on the conceptualization of talent management practices. Through this study, it has
been highlighted the positive and significant relationship between organisational performance as
well as talent management.
On the basis of research study, It has been conducted the research which primarily impact
on the Tesco, which can be used the different kind of talent management strategies and inspire or
motive the individual people. The finding of study showed that there was so such kind of
significant relationship between two variables. As a result of study which indicate the significant
and positive impact of talent management or organisational performance.
CONCLUSION
From above study, it has been concluded that talent management strategies and their impact
on the organisational performance and efficiency. On the basis of analysis, it is positively related
to the business growth and development but it may be impacted on the different practices. In
most of cases, each and every employee can share their opinion or view point related to talent
management. On the basis of study, maximum respondent share their positive response which
means that effective talent management strategies supports for increasing overall business
productivity as well as profitability. In order to improve the learning and development initiatives
and focus on the retention strategies. The organisation such as Tesco is able to achieve the
success, then organisational performance will automatically go higher and it will be better way to
handle the situation. On the other hand, employees feel that enterprises are able to manage their
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talent effectively and hence, it agree that because of organisational performance which is higher.
Apart from that, it has concluded that understand the concept of talent management which is
partially impact on the organisational performance and hence, Tesco is integrated with business
plan, strategies in order enhance overall business performance.
In this research, it has been identified the importance of talent management strategies and
their impact on the organisational performance by evaluating perceived effectiveness. It has been
disclosed the concept where talent management is worthwhile investment, highlighting the
impact of pursuing a talent management strategy on financial, organisational as well as human
resource outcome. On the basis of study, it revealed that talent management practices support
with strong focus on corporate strategy which have statistically significant, positive impact on
corporate profit. Talent management strategy which aims is to support the succession planning
which has become weakest impact on the organisational performance.
Overall, all strategies have a directly effect on the talent motivation, which bring a part of
targeting group and pay attention towards performance of business. A talented people want to
remain in an elected group of employee and want to turn to account investment and trust
provided by company.
RECOMMENDATIONS
In this study, there are some kind of limitation in the research which lies in restriction to real
estate sector, which making the generalization of finding from study. Thus, the scope of study
has been suggested that covered all kind of extended in future aspects. Although talent
management strategies are becoming consider as recent concept so that it become easier attracted
the academic, practitioners (Maduka and et.al., 2018). On the other hand, the sample size of
research study is 30 employees. Therefore, it would require for expanding while targeting large
number of people. In this way, it can easily identify the better result or outcome.
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Reflection
This research was conducted successfully by me. Through this research I was able to analyse
the key important points of how the research is done. This further helped me in making the
distinctive characteristics for the topics which were included in framing the research. Research
approach helped me in collecting the data which denoted that through qualitative approach the
research can be done successfully and the results will be achievable through it. By framing the
questionnaire (a type of research technique) I reflected and made some questions which were
related to the topic of the research. While framing the questionnaire I was able to make important
parts highlight that what are the key sources through which the information can be attained.
I collected data through both primary and secondary sources which helped in gathering the
data and information through various sources directly and indirectly. And both the researches
that are the primary collection of data and the secondary collection of data made the points clear
that how the information is collected and maintained properly. The data collection which was
supported me for the results to be accurate. I was able to analyse and interpret data which made
the research very effective and efficient for studying. Yes, I achieved the objectives which were
created for the research. Along with that I also realised how research methodology in detail can
be done. This is how I learned that how research is done with considering all the key points and
the manner in which the research is done step by step by following the major aspects and factors.
The changes which I want to make in the research is have a proper analysis of the other tools and
techniques and learn the difference of how the changes can take place which helps in making the
research more accurate and reasonable. Many other techniques can be taken care of while
making the changes and this I want to change at a level which makes the research more accurate
and this helps in making what is to be achieved further with effective results.
Therefore, by framing this research, I have learned and understood that how the key
characteristics are defined along with the detail description of the topic which was done. The
research also helped me in collecting the data through the sources which was the positive aspect
and this made the point very clear to me that researches can be performed well and effective by
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following the steps. This research also made some points transparent that how I managed to
make team and work along with them effectively. The tem work also helped me making research
effective and clear on the scale that it provides what is the actual requirement of details. This
research also increased my knowledge of how changes can take place according to the steps
which are taken along with the improvement which I wish to serve productivity in research to be
more significant and deliver importance at the same time.
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REFERENCES
Book and Journals
Abualoush, S., Masa’deh, R. and Alrowwad, A., 2018. The role of knowledge management
process and intellectual capital as intermediary variables between knowledge
management infrastructure and organization performance. Interdisciplinary Journal of
Information, Knowledge, and Management. 13. pp.279-309.
Bryson, J.M., Edwards, L.H. and Van Slyke, D.M., 2018. Getting strategic about strategic
planning research.
Grover, V., Chiang, R.H. and Zhang, D., 2018. Creating strategic business value from big data
analytics: A research framework. Journal of Management Information Systems. 35(2).
pp.388-423.
Maduka, N.S. and et.al., 2018. Analysis of competencies for effective virtual team leadership in
building successful organisations. Benchmarking: An International Journal.
McDonnell, A., Collings, D.G. and Schuler, R., 2017. Talent management: a systematic review
and future prospects. European Journal of International Management. 11(1). pp.86-128.
Nikpour, A., 2017. The impact of organizational culture on organizational performance: The
mediating role of employee’s organizational commitment. International Journal of
Organizational Leadership. 6. pp.65-72.
Osborne, S. and Hammoud, M.S., 2017. Effective employee engagement in the
workplace. International Journal of Applied Management and Technology. 16(1). p.4.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Alase, A., 2017. The interpretative phenomenological analysis (IPA): A guide to a good
qualitative research approach. International Journal of Education and Literacy
Studies.5(2).pp.9-19.
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D’Allerto, R. and et.al., 2021. From collection to integration: Non-parametric Statistical
Matching between primary and secondary farm data. Statistical Journal of the IAOS,
(Preprint).pp.1-11.
Castleberry, A. and et.al., 2018. Thematic analysis of qualitative research data: Is it as easy as it
sounds?. Currents in Pharmacy Teaching and Learning.10(6).pp.807-815.
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