Effective Talent Management Strategies for Organizations

This report examines effective talent management strategies within the context of Arco Ltd, a wholesale business specializing in protective equipment and workplace safety products. It begins with an introduction to talent management, emphasizing its role in attracting, retaining, and motivating employees to enhance performance and create a motivated workforce. The report outlines research aims, objectives, and rationale, focusing on the impact of talent management on business operations, implementation techniques, and workforce planning during the COVID-19 pandemic. A literature review explores these key areas, drawing on perspectives from various authors. The research employs a mixed methodology, combining quantitative and qualitative methods, including questionnaires for data collection and content analysis for data analysis and interpretation. The data analysis section presents and interprets questionnaire results, highlighting key themes such as the understanding of talent management, effective strategic approaches, and the significance of talent management in business success. Recommendations are provided based on the findings, followed by a reflection and a conclusion summarizing the study's key insights and implications. The report provides insights into how organizations can optimize their talent management practices for improved performance and employee satisfaction.

Effective talent
management strategies for
successful organisation

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
Research topic.............................................................................................................................1
Research aims and objectives......................................................................................................1
Rationale for research.................................................................................................................1
Research questions......................................................................................................................2
Literature review.........................................................................................................................2
Research methodology.....................................................................................................................3
DATA ANALYSIS AND INTERPRETATION.............................................................................5
Recommendation...........................................................................................................................14
Reflection.......................................................................................................................................14
Conclusion.....................................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Talent management is a constant process that involves attracting and retaining high
quality employees, developing their skills and continuously motivating them to improve their
performance. The primary purpose of talent management is to create a motivated workforce with
the company in the long run. There are different strategies that is used by business in terms of
effective talent management such as detailed job description in which a well-informed detailed
job description helps the source, the sourcing software, and the candidate understand the job role
better. Generic job descriptions only serve to confuse all parties involved in the talent acquisition
process and lead to a wave of irrelevant applications. An employee that does not fit into the
organization culture can neither be the happiest employee nor the most sustainability productive
one, hiring candidate with the right fit thus greatly improves the chances of better employee
engagement, higher employee satisfaction, and usually better performance. The report below is
based on Arco ltd that is the wholesale business of protective equipment and also supply
assortment of clothing and workplace safety related products and services. The report below
consists of literature review, methodology, data collection, data analysis and interpretation along
with research outcomes, reflection and recommendation.
Research topic
“Effective Talent Management strategies for successful organizations”.
Research aims and objectives
Aim: “Effective Talent Management strategies for successful organizations”. A case study
on Arco ltd.
Objectives:
 Role of effective talent management strategy in business operation
 Implementation techniques for the strategies
 Benefits of the strategies on the organizational performance
Rationale for research
The reason behind the conduction of this research is to attain a collaborate efforts in which
employee involvement and its participation within the business is processed with adequateness.
In this essential strategies are implemented within the business as per concern of talent
management and under this effectual culture such as coaching, mentoring and collaboration is
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attained with perfection and in timely frame. It is always being required that employee get
reward and recognize as it induce direct level of motivation, engagement and management of
employees. For this ability of an organisation to retain and attract its potential employees get
enhanced through which capability to achieve long term goals and objectives is processed within
timely manner,
Research questions
 What is the impact of effective talent management strategy in the organizational
operation?
 What are the implementation techniques for the strategies?
 How is the workforce planning of the company affected during Covid-19?
Literature review
What is the impact of effective talent management strategy in the organizational operation?
As per viewpoint of Mona Momtazian, 2020, talent management is possibly enhancing the
working performance and its productiveness through which ability to enhance working
credibility is advanced in moderate basis. In this systematic changes are induced as per concern
of identification, development, attraction, retention and engagement level of employees as with
this potential to attain and achieve standardised objectives is perceived with better suitability. For
this ability to attract top and skilled employees is designed strategically under which effectual
contribution is perceived that turns to motivate and enhance employee working performance with
effectiveness. It also aids to induce continuous level of advancement within role performance
through which specialised operations get performed with perfection. In this employee
performance and productivity is increases that engage and advance employee performance in
improvised manner. It induces a systematic approach as with this consistent advancement within
skills and knowledge is perceived in adequate manner. It is also being related with talent
acquisition, learning and development, performance management, succession planning and
control, retaining and transitioning in sustained mode.
What are the implementation techniques for the strategies?
According to the viewpoint of Karim Ansari, 2021, management of an organisation ensure
to develop and design effectual strategies through which working potential and its capability
both get advanced in timely frame. In this job description is analysed which is an essential
process to define working relationship, salary, benefits, necessary skills and abilities through
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which it is easy for employee to get connect with the ongoing circumstances of business. The
management learn to become coach as with this effectual engagement and sustained learning is
perceived through which consistent feedback and sustained improvements is progressed
effectively. In addition to this HR also offer continuous training and development as with this
required opportunity is developing that assist the worker to improvise working credibility and its
proficiency in improvise manner. The employee gets adequate recognition and reward and it is in
form of better appreciation that is provided as per sort of working standards. To cultivate the
honest pathway is another goal that provide career pathway through which career advancement
and its attraction both improvised in better way.
How is the workforce planning of the company affected during Covid-19?
According to the viewpoint of Jackie Wiles, 2020, COVID 19 induce negative impact over
workplace as in this there is a change within working place through which varied challenges is
faced by HR in agile of planning approach. For this continuous reshaping and evaluation is
concerned through which skills advancement and its learning capability is increases with
effectiveness. For this workforce planning and future credibility both managed as per concern of
fuelled with relation to technology and market analysis. The remote working is processed
through which productivity and flexible working is achieved along with cost saving that
developed effectual opportunity while advancing growth and development. HR get targeted the
clustered skills as with this job role and its responsibility is capture with better assessment. In
this contingent workforce is developed under which working gap is filled in better way and with
this critical competence is improvised as with better capability.
Research methodology
Research methodology: This segment of methodology is divided into two categories:
qualitative and quantitative. Quantitative analysis can be used because it provides information in
a numerical manner that does not entail additional support from the researcher. Since qualitative
research provides qualitative evidence which takes the most time, it is not used throughout this
investigation. Sources of information: Main and secondary data sources are the two types of data
sources. The primary source of data provides first-hand information on the subject. Synthesis,
study, assessment, and interpretation of primary sources are all examples of secondary sources.
As a result, all types of data sources can be used to capture information.
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Data analysis methods include questionnaires, observations, interviews, task groups, and focus
studies, among others. This are the most common data collection tools, but a questionnaire is
used to gather knowledge about talent management. The main reason for using this instrument is
that it assists researchers in collecting accurate and reliable data. In comparison to other
approaches, questionnaires require the least amount of time and money. Analyse the data
Coding, material analysis, pattern analysis, and typologies are only a few examples of analytical
techniques. This are the primary techniques for analysing data in the field of analysis. Content
analysis will be used in this case since it will be feasible.
Cost, accessibility, and ethical concerns: In order to perform analysis, investigators must rely on
certain considerations in order to achieve the desired results. The investigator would need ample
funds to conduct this research in a comprehensive manner. Since it assists them in doing
successful primary and secondary research. In addition, the prosecutor maintains advance access
to a limited number of sources or materials. As it will be useful for them to completion inquiry in
systemic manner. Despite this, a variety of ethical practices, such as honesty, confidentiality, and
informed consent, are practiced by researchers to ensure that the analysis is completed
successfully.
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DATA ANALYSIS AND INTERPRETATION
Questionnaire
Q1) Are you having any information regarding the term ‘talent management’?
a) Yes
b) No
Q2) According to you, which is the most effective strategic approach for talent management
with Arco Ltd.?
a) Developing job description
b) Performance assessments
c) Effective compensation
d) Selection process
Q3) Can you tell what is the most powerful strategy that can be used for enhancing talent
management of an organisation?
a) Attract and retain top talent
b) Improve business performance
c) Higher client satisfaction
Q4) As per your views, what are the different benefits of talent management for workforce?
a) Employee Motivation
b) Boost up confidence
c) Achieve job satisfaction
Q5) Do you think having an effective talent management strategy can help in improving
business performance?
a) Agree
b) Disagree
Q6) According to you, what is the best method that can be used by Arco Ltd. to evaluate
business performance?
a) By competencies
b) By results
c) By potential
Q7) What are the major challenges or issues faced by Arco Ltd. while implementing talent
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management strategies?
a) Increased employee turnover
b) Lack of leadership
c) Higher total compensation demand
Q8) Provide any recommendations to Arco Ltd in retention of talent
Data interpretation
Questionnaire
Q1) Are you having any information regarding the term ‘talent management’?
a) Yes
b) No
Q2) According to you, which is the most effective strategic approach for talent
management with Arco Ltd.?
a) Developing job description
b) Performance assessments
c) Effective compensation
d) Selection process
Q3) Can you tell what is the most powerful strategy that can be used for enhancing
talent management of an organisation?
a) Attract and retain top talent
b) Improve business performance
c) Higher client satisfaction
Q4) As per your views, what are the different benefits of talent management for
workforce?
a) Employee Motivation
b) Boost up confidence
c) Achieve job satisfaction
Q5) Do you think having an effective talent management strategy can help in
improving business performance?
a) Agree
Frequency
40
10
15
10
12
13
20
16
14
16
20
14
49
6

b) Disagree
Q6) According to you, what is the best method that can be used by Arco Ltd. to
evaluate business performance?
a) By competencies
b) By results
c) By potential
Q7) What are the major challenges or issues faced by Arco Ltd. while
implementing talent management strategies?
a) Increased employee turnover
b) Lack of leadership
c) Higher total compensation demand
1
16
20
14
20
16
14
Theme 1: Idea about the talent management within a hospitality industry
Q1) Are you having any information regarding the term ‘talent management’? Frequency
a) Yes 40
b) No 10
7

a) Yes b) No
0
5
10
15
20
25
30
35
40
40
10
Frequency
Interpretation: As per this graph, this can be concluded that talent management is a well
known concept within these employees. In Arco ltd, people have information about the
importance and value of talent management. There is need to manage and evaluate the company’
growth and enhance productivity. Only 10 respondents are there who have no knowledge of
talent management.
Theme 2: Strategic approaches to talent management in context of hospitality organisation
Q2) According to you, which is the most effective strategic approach for
talent management with Arco Ltd.?
Frequency
a) Developing job description 15
b) Performance assessments 10
c) Effective compensation 12
d) Selection process 13
8

a) Developing job description
b) Performance assessments
c) Effective compensation
d) Selection process
0
2
4
6
8
10
12
14
16 15
10
12
13
Frequency
Interpretation: It is analysed that there are lot of strategic approaches which are used by
organisations for maintaining and retaining employees. It can be seen that this graph has
maximum peak for developing job description. Respondents think that minimum way for
retaining employees is by providing compensation. 12 participants have opinion as effective
compensation is useful strategic approach which is used by organisations.
Theme 3: Significance of talent management in enhancement of business success and
productivity
Q3) Can you tell what is the most powerful strategy that can be used for
enhancing talent management of an organisation?
Frequency
a) Attract and retain top talent 20
b) Improve business performance 16
c) Higher client satisfaction 14
9

a) Attract and retain top talent
b) Improve business performance
c) Higher client satisfaction
0
2
4
6
8
10
12
14
16
18
20
20
16
14
Frequency
Interpretation: From the above graph, it can be evaluated that only 20 respondents think
that talent retention is the most essential way for managing company’s performance. Also, 16
respondents think that business performance can be enhanced by providing motivational
opportunitiess.
Theme 4: Benefits of talent management for employees
Q4) As per your views, what are the different benefits of talent management
for workforce?
Frequency
a) Employee Motivation 16
b) Boost up confidence 20
c) Achieve job satisfaction 14
10