Talent Management: Enhancing Operational Effectiveness at Primark

This report investigates the impact of talent management on operational effectiveness, focusing on Primark as a case study. It explores the effectiveness of talent management in improving operational efficiency, external recruitment in increasing staff retention, and various strategies for managing talent within the business. The research employs qualitative methods and an inductive approach, utilizing both primary and secondary data collection techniques. The report emphasizes the importance of talent management in achieving organizational goals, enhancing competitive advantage, and fostering innovation. It also provides recommendations for Primark to optimize its talent management practices, including the potential integration of quantitative approaches for more comprehensive data analysis. The study concludes that effective talent management is crucial for driving organizational success and ensuring long-term sustainability.

Unit 11- Questions

Table of Contents
INTRODUCTION...........................................................................................................................3
TITLE: IMPACT OF MANAGING TALENT ON OPERATIONAL EFFECTIVENSS..............3
TITLE: IMPACT OF MANAGING TALENT ON OPERATIONAL EFFECTIVENSS Aim......3
Advantage and disadvantage of research.....................................................................................3
Important of methods in accomplishing goals.............................................................................5
Recommendation.........................................................................................................................5
CHAPTER 2: LITERATURE REVIEW.........................................................................................5
Effectiveness of talent management............................................................................................5
Explore effectiveness of external recruitment in increasing staff retention................................6
Strategies of managing talent within business.............................................................................7
DATA INTERPRETATION...........................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
The research is oriented with an essence of talent management that is in regard to the
organisation. The research also portrays the fact that talent management is one of the probable
factor that is being obtained by the organisation such that it is necessary to incorporate all the
policies of management. One may not be able to identify the standards and less and until it is
being thoroughly and gross upon and therefore this research will bring forth all the ideologies
that are in regard to talent management (Claus (2019)). The reason for oriented with talent
management are being analysed and are also evaluated in this report. There are certain strategies
that are put forth by the organisation to enhance the mechanism of talent management and that is
brought about by all the speculations which are all cleared in the research orientation. The
probable methods of research are being highlighted and are also included such that people can
get to understand what sort of research is being included in this report. It is also necessary to
evaluate upon of certain circumstances and therefore that is brought about by all the factors of
talent management and its encroachment upon growth prospects.
TITLE: IMPACT OF MANAGING TALENT ON OPERATIONAL
EFFECTIVENSS
TITLE: IMPACT OF MANAGING TALENT ON OPERATIONAL EFFECTIVENSS
Aim
The aim behind conducting this study is “To explore advantages of talent management in
improving operational efficiency”. Study on Prim ark.
Objectives
To discuss effectiveness of talent management in Primark's operational effectiveness.
To explore effectiveness of external recruitment in increasing staff retention.
To discuss strategies of managing talent within business.
To recommend ways of talent management by Primark.
Advantage and disadvantage of research
Research strategy- qualitative & quantitative
Qualitative advantage:- Qualitative research used for study of human and social behaviour. Main
advantage of the qualitative data is it obtain descriptive data of social phenomena and deeply
understanding the opinion, thoughts, and problems of the people.

Qualitative disadvantage:- Qualitative research take a lot of time to survey, research and
identifying actual theme and study about the projects and this method dismissed by many
researchers for not finding accurate information (Murgia, and et.al 2018).
Quantitative advantages:- Quantitative method using scientific method for research. Every
problem determined by applying theory, and it includes the data and statistics of the research.
Main advantage of quantitative method is it involve numbers and managing different group this
and their results are valid and can rely on this research.
Quantitative disadvantage:- Quantitative method can work Grateley in a controlling environment
where the condition measuring phenomena is tight for the research such as scientific research. In
this method survey can have error in numbers and some topic or research is too difficuklt to
measure in numbers.
For this research we adopt qualitative method.
Research approach- inductive& deductive
Inductive advantage:- Inductive approach motivate and make research memorable and
meaningful (Vaske, 2019).
Inductive disadvantage:- Inductive approach is time a lot of time, and it may conclude false
conclusion.
Deductive disadvantage:- Deductive approach is straight forwards approach which explained
quickly and time saving.
Deductive disadvantage:- Deductive approach is quite formal, and it brings boringness and only
one way communication in this approach.
In this research we adapt inductive approach.
Data collection- primary and secondary
Primary advantage:- this data is accurate in compare to secondary data, and it is usually up-to-
date because this research conduct on the present scenario basis.
Primary disadvantage:- this data is expensive in nature and complex also. It take a lot of time to
do research.
Secondary advantage:- this data is easily available compared to primary data, and it is affordable
in compared to primary data. It takes less time.
Secondary disadvantage:- secondary data may be not accurate and cannot easily rely on that and
some secondary data biased because of the personal preferences and different researches.

In this research we will conduct primary research is for questionnaire and secondary research is
for LR.
Important of methods in accomplishing goals
Company used OGTM (objectives, goals, tactics, and metrics) for achieving and accomplishing
their goals. It gives vision to the company in a long term and focus on the company knowledge.
It also helps in trigger the new values to company behaviour for standardized their goals and
achieve them.
Recommendation
In this research we can also apply quantitative approach because it understand the pattern of
industry and exact compare the company scaling up and promotion and it is straight forwards
analysis which collect the statistical data and give accurate information about the research. This
approach is also prestige in nature because it consider valuable data. In this research now we
didn't use this because it is time consuming.
CHAPTER 2: LITERATURE REVIEW
Effectiveness of talent management
Talent management will bring about many opportunities for the organisation. The organisation
can fulfil its strategies and goals within no time and that is what is required for every business to
stand as a unique perception. The targets of the organisation to be achieved in a normal pace and
that can be the one that will literally lift up the organisation to such an extent that it gets to win
over every challenge that is pertaining in their operating sector. Talent management plays a
crucial role in determining the standards of an organisation. It will also play important face in the
means of organisational operations. There are certain department in the organisation that will
have to be managed by various management criteria and talent management in this regard will
bring about the skills that are in regard to people. According to Whysall & et.al (2019), there is a
kind of role that is being maintained and played by talent management in order to fulfil the
activities of the organisation. The responsibilities of the organisation or all expected to be
accomplished with the onset of criteria as well as the strategic orientation that is in regard to
talent management. This particular talent management revolves around employees as well as the
potential to deal with the outcomes of work and that will help the organisation to stay effective in
the midst of competition. Talent management will help business to improve its performance and

also allocate its resources over the performance criteria that relates to keep practices which are in
regard to organisation. The organisational entity whether it belongs to any sector of retailing or
any particular industry will focus upon its goals and also derived its strategies of accomplishing
them. Talent management will lift up the kind of competitive atmosphere that is in charge of
employees. The risk that are oriented with the organisation or all evaluated and are also brought
about a perfect analysis that will portray challenges which need to be taken care about.
According to Pandita & Ray (2018), the innovation that is in regard to the organisation as
encroached upon by the capabilities of employees and that is purely a form of effective talent
management. The problems that are oriented in regard to various sectors of the organisation with
respect to incorporation of technologies can also be harnessed with the help of talent
management and this can be a productive management strategy. Creativity is portrayed in the
essence of talent management and that will derive the productive team. The turnover that is in
regard to the business according to the work analysis of employees is valued by the terms of for
the strategies are oriented. Talent management will help brand to abide by the company as well
as its goals such that its future can be derived by the motives that are successfully analysed.
According to Anlesinya & Amponsah-Tawiah (2020), a perfect planning will align all the
strategies and talent management can be portrayed upon the model of planning that the
organisation usually incorporate.
Explore effectiveness of external recruitment in increasing staff retention
Employees are regarded to be the major asset of the organisation. According to Collings & et.al
(2019), when an organisation is more towards satisfying the needs of employees and help to
retain them at all levels than the organisation will reach the aspect of flourishing that is
requirement for the entire company to deal with the negativity. There are certain perception of
employees with respect to the organisational work culture and they are to be balanced upon such
a level that they have a positive attitude towards work and they stay in the company for a long
period of time. The retention of employees will help the organisation in order to focus upon the
development aspects rather than worrying about the cause of their retention. Retention of
employees is necessary in order to move ahead with the element of proper management of the
organisation. According to Narayanan & et.al (2019), there are certain thoughtful and
determinant the measures that are being taken by the organisation in order to deal with the
competitors of the industries. The talent management in this regard is carefully analysed in order

to move ahead with the process of employee retention. It is also regarded to be one of the
greatest challenge in present world and that is brought about by technological growth. There are
certain changes that will portray upon the strategic conclusion that are derived by the
organisation and midst of employees and their works. The workforce is promised drastically
according to the onset of employees and their performance such that to retain them in every
possible aspects will be one of the strongest policy that the organisation eventually deals with
full stop the employee opportunities that are a part of professional environment of the
organisation is demandable and the facility that are in regard to the strong job market are made
huddle free. According to Meyers & Dries (2020), the chief concern of the entire organisation
will revolve around the employees as well as the good employee retention. Every industry
usually deals with the strategic conclusions that are a proactive measure of workforce in the
organisation. The job descriptions that are pertaining to the organisation as well as the roles that
are there in the organisation will have to be clearly portrayed upon the retention strategy. This is
an important criteria where it holds a value in the marketplace.
Strategies of managing talent within business
The strategy of talent management a requirement in a business atmosphere because in order to
stand in competition it is first necessary to evaluate the choices that are in regard to the
organisation. This will follow the internal environment of the organisation and through which all
the strengths weaknesses opportunities and threats will have to be derived. According to Taylor
(2018), the internal analysis with respect to employees as well as a performance will be a
detrimental criteria in order to come to a conclusion about the organisation. This will also stand
as one of the governing entity in every organisation and that is also brought about by various
personification. The practice is will stand as unique entity in order to derive the standards of the
organisation and it is not until when these are evaluated on a very permanent basis that they get
to be followed for over a long run. Maintaining a personification with respect to talent
management in the organisation is one of the probable practices that every management usually
deals with. There are certain strategies of managing talent within a business that are to be
incorporated and are mandatory. In order to maintain a proper branding and reputation with
respect to employers the management usually strives hard in order to move ahead with the
perception that are in regard to the potential employees. This will also promote a kind of culture
that will bind employees towards the organisational values and norms. According to Harsch &

Festing (2020), candidate experience is one of the potential quality that will determine the
standards of maintaining a strategic orientation and talent management. According to the
candidate experience it is also necessary to train them accordingly such that the interactions as
well as the work environment will therefore be gratified a midst of employees that are being
taken care about. The selection process will play a major role in shortlisting the skilled
workforce that that are a part of potential development in the organisation. This is also one of the
prioritising kind of entity that will derive the standards of the organisation. There will be certain
criteria that revolves around the reference that are a part of organisational entity. Sometimes
these referrals are also the ones that are suitable for the organisation and they might carry worth
to invest time up on. The onboarding criteria as well as the engagement of employees is one of
the prominent aspect in order to bind them towards the work culture and it is also having a
significance over the prominent that they are gratifying. According to Gupta (2019), commitment
is one of the entity that will have to be derived when employees are loyal towards the
organisation. The main challenge with respect to the organisation is employee retention and that
will bring about the never-ending criteria in order to make the company dynamic and stand in the
society. The learning and development processes that are in regard to the employees will also
affect the opportunities that are necessary for the organisation to comply upon terms and
conditions. The performance management of the organisation is brought about by the employee
productivity and every activity that is in regard to employees will have to be aligned in such a
way that will promote growth for the organisation.
DATA INTERPRETATION
1. Is the concept of talent management beneficial for working atmosphere?
 Yes
 No
2. Are the practices that are included in the report helpful to deal with the circumstances of
managing employees?
 Yes
 No
3. What are the various ways that were followed in order to maintain a perfect talent
management strategy in the organisation?
 Training

 Development
4. Is effective talent management necessary for organisational upliftment?
 Yes
 No
5. How does talent management help businesses to deal with performance criteria?
 Growth of the employees
 Growth of organisation
6. Is employee retention important in the organisation?
 Yes
 No
7. Is your ideology good about talent management in organisation?
 Yes
 No
8. Does every industry deal with strategic conclusions which are a part of talent
management?
 Yes
 No
9. What are the strategies of managing talent within business?
 Rewarding
 Training
10. Are these strategies effective?
 Yes
 No
11. What are the different challenges that are being observed at workplace?
 Encouraging talent
 Dealing with different perceptions
12. Is rewarding a kind of talent management practice?
 Yes
 No

CONCLUSION
The report concludes up on identifying the aspects of talent management. Through this research
one can easily understand the effectiveness of talent management and the role it plays in an
organisation. In the management criteria how talent management is maintain a strategic
orientation is being highlighted. Through this one can easily understand the particles that are a
part of organisational entity in order to derive the performance of the organisation. The industry
that gets carried away by the creativity level with respect to talent management is being
portrayed in this research. The effectiveness of external recruitment in increasing staff retention
is being highlighted with a workforce prominent that is brought about by the aspect of challenges
in regard to talent management. The organisation which one word upon by a drastic orientation
will have to include talent management in order to survive for our long run is being explained in
this report. The various concerns that are achieved personification and also maintenance of talent
within a business is being highlighted in this report.

REFERENCES
Books and journals
Anlesinya & Amponsah-Tawiah (2020). Towards a responsible talent management model.
European Journal of Training and Development.
Claus (2019). HR disruption—Time already to reinvent talent management. BRQ Business
Research Quarterly. 22(3). 207-215.
Collings & et.al (2019). Global talent management and performance in multinational enterprises:
A multilevel perspective. Journal of management. 45(2). 540-566.
Gupta (2019). Talent management dimensions and their relationship with retention of
Generation-Y employees in the hospitality industry. International Journal of Contemporary
Hospitality Management.
Harsch & Festing (2020). Dynamic talent management capabilities and organizational agility—A
qualitative exploration. Human Resource Management. 59(1). 43-61.
Meyers & Dries (2020). HR managers’ talent philosophies: prevalence and relationships with
perceived talent management practices. The International Journal of Human Resource
Management. 31(4). 562-588.
Murgia, A., and et.al 2018. An exploratory qualitative and quantitative analysis of emotions in
issue report comments of open source systems.Empirical Software Engineering.23(1),
pp.521-564.
Narayanan & et.al (2019). Talent management and employee retention: An integrative research
framework. Human Resource Development Review. 18(2). 228-247.
Pandita & Ray (2018). Talent management and employee engagement–a meta-analysis of their
impact on talent retention. Industrial and Commercial Training.
Taylor (2018). Resourcing and talent management. Kogan Page Publishers.
Vaske, J.J., 2019.Survey research and analysis. Sagamore-Venture. 1807 North Federal Drive,
Urbana, IL 61801.
Whysall & et.al (2019). The new talent management challenges of Industry 4.0. Journal of
Management Development.
Online
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Talent Management: [Online]. Available through: < What Is Talent Management? Model,
Strategy, Process (valamis.com)>
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