Effective Talent Management Strategies at Parcelforce: Analysis

This report explores the talent management strategies employed by Parcelforce to attract and retain employees. It begins with a project plan outlining the research aim, objectives, and questions, followed by a literature review discussing the role and importance of talent management, specific strategies used by Parcelforce, and the challenges faced in their implementation. The research employs a quantitative approach, using questionnaires to gather primary data from 30 Parcelforce employees. The findings are presented through data analysis and visualizations, highlighting employee awareness of talent management, its significance, key factors, and associated challenges. The report concludes with recommendations for Anderson transport, a small transport goods service provider, based on the Parcelforce case study, and a reflection on the research process. The study emphasizes the importance of talent management in enhancing organizational performance and employee retention.

Managing a successful
business project

Contents
INTRODUCTION...........................................................................................................................3
Task 1...............................................................................................................................................3
Part A. Project Planning..............................................................................................................3
Research aim:...............................................................................................................................3
Research Objectives:...................................................................................................................3
Research Questions:.....................................................................................................................3
Project Management plan............................................................................................................4
Work breakdown structure..........................................................................................................4
Gantt chart...................................................................................................................................5
PART B- Conducting research....................................................................................................5
LITERATURE REVIEW................................................................................................................5
Role and importance of talent management................................................................................5
Various talent management strategies used by Parcelforce for attracting and retaining
employees at workplace...............................................................................................................6
Challenges faced by Parcelforce while executing talent management strategies for attracting
and retaining employees in organisation.....................................................................................6
Research Methods........................................................................................................................6
TASK 2- Present findings................................................................................................................9
Recommendations......................................................................................................................14
Evaluation of tools & techniques for authenticity and support recommendations....................15
TASK 3- Reflective practices........................................................................................................15
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................18
APPENDIX....................................................................................................................................20
APPENDIX 2.................................................................................................................................21

INTRODUCTION
Talent management is defined as the procedure to attract, select, develop and retain staff
members that includes a combination of human resource process across employee life cycle. In
addition to this, it encompasses various aspects such as learning and development, employee
retention, workforce planning, recruiting, succession and many more (Khoshdel Mofidi,
Bagherzadeh and Mehrara, 2019). It is important for an organisation to manage and retain top
talent as it help in attaining higher growth and success at marketplace. For the present study,
Parcelforce is taken into consideration. It is a logistics and courier service which was established
in the year 1990 and headquartered in England, UK. The main aim of the report is to recommend
effective talent management strategies to Anderson transport which is a small transport goods
service provider company for attracting and retaining employees at workplace.
Task 1
Part A. Project Planning
Research aim:
“To identify effective talent management strategies used by an organisation to attract and
retain employees. A study on Parcelforce.
Research Objectives:
 To know about role and importance of talent management.
 To examine various talent management strategies used by Parcelforce for attracting and
retaining employees at workplace.
 To determine challenges faced by Parcelforce while executing talent management
strategies for attracting and retaining employees in organisation.
Research Questions:
 What is the role and importance of talent management?
 What are the various talent management strategies used by Parcelforce for attracting and
retaining employees at workplace?
 What are the challenges faced by Parcelforce while executing talent management
strategies for attracting and retaining employees in organisation?

Project Management plan
Project management plan refers to a formal document which defines how project are being
carried out. It includes the outlining of goal, scope, timeline, budget and deliverables of project.
These are essential to keep project work of track and are going to be discussed further.
Scope- Talent management is associated with various strategies which are adopted within
organisation for retaining their talented employees for enhancing their profitability. This is
highly applicable within any organisation due to its high benefits.
Cost- For any plan implementation, there is need to making budget where each activity
requires some specific cost that can help researchers for executing their activities. There is need
to make budget which are there to execute plan for their implementation.
Time- This is a significant aspect which is necessary to complete the project in given
time period. Researchers needs to follow the critical path for identifying time which are invested
for the completion of task. Project should finish within limited time.
Quality- For research project, there is need for collection of authentic and reliable data
that are regarding better and effective quality. Talent management helps to retain customers to
retain talent at workplace.
Risk- Every study associated with some risk where researchers develop alternative plan
to deal with such type of risk. These risks includes poor knowledge, insufficient resources, lack
of time and many more.
Communitarian- Within organisation there is need for proper communication which are
associated with remaining transparent with stakeholders related with project. This provide
positive influence during project implementation.
Resources- This is the basic requirement which is associated with executing strategies
for employee retention through talent management. There is need for some resources which
includes skills, funds and others. These resources can help to implement the project plan and
activities or can create interruptions due to lack of resources.
Work breakdown structure
It is defined as a chart that show the relationship among project activities executed in order
to achieve objectives. Along with this, it allow investigator to divide the whole task into smaller
tasks which is easy to implement and complete. Work breakdown structure of present study is
mentioned below:

Gantt chart
It is a bar chart that is useful for planning as well as scheduling projects in an effective
manner. Along with this, it assist researcher to assess time require to complete the project,
examine the resources required, initial and ending time of activities and so on (McManners,
2016). Moreover, this help researcher to complete activities on time and attain research
objectives in a timely and proper manner. The Gantt chart of present study are as follows:
PART B- Conducting research
Talent management include various principles which an organization is required to follow in
order to attract and retain top talent at workplace. One of the principle is avoid mismatch cost
as it assist in reducing cost through keeping the strength low and hire candidates time to time to
fill gaps (Mujtaba and Mubarik, 2021). Another principle of talent management is alignment
with strategy as it is basic rule of organisation to make sure that department have the knowledge
about strategies and are focused on corporate strategies. Besides these principles, it also include
other principle such as balancing employee interests as internal programs in an organization are
the regular and most important features for employees to maintain the employees interest. Hence,
all these principles of talent management help to attract the most talented employees for an
organization in an effective manner.
LITERATURE REVIEW
Role and importance of talent management
According to Zala Slana, (2018), Role of talent management is to identify, recruit and
attain people within organisation. This is one of the main role of the talent management for
which they follow various strategic process that can help to retain talent within organisation.
Role of talent management is to attract, select and retain employees which involves employee
life cycle (The importance of talent management and why companies should invest in it, 2018).
Talent mangemnt6 helps employees to feel engaged, motivated and skilled and focuses on the
business goal of the organisation. This helps to increase clients satisfaction along with business
performance.

Various talent management strategies used by Parcelforce for attracting and retaining employees
at workplace
According to Hannah Malmstrom, (2021), there are various talent management strategies
which are used by Parcelforce that is for attracting and retaining their employee at workplace.
These strategies are Tracking and measuring performance, feedback and review, recognising and
rewarding top performers, increasing employee motivations and promoting mentoring (Talent
Management Strategies, 2021). These are some talent management strategies which have high
effectiveness within organisation and helps to hold the employees at workplace. These strategies
were highly beneficial to attract employees at workplace and that can lead to provide high
effectiveness and influence them to stay at workplace.
Challenges faced by Parcelforce while executing talent management strategies for attracting and
retaining employees in organisation
According to Top Echelon, (2020), there are four challenges for talent management
which cam impact the organisation that includes talent acquisition, compensation, performance
evaluation, talent retention and turnover. Talent acquisition is associated with applicant tracking
system for hiring of talented people for full time. Right compensation influence employee to
continue work at their workplace which is associated with some benefits. For the organisation is
challenging for right compensation for their talented employees. Performance evaluation is the
challenge which is to evaluate the working performance of employee that is difficult to measure.
Talent retention is also challenging for the organisation to retain their talented employee to retain
at workplace.
Research Methods
Qualitative research is defined as a method of collecting information which is in the form
of non-numerical. In addition to this, it provide clear knowledge regarding concepts as well as
opinions associated to the research topic (Ivankova and Plano Clark 2018). Moreover, it allow
researcher to conduct in-depth knowledge about the research problem that is vital for gaining
positive outcomes.
Quantitative research is basically a phenomenon that includes number of procedure with
which information is gathered in the form of numeric and is based on some facts and figures.
Apart from this, it is deter mined that it help researcher to develop valid and reliable conclusion
in less time and cost as well.

For the present study, quantitative research method is useful as it assist to gather
numerical data that is based on facts and figures. It also allow investigator to attain research
objectives in a timely manner.
Data Collection is defined as the procedure to gather information associated to the
research topic. There are mainly two forms of data collection method that is primary and
secondary which are as follows:
 Primary Data- It is defined as information which is gathered for the first time and is
original in nature. There are different methods of collecting primary data such as
questionnaire, interview and many more.
 Secondary Data- It is defined as an information which is already exist or gathered by
professionals previously (McManners, 2016). The various methods of collecting
secondary data is articles, Journals, online polls and many more.
For the present study, both form of data collection is used. In context to primary, it assist
researcher to gain in-depth knowledge regarding topic due to which valid and appropriate
conclusion can be drawn. On the other hand, secondary data help researcher to know about the
view point of different people on research topic within less time and cost.
Sampling: It is defined as a method of choosing sample size from the whole population
in order to conduct the study. The two forms of sampling is probabilistic and non-probabilistic.
In relation to the present study, random sampling which is a form of probabilistic sampling
method is adopted by investigator as it help to select respondents without any biasness (Meister,
2018). The 30 employees of Parcelforce are taken into consideration as participants for collecting
primary data. The questionnaire for the present study is given below:
Questionnaire:
Q1. Do you have knowledge regarding role of talent management in small
and medium enterprises?
Frequency
a) Yes 23
b) No 7
Q2. What is the significance of talent management strategies in SMEs? Frequency
a) Reduction of hiring cost 8
b) Increase in performance 7
c) Effective implementation of activities 7

d) Employee satisfaction 8
Q3. What are the key factors that is used by Parcelforce for talent
management in organisation?
Frequency
a) Offering of career and learning opportunities to employees 10
b) Conducting training and development session 9
c) Using motivation techniques 6
d) Allow participation in decision making 5
Q4. On the basis of your view point, is talent management strategies help
by Parcelforce to attract and retain employees for longer time period?
Frequency
a) Yes 22
b) No 8
Q5. What are the challenges associated to talent management strategies
used by Parcelforce for attracting and retaining employees at workplace?
Frequency
a) Increase in cost 9
b) Arguments among employees 8
c) High employee turnover ratio 7
d) Lack of communication 6
Q6. According to you, what is the influence of strategies of talent
management on the productivity and profitability of by Parcelforce?
Frequency
a) Positive influence 21
b) Negative influence 6
c) Neutral 3

TASK 2- Present findings
Q1. Do you have knowledge regarding role of talent management in small
and medium enterprises?
Frequency
a) Yes 23
b) No 7
Interpretation: By analysing the above graph, it is analysed that from the total 30
participants, 23 respondents know about the role of talent management in SMEs. Along with
this, the remaining 7 have no idea about such concept and for this it is important for respective
organisation to make its employee aware about talent management as it help in enhancing
performance and retain them for longer time.
Q2. What is the significance of talent management strategies in SMEs? Frequency
a) Reduction of hiring cost 8
b) Increase in performance 7
c) Effective implementation of activities 7
d) Employee satisfaction 8

Interpretation: The above graph state that talent management strategies help small and
medium enterprises to save hiring cost and improve the performance, which is said by 8 and 7
participants respectively. Along with this, 7 respondents said that there is effective execution of
activities whereas the leftover 8 participants perceived that it help in satisfying employees in an
effective manner.
Q3. What are the key factors that is used by Parcelforce for talent
management in organisation?
Frequency
a) Offering of career and learning opportunities to employees 10
b) Conducting training and development session 9
c) Using motivation techniques 6
d) Allow participation in decision making 5

Interpretation: It is interpreted from the above graph that there are various key factors
adopted by respective organisation for talent management. One of the factor is offering career
and learning opportunities to staff members, which is said by 10 respondents from the total 30
participants. In addition to this, 9 participants perceive that conducting training as well as
development session is a key aspect whereas 6 respondents said that using motivation techniques
is the key aspect. The remaining 5 respondents said that allow participation of employees in
decision making is the key factor used by Parcelforce for talent management in organisation.
Q4. On the basis of your view point, is talent management strategies help
by Parcelforce to attract and retain employees for longer time period?
Frequency
a) Yes 22
b) No 8

Interpretation: The above graph state that strategies of talent management assist
respective organisation to attract as well as retain staff members for longer time frame which is
said by 22 respondents from the total 30 participants. In addition to this, 8 respondents is not
agree with the point.
Q5. What are the challenges associated to talent management strategies
used by Parcelforce for attracting and retaining employees at workplace?
Frequency
a) Increase in cost 9
b) Arguments among employees 8
c) High employee turnover ratio 7
d) Lack of communication 6

Interpretation: It is interpreted from the above graph that there are various challenges
associated to talent management strategies. One of the challenges is increase in cost and
arguments among staff members, which is interpreted by 9 and 8 respondents from the total 30
participants. Along with this, high employee turnover ratio is also consider as an issue faced by
respective company and is perceive by 7 respondents. The leftover 6 respondents state that lack
of communication is the challenge related with execution of talent management strategies within
the organisation.
Q6. According to you, what is the influence of strategies of talent
management on the productivity and profitability of by Parcelforce?
Frequency
a) Positive influence 21
b) Negative influence 6
c) Neutral 3

Interpretation: From the above graph, it is interpreted that there is positive influence of talent
management strategies on productivity as well as profitability, which is perceived by 21
respondents out of total 30 participants. Along with this, 6 respondents said that there is negative
influence of talent management strategies whereas the remaining 3 respondents perceive that
there is no impact of strategies of talent management on the productivity and profitability of
respective company.
Recommendations
On the basis of above study, some of the recommendations to Andersons transport which is
a small transport goods provider is given below for attracting and retaining employees:
 It is suggested to the higher authorities of Andersons transport to provide rewards and
recognition to its employees of their good performance. It help company to make
employees feel valued and important at workplace due to which they put full potential in
order to achieve objectives and also assist to retain them for longer time period.
 In addition to this, it is recommended to allow staff members to participate in decision
making procedure as it will help in bringing ideas and creativity due to which
productivity is improved. In addition to this, it develop positive mind-set of employees
towards company which is vital for employee retention.
 Moreover, it is recommended to Andersons transport to provide career and learning
opportunities to employees as it will help staff members to gain both personal and

professional growth. It also assist respective company to attract and retain top talent as it
is analysed that employees now are looking for attaining career opportunities and
provide such learning help to retain staff members and to achieve organisational
objectives as well.
Evaluation of tools & techniques for authenticity and support recommendations
The above recommended tools and techniques of talent management is effective for
Andersons transport in order to attract and retain best employees. It is evaluated that in the
present time, employees prefer to work with those companies who provide learning and career
opportunities as it help them to gain both personal as well as professional growth. In addition to
this, providing rewards and recognition assist employees to fulfil their requirements and also
make them feel valued due to which they retain with organisation for longer time frame (Norlyk,
Haahr and Hall, 2016). Moreover, it is analyse that staff members did not like to receive orders
on continuous basis and also did not prefer work on others idea. Allowance of employee
participation in decision making help staff members to give their ideas and suggestions which
motivate them and retain them with organisation for longer time period.
TASK 3- Reflective practices
In order to reflect the overall learning and experiences, Gibbs reflective model is used that
involves various steps and is given below:
Description: The present study is conducted to identify talent management strategies used
by an organisation to attract and retain staff members. In addition to this, it is learnt by me that
companies face many challenges at the time of executing strategies of talent management such as
high cots, increase employee turnover ratio and many more. Along with this, it is analysed that
using of both primary and secondary data collection method help in developing valid and reliable
conclusion. By developing the questionnaire, researcher is able to gain in-depth knowledge
regarding topic that further leads to attainment of positive results.
Feelings: It is analysed by me that talent management is vital for an organisation to enhance
brand image, satisfy and retain staff members and many more. Along with this, it is determined
that companies require to focus on satisfying the requirements of employees as provide them
appreciation of good performance which further assist to employee retention.

Evaluation: With the help of conducting study, I am able to learn various skills such as
communication, data analysis, data interpretation, decision making and so on. All this skills also
assist me in my future to grab opportunities and deal with this challenging environment. On the
other hand, due to ineffective time management skills I am not able to complete activities on
time which is one of the major issue that impact on the overall results. But with the help of my
team mates and mentors, I am able to complete the given task on time period. Apart from this,
collecting data from participants is also difficult for me that has negative impact on the results
and research outcomes.
Analysis: During the study, I am able to analyse and interpret the information that is
gathered with the help of primary and secondary data collection methods. Along with this, it is
analysed by me that this study will help in coming future in order to perform other research work
in an appropriate and timely manner.
Conclusion: It is concluded by me that talent management is vital for companies for
develop, attract and retain staff members as it help to raise efficiency and productivity of
organisation. Apart from this, it is determined that this research is effective for a small and
medium enterprise to know about strategies of talent management. It also help me to improve
skills such as time management, problem solving, data interpretation and many more.
Action plan: In order to improve time management skills, I will set the deadlines of work
and ensure that it can be completed on time. In addition to this, I will also attend sessions on how
to manage time as it will help me to improve time management skills. Apart from this, I will
focus on improving communication and conveyance skills so that data can be effectively
collected from the participants in the further studies.
CONCLUSION
From the above study, it has been concluded that talent management plays an important role
as it help companies to enhance employee productivity and efficiency, satisfy and retain
employees, develop brand image and so on. It is determined that there are various strategies of
talent management used by companies for employee retention such as rewards and recognition,
training and development, career and learning opportunities and so on. Apart from this, it is
analysed that companies faced issues while they execute such strategies such as increase in cost,
ineffective leadership etc. It is significant for investigator to select an appropriate tools as well as
techniques of data collection as it assist in gaining valid and positive outcomes. Moreover, use of

primary data collection method in order to conduct study is beneficial as it help in gaining in-
depth knowledge regrading topic of research that further leads to development of valid and
effective conclusion in an appropriate manner.

REFERENCES
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Review of the literature and challenges for future research. Research Handbook of
International Talent Management.
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In Human Resource Management in the Hospitality Industry (pp. 201-216). Routledge.
Ford, D. G., 2017. Talent management and its relationship to successful veteran transition into
the civilian workplace: Practical integration strategies for the HRD professional. Advances
in Developing Human Resources, 19(1), pp.36-53.
Kamoche, K. and Leigh, F. S., 2021. Talent management, identity construction and the burden of
elitism: The case of management trainees in Hong Kong. Human Relations,
p.0018726721996778.
Khoshdel Mofidi, M., Bagherzadeh, M. R. and Mehrara, A., 2019. Talent Management Model in
the Customs Administration of the Islamic Republic of Iran. Journal of Human Capital
Empowerment, 2(3), pp.225-237.
Mujtaba, M. and Mubarik, M. S., 2021. Talent management and organizational sustainability:
role of sustainable behaviour. International Journal of Organizational Analysis.
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.
Othman, A. A. E. and Khalil, M. H. M., 2020. A lean talent management framework for
maximizing creativity in architectural design firms. International Journal of Construction
Management, 20(5), pp.520-533.
Selivanovskikh, L. V. and Latukha, M. O., 2018. Investigating the role of talent management in
talent migration in emerging markets: From brain drain to brain gain. In GSOM EMERGING
MARKETS CONFERENCE 2018 (pp. 316-318).
Wiblen, S., 2018. e-Talent in talent management. In e-HRM (pp. 153-171). Routledge.
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ecological framework as a pedagogical approach for addressing the complexity of the
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Online
The importance of talent management and why companies should invest in it, 2018 [Online]
Available through; https://www.humanresourcesonline.net/the-importance-of-talent-
management-and-why-companies-should-invest-in-it
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https://www.edapp.com/blog/10-talent-management-strategies/
The Role of Talent Management Comparing Medium-Sized and Large Companies, 2018 [Online]
Available through; https://www.frontiersin.org/articles/10.3389/fpsyg.2018.01750

APPENDIX
Questionnaire:
Q1. Do you have knowledge regarding role of talent management in small and medium
enterprises?
a) Yes
b) No
Q2. What is the significance of talent management strategies in SMEs?
a) Reduction of hiring cost
b) Increase in performance
c) Effective implementation of activities
d) Employee satisfaction
Q3. What are the key factors that is used by Parcelforce for talent management in organisation?
a) Offering of career and learning opportunities to employees
b) Conducting training and development session
c) Using motivation techniques
d) Allow participation in decision making
Q4. On the basis of your view point, is talent management strategies help by Parcelforce to
attract and retain employees for longer time period?
a) Yes
b) No
Q5. What are the challenges associated to talent management strategies used by Parcelforce for
attracting and retaining employees at workplace?
a) Increase in cost
b) Arguments among employees
c) High employee turnover ratio
d) Lack of communication
Q6. According to you, what is the influence of strategies of talent management on the
productivity and profitability of by Parcelforce transport?
a) Positive influence
b) Negative influence

c) Neutral
Q7. Provide some recommendations to the higher authorities of Parcelforce to attract and retain
employees at workplace?
APPENDIX 2
Name:
Project title: “To identify effective talent management strategies used by an organisation to attract and retain
employees”. A study on Parcelforce.
Date:
Update on weekly research/tasks achieved
Points to consider:
What have you completed?
I have finished investigation on identifying effective talent management strategies used by an organisation to attract
and retain employees.
Did you fulfil task requirements?
Yes,
Are you on track and within deadlines set?
Yes, I am on track and finish the project within set time period.
Did you need to make any changes to your project management plan?
No, I don’t require any modifications in project management plan.
Any risks and/or issues identified?
One of the issue that is identified during the study is collection of data from respondents.
Points to consider:
Did you identify risks/issues with a lack of skills required for undertaking research/tasks?
Did you identify any additional risks/issues that have an impact on the project management plan?
Problems encountered

One of the problem that is encountered during the study is collection of data from participants. Along with this,
another issue is arise among team members.
Points to consider:
What barriers did you face?
Data collection from respondents
How did you overcome them?
With the help of effective communication and conveyance skills, I am able to collect data from participants in an
effective manner.
New ideas and change of project direction
No
What have I learnt about myself this week?
I complete my all activities within set time limit. This assist me to perform research project in more
appropriate way. I plan research activities for next week
Tasks planned for next week
Points to consider:
Which tasks are priority?
Have you set aside sufficient time for completion?
Yes
Project plan status to date (on, ahead, behind):
My research project was on time.
Supervisor comments to address:

Template for Performance Review to be attached with the report by the learner:1. What was the Project supposed to accomplish?
““To identify effective talent management strategies used by an organisation to attract and
retain employees”. A study on Parcelforce.
2. Did the project succeed in its aims/ how do you know? Specifically, please outline any
evaluation and assessment undertaken.
Yes.
3. What things do you think worked well and why? Evaluate all aspects of the project (e.g initial
inception, project activities and project outcomes) from a range of perspectives.
Group working and implementation of activities are the best things that gives positive
outcomes.
4. What problems emerged during the project and how were they tackled? Was there timely
identification of issues and resolution during the project process?
Collection of data from respondents and time management are the issues that arise at the time
of performing research.
5. What did you learn from undertaking the project?
I am able to learn about strategies of talent management and the challenges faced by companies while
executing them. Apart from this, there are various skills learnt such as communication, time
management data collection and many more.
6. How would you rate your performance as a management consultant leading the project?
I rate my performance 9 out of 10.
7. What strengths and weakness of your performance did you identify?
My strength is effective communication skills and research skills and weakness is lack of
confidence.
8. How will this inform and support your continuous professional development?
Continuous professional development is helpful in attaining targets and execute activities as
well.