Challenges and Obstacles of Talent Management in HSBC Bank Project

This project report, focused on HSBC Bank, investigates the critical challenges and obstacles encountered in talent management. The study begins with an introduction outlining the aims and objectives, which include understanding talent management concepts, identifying techniques, analyzing challenges in employee retention, and recommending improvements. The project management plan details costs, scope, time, quality, communication, and risk factors. A Gantt chart and Work Breakdown Structure (WBS) are provided to illustrate the project's timeline and task organization. The research methodology employs a qualitative approach using both primary and secondary data, including questionnaires and literature review. Data analysis utilizes thematic analysis to interpret findings, supported by charts and graphs. The literature review explores existing research on talent management. The data analysis section presents the findings, including employee perspectives on talent management concepts, techniques, and importance. Recommendations for improvement are provided, and the report concludes with a reflection on the research process and outcomes. The report is supported by references and an appendix, including a questionnaire and project logbook.

MANAGING A
SUCCESSFUL BUSINESS
PROJECT

TABLE OF CONTENTS
TITLE..............................................................................................................................................1
INTRODUCTION...........................................................................................................................1
Aims and Objectives...............................................................................................................1
Project Management Plan.......................................................................................................2
Gantt chart and WBS..............................................................................................................4
Timeline..................................................................................................................................9
Research Methodology...........................................................................................................9
Literature Review.................................................................................................................12
Data Analysis........................................................................................................................12
Recommendation..................................................................................................................24
Reflection.............................................................................................................................24
CONCLUSION..............................................................................................................................25
REFERENCES..............................................................................................................................26
APPENDIX....................................................................................................................................30
Questionnaire........................................................................................................................30
Project logbook for the chosen organisation........................................................................33

TITLE
The key challenges and obstacles faced by financial sector in terms of talent management- A study on HSBC Bank.
INTRODUCTION
Talent management is an organization's serious-mindedness to recruit, retain and develop the most talented employees
available in the job market place. It helps the employees of the company to feel engaged and motivated in order to achieve
organizational long term and short term goal and objectives (Claus, 2019). Moreover, it results in customer satisfaction through
effective and efficient client services provided by the employees and thus, increase the over all business performance. In this project
report the company chosen is HSBC bank which is a British transnational investment funds bank and a fiscal work keeping company.
It primarily operates its services in the regions of Africa, Asia, Oceania, Europe, North America and South America (Mellahi, 2019).
This report will emphasize on the aims and objectives of the key challenges and obstacles faced by HSBC bank in term of talent
management. The project management plan will be formulated considering the resources, risks, cost and duration in the investigation.
Further, a minor research has been conducted which determines the importance of implementation of project.
Aims and Objectives
Aim
To identify challenges and obstacles faced by HSBC bank in context of talent management.
Objectives
 To develop understanding about the concept of talent management.
 To identify different techniques of talent management in HSBC bank.
 To analyse the challenges that are featured by the company in retaining talented employees within organization.
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 To recommend the ways in which the talent management of the company can be improved.
Research Questions
 What is talent management?
 What are different types of techniques to measure talent management in HSBC bank?
 What are the challenges and obstacles faced by HSBC bank while retaining talented employees?
 Which technique can be used to improve talent management within the organization?
Project Management Plan
A project management plan is a conventional document which defines how the project is executed, monitored and dominated.
The performance of the project has been measured against the performance measurement standards which is included in project
management planning (Hartwell, 2019). Project managers spend considerable duration ensuring achievement of baselines of the
project. Project management plan covers following aspects:
Cost Cost is an important factor of project management. Effective cost
management ensures that a project budget is on correct path and will be
accomplished according to its planned range. The cost of the research
activities such as sampling, data collection, etc. will be £200.
Scope The scope of the research for the company are to understand the concept
of talent management and different techniques used by HSBC bank in
order to retain talented employees within the organization. With the
effective research about this topic, the company will able to identify
challenges and obstacles faced by the company in order to maintain
2

talent management (Erasmus, Naidoo and Joubert, 2017). This project
will provide knowledge enhancement of the researcher about this
particular topic. However, this report will demand the exercise of the
scholar to work in a way which benefits both the company and
researcher.
Time The total time collecting the data, sampling, assessment of collected
data through charts and reports, the scholar would need a stipulated time
of 17 weeks starting from 19/01/2021 to 22/05/2021.
Quality Researcher can use qualitative method to conduct the research. The
collection of data is from both sources i.e. primary and secondary. The
primary data will be collected through questionnaires, interviews, etc.
while the secondary data will be collected through validated and reliable
sources (Friday and Sunday, 2019).
Communication In order to complete the project efficiently within the stipulated duration
and budget, researcher required proper interactions.
Risk The risk involved in the project is high with respect to limited time
duration and cost incurred in the project. Due to false data collection the
researcher will not able to complete the investigation and the amount
invested also been wasted (Hughes, 2018).
Resources The researcher requires various resources in order to complete the
research report such as internet, advanced technologies, money,
3

transportation, laptop, phones, books and journals, articles, etc.
Gantt chart and WBS
Gantt Chart: It is a kind of bar chart that elaborate a project agenda. It is basically a tool which assists the researcher in the
planning and scheduling of projects of all sizes, however, it is useful for simplifying tangled tasks.
4

5

Work Breakdown Structure: Work break down structure is a hierarchical disintegration of the work to be executed by the project
team to complete project objectives and create required deliverables. This helps in completion of project on time.
6

7

Timeline
8

Research Methodology
9

Research methodology show how a researcher will systematically develop its study to ensure reliability and validity outcomes
with address its objective and aims (Gakovic and Yardley, 2007). Research methodology includes which data is to collect, the way to
collect it, sources to collect data and analyse them.
Research Type
The research refers to careful consideration for a particular concern or issue with use of scientific processes. There are two
types of research qualitative and quantitative, the qualitative includes quality measure of data and quantitative involves numerical
number of data. In this study researcher have taken qualitative type of research as the study requires human aspect's integration.
Research Approach
It is a plan and particular processes for doing the research. The scholar is taking inductive approach because this approach is
helpful in making the qualitative research more effective and valid results can be obtained.
Research Philosophy
The research philosophy is a belief for the manner of collecting the data and analysed. There are basically two types
Interpretivism and positivism and in this study researcher will use the Interpretivism philosophy as it is more efficient to represent the
qualitative data.
Data Collection
The data collection is a process of collecting data from various source. Generally data can be collected as primary and
secondary and for this study scholar will take both the data. For primary data collection interview or questionnaire will be utilized
using appropriate sample (Ready and Conger, 2007). Further, under secondary research, researcher will take information written in
books, article and journals by various authors. This will be used to critically evaluate the finding and draw relevant conclusions.
Sampling
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This is process in which a particular people are taken from large group of people in HSBC. The 30 employees of HSBC bank
is taken in order to gather the information related to obstacle and challenges of talent management. Sampling is done randomly and
purposely, the scholar is taking purposive sampling in this study (Schuler, Jackson and Tarique, 2011).
Data analysis
In this study the researcher will use thematic analysis method as it will analyse the qualitative data more effectively. The data
analysis will be more specific with thematic style.
Reliability and validity
Scholar have taken new published article and papers from the year of 2017. The topic is also selected from a valid research and
copyright protect sources are taken in the secondary data with are being reliable and valid for this study (Hejase And et. al., 2016).
Research limitations
In study the researcher has found that money and time are recognized as limitation for the particular study. As the researcher
has less time and less money so quantitative method of research is not suitable. The data analysis is done on thematic basis as it will
lead to inspect and analysis on selective people. The SPSS method is avoided in this because it takes more time and money. Moreover,
the present study needs qualitative method as it is suitable for the study.
Ethical consideration
In order to justify the ethical concepts of the research project, consent form has been filled by all the employees of the
organization which shows the willingness and interest of the employees regarding this research (Maxwell and et.al., 2008). Further
more, reference list has been added at the end of the research report which exhibits that the work has not been copied from somewhere
else and ethical resources of sites has been used to determine the data collected through secondary data collection method.
11

Literature Review
The Krishnan and Scullion(2017), stated that the talent management is regular and continuous process includes retention and
attraction the highly skill and knowledgable employees. The talent management also develop their skills and consistently monitor and
inspire them so that they can enhance their performance. Main purpose of talent management is to develop inspired workforce, it
analysis the people who are doing to work for a long period. The talent management help to improve performance of business in
competitive environment.
On contradiction another McDonnell and et.al.,(2017), states that talent management uses is expensive in the nature as it take a
huge time, cost and resources as well because the efficient people need to be involved in this process. The talent management also can
contributed towards conflicts between management and human resources with not proper or adequate agreement. The talent
management lead to increasing in employees turnover.
Data Analysis
Theme 1: All the above option is selected by maximum employee's in the organization.
What do you mean by concept of talent-
management ?
Outcome
Retention efficient employee's 3
Talent acquisition and retention 7
Getting right talent on board 5
All the above 15
Total 30
12

Interpretation: From the above pie chart of concept of talent-management the maximum employee's of HSBC bank have selected all
the above option that is 50% of the total strength of employee's. The talent acquisition and retention is taken by 23% of employee's
according to them employee's acquisition and their retention play a vital role in developing talent-management. The getting right talent
on board is preferred by 17% of employee's they think talent-management is done by skill and knowledgable people in the
organization. 10% of employee's also think that efficient employee's retention will enhance talent-management.
Theme 2 : Recruiting effectively and leadership development are the option that are higher chosen by employee's.
What are the different techniques of talent-
management used by manager within HSBC
bank ?
Outcome
Recruiting effectively 12
Leadership development 10
13
10%
23%
17%
50%
Concept of talent-management
Retention efficient
employee's
Talent acquisition and
retention
Getting right talent on
board
All the above

Recognized programs 2
Employee's engagement 3
None from above 3
Total 30
Interpretation: As per the above pictorial bar graph the different techniques of talent-management is used by its manager of HSBC
bank. As 40% of employee's in the organization has selected recruiting effectively technique majorly as they know the recruitment
effects the talent-management (Doe and et. al., 2020). The leadership development is selected by 33% of employee's they think the
leader and its qualities will affect the talent-management. The 10% of people have selected employee's engagement and 7% of
employees had chosen recognized program option. As per this data analysis the recruiting effectively technique is best as most of
employee's think the same.
14
Recruiting effectively
leadership development
recognized programs
employee's engagement
None from above
0 0.05 0.1 0.15 0.2 0.25 0.3 0.35 0.4
40%
33%
7%
10%
10%
the different techniques of talent-management used by
manager within HSBC bank
responses

Theme 3 : Help to work effectively towards goal option has been selected by HSBC bank employee's.
Why talent-management is important for
HSBC bank ?
Outcome
Employee's feels engaged 5
Help to work effectively towards goal 15
Increase client satisfaction 6
Improve business performance 4
Total 30
Interpretation: From the above pie chart of talent-management importance in HSBC the employees 50% has chosen to improve
business performance because the main work of talent-management is to improve overall efficiency of business. 20% of employee's in
15
17%
50%
20%
13%
talent-management is important for HSBC bank
Employee's feels engaged
help to work effectively
towards goal
increase client satisfaction
improve business
performance

HSBC bank selected increase client satisfaction they think the customer satisfaction is done with talent-management. The 17% of
employee's chosen employee's feels engaged as per their prefers. 13% of employee's selected how to work effectively towards the
goal.
Theme 4 :Improve individual performance and enhance the profitability and brand image option is highly selected by employee's.
What are the impact of talent-management
on organizational growth ?
Outcome
Improve individual performance 12
Efficient control 3
Enhance the profitability and brand image 15
Any other 10
Total 30
16

Interpretation : According to the above cylindrical bar graph the impact of talent-management on organizational growth is shown the
50% of employee's have chosen to enhance the profitability and brand image. The 40% of employee's selected improve individual
performance as according to them performance influenced the talent-management. The other factors are also affected the talent-
management as 33% of employee's have chosen this. The effective control is chosen by 10% of employees in the HSBC bank.
Theme 5: Employee agrees that with the help of competencies to do tasks effectively, the managers of HSBC identify talent among
them.
How does HSBC managers identify talent? Output
a) By competencies of the employees to do
successful tasks
18
b) By results of the tasks performed 6
c) By measuring potential in employees 4
17
0
0.2
0.4
40%
10%
50%
33%
Impact of Talent-Management on Organizational
Growth
responses

d) Any other 2
Total 30
Interpretation: From the above diagram, it is concluded that majority of employees i.e. 70% do agrees that with the help of
competencies of doing successful tasks, managers identify the talent among the employees. However, 20% accepts that talent
identified by their managers with the help of results of the task after the performance of employees. 13% says it can be identified by
measuring potential in employees and very few i.e. 7% agrees that there are some other factors which has been taken into
consideration by their managers in order to evaluate and identify talent within the employees.
Theme 6: Employee agrees that they are facing challenges in taking engaging work from their managers to enhance the talent
management practices within the organization.
18
60% 20%
13%7%
The way HSBC managers identify talent
a) By competencies of the
employees to do successful
tasks
b) By results of the tasks
performed
c) By measuring potential in
employees
d) Any other

What are the challenges faced by you in
terms of talent management practices?
Output
a) Offering impressive salaries to employees 10
b) Giving engaging work to candidates 12
c) Being open-minded within the organization 6
d) Embracing new interests within the
employees
2
Total 30
19
33%
40%
20%
7%
The challenges faced by employees in terms of talent
management practices
a) Offering impressive salaries
to employees
b) Giving engaging work to
candidates
c) Being open-minded within
the organization
d) Embracing new interests
within the employees

Interpretation: From the above picture, it has been clearly interpreted that majority of employees i.e. 40% agrees that they are facing
challenges in getting engaging work from their managers. After that, 33% of employees facing challenges in offering impressive
salary package from their managers while 20% says that they are facing challenges regarding talent management that their managers
are not open-minded within the organization and if they do so, the employees feel their importance within the company. The least
number of employees i.e. 7% of employees feels challenges that their managers do not embracing new interests within them.
Theme 7: Employee agrees that all options are required to improve the talent management initiatives by the managers of the
organization.
What are the areas HSBC needs to improve
in terms of talent management initiatives?
Output
a) Invest in company culture 3
b) Revisit the benefits package 3
c) Encourage peer to peer feedback 4
d) Create growth opportunities within the
organization
5
e) All the above 15
Total 30
20

Interpretation: From the above pie-chart, it has been concluded that majority of employees i.e. around 50% of employees do agree
that all the given options are necessary to improve talent management initiative within the organization. Options include investment in
company culture, revisit the benefit package, encourage peer to peer feedback, create growth opportunities within the organization.
However, there are few employees who acknowledge that 10% agrees that revisit the benefit package do improve talent management.
Another 13% of employees accepts that encouraging peer to peer feedbacks improves talent management and at last 17% of
employees creating growth opportunities within the company do increase the talent management initiatives by the managers.
Theme 8: Employees agrees that they have specific method used by their managers to measure talent management.
Does your organization have any specific Output
21
10%10%
13%
17%
50%
The areas HSBC needs to improve in terms of talent
management initiatives
a) Invest in company culture
b) Revisit the benefits package
c) Encourage peer to peer
feedback
d) Create growth opportunities
within the organization
e) All the above

method of talent management initiatives in
workplace?
a)Yes 26
b) No 4
Total 30
Interpretation: From the above bar graph, it has been clearly stated that maximum number of employees i.e. 87% agrees that there
are some specific methods which has been used by managers to measure talent management within the organization. However, there
are some employees approx 13% who believes that there are no special methods used by their managers in order to measure talent
management of individuals in the company.
22
Yes No
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9
87%
13%
Specific methods used by managers to measure talent
management
Responses

Theme 9: Employees strongly agree that managers of HSBC bank take initiative for talent management in order to retain employees.
Do you agree that manager of HSBC bank
take initiative for talent management in
order to retain employees?
Output
a) Strongly agree 21
b) Agree 5
c) Neutral 2
d) Disagree 1
e) Strongly disagree 1
Total 30
23

Interpretation: In the above bar-chart it has been clearly visible that large number of employees i.e. 43% strongly agree on the point
that managers of their organization take initiative for talent management in order to retain employees in the organization. However, on
a contrary note, few numbers of employees have there different opinions with regard to this point. Such as 33% agrees on this part that
managers do take initiative to retain employees, 7% shows there neutral opinion that they are not sure about one specific option, 17%
shows disagreement that there managers contribute towards taking initiative for talent management in order to retain employees. And
at last not a single employee shows there opinion towards strongly disagreement (Varma and Chavan, 2019).
Recommendation
From the above study it can be recommended that talent management in HSBC bank is one of the important element in driving
a healthy financial services in the market space. With the help of better organizational ethics, offering improved salary and
advancement of great career opportunities to the employees will help the managers of the organization in order to recognize talent
management within the candidates (Naim and Lenka, 2017). Many employees of HSBC have placed higher importance on employer
24
Strongly agree Agree Neutral Disagree Strongly disagree
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45 43%
33%
7%
17%
0%
Manager of HSBC bank take initiative for talent management
in order to retain employees
Responses

ethics. Previous studies determines that it is the primary area for employee satisfaction and the employees that are fully aware about
the organizational statement of ethics are more engaged and satisfied at work place.
Better and advanced salary also helps in improving management of employees in terms of talent management. Higher salary is
the major reason for changing jobs this is big challenges for HSBC so for this issue Employees majorly dissatisfied on the terms of
remunerations part. Almost all the organizations are well aware about this factor and tries there best in order to retain more and more
employees after the post recession period. Apart from salary, the opportunity for career advancement is a top reason when employees
do feel that there is a lack of talent management in the HSBC and they are less valued in the company according to their talent.
Employees do feel demotivated and dissatisfied from their managers (Borisova and et. al., 2017). Thus, a mixture of all of above
points creates more fulfilling and engaging environment within the HSBC bank. Organizations that create a culture in which
employees feel engaged and empowered their benefits are more likely to attract and retain satisfied and talented staff members.
Reflection
From my previous experience I have understood that talent management is a process to retain efficient employees in the
business for long-term in organization. The talent management process which help to improvement the performance. While doing this
project I have found that there are different challenges and hurdles for this researcher have done various qualitative researches for
talent management (Omotunde and Alegbeleye, 2021). I found various challenge while doing the study. The data analysis is a big
challenge for me because when I started doing that I not understand anything in that but later on got to know the process. The talent-
management is much effective if the manager will train them to motive them in a way that they can improve their performance and it
will also help the organization to retain its employees. I also learn that the communication between the people in the organization is
very good, but they are lacking in coordination. I undertook the activity of identification the techniques of talent-management in
HSBC bank in that I learn the methods to retain the talented employee's in the organization. In the study I got to know briefly about
the organization employee's and there work and individual knowledge. The talent-management process also help me to know how
25

HSBC work to achieve its objectives. In the study my interpretation is not good but my data collection process is more effective in this
survey (Narayanan, Rajithakumar and Menon, 2019). So in near future I will conduct my study on some different topic which will
help the HSBC bank and its employee's to grow and enhance its profit and achieves its goals. While doing this study I found the bank
sector need talent-management more. The role and responsibilities employee's having in banking sector needs high skill and
knowledge so for that the talent-management study is must. As earlier I think that the talent-management is only process to recruit the
people but after doing this I came to know that talent-management involve retention, motivation and career development of people in
the organisation. Earlier I thought the data analysis is simple work but after the finding I came to know I is complex in nature many
new things are learned by me in this research.
CONCLUSION
This file concluded that talent-management is a process of attracting and retaining the group of people who are highly qualified
and skilled. Talent-management lead to motivate people and retain them for long term. HSBC bank is facing issues related to
management of efficient employee's so if the company will follow the following recommendation and the procedure than HSBC
employee's will work with organization for a longer time, the organization will also grow and expand in near future.
From the survey that has been taken on the employees of HSBC bank, it has been concluded that though there are various
challenges and obstacles faced by financial companies in terms of talent management but with the effective and efficient usage of
recommendation provided in this study, The HSBC bank will be able to outreach from the situation of crisis and able to sustain and
maintain their position in the market place or in front of its competitors. With the help of better organizational morality, contribution
towards the improved salary of candidates and promotion of great career opportunities given by the company, the organization will
able to maintain an environment of talent management among employees.
26

REFERENCES
Books and Journals
Borisova, O.N. And et. al., 2017. Talent management as an essential element in a corporate personnel development strategy. Academy
of strategic management journal. 16. p.31.
Claus, L., 2019. HR disruption—Time already to reinvent talent management. BRQ Business Research Quarterly, 22(3), pp.207-215.
Claus, L., 2019. HR disruption—Time already to reinvent talent management. BRQ Business Research Quarterly, 22(3), pp.207-215.
Collings, D.G., Mellahi, K. and Cascio, W.F., 2019. Global talent management and performance in multinational enterprises: A
multilevel perspective. Journal of management, 45(2), pp.540-566.
Crane, B. and Hartwell, C.J., 2019. Global talent management: A life cycle view of the interaction between human and social
capital. Journal of World Business, 54(2), pp.82-92.
Doe, T. and et. al., 2020. ‘Readiness’, Talent Management and Adaptive Solutions to enable Teachers in Indigenous Schools to
Improve their Teaching. International Journal of Innovation, Creativity and Change. 14(11). pp.153-167.
27

Friday, E.O. and Sunday, M., 2019. Talent Management and Workers’ Commitment: Oil & Gas Firms in Nigeria. SEISENSE Journal
of Management. 2(3). pp.1-15.
Gakovic, A. and Yardley, K., 2007. Global talent management at HSBC. Organization Development Journal. 25(2). p.P201.
Glaister, A.J., Karacay, G., Demirbag, M. and Tatoglu, E., 2018. HRM and performance—The role of talent management as a
transmission mechanism in an emerging market context. Human Resource Management Journal, 28(1), pp.148-166.
Hejase, H.J. And et. al., 2016. Talent Management Challenges: An Exploratory Assessment from Lebanon. International Journal of
Business Management & Economic Research. 7(1).
Hughes, C., 2018. The role of HRD in using diversity intelligence to enhance leadership skill development and talent management
strategy. Advances in Developing Human Resources. 20(3). pp.259-262.
Khoreva, V., Vaiman, V. and Van Zalk, M., 2017. Talent management practice effectiveness: investigating employee
perspective. Employee Relations.
Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small and medium enterprises. Human
Resource Management Review, 27(3), pp.431-441.
Maxwell, G. and et. al., 2008. Talent management in hospitality and tourism in Scotland. International Journal of Contemporary
Hospitality Management.
McDonnell, A. and et. al., 2017. Talent management: a systematic review and future prospects. European Journal of International
Management, 11(1), pp.86-128.
Mihalcea, A., 2017. Employer branding and talent management in the digital age. Management Dynamics in the Knowledge
Economy, 5(2), pp.289-306.
Naim, M.F. and Lenka, U., 2017. Talent management: A burgeoning strategic focus in Indian IT industry. Industrial and Commercial
Training.
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.
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.
Omotunde, O.I. and Alegbeleye, G.O., 2021. Talent management practices and job performance of librarians in university libraries in
Nigeria. The Journal of Academic Librarianship. 47(2). p.102319.
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Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of their impact on talent
retention. Industrial and Commercial Training.
Ready, D.A. and Conger, J.A., 2007. Make your company a talent factory. Harvard business review. 85(6). p.68.
Schuler, R.S., Jackson, S.E. and Tarique, I., 2011. Global talent management and global talent challenges: Strategic opportunities for
IHRM. Journal of world business. 46(4). pp.506-516.
Sheehan, M., Grant, K. and Garavan, T., 2018. Strategic talent management. Worldwide Hospitality and Tourism Themes.
Tafti, M.M., Mahmoudsalehi, M. and Amiri, M., 2017. Critical success factors, challenges and obstacles in talent
management. Industrial and Commercial Training.
Varma, C. and Chavan, C., 2019. Role of HR in Talent Management for Building Future Organizational Competence. International
Journal of Advance and Innovative Research. 6(2).
Erasmus, B., Naidoo, L. and Joubert, P., 2017. Talent management implementation at an open distance e-learning higher educational
institution: the views of senior line managers. International Review of Research in Open and Distributed Learning. 18(3).
pp.83-98
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30

APPENDIX
Questionnaire
Q1 What do you mean by concept of talent-management ?
 Retention efficient employee's
 Talent acquisition and retention
 Getting right talent on board
 All the above
Q2 What are the different techniques of talent-management used by manager within HSBC bank ?
 Recruiting effectively
 Leadership development
 Recognized programs
 Employee's engagement
 None from above
Q3 Why talent-management is important for HSBC bank ?
 Employee's feels engaged
 Help to work effectively towards goal
 Increase client satisfaction
 Improve business performance
Q4 What are the impact of talent-management on organizational growth ?
31

 Improve individual performance
 Efficient control
 Enhance the profitability and brand image
 Any other
Q.5 How does HSBC managers identify talent?
a) By competencies of the employees to do successful tasks
b) By results of the tasks performed
c) By measuring potential in employees
d) Any other
Q.6 What are the challenges faced by you in terms of talent management practices?
a) Offering impressive salaries to employees
b) Giving engaging work to candidates
c) Being open-minded within the organization
d) Embracing new interests within the employees
Q.7 What are the areas HSBC needs to improve in terms of talent management initiatives?
a) Invest in company culture
b) Revisit the benefits package
c) Encourage peer to peer feedback
d) Create growth opportunities within the organization
32

e) All the above
Q.8 Does your organization have any specific method of talent management initiatives in workplace?
a)Yes
b) No
Q.9 Do you agree that manager of HSBC bank take initiative for talent management in order to retain employees?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q.10 What innovative strategies and measures would you recommend managers to increase talent management practices and maintain
engagement of employees?
33

Project logbook for the chosen organisation
Update for weekly research and tasks achieved
Student Name:
Date Before I started working-
setting the goals and
developing the plan of
action
During my work-while I
am implementing the
tasks
After I finished working-
when I am evaluating my
work
Problems encountered
Questions Answers Questions Answers Questions Answers Questions Answers
34

Week
1
1.What in
my prior
knowledge
will help
me with
this
particular
task?
My
knowledge
related to
talent-
management
will
contribute in
completing
this task.
1. Am I on
the right
track?
Yes 1. How well
did I do?
Good 1. What
problems did
I faced?
I face
challenge
related to
data
collection
and
analysis
while
making
the
process.
35

Week
2
2. Why do
I need to
know this
material?
To learn the
way
talented
individual
can be
retained in
organisation
for long-
terms.
2. How
should I
proceed?
I will focuse
on
improving
questionnaire
to gather
useful
information
related to the
study.
2. What have I
gained from
this activity?
Knowledge
related to
talent-
management
2. How did I
managed the
problems
encourented?
By
finding
alternative
soluations
which can
be applied
to solve
the
problem.
36

Week
3
3. What
should I
do first?
Firstly I
think of
topic that I
used for
research.
3. What
information
is important
to
remember?
As the
research is
qualitative
aspect to
collect the
information
and this is
good for
inspecting
talent-
management.
3. What could
I have done
differently?
I will find
out more
creative and
different
method that
are used to
pursue the
study.
37

Week
4
4. How
much time
do I have
to
complete
the task?
17 weeks 4. What do
I need to do
if I do not
understand?
I will take
advise from
my superior
and lecturer.
4. Do I need to
go back
through the
task to fill in
any “blanks”
in my
understanding?
Yes
Week
5
5.What
have I
learnt at
this point
from this
tasks?
The
challenges
and the way
talent
management
work with
organisation.
5. What
considerable
changes did I
made for the
tasks?
I have
changed my
method as
well as my
approach to
complete
the research
Supervisior
comments
38

Project plan status
to date (on
track,ahead and
behind)
39