Unit 6 - Talent Strategies: Managing Successful Business Project

This report evaluates talent management strategies for attracting and retaining employees, focusing on Sainsbury's and Tesco. It explores the basic concepts of talent management, challenges in implementation, and strategies for employee attraction and retention. Primary research, including a questionnaire with 30 respondents, was conducted to gather insights on employee perceptions of talent management within Sainsbury's. The findings highlight the importance of career development, employee retention, and performance management. The report also reviews literature on talent management strategies, emphasizing the need for motivation, recognition, and career development opportunities. Furthermore, it compares talent management approaches in Tesco and Sainsbury's, focusing on colleague engagement and CSR initiatives. The project plan outlines the scope, cost, time, quality, communication, and resources required for the research, along with risk mitigation measures and a work breakdown structure. The ultimate goal is to formulate effective talent management schemes that Sainsbury's can utilize to attract and retain employees in the long run. Desklib provides access to this report and other study resources for students.

Learner Name ID
Unit Number and
Title
Unit 6 – Managing Successful Business Project
Credit Value 15 Unit Level 4
Cohort January 2021
Project Title
E- Portfolio: What talent strategies do the best companies use to
attract and retain people?
Learner Name: Date:

Table of Contents
Project aims & objectives. ..............................................................................................................4
Research aim: .............................................................................................................................4
Research question: .....................................................................................................................4
1 – Project planning.........................................................................................................................5
Primary and secondary research......................................................................................................7
Step 2 – Conduct primary and secondary research..........................................................................8
Literature review..............................................................................................................................8
Step 3: Present findings.................................................................................................................10
Step 4 – Reflective Practice...........................................................................................................14
Conclusion.....................................................................................................................................15
2 – Project Logbook.......................................................................................................................16
3 – Performance Review................................................................................................................18
4 – Business Case Presentation......................................................................................................20
References .....................................................................................................................................33

Title: “What talent strategies do the best companies use to attract and retain people?”
Introduction:
Talent-management is a procedure that is adopted by organisation to attract, retain and
further develop talent. Organisations can use talent management as a strategy for the purpose of
profit maximisation (Poisat, Mey and Sharp, 2018). Present report is based on analysing the
challenges that arise in the process of talent-management in organisations. There is further
required to formulate suitable strategies that is essentially required by applying various primary
and secondary methods to reach relevant conclusions and recommendation.
Project aims & objectives.
Research aim:
“To evaluate different talent management strategies that can be used by organisation to retain
and attract employees.” A study on Sainsbury's
Research objectives:
 To realize the basic idea of talent-management
 To identify various challenges arsing in Sainsbury's in the process of implementation of
talent-management strategies
 To formulate talent-management scheme that are to be utilized by Sainsbury's for the
purpose of attraction and retention of employees.
 To analyse the talent management strategies that can be adopted by TESCO and
Sainsbury's for the purpose of retaining employees.
Research question:
 What is the basic meaning of talent-management practises in organisations?
 What are some of the challenges that are faced by Sainsbury's in the process of
implementation of talent-management practices?
 What are various talent-management strategies that are to be used by Sainsbury's to
attract and retain employees in long run?

 What are some of the talent management strategies that can be adopted by TESCO and
Sainsbury's for the purpose of retaining employees?
Literature review
Basic concept of talent-management
As per views of Ghosh (2021), Talent-management is a basic concept of attracting best
employees it is a process where there is sourcing, hiring, development and retaining of
employees. In this the organisation is willing to retain best talented employees that can help
Sainsbury in achievement of competitive advantage. Talent management process is associated
with retention of talented workforce so that they are able to contribute up to a maximum level as
per their present potential and competence level (Marinakou and Giousmpasoglou, 2019).
Individual productivity leads towards enhancing the overall productivity of organisation in long
run and helps them in achievement of laid mission and vision objectives of the organisation.
challenges arsing in Sainsbury's in the procedure of implementation of talent-management
strategies
As per view points of Hejase (2016), there are several challenges that may arise in the
process of utilizing talent management scheme. Such as it may arise in the process of recruiting
of talent. In context of Sainsbury's it includes challenges associated with recruiting of talent
(Mupepi, 2017) Further there are some issues that may arise in the process of training and
development talent. Another associated issue is development of leadership skills amongst
employees that is required for leading and managing of teams. Sainsbury has to work towards
creation of a culture that can support employees
Talent-management strategies that are to be used by Sainsbury's for the purpose of
retaining and attracting employee
As per view of Vulpen (2020), there are some of the appropriate talent management
scheme that can be utilized for the aim of possession of talented personnel. In sainsbury it
includes offering motivation to employees both in monetary and non monetary form. There is
recognition of employees who are performing exceptionally towards their assigned roles and
responsibilities (Gallardo-Gallardo, Moliner and Gallo, 2017). Employees are offered with
career development prospects as they are offered with on the job training opportunities so that
there can be up gradation of their present skill and knowledge.

Talent management strategies that can be adopted by TESCO and Sainsbury's for the
purpose of retaining employees
As per view points connor (2020), of there is need of effective colleague engagement that
is key to success of organisation. TESCO is the retail and technology operations centre that is
operating across different parts of the world and has 4000 colleagues. In TESCO there is focus
on building of awareness, platforms for connecting with volunteering and leadership
opportunities so that employees can pursuit their passion towards community development.
There is also development of colleague engagement programmes in order to drive this
engagement process and building up of pride for colleagues. It is based on having business
focussed activities (How Tesco creates opportunities to boost employee engagement, 2020).
Where as in Sainsbury's, in CSR the commitment is great place of work. In sainsbury's
the main focus is to create a bond that is being valued in the organisation. There is continuous
reinvention of different talent management programs for the purpose of transition and promotion
of new roles that helps in employees in their overall personal and professional development.
Sainsbury's is also working towards having proper employee engagement to develop ideas that
can make overall customer experience better by linking of the talent management programs with
cohesive business strategy (Sainsbury's Talks Talent and Joins the Employee Engagement
Taskforce, 2020).
1 – Project planning
Project management plan is a document that is related with having information with respect to
cost, activities and other resources needed to perform the research work. Some of the factors that
are part of project management plan are mentioned below:
Scope: Talent-management strategies can assist organisation in retention of talented employees
for long time duration (Mousa and Ayoubi, 2019). In present report there is analysis of the way
talent management organisations can help sainsbury in discovering various talent management
strategies that can assist in long term effectiveness.
Cost: It is the important factor that can help researcher for setting budget based on all activities
that are to be executed. The allocated budget in present report is $8000 in which the all activity
are to completed.

Time: It is one of the aspect that is affiliated with specified time frame that is needed for
completing activity that is associated time period. In present report the time frame is 20 weeks
(Jooss, Burbach and Ruël, 2019).
Quality: This is a factor that is related to maintaining quality and effectiveness of research work.
In present report there is utilization of both primary & secondary resources for the intention of
collecting the data.
Communication: It is a element that is used for determination of resources that is required to
communicate as per specific needs of report. In existing report there is utilization of both verbal
and non verbal abstraction methods for the intent of communicating with the researcher
(Collings, Mellahi and Cascio, 2019).
Resources: In present report there is need of some specific resources to execute and complete
the research work.
Risk: There are different risk factors that includes lack of communication, difficulty in resolving
of conflicts, linked finances that may arise while planning of the research work. All the risks
have to be anticipated in advance to have proper risk mitigation measures to deal with long term
implications on the investigation.
Work Breakdown structure: It is defined as the project management tool that is adopted for
dividing the work in small activities as per the study (Turner, 2017). It is going to assist
researcher in dividing the work in manageable activities.

Gantt chart:
It is a bar chart that illustrating the schedule of project that has to be followed by the researcher.
It includes the way in which each activity is assigned a specific time duration. There is graphical
representation of activities. In this horizontal axis represent time frame to be allotted to each
activity.

Primary and secondary research
Qualitative research method: It is method in which data is in theoretical form that is there is
no use of numerical information.
Quantitative research method: In this method the data is collected in numerical form (Ansar
and Baloch, 2018). It helps researcher in having in depth information to analyse various issues
that are part of research topic.
Primary method: It is a method that is used by research for addressing research problem. It
includes resources from which information can be collected through surveys, observations and
questionnaire to collect first hand information (Mujtaba and Mubarik, 2021).
Secondary method: In this method the researcher is willing to use particular sample for the
purpose of collection of data from existing origin.
Sampling: In sampling there is use of a subset from the target set of population. In existing
research report there is questionnaire that is adopted for the intent of having effective based of
information from employees who are presently working in Sainsbury (Lesenyeho, Barkhuizen
and Schutte, 2018). For this a sample size of 30 respondents is selected by the researcher.
Step 2 – Conduct primary and secondary research
Questionnaire
Q1. Do you have basic idea of the conception of talent
management?
Frequency
a) Yes 22
b) No 8
Q2. What are various elements that are related to the concept of
talent management?
Frequency
a) Career development prospects 7
b) retention of talented employees 9
c) planning for hiring of suitable talent 6

d) Managing performance 8
Q3. What are some of benefits of having effective talent-
management process?
Frequency
a) Increasing the organisation productivity 7
b) Improvement of suitable brand image 8
c) Higher Employee contentment 8
d) Achievement of competitive advantage 7
Q4. What are best talent-management strategies that can be
adopted by Sainsbury for attracting and retaining of talented
employees for long run?
Frequency
a) Offering opportunities of training and development 10
b) competitive pay 8
c) Enhancing the present employee participation 6
d) Offering recognition 6
Q5. As per your view, does ineffective talent management process
may employee performance at Sainsbury ?
Frequency
a) Yes 23
b) No 7
Step 3: Present findings
Theme 1: concept of talent management
Q1. Do you have basic idea of talent management? Frequency
a) Yes 22
b) No 8

Interpretation: It is understood from the graph that when it was questioned about the
basic thought of talent management. 22 respondents had a optimistic view point and remaining 8
respondents had a negative view point.
Theme 2: Components of talent management
Q2. What are various elements that are related to the concept of
talent management?
Frequency
a) Career development prospects 7
b) retention of talented employees 9
c) planning for hiring of suitable talent 6
d) Managing performance 8
22
8
a) Yes
b) No

Interpretation: It is understood from graph that when it was questioned about the
elements related to talent-management. 7 respondents had a view that career development
prospects, 9 respondents felt that there is need to retain talented employees, 6 felt that there must
be planning of hiring suitable talented employees and 8 respondents had a view that performance
management is also a related element.
Theme 3: Benefits of talent management
Q3. What are advantages of having effective talent-management
process?
Frequency
a) Increasing the organisation productiveness 7
b) Improvement of suitable brand image 8
c) Higher Employee satisfaction 8
d) Achievement of competitive advantage 7
7
9 6
8
a) Career development
prospects
b) retention of talented
employees
c) planning for hiring of
suitable talent
d) Managing performance

Interpretation: from graph when it was asked to 40 respondents about the benefits of effective
talent management process. 7 respondents had a view that it can assist in enhancing the
organisation productivity. 8 felt that there is requirement to develop suitable brand image, 8 felt
that it can help in achievement of higher employee satisfaction. Remaining 7 had a view that it
can lead towards achievement of competitive advantage.
Theme4: Talent management scheme to attract and retain employees
Q4. What are best talent-management plan of action that can be
adopted by Sainsbury for attracting and retaining of talented
employees for long run?
Frequency
a) Offering opportunities of training and development 10
b) competitive pay 8
c) Enhancing the present employee participation 6
d) Offering recognition 6
7
8 8
7
a) Increasing the
organisation productivity
b) Development of suitable
brand image
c) Higher Employee
satisfaction
d) Achievement of
competitive advantage