Analyzing Talent Management Strategies at Marks and Spencer

This report assesses the innovative talent management strategies employed by Marks and Spencer to achieve a strategic approach within the retail industry. It begins by defining talent management and its importance, then evaluates various innovative talent management strategies such as employee flexibility, training and development, and employee guidance. The research identifies challenges faced by Marks and Spencer in implementing these strategies, including low expertise and financial constraints. Through primary research using questionnaires distributed to senior managers, the study finds that M&S utilizes a combination of recruitment and selection, training and development, and rewards and recognition to foster a positive working environment and improve business performance. The findings indicate that innovative TM strategies have a direct positive impact on the company's performance. The report concludes by recommending best practices for Marks and Spencer to enhance their strategic approach to talent management.

Managing Successful
business project

Topic: To ascertain initiatives and innovative ways of working companies used to attain
strategic approach to talent management within retail industry: A study on Marks and
Spencer
SECTION 1: INTRODUCTION
Background
Talent management (TM) is associated with HR process in which company attract,
onboard and retain the high-performing employees. Also, there are many ways through
companies attain the strategic approach which include hire expertise, comply with advance
technologies etc. Similarly, the present study will highlight range of innovative ways that helps
large business in order to attain their defined goal.
The chosen firm for this report is Marks and Spencer which is one of the top retail firm
in UK and offer range of products like clothes, accessories and kitchen appliances etc. The
present research will help to examine different innovative ways for strategic approach and
examine the challenges pertaining to the same. Therefore, with the help of thematic data
analysis, research shed a light upon numerous ways that helps Marks and Spencer to meet the set
target.
Research aim and objectives
Aim: The aim of the study is to assess the innovative ways through which Marks and
Spencer attain the strategies approach to talent management.
Objectives:
 To understand the concept of talent management.
 To evaluate different innovative talent management strategies used by retail industry.
 To identify the challenges faced by Marks and Spencer while using innovative TM
approaches.
 To recommend the best ways through which company may attain the strategic approach.
Research questions:
 What are the types of new initiatives and innovative ways of working do companies put
in place to attain the strategic approach to talent management?
SECTION 2: PROJECT PLAN
Project management plan define how a project is to be carried out by complying with all
the five stages i.e. initiation, planning, execution, monitoring and closure. Also, there are
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different key elements which can be also used by the researcher that helps to meet the defined
aim and generate the best outcomes.
Time: It is one of the most important key element of the project management which
define the tenure in which project will be completed. In the context of present study, it will take
37 days to answer the research questions.
Deliverable: It can be product, service and result that project is commissioned to
produce and also helps to deliver the same to the project manager. In the context of present
study, resources and article are consider as a key deliverable (Lalmi, Fernandes and Souad,
2021).
Quality: It is necessary to ensure about the quality standards such that it is necessary for
the project manager to use high standard of human resource so that they help to meet the defined
aim.
Communication: Project manager should ensure that there will be proper flow of
communication so that there will be no error. Also, written or verbal form of communication can
be used to derive the best outcomes (Shaqour, 2021).
Risk: While performing the project, it has been analyzed that not met with defined
timeline and poor human resource can be considered as a key risk.
Resources: For the present study, human, technological and financial resources has been
used that helps to meet the defined aim.
Gantt chart
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3

Work breakdown structure
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SECTION 3: RESEARCH
Primary research
Attached in questionnaire
Secondary research
According to Yurdagul (2020) talent management (TM) is used by companies to
identify, recruit and retain the employees who drive the success of an organization, but the
concept of TM is different from HR. Therefore, it can be stated that it is considered an important
part of an organization in order to access the skills it needs and ensure performance holds steady
(How to develop your talent management strategy, 2021).
As per the view of Meyers (2020) employee flexibility is recognized as one of the most
innovative approach that is used by the retail companies after pandemic especially. With the
help of such TM strategy, company is able to retain employees so that they offer range of
innovative products to customers. Martín-de Castro and et.al., (2020) reflected in their study that
Employee guidance is another strategy that helps companies to provide better experience. In
this, employers direct workers and staff members about company's working environment and
that is why, objective of a firm may attained.
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Rana, Kapoor and Gupta (2021) emphasized that work task planning is another
innovative approach through which company is able to improve the operations of a business and
introduce advance technology so that it generate the best outcomes. Moreover, with the help of
digital tools employees will not be frustrated and improve the sales by focusing upon loopholes
of a business. Therefore, it has been clearly reflected that technology within talent management
aid business to accomplish the set target.
Dayel, Debrah and Mulyata (2020) evaluated in the study that there are many challenges
faced by the company in order to implement different innovative talent management strategies
such that low expertise in which companies do not have enough human resources that helps to
implement the strategy effectually. However, Sukier and et.al., (2020) also examined that
financial constraint is another barrier for company while implementing innovative talent
management approaches. Therefore, it can be stated that it is not easy to use innovative talent
management approaches within company, however there are many benefits associated with the
same.
Research methodology
Research type: There are two main types of research such as qualitative and quantitative.
In accordance with the chosen research, qualitative study has been used by the scholar because
approaches regarding talent management are measured by theoretical aspects (Nayak and Singh,
2021). Thus, quantitative study has been rejected over others in order to generate the best
outcomes.
Research approach: Approaches can be divided under two types such as inductive and
deductive. In order to determine the innovative approaches regarding talent management,
scholar used inductive approach because it helps to evaluate the qualitative data pertaining to
chosen topic.
Research philosophy: Philosophy can be distinguished in two forms such as
interpretivism and positivism. As per the chosen research type, interpretivism research
philosophy has been adopted by the scholar that helps to integrate the challenges pertaining to
talent management approached by Marks and Spencer.
Data collection: For the present study, both primary and secondary data collection
methods can be used by the scholar. Such that under primary method, survey method has been
used through the means of questionnaire (Ryder and et.al., 2020). Whereas, under secondary
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data collection method relevant books, journals and article has been used in order to develop
brief thesis.
Data analysis: There are two ways through which data can be analyzed such as SPSS
and thematic. As per the chosen research type, scholar analyze the data by using Thematic data
analysis in which different graphs, tables and charts drawn in order to present the findings in an
effective manner.
Sampling: Sampling can be divided into two different forms, probability and non-
probability. With regard to research aim, simple random sampling method has been adopted by
the scholar in which 20 senior managers of each department from Marks and Spencer selected.
Through chosen method, scholar can derive the best results through the perspective of chosen
sample.
Ethical consideration: Scholar should ensure that confidentiality must be maintained
and also sign a consent form in order to take prior approval before proceeding towards research
(Turnbull, Chugh and Luck, 2021). Also, reference list must be added at the end of the research
in order to make sure that the study is not copied from anywhere. Further, data protection act
must be complied and integrity should be maintained.
Research limitation: For the present research, time, money and unavailability of the
resource is considered as a key limitation of the research. Further, due to limited time-frame,
scholar uses qualitative study that is cost effective as compared to quantitative study. Further,
unavailability of the source can be minimized by using the key terms so that effective results can
be generated.
Reliability and validity: In regard to reliability aspect, scholar uses sources which are
published after 2017 so that latest information can be gathered regarding chosen research topic.
Whereas, for validity aspect, scholar uses copyright protected articles that helps to provide valid
outcomes for the results (Dodds and Hess, 2020).
SECTION 4: FINDINGS AND RECOMMENDATIONS
Theme 1: Working experience
frequency %
Less than 1 years 2 10.00%
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From last 1 to 3 years 3 15.00%
From last 3 to 5 years 5 25.00%
More than 5 years 10 50.00%
Total 20 100.00%
Interpretation: As per the above it has been analyzed that majority of the selected
respondents are working so long i.e. more than 5 years.
Theme 2: Concept of talent management
frequency %
Yes 14 70.00%
No 5 25.00%
Don't know 1 5.00%
Total 20 100.00%
8
2
3
5
10
Less than 1 years
from last 1 to 3 years
From last 3 to 5 years
More than 5 years

Interpretation: In accordance with the above table, it has been interpreted that majority
of the selected respondents are aware with the concept of TM such that out of 100%, 70% of
them are aware with the same while 25% of them are not. Thus, Mitosis, Lamnisos and Talias
(2021) explained that such strategy are used to improve the business performance and by
involving into such practices will help employees to consider themselves as a part of firm.
Theme 3: Different talent management strategy
frequency %
Recruitment and selection 2 10.00%
Training and development 4 20.00%
Rewards and recognition 5 25.00%
All of these 9 45.00%
Total 20 100.00%
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Interpretation: There are many strategies used by the company as reflected from the
above diagram. Such that out of 100%, 45% of the senior authority are agreed that M&S uses
reward and recognition, training and development, recruitment and selection in their workplace.
Therefore, it can be examined that with the help of such talent management strategies company
is able to create a positive working environment and also improve the business performance as
well.
Theme 4: yes, there are many innovative talent management strategy used by M&S.
frequency %
Yes 17 85.00%
No 2 10.00%
Don't know 1 5.00%
Total 20 100.00%
10
2
4
5
9
Recruitment and selection
Training and development
Rewards and recognition
All of these