Research Project: Line Managers & Leaders in Employee Retention- M&S

This research report investigates the role of line managers and leaders in employee development and retention, focusing on Marks and Spencer as a case study. It examines the conceptual framework of talent development and retention, the specific roles played by line managers and leaders, and the challenges faced in implementing retention strategies. The literature review covers performance management, learning and development support, and motivation, highlighting the talent management model used by Marks and Spencer, which includes planning, attracting, developing, retaining, and transitioning talent. Challenges such as lack of employee engagement, unfair wages, lack of appreciation, and a changing workforce are also explored, concluding that effective talent retention strategies are crucial for boosting employee engagement, performance, and overall organizational success. The report employs a deductive research approach and survey strategy to gather and analyze data, providing insights and recommendations for Marks and Spencer and other organizations seeking to improve their employee retention rates.

Unit Number and Title Unit 11 – Research Project
Project Title Portfolio Including Project Proposal & Ethics Form (Part 1)
Project Report (Part 2)

Role of line manager and
leaders in employees’
development and retention of
talented workforce

Table of Contents
Table of Contents.............................................................................................................................3
Topic of the research - Role of line manager and leaders in employee’s development and
retention of talent within a workplace of Marks and Spencer.........................................................4
Chapter One: Introduction...............................................................................................................4
1.1 Research Aim and Rationale.................................................................................................4
1.2 Research Questions................................................................................................................4
1.3 Research Objectives...............................................................................................................5
1.4 Significance of the Research.................................................................................................5
Chapter Two: Literature Review.....................................................................................................8
2.1 Introduction of Literature Review.........................................................................................8
2.2 Main Body (with Headings and Sub-headings).....................................................................8
2.3 Conclusion of Literature Review.........................................................................................11
Chapter Three: Methodology.........................................................................................................12
Research Onion..........................................................................................................................12
Chapter Four: Findings (Data Analysis and Presentation)............................................................17
Chapter Five: Discussion (Data Interpretation).............................................................................23
Chapter Six: Conclusion, Recommendations and Implications for Further Research..................24
REFERENCES..............................................................................................................................26

Topic of the research - Role of line manager and leaders in employee’s
development and retention of talent within a workplace of Marks and
Spencer.

Chapter One: Introduction
Employee retentions are used to makes employees satisfied so they stay with the organisation for
longer duration. They are loyal towards the organisation and contribute effectively. Line
manager and leaders are responsible for ensuring that the employees are self-satisfied with their
work as well as share a good rapport amongst themselves in effective manner (Adegoke, 2019).
This promotes the effective health and success of the organisation in better manner. It is
important for line manager and leader to provide effective working environment to the
employees so, they conduct their work in more efficient and effective manner. For this research
selected company is Marks and Spencer which is multinational retailer company and its
headquarters is located in London, England, UK. It is established in 1884 by Michael Marks and
Thomas Spencer. Its specialises in selling home and food products as well as clothing.
1.1 Research Aim and Rationale
Aim: “To determine the role of line managers and leaders in talent development and retention
within a workplace:” A study on Marks and spencer.
1.2 Research Question
Research Question
 What is the conceptual framework of talent development and retention and explain the
roles played by line managers and leaders to retain talented employees along with the
challenges faced by them while implementing retention strategies?
1.3 Research Objectives
 To develop basic understanding regarding the talent development and retention.
 To determine the role of line managers and leaders in talent development and retention
within Marks and Spencer
 To examine the challenges that would be Marks and spencer while implementing talent
retention strategies

1.4 Significance of the Research
The research topic “Role of line manager and leaders in employee’s development and retention
within a workplace of Marks and Spencer is talked about the basic understanding regarding the
talent development and retention within an organization along with the role of line managers and
leaders in talent development and retention within a workplace. It further talked about the
challenges that would be faced by Marks and Spencer while implementing talent retention
strategies. This research is beneficial in understanding how the employee development and
retention for an organization (Agarwal, 2021). The cost of employee turnover is incredibly high
that impact company's operational costs, revenue, culture, productivity and customer
experiences. Employee retention offers opportunities to improve company performance in
effective manner. Employee retention and development make line manager and leader to focus
on retaining more experienced employees because they have an ability to solve complex issues
and provide benefits to the organization in effective manner (Al‐Ghazali and Afsar, 2021). The
main aim of this research to help companies to improve their performance, increase their
productivity, improve their work quality, increase employee satisfaction and customer
experience with the help of employee retention and development in effective manner.
Gantt chart

Chapter Two: Literature Review
2.1 Introduction of Literature Review
Literature review mainly refers as the most essential area of an investigation as it is imperative in
developing descriptive evaluation with the assistance of in-depth analysis over a specified area
of study. Therefore, this section is mainly effective in developing detailed theoretical
information in respect to enhancing understanding in regards to the area of determining the
significance of talent management in enhancing the operations of the business (Araslı and Arıcı,
2019). This section of research is mainly based on secondary sources of information like books,
journals, articles and so on. Therefore, this aspect of investigation supports the entire evaluation
in developing the theoretical perspective about the study area.
2.2 Main Body (with Headings and Sub-headings)
To determine the role of line managers and leaders in talent development and retention
within Marks and Spencer
According to the view point of Eliza Paul, a line manager and leader is responsible to get
work done within an organization and at the same time, they play a crucial role in talent
development and retention. In case of Marks and Spencer, the line managers of company follow
various talent development and retention strategy through which they can reduce employee
turnover within the organization (Brewer, and Davey, 2021). The roles and responsibilities of
line manager and leaders in talent development and retention are discussed beneath:
 Performance management and appraisal- A manager and leader of an organization is
responsible to track the performance of their employees which will be helpful in
improving their performance standards (Eliza Paul, 2019). In case of Marks and Spencer,
the leaders of the company focuses on performance management and appraisal which
assist them in boosting employee interest and in encouraging employees to actively take
part in meeting the targets. The appraisals of employee participation for their valuable
performance is the major driver for boosting employee motivation, job satisfaction level.
 Support learning and development- Line managers and leaders of Marks and Spencer
play a crucial role in offering training and development opportunities which helps the
company in developing skills an competencies of their workforce through which their
morale can be boosted which will increase their attention in the company and will reduce

employee turnover. The company offers training and development opportunities which
assist the leaders and managers of the company to improve knowledge and enhance
competencies of employees through which they can build a stronger workforce.
 Motivation- The role of leaders and managers of Marks and Spencer is to motivate their
employees which will support them in building confidence and will boost their morale
through which they can effectively and willingly take part in managerial activities
through which they can meet corporate goal (Chakraborty and Biswas, 2020).
Talent management model
Talent management model is a the process of recruiting and retaining talented personnels
within the organization. The talent management strategy is helpful in meeting the organizational
objectives and enhance the organizational performance. The talent management model which is
followed by Marks and Spencer is discussed beneath:
Planning- This stage helps the organization in aligning the talent management model
with the organisational objectives. In consideration with Marks and Spencer, the company will
be engaging in correct planning through which they can seek talent and assess current
employees. On this stage, the company will be focusing on planning strategies through which
they can motivate their workforce.
Attracting- In this stage, the management of Marks and Spencer will focus on attracting
new and fresh talents for creating a strong workforce through which the company can enhance
their performance and productivity. In this stage, M&S will be focusing on banding the company
through which thy can increase their visibility and met the targets.
Developing- In this stage, Marks and Spencer will be focusing on employee development
plan and on offering required training and development opportunities through which thy can
enhance the skills and competencies of their employees which will also assist the brand in
meeting customer expectation. Such development opportunities are helpful in facing new
challenges and maintaining the competitive position within the industry.
Retaining- In this stage, Marks and Spencer will be focusing on retaining their
employees by offering them bonuses, promotions and additional benefits. The company focuses
on maintaining positive organizational culture and implementing effective remuneration strategy
through which they can retain their talented personnels with the company and meet their targets.

Transitioning- In this stage, Marks and Spencer will be focusing on succession planning,
internal mobility, retirement plans, knowledge management and exit interviews through which
they can ensure smooth transition of employees form the organization which will also enhance
the brand image and position of the company within the industry.
To examine the challenges that would be Marks and Spencer while implementing talent
retention strategies
According to the view point of Merin, “In case of Marks and Spencer, some of the
challenges which have been faced by the company are addressed below:
 Lack of employee engagement- Due to lack of employee engagement, this creates a
challenge for Marks and Spencer in retaining their employees. Due to lack of
employee participation in business activities, this creates a barrier for companies to
create n connection with their employees which affects their skills and interstate
within the organisation. Such challenges faced by Marks and Spencer creates a barrier
for the fashion company to retain their talented workforce.
 Unfair wages and salary- One of the major reason for incline in employee turnover
is due to unfair wages and salary which affects employee interest and participation
within the company. In case of Marks and Spencer, due to offering unfair wages and
salary, this affects the ability of an organization to retain their employees within the

organization and such challenges affects the goodwill and profitability of the
organization.
 Lack of appreciation- Due to lack of appreciation, this affects the interest of
employees. In case of Marks and Spencer, lack of appreciation is one of the factor
which is responsible to create an impact on the interest and willingness of employee
(Chaudhary, 2019). Therefore, this challenge is responsible to increase employee
turnover and leads to failure of company in retaining their employees.
 Changing workforce- According to the opinion of Justin Warner, the change in
organizational culture, this can create a huge impact on the performance of employees
which can also frustrate them and end up in leaving jobs (Justin Warner, 2020). This
has been challenging for Marks and Spencer, as due to change in workforce
employees are facing various issues which is creating a barrier in retaining employees
within the organization.
2.3 Conclusion of Literature Review
From the above literature reviews, it is concluded that talent retention is the strategy which must
be used within organisations for motivating employees through which an organisation can
increase employee engagement, boost their performance and increase retention for employees
within the organization (Cloutman and Jenkins, 2019). There are various purposes which is
responsible for an organization to face challenge while implementing an employee retention
strategy” (Merin, 2021). In context of Marks and Spencer, talent management strategies make
companies face various challenges and this has been responsible for the fashion brand in facing
complex scenarios through which they are not able to meet targets in timely manner.