The Role of Line Managers and Leaders in Employee Retention at Zara

This report investigates the critical role of line managers and leaders in motivating employees for long-term retention within Zara, a leading Spanish apparel retailer. The research aims to identify how these managers contribute to employee motivation, addressing the challenge of employee turnover and the need for effective retention strategies. The study employs a deductive approach, utilizing both literature reviews and surveys to gather data. Key research questions explore the conceptual framework of employee retention, the specific roles of line managers, and the challenges faced in implementing motivation techniques. The literature review highlights the importance of employee retention as a business growth strategy, emphasizing the role of motivation, rewards, recognition, training, and development opportunities. The report also examines challenges such as lack of employee engagement, unfair wages, and changing workforce dynamics. Ultimately, the research seeks to provide insights that can aid firms in improving performance, enhancing productivity, and maximizing employee satisfaction through effective talent retention and development strategies. Desklib provides access to this report, along with a wide range of study resources including past papers and solved assignments.

UNIT- 11 Research Project

Chapter One:
Talent management is regarded as the procedures through that ventures and entities
recognizes and formed talented individuals who may have optimistic affects upon its firm and its
productivity. Additionally, this does not have become a main element of personnel management
but are also the accountability of managers and leaders at each levels for managing talent into
company. So, talent management strategies are being formed in line with specific requirement as
well as framework of sector (Arasanmi and Krishna, 2019). In addition to this, workers retention,
training and morale are key into any industry in which talented encourage staffs that may assists
in differentiating one firm from other and influence business growth. For accomplishing this
research, ZARA which is one of the leading Spanish apparel retailer. It based in Arteixo, A
Coruña, Galicia, Spain. Also, it mainly proficient in trends as well as items that involves shoes,
accessories, clothing and others.
1.1;
Research Aim
“To identify the role of line managers and leaders in motivating employees towards
retaining in business for long time”. A study on Zara.
Research Rationale
The reason to select this specific topic is the role of managers and leaders in staff
motivation towards retentions in firm is that staff are leaving from entity currently as they are not
identifying the appropriate techniques of motivation. Moreover, most of the staff is leaving as it
determines the new development opportunities into other countries. This is essential to retain
workers for longer period within company for minimising the staff turnover ratio (Dirani and et.
al., 2020). The particular project is opted upon firm ZARA that effectually performing on
employees retention while facilitating them several techniques of motivation. Its leaders and
managers are performing towards maximisation of workers motivation. Also, in future the
investigator would become competent to maximise its communication and research skills while
performing this study.
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1.2;
 What do you understand about a conceptual framework of retention of employees within
business environment?
 What is the role of line managers and leaders in motivating employees towards retention
for long time?
 What challenges are faced by managers of Zara in implementing of motivation
techniques within Zara?
1.3;
 To understand about the conceptual framework of retention of employees within business
environment.
 To analyse the role of line managers and leaders in motivating employees towards
retention for long time in Zara.
 To examine the challenge faced by managers of Zara in implementing of motivation
techniques within business organisation.
1.4.
The research topic “Role of line manager and leaders in employee’s development and
retention within a workplace of ZARA is described about main knowledge related to the talent
improvement as well as retention into firm addition to the role of line leaders and managers into
talent development and retention in work area. Additionally, this in future explained about the
difficulties which would be faced through ZARA while executing strategies of talent retention.
Respective study is advantageous in acknowledgement of how the staff growth and retention for
firm. The cost of staff turnover is much higher which affects the operative cost of entity, its
revenues and others. In addition to this, staff retention provides opportunities to develop
organizational performance effectively (Fu and et. al., 2020). Furthermore, the development and
retention of workers form line leaders and managers to concentration upon retaining much
proficient workers as it has competencies to resolve the difficult problems and renders
advantages to firm effectually. The key intent of this study is to aids firms in developing its
performance, enhance its productivity, improve their task qualities, and maximize staff
satisfaction and experiences of clients with aids of workers retention and growth.
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Chapter Two:
2.1;
Literature review basically considered as the most vital area of study as this is imperative
in improving descriptive analysis with aids of deep evaluation upon particular area of research.
So, this section is essentially effectual to develop explained theoretical data in relation to
maximize acknowledgement about chosen topic that is helpful in maximizing business
operations. Respective section of study is basically depends upon secondary source of data such
as journals, books and others (Hamouche, 2021). So, the particular aspects of research assist the
whole evaluation in forming the theoretical conception regarding investigation area.
2.2;
RQ1.
Employee’s retention is undertaken as the procedures of holding staff into much effectual
way. Moreover, this is considered to be the growth of business method as well as workers
productivity. Additionally, this is performed by various methods and also through utilising
techniques of motivation into business atmosphere. It would aids firm in staff growth.
Furthermore, motivation is known to be the much vital technique by those workers may be retain
into entity for longer period (Hassan and et. al., 2019). There are few techniques that is utilised
through company like such as rewards and recognition, training and development and growth
opportunities will be resulting in enhancing of employees productivity and potential.
RQ2
Line managers and leaders are capable to finish work inside an association and
simultaneously, they assume a urgent part in ability advancement and maintenance. If there
should arise an occurrence of ZARA, the line supervisors of organization follow different ability
advancement and maintenance procedure through which they can lessen worker turnover inside
the association . The jobs and obligations of Line managers and leaders in ability advancement
and maintenance are talked about underneath:
 Performance management and appraisal: Line managers and leaders of an association
is capable to follow the presentation of their representatives which will be useful in
further developing their exhibition norms. In relation to ZARA, the heads of the
organization centres around execution the board and evaluation which help them in
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supporting worker interest and in empowering representatives to effectively partake in
gathering the objectives. The examinations of representative investment for their
important exhibition are the significant driver for supporting worker inspiration, work
fulfilment level.
 Support learning and advancement: Line managers and leaders of ZARA assume a
pivotal part in offering preparing and improvement open doors which assists the
organization in creating abilities a capabilities of their labour force through which their
spirit with canning be helped which will expand their consideration in the organization
and will lessen worker turnover. The organization offers preparing and advancement
open doors which help the pioneers and administrators of the organization to further
develop information and upgrade capabilities of representatives through which they can
construct a more grounded labor force.
 Inspiration: Role of line managers and leaders of ZARA is to rouse their workers which
will uphold them in building certainty and will support their spirit through which they can
actually and enthusiastically participate in administrative exercises through which they
can meet corporate objective.
RQ3.
As per the view point of Merin, "if there should arise an occurrence of Zara, a portion of
the difficulties which have been looked by the organization are tended to beneath:
 Lack of employee engagement: Due to absence of worker commitment, this makes a
test for Zara in holding their workers. Because of absence of representative investment in
business exercises, this makes a boundary for organizations to make n association with
their workers which influences their abilities and highway inside the association. Such
difficulties looked by Marks and Spencer makes a boundary for the style organization to
hold their gifted labor force.
 Unfair wages and salary One of the significant justifications behind incline in
representative turnover is because of out of line wages and pay which influences worker
interest and support inside the organization. If there should be an occurrence of Zara,
because of offering uncalled for wages and pay, this influences the capacity of an
association to hold their workers inside the association and such difficulties influence the
generosity and productivity of the association.
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 Lack of appreciation -Due to absence of appreciation, this influences the interest of
representatives. If there should be an occurrence of Zara, absence of appreciation is one
of the components which is mindful to make an effect on the interest and readiness of
representative. Along these lines, this challenge is dependable to expand representative
turnover and prompts disappointment of organization in holding their workers.
 Changing workforce According to the assessment of Justin Warner, the adjustment of
hierarchical culture, this can make a tremendous effect on the presentation of
representatives which can likewise disappoint them and end up in leaving position. This
has been trying for Zara, as because of progress in labor force workers are confronting
different issues which are making a hindrance in holding representatives inside the
association.
2.3
Based upon the above literature review, It has been concluded that Employee’s retention is
considered to be the growth of business method as well as workers productivity. It would aids
firm in staff growth (Hongal and Kinange, 2020). Furthermore, motivation is known to be the
much vital technique by those workers may be retaining into entity for longer period. Also, the
line supervisors of organization follow different ability advancement and maintenance procedure
through which they can lessen worker turnover inside the association.
Chapter Three:
Research Methodology is mainly the manner to appropriately answers or solves the issues of
study. Additionally, this is undertaken as the procedures of obtaining insight related to how
investigation is performed. In addition to this, it is also known to be the vital aspects for study
that aids in gathering information in appropriate and effectual way. The research methods
utilised for current investigation is described below:
3.1;
Research approach is undertaken as the research onion framework. Moreover, it includes
two approaches like inductive and approach. Within this study, researcher utilizes deductive
approach as it would be useful to develop its research aim and objectives. Also, this outcome in
obtaining the effective and appropriate data (Irabor and Okolie, 2019).
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3.2;
Research strategy includes several forms of strategies like literature review, case study,
survey and other. Additionally, these aids in gathering appropriate as well as relevant data.
Within current research, investigator is utilised the both literature review and survey method
form performing particular study. In addition to this, literature review is evaluated by articles and
books. Also, survey is performed by formulating questionnaires that assists in gaining much data
related to respective topic.
3.3;
Research methods mainly are of two methods such as quantitative as well as qualitative
method. Additionally, quantitative method includes statistical data and also qualitative method
incorporates non- statistical information that outcomes in attaining study objectives. In present
research, quantitative method is applied for performing particular investigation and in it
questionnaire is utilised to obtain numerical data that involves certain set of questions. also, this
would be useful in evaluating valid and relevant information (Jayathilake and et. al., 2021).
3.4;
Within this research, researcher utilizes both primary and secondary method as both beings
theoretical as well as practical data. Additionally, primary information assists to bring first
handed data that is gathered by questionnaires and this incorporates data by graphs, charts and
tables. While on other side, secondary information is accumulated by analyzing different
journals, articles and others. In addition to this, it brings deep understandings regarding particular
topic. Also, this aids to obtain statistical and non statistical data and attain outcomes.
Questionnaires:
Q1. As per your viewpoint, do you have any understandings about staff retention?
a) Yes
b) No
Q2. Do you have any idea about the term talent management?
a) Yes
b) No
Q3. What do you understand about a conceptual framework of retention of employees
within business environment?
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a) Rewards and recognition
b) Training and development
c) Growth opportunities
Q4. What is the role of line managers and leaders in motivating employees towards
retention for long time?
a) Evaluating the performance
b) Enhance employees productivity
c) Providing growth opportunities
d) On boarding training and orientation
Q5. What challenges are faced by managers of Zara in implementing of motivation
techniques within Zara?
a) Lack of employee engagement
b) Lack of appreciation
c) Changing workforce
Q6. What are the different benefits of staff retention and development within ZARA?
a) Improvement in performance
b) Better handling of unexpected situations
c) Retaining of employees
d) Employee engagement
Q7. Any suggestion?
3.5;
This is regarded as the method to choose particular sample from the overall population by
several distinct sampling techniques. In addition to this, there are basically two forms of
sampling method such as probability and non-probability.
3.5.1;
For obtaining understandings and gatherings information, there are several sources like
articles, books and others. Additionally, this aids to gather data related to topic that drives
towards accomplishment of appropriate interpretation as well as data analysis (Komodromos,
Halkias and Harkiolakis, 2019). Also, the staff of ZARA is taken as respondents as this aids to
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obtain deep information related to topic. Also, staff understands norms and perform that reduces
problems while accumulating information.
3.5.2;
Within this study, random sampling is used as this is a form of probability sampling.
Moreover, The key reason to adopt particular method as this aids in selecting huge sample size
without any biasness. Also, 30 staff of ZARA has been chosen for performing this investigation.
Chapter Four:
Data analysis is performed through assistance of frequency distribution table.
Q1. As per your viewpoint, do you have any understandings about staff
retention?
Frequency
a) Yes 20
b) No 10
Q2. Do you have any idea about the term talent management? Frequency
a) Yes 25
b) No 5
Q3. What do you understand about a conceptual framework of retention
of employees within business environment?
Frequency
a) Rewards and recognition 15
b) Training and development 10
c) Growth opportunities 5
Q4. What is the role of line managers and leaders in motivating employees
towards retention for long time?
Frequency
a) Evaluating the performance 8
b) Enhance employees productivity 7
c) Providing growth opportunities 10
d) On boarding training and orientation 5
Q5. What challenges are faced by managers of Zara in implementing of
motivation techniques within Zara?
Frequency
a) Lack of employee engagement 10
b) Lack of appreciation 5
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c) Changing workforce 15
Q6. What are the different benefits of staff retention and development
within ZARA?
Frequency
a) Improvement in performance 12
b) Better handling of unexpected situations 8
c) Retaining of employees 5
d) Employee engagement 5
Q7. Any suggestion?
Chapter Five:
Theme 1: Any understandings about staff retention.
Q1. As per your viewpoint, do you have any understandings about staff
retention?
Frequency
a) Yes 20
b) No 10
Interpretation: Based upon the above graph, it has been interpreted that out of 30 participants,
20 are in favour of yes and rest of them are with NO. As Employee’s retention is undertaken as
the procedures of holding staff into much effectual way. Moreover, this is considered to be the
growth of business method as well as workers productivity. Additionally, this is performed by
9

various methods and also through utilising techniques of motivation into business atmosphere. It
would aids firm in staff growth (Kurdi and Alshurideh, 2020). Furthermore, motivation is known
to be the much vital technique by those workers may be retain into entity for longer period.
Interpretation: Based upon the above graph, it has been interpreted that out of 30 participants,
25 are in favour of yes and rest 5 of them are with NO. As Talent management is regarded as the
procedures through that ventures and entities recognizes and formed talented individuals who
may have optimistic affects upon its firm and its productivity. Additionally, this does not have
become a main element of personnel management but are also the accountability of managers
and leaders at each levels for managing talent into company (Marescaux, De Winne and Forrier,
2019).
10

Interpretation: The different conceptual frameworks of retention of employees within
business environment are rewards and recognition, training and development, growth
opportunities and others (Marinakou and Giousmpasoglou, 2019). Based upon the above graph,
it has been interpreted that out of 30 participants, 15 are responding towards rewards and
recognition, 10 of them are in favour of training and development, rest 5 of them are with option
growth opportunities
Theme 4: The role of line managers and leaders in motivating employees towards retention
for long time.
Q4. What is the role of line managers and leaders in motivating employees
towards retention for long time?
Frequency
a) Evaluating the performance 8
b) Enhance employees productivity 7
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c) Providing growth opportunities 10
d) On boarding training and orientation 5
Interpretation: The role of line managers and leaders in motivating employees towards
retention for long time are evaluating the performance, enhance employees productivity,
providing growth opportunities, on boarding training and orientation and others (Mousa and
Ayoubi, 2019). Based upon the above graph, it has been interpreted that out of 30 participants, 8
respondents are with evaluating the performance, 7 are saying enhance employees productivity,
10 are in favour of providing growth opportunities, rest 5 are with option on boarding training
and orientation
Theme 5: Challenges are faced by managers of Zara in implementing of motivation
techniques within Zara.
Q5. What challenges are faced by managers of Zara in implementing of
motivation techniques within Zara?
Frequency
a) Lack of employee engagement 10
b) Lack of appreciation 5
c) Changing workforce 15
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Interpretation: There are various challenges tackled through ZARA’s management to
implement techniques of motivation in workplace such as lack of employee engagement, Lack of
appreciation, Changing workforce and many more (Narayanan, Rajithakumar and Menon, 2019).
Based upon the above graph, it has been interpreted that out of 30 participants, 10 of them are
responding towards lack of employee engagement, 5 are with option lack of appreciation, and
rest 15 are saying changing workforce.
Theme 6: The different benefits of staff retention and development within ZARA.
Q6. What are the different benefits of staff retention and development
within ZARA?
Frequency
a) Improvement in performance 12
b) Better handling of unexpected situations 8
c) Retaining of employees 5
d) Employee engagement 5
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Interpretation: There are different benefits of staff retention and development within
ZARA such as improvement in performance, better handling of unexpected situations, retaining
of employees, employee engagement and many more (Okwakpam, 2019). Based upon the above
graph, it has been interpreted that out of 30 participants, 12 are responding towards improvement
in performance, 8 are in favour of better handling of unexpected situations, 5 of them are with
retaining of employees, and rest are saying employee engagement.
Theme 7: Any suggestion.
Q7. Any suggestion?
As per the above, it has been suggested to ZARA’s management that they have to implement
effective techniques of motivation for staff retention. So, there are few techniques that is utilised
through company like incentives & appreciation, orientation and growth and opportunities of
development would be outcomes to maximise staff performance (Ouakouak, Zaitouni and Arya,
2020).
Chapter Six:
CONCLUSION
As per the above research, it has been concluded that talent management plays essential
role staff retention and development within organisation. As it is the the procedures through that
ventures and entities recognizes and formed talented individuals who may have optimistic affects
upon its firm and its productivity. Additionally, this does not have become a main element of
14

personnel management but are also the accountability of managers and leaders at each levels for
managing talent into company. So, talent management strategies are being formed in line with
specific requirement as well as framework of sector. In addition to this, employee retention,
training and morale are key into any industry in which talented encourage staffs that may assists
in differentiating one firm from other and influence business growth.
Recommendations
From the above, it has been recommended that, the management of ZARA have to
implement effective techniques of motivation for staff retention. So, there are few techniques
that is utilised through company like incentives & appreciation, orientation and growth and
opportunities of development would be outcomes to maximise staff performance. As Employee’s
retention is undertaken as the procedures of holding staff into much effectual way. Moreover,
this is considered to be the growth of business method as well as workers productivity. Also, it
would aids firm in staff growth (Turner, 2019).
Reflection
During the project, I got to know several aspects of talent management. This knowledge will
assist me in performing the role of HR manger efficiently in the future period of time. I also
develop significant knowledge on other subjects such as employee engagement and satisfaction.
In addition to this, I used to communicate with several people during the project that enhanced
my overall communication skills. Through this, I can easily grow in my career as now, I am able
to interact with different people. Apart from this, I learned how to manage the time as well as
cost to complete a project successfully. While undertaking the project, I worked on both primary
as well as secondary data. As a result, now, I am able to collect, analyze as well as interpret both
primary and secondary information appropriately. Further, the project taught me to work with
team members, analyze the data using statistical techniques and make valuable inferences to get
valid outcomes in an efficient manner.
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