HR Manager's Role in ASDA: Talent Management Strategies Impact

This project proposal aims to analyze the impact of the HR manager in attracting and retaining employees through talent management strategies, focusing on ASDA as a case study. The research objectives include analyzing the significance of talent management practices, identifying the HR manager's role in reducing employee turnover, assessing the talent management strategies adopted to improve productivity and employee satisfaction, and determining the key challenges faced by HR managers in attracting top talent and improving retention. The project will review existing literature on talent management, employee retention, and the role of HR managers, utilizing both primary and secondary data collection methods, including surveys and questionnaires. The research will adopt a positivist philosophy and a deductive approach, employing quantitative research methods to analyze the collected data. The project also includes a timeline with key milestones such as literature review and data collection, culminating in a discussion and conclusion based on the findings. Desklib provides access to similar solved assignments and past papers for students.

PROJECT PROPOSAL FORM
Student Name
ID Number
Centre Name
Tutor
Proposed Title
To analyse the impact of HR manager to attract and retain the
employees through Talent Management Strategies
Section One: Title, aims, objectives
Title or working title of project (in the form of a question, objective or hypothesis)
Aim
The main aim of this report is to analyze the role of HR manager in order to improve the productivity
&job satisfaction level of the employees. As case study of ASDA
Project aims &objectives (e.g. what do you wish to achieve? What do you want to learn to do? What do
you want to find out?)
Research Objectives
 To analyze the significance of talent management practices.
 To identify the role of manager in order to reduce the employee turnover in ASDA.
 To analyze the Talent management strategies adopted by HR manger to improve the productivity
& employees satisfaction.
 To determine the key challenges that facing by HR manger to attack the best talent & improve
employee’s retention.
Section Two: Reasons for choosing this project
Reasons for choosing the project (e.g. links to other subjects you are studying, personal interest, future
plans, knowledge/skills you want to improve, why you feel the topic is important)

The main reason of choosing this project is to highlight the role of the HR manager so that HR manager
can implement effectively techniques of talent management so that manager can effectively rebuild the
valuation of the organization. This study is totally based on the ASDA & the main motive of this research
is to concentrate on the talent management techniques via which HR manager can improve the job
satisfaction & productivity level of the staff members.
Section Three: Precedents &sources
To analyse the significance of talent management practices
According to MuratbekovaTouron, Kabalina & Festing (2018), revealed that It was discovered that talent
management is the process of finding, obtaining, hiring, &retaining skilled personnel in a company. This
method is used by the company to fill openings by matching the right people to the suitable roles. This is
really a challenging concept to grasp given the incredibly quickly environment. Businesses can use it to
acquire a long-term competitive edge by using their employees' expertise & skills. The talent management
programme is made up of five components (Borisova and et. al., 2017). Among these include a business
strategy, recruiting applications, hiring staff, promoting their professions, & a strategy of the company.
With the constant environmental factors, it is vital to have skilled & knowledgeable individuals who can
apply their conceptual knowledge to solve crucial challenges in a reasonable manner.
It is analyzed that Company In this step, the HR department is concerned about the security & the well of
its employees, & it is working hard to improve the institution's safety &well-being. The HR Department
is required by law to provide appropriate safeguards & a healthful working environment for employees.
Cleaning, water supply, washrooms & restrooms, spittoons, moving & climate, pollutants & discharge
disposal, lights, first aid items, hygiene, dining, shading, & refreshments, among several other stuff, are all
required. All of these efforts will aid in lowering attrition rate &increasing employee satisfaction (Cappelli
and Keller, 2017).
To identify the role of HR manager in order to reduce the employee turnover in ASDA
HR managers are those in responsible for supervising processes &staff on a frequent basis, it is determined
that HR manager work responsibly so that manager can effectively endeavor to minimize staff turnover,
HR managers have a variety of responsibilities. Employees are already in charge of assessing &
determining the cause of the department's staff turnover. They are generally in charge of forecasting

business demands within their organization, but they are also in charge of the recruitment process. HR
Managers also inform employees about the institution's goals.
It's one of the most critical issues that many companies face. In order to establish high levels of
collaborative efforts at work, a HR management's most crucial role is to interact with employees. Internal
communications will assist in achieving the objectives. Decreased employee ties, on the other hand, would
create misunderstandings, misinterpretation, & a general lack of confidence. Each of these elements are
necessary for establishing good staff morale (Collings, Mellahi and Cascio, 2017).
To analyze the strategy adopted by HR manger to improve the productivity & employees satisfaction
According to Anlesinya &Amponsah-Tawiah (2020), revealed that it is considered that one of the most
critical issues that many companies face. In order to establish high levels of collaborative efforts at work, a
HR management's most crucial role is to interact with employees. Internal communications will assist you
in achieving your objectives. Decreased employee ties, on the other hand, would create
misunderstandings, misinterpretation, & a general lack of confidence. Each of these elements is necessary
for establishing good staff morale. Company direct supervisor is using a range of strategies to reduce rates,
according to the report. One strategy they use is to establish a cult-like culture in which employees can
experience a feeling of belonging (Narayanan, Rajithakumar and Menon, 2019). They continue to offer
their employees workspace independence in order for them to feel at peace. Because of direct supervisor
has direct contact with both employees, he or she keeps track of their output & rewards them
appropriately. They devise effective collaborative structures in order to make businesses maintain ties
while also lowering stresss. To comply with both the Mutual Economic assistance Organization & the
International Labor Organization, company leadership must have been aware of the latest labour
standards.
To determine the key challenges that facing by HR manger to attack the best talent &improve
employee’s retention.
According to the Sandhya & Sulphey (2020), defined that threats that act as a stumbling block in the
resolution of a problem are referred to as barriers. One of the challenges that company direct supervisor

faces is the high cost of substitutions & training (Opoku, Ahmed and Akotia, 2016). The HR manager &
the employees have a debate about how to learn new skills. Because the company is so enormous, there is
a lot of miscommunication between the manager & the employees, which leads to issues & high turnover
rates. HR managers may find it difficult to make the optimal employment & selecting judgments,
according to the environment is constantly changing. The HR manager is responsible for keeping in touch
with employees on a regular basis so that they will be aware of just about any work concerns. This
difficulty has exacerbated since the outbreak because employees have been unable to communicate
&collaborate effectively, resulting in a substantial deal of confusion about operations &initiatives.
Section Four: Activities &timescales
Activities to be carried out during the project How long this will take?
Development&analysis of ideas
Writing proposal & ethics form
Writing literature review
Writing methodology
Data collection &analysis
Writing Discussion &conclusion
Milestone one: : Literature review
Milestone one target date (set by tutor): Target date
19-02-2020
Milestone two:
Milestone two target date (set by tutor):
Data Collection
17-3-2022
Gantt Chart

What type of research approach &methodologies are you likely to use &why? What your areas of
research will cover: -
There are two aspects to research philosophy: positivism & interpretivism philosophy. The positivist
philosophy will be chosen by the researcher since it allows for numerical measurement of results.
Research Approach - It is analyzed that inductive &deductive research approaches are now the two
basic types of research methods. The deductive strategy will be used by the investigator because it allows
for the examination of numerable facts in a shorter amount of time.
Research approach - Research approach is one of the most important methods. It comes in a variety of
forms, including case studies, surveys, action research, &interviews. The survey will be used by the
scientist since it aids in the collection of that first evidence & the accumulation of numerical information
(Tafti, Mahmoudsalehi and Amiri, 2017).

Research choice: There are two types of research selections: qualitative &quantitative research selections.
The investigator will rely on quantitative research because it provides mathematical & graphical data
without requiring a longer time commitment (Panneerselvam, 2014).
Data gathering: There are two types of data collection: primary &secondary data collection. Both of
these strategies would be used by the researcher. Primary data will be collected in order to get first &
information on the talent management plan. As a result, a checklist with appropriate survey questionnaires
would be created. Secondary approaches are also taken into account because they allow for the acquisition
of second-hand material from sources such as journals, essays, journals, & journals (Taylor, 2018).
Sampling techniques - Sampling is an important strategy for selecting certain individual representations.
There are two types of sampling methods like probability & non-probability sampling. To collect data,
probability sampling is utilized, which approaches random sample, & 30 managers from the corporation
will be picked as associated with student.
Comments &agreement from tutor
Comments (optional):
I confirm that the project is not work which has been or will be submitted for another qualification & is
appropriate.
Agreed by:
Tutor name: Date:
References
Borisova, O.N., Silayeva, A.A., Saburova, L.N., Belokhvostova, N.V. and Sokolova, A.P., 2017. Talent
management as an essential element in a corporate personnel development strategy. Academy of
strategic management journal, 16, p.31.
Cappelli, P. and Keller, J.R., 2017. The historical context of talent management (Vol. 23). Oxford, UK:
Oxford University Press.
Collings, D.G., Mellahi, K. and Cascio, W.F. eds., 2017. The Oxford handbook of talent management.

Oxford University Press.
Goddard, W. and Melville, S., 2004. Research methodology: An introduction. Juta and Company Ltd.
Hasanpour, A., Abdollahi, B., Jafarinia, S. and Memari, M., 2019. Designing Talent Management Model
in the Banking Industry Using Grounded Theory. Management Studies in Development and
Evolution, 28(93), pp.93-129.
Narayanan, A., Rajithakumar, S. and Menon, M., 2019. Talent management and employee retention: An
integrative research framework. Human Resource Development Review, 18(2), pp.228-247.
Opoku, A., Ahmed, V. and Akotia, J., 2016. Choosing an appropriate research methodology and
method. Research methodology in the built environment: A selection of case studies, 1, pp.30-43.
Panneerselvam, R., 2014. Research methodology. PHI Learning Pvt. Ltd..
Tafti, M.M., Mahmoudsalehi, M. and Amiri, M., 2017. Critical success factors, challenges and obstacles
in talent management. Industrial and Commercial Training.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.