Research Proposal: Line Managers & Employee Development in Aviva

This research proposal investigates the role of line managers and leaders in employee development within Aviva, a British multinational insurance company. The study aims to analyze the impact of talent management strategies on employee growth, particularly in the context of challenges posed by events such as the COVID-19 pandemic. The research objectives include understanding talent management's role in the insurance sector, determining the influence of leaders and line managers on employee performance, identifying challenges faced in implementing talent management strategies, and recommending improvements for employee development post-COVID-19. The methodology involves a positivism approach with deductive reasoning, utilizing both primary (questionnaires) and secondary data collection methods. Ethical considerations are addressed to ensure responsible research practices, and the analysis focuses on providing insights for Aviva to enhance its employee development programs and overall organizational effectiveness.

Research Proposal on
“The role of line managers and leaders in
employee development in Aviva
organisation”.

Table of Contents
PROJECT PROPOSAL FORM.................................................................................................3
Section One: Title, aims, objectives ......................................................................................3
Section Two: Reasons for choosing this project....................................................................4
Section Three: Precedents and sources..................................................................................4
Section Four: Activities and timescales.................................................................................7
References..................................................................................................................................8
RESEARCH ETHICS APPROVAL FORM............................................................................10
Section One: Basic details....................................................................................................10
Section Two: Project summary............................................................................................10
Section Three: Participants...................................................................................................10
Section Four: Data storage and security...............................................................................12
Section Five: Ethical issues..................................................................................................13
Section Six: Declaration.......................................................................................................14

PROJECT PROPOSAL FORM
Student Name
ID Number
Centre Name
Tutor
Proposed Title The role of line managers and leaders in employee
development in Aviva organisation.
Section One: Title, aims, objectives
Introduction
The need of talent management within the
organisation is very important and it will be
helpful in recognising the developed talent
management. It will be helpful in make positive
impact and their employee’s productivity
through the future growth and changes over
the period of time. It will be helpful for the
growth and management of the leader to
analysis the talent management and make
some high quality employee and effective
development through the major changes and
growth. It will be related to make some major
growth and achievement process within the
society (Bao, 2020). That will be related to the
use of talent management resources and it
would be helpful for the growth to society. The
need of the talent management are basically
related to effective growth over the period of
time.
Background of the study
This report is based on the research proposal
where, the chosen company Aviva, a British
multinational insurance company which are
situated in London. They are serving more
than 33 million customer across the 16 major
countries. This is why it is important for their
leader and line manager to work and assign
the task as effectively as possible. Further all
of these will be helpful in managing employee,
especially after facing the major outbreak of
covid-19 (Cai and et.al., 2020). The need of
analysis and conduct the research is basically
related to the growth and progress of the
employee development within the organisation.

All of these are related to major growth to work
and make progress to analysis the concept.
Title
“The role of line managers and leaders in
employee development in Aviva company. “
Project aims and objectives
Aim: To analysis the role of line manager
within the company for the growth of
employee’s development with effective talent
management strategies. A case study on
Aviva.
Objective:
 To understand the role of talent
management within the chosen industry
sector.
 To determine the role of leader and line
manager for the growth of employee’s
performance within the chosen
company.
 To identifying the major challenges face
by the leader and manager while
working on the growth of effective talent
management strategies.
 To identifying the major
recommendation for the chosen
company and their employee
development after facing covid-19.
Questions:
 What is the meaning and role of talent
management within the insurance
sector?
 What are the major role for the growth
of leader and manager to increase
employee’s performance?
 Which major challenges are face by the
company while implementing research
strategies?
 What are the major issues and
recommendation for the growth of their
employee after covid-19?
Section Two: Reasons for choosing this project
Limitation of the study
While conducting the research, we are not able
to make a contact of all the leaders and the
staff. Further some major issues are still not
identifying for the growth of this research,
which will be related and needed to be find out
in future.
Reasons for choosing the project

The main reason for choosing effective
research methodology and complete the topic
of talent management is to evaluate and
analysis the role of talented people within an
organisation. It is important for the company to
work and analysis as per the major growth and
achievement process that must be related to
essential success and major growth (Chi and
Chen, 2020). It will be helpful in analysing the
role of leaders to the growth of employee
development within the insurance sector in UK
market. After facing the major pandemic the
growth of insurance are decline and to
overcome the situation tis research is
conducted.
Section Three: Precedents and sources
Literature review
To understand the role of talent management
in the Aviva
As per the view point of catlin and et.al.,
(2021); talent management is one of the
essential tool to work and make effective
strategies within the company. Within the
insurance company, many of the liabilities are
face by the organisation due to covid1-9. So it
will be beneficial for the major growth and
progress within the time frame. All is needed
and helpful for high experience and high
quality to interface such those from amazon,
Google and make baseline for all digital
interaction. All of these are basically related to
work and manage, more measurable and less
measurable. The different aspect, internet of
things which are related to involved to peace
for processing increase for different magnitude
(Transforming the talent model in the insurance
industry, 2021). There are different workplace,
technological increase 55% for the growth of
2030. While the basic need of cognitive skills
that decline to make effective growth for the
major growth. The talent management to work
and manage develop for social and emotional
skills to develop the growth. Knowledge, skills,
abilities and experience. Different skill and
reskilling major to work as important to improve
the growth attracting new and improving new
talent. All of these are helpful in assigning
major success and opportunities within the

society and work diverse companies to perform
better. It will be related to increasing diversity
within insurance company to make urgent
priority (Understanding the Basics: What Is
Talent Management?, 2021).
To determine the role of leader and line
manager for the growth of employee’s
performance within Aviva.
According to Paul, (2020); the need of line
manager, for the growth to functional area for
line to business. It will be related to line
manager, for the responsible for managing to
work and manage to ensure successful
execution of organisational goals and strategy.
Which are needed to be work and assign to
deviation to make places to assigning line
manager posse and process and make
possess leadership. With the help of line
manager, bottleneck and carry out course
corruption in the event of deviation (Costantini
and Seccareccia, 2020). It has the different
listening strategy, grievance handling and
delegation. It will be related to different sector
ensuring and make major quality standard are
maintained at expected level. Proactive
sustaining is spread for the throughout when
major companies, proactive manager
employees. In line manager and employee is
very important, line manager to mood of team
to work and manage effective growth (Who are
Line Managers? What is Their Role in Employee
Management?, 2021). Further responsibilities,
attract and make talent for market place,
closing all job responsibilities. Communicate
with team effectively and create successful
working relationship. With the help of attracting
80%, dramatically when manager to found for
spending time. Little weird for the growth of
work, sense of family, to make sure for
employee for lean management to work and
manage motivate. Inspire them and make sure
downsizing engage employee to make some
absolute to produce result.
To identifying the major challenges face by the
leader and manager while working on the
growth of effective talent management
strategies in Aviva.
As per the view point of Andre, (2020); there
are different passion and challenges which are
face by the leader of the company. As all of the

issue are face by the front line manager which
are essential and needed to be make sure for
high working and freeing abilities within the
team work. All are needed to be work and
manager as per the society to influence the
changing management and need (6
CHALLENGES OF TALENT MANAGEMENT,
2021). The very first challenge which are five
by the insurance company is to find an
effective and encouraging passion, offering
impressive salary and make a choice in
between right recruiter. All of these are able to
work and manage the activities which are
related to different challenges and growth
(Tran and Spears, 2020). All are related to the
major leader and manager of the company for
work and manage as per the growth of the
effective management strategies (How
Recruiters Can Help Solve Talent
Management Challenges, 2021).
To identifying the major recommendation for
the chosen company and their employee
development after facing covid-19 in Aviva.
As per the research and analysis of Gigauri,
(2020); the economic effect of the covid-19,
there are some major changes which are
related make digital platform, for the growth of
the companies. It will be related to some major
recommendation which are needed to be work
and manage as per the growing need and
completion of the society (Influence of Covid-19
Crisis on Human Resource Management and
Companies’ Response: The Expert Study, 2020). It
will be related to make sure for working with
the major abilities to assign the task and make
sure for adopting different challenges over the
period of time. Further the more changes are
needed to be make sure to analysis different
aspect and growth of the employee and their
companies as well.
Research methodology
With the help of research methodology, aim,
objective become more clear and tell the
others about the process and method of
research which have been used by the
researcher. While conducting research
methodology, it has been analysis that the
company to work and manage the source as
per the growing demand and analysis to make
some essential factor for approaching long

term impact over the society due to growth and
achievement within the growth of company.
Research philosophise: there are mainly
three type of research philosophises that will
include positivism, realism and interpretation.
Whereas realism is based on the real truth and
interpretation is based on the deep
understanding and different writing concept.
Here the researcher, used positivism approach
as this will be helpful in outcome the objective
in some positive way.
Research approaches: two main approaches,
deductive and inductive, inductive approach is
used for make some new research and
development (Essen, 2020). Whereas
deductive is used and completed on the basis
of known theories. It is based on the valid
arguments, so researcher used this approach
for completing the project.
Data collection: here, primary and secondary
method of data collection method, as the
researcher used both method of collection.
Primary source include the questionnaire and
based on the researcher own planning.
Whereas, for secondary the researcher collect
data through online articles, publication house,
books and many previous thesis. Using
approach is quantitative method which are
mainly related to questionnaire method with 50
sample size of employees and the manager of
the chosen company.
Ethical issues
There are different ways and ethical
consideration which are needed to be analysis
throughout the research and make some
effective growth over the period of time
(Yoshida, 2021). While collecting respondent, it
is compulsory to collect questionnaire
respondent form above 18 yrs. old. With the
help of reference list, similarity index, and
some other going concern facilities are
basically related to the major growth within the
society. All of these are related to effective
growth and opportunities in order to complete
the research proposal with the state of ethical
consideration.
Research analysis
All of the above research analysis are related
to major growth for working under the different
aspect and growth for the achievement of

company. With the help of this research
methodology, the company and their manager
are line up with the statement which are
essential for work and manage the society to
essential growth and process within the society
(Howell, 2020). This research will be helpful in
collecting and analysing the main role within
the society which are effective for the growth of
future development within the company and
their essential form. This research will be
effective to memorise the role and growth of
the company and their employees within the
management to retain more and more talent
resources for work in the market. This can be
related to major growth and achievement
process of the company within market. It will
be helpful in managing and growing the need
and demand for work in deciding facilities to
analysis the growth over the period of time. All
of the activities to manage and sources as per
the deciding growth to work over the period to
analysis the view of talent management.
Finding and recommendation
Some of the major research finding are
basically related to the activities and role of the
talent management. It will be related to
essential success and major growth over the
period of time. It can be analysis through major
recommendation which are needed to be
follow by the company and the list of effective
font line manager and leader (Martinez, 2021).
The need to work in the insurance sector is
very effective and needed to be more
motivated throughout the work. All of these are
helpful in managing growth and demand as per
the society. As it will be related to effective
growth over the period of time.
Some of the major recommendation for Aviva
insurances company and their manager are
related to be more effective and growth to work
on the society (Okechukwu, 2020). All of these
are basically related to major success and use
motivational sector. It will be related to major
growth and make protective growth.
Further the manager are able to work and
analysis on the basis of right and useful talent
management strategies to analysis over the
period of time.

Section Four: Activities and timescales
Activities to be carried out during the project How long this will take?
Development and analysis of ideas 2 days
Writing proposal & ethics form 15 days
Writing literature review 25 days
Writing methodology 30 days
Data collection and analysis 25 days
Writing Discussion and conclusion 15 days

Milestone one:
Milestone one target date (set by tutor):
Milestone two:
Milestone two target date (set by tutor):
References
Books and Journals
Bao, H., 2020. Job Satisfaction, Firm Performance and CSR. Firm Performance and
CSR (April 24, 2020).
Cai, M. and et.al., 2020. Government debt, land financing and distributive justice in
China. Urban Studies, p.0042098020938523.
Chi, W. and Chen, Y., 2020. Employee satisfaction and the cost of corporate
borrowing. Finance Research Letters, p.101666.
Costantini, O. and Seccareccia, M., 2020. Income distribution, household debt and
growth in modern financialized economies. Journal of Economic
Issues, 54(2), pp.444-453.
Essen, L., 2020. The Aspects of Leadership Development in the Digital Economy.
In Improving Business Performance Through Innovation in the Digital
Economy (pp. 144-155). IGI Global.
Howell, C., 2020. Rethinking the role of the state in employment relations for a
neoliberal era. ILR Review, p.0019793920904663.
Martinez, T., 2021. The Human Marketplace: Examination of Private Employment
Agencies. Routledge.
Okechukwu, N., 2020. Leadership Antecedents in Employee Empowerment Among
Nigerian Public Organizations (Doctoral dissertation, University of Phoenix).
Tran, D.Q. and Spears, L.C., 2020. Servant-Leadership and Community: Humanistic
Perspectives from Pope John XXIII and Robert K. Greenleaf. Humanistic
Management Journal, 5(1), pp.117-131.
Yoshida, M., 2021. The Indebted and Silent Worker: Paternalistic Labor
Management in Foreign Labor Policy in Japan. Critical Sociology, 47(1),
pp.73-89.
Online

6 CHALLENGES OF TALENT MANAGEMENT, 2021. [Online]. Available through:
https://babington.co.uk/blog/leadership-management/6-challenges-of-talent-
management/.
Influence of Covid-19 Crisis on Human Resource Management and Companies’
Response: The Expert Study, 2020. [Online]. Available through: <
https://researchleap.com/influence-covid-19-crisis-human-resource-
management-companies-response-expert-study/>.
Transforming the talent model in the insurance industry, 2021. [Online]. Available
through: https://www.mckinsey.com/industries/financial-services/our-
insights/transforming-the-talent-model-in-the-insurance-industry.
Who are Line Managers? What is Their Role in Employee Management?, 2021.
[Online]. Available through: https://www.emptrust.com/blog/the-role-of-line-
managers-in-employee-management.
How Recruiters Can Help Solve Talent Management Challenges, 2021. [Online].
Available through:
https://www.topechelon.com/blog/recruiting-software-solutions/talent-management-
challenges-issues-problems/.
Understanding the Basics: What Is Talent Management?, 2021. [Online]. Available
through: < https://blog.workday.com/en-us/2020/understanding-basics-what-is-talent-
management.html>.

RESEARCH ETHICS APPROVAL FORM
All students conducting research activity that involves human participants or the use
of data, collected from human participants, may be required to gain ethical approval
before commencing their research.
Please answer all relevant questions and note that your form may be returned if
incomplete.
For further support and guidance please see your Unit Tutor.
Before completing this form, we advise that you discuss your proposed research fully
with your Unit Tutor. Please complete this form in good time before your research
project is due to commence.
Section One: Basic details
Centre Name
Project Title
Unit 11-Research Project
Section Two: Project summary
Please select all research methods that
you plan to use as part of your project:
Interviews
Questionnaires ✔
Observations ✔
Use of Personal Records
Data Analysis ✔
Action Research
Focus Groups
Other (please specify
Section Three: Participants
Yes No
Will your research involve human participants? ✔

Ages
12–16
Young
people
aged
17–18
Adults
Who are the participants? Tick all that apply ✔
How will participants be recruited (identified and approached)?
Answer:
I will be speaking to them face to face.
Describe the process you will use to inform participants about what you are doing:
Answer:
I will be handing them out some questionnaires for them to fill in.
How will you obtain consent from participants? Will this be written? How will it be
made clear to participants that they may withdraw consent to participate at any
time?
Answer:
I will ask them for their consent first as I approach them, before handing them the
questionnaires.
Studies involving questionnaires Yes No
Will participants be given the option of omitting questions they do
not wish to answer?
✔
If No, please explain why
below and ensure that
you cover any ethical
issues arising from this:
Answer:
Studies involving questionnaires Yes No
Will participants be given the option of omitting questions they do
not wish to answer?
✔

Studies involving observation Yes No
Confirm whether participants will be asked for their informed
consent to be approved.
✔
Yes No
Will you debrief participants at the end of their participation?
(e.g. give them a brief explanation of the study)
✔
Yes No
Will participants be given information about the findings of
your study? (This could be a summary of your findings generally)
✔
Section Four: Data storage and security
Yes No
Confirm that all personal data will be stored and processed in
compliance with the Data Protection Act (1998)
✔
Who will have access to the data and personal information?
Answer:
Myself.
During the research
Where will the data be
stored?
Answer:
On my laptop.
Yes No
Will mobile devices, such as USB storage and laptops, be used? ✔
If yes, please provide
further details:

Answer:
I will be using my laptop.
After the research
Where will the data be
stored?
Answer:
Yes
How long will the data
and records be kept, and
in what format?
Answer:
It would be stored on usb.
Yes No
Will the data be kept for use by other researchers? ✔
If yes, please provide
further details:
Answer:
Section Five: Ethical issues
Are there any particular features of your proposed work which may raise ethical
concerns? If so,
please outline how you will deal with these:
It is important that you demonstrate your awareness of potential risks that may arise
as a result of
your research. Please consider/address all issues that may apply. Ethical concerns
may include, but
are not limited to the following:
 informed consent
 potentially vulnerable participants
 sensitive topics
 risks to participants and/or researchers

 confidentiality/anonymity
 disclosures/limits to confidentiality
 data storage and security, both during and after the research (including
transfer, sharing,
 encryption, protection)
 reporting
 dissemination and use of your findings.
Section Six: Declaration
Yes No
I have read, understood and will abide by the [insert name of
college/centre] Research Ethics Policy
✔
Yes No
I have discussed the ethical issues relating to my research with
my tutor
✔

Research Project
Part 2

Table of Contents
Title : “The role of line managers and leaders in employee development in Aviva company”.3
Chapter One: Introduction .........................................................................................................3
1.1 Research Aim and Rationale............................................................................................3
Research rationale:.................................................................................................................3
1.2 Research Questions..........................................................................................................3
1.3 Research Objectives.........................................................................................................4
1.4 Significance of the Research............................................................................................4
Chapter Two: Literature Review................................................................................................4
2.1 Introduction of Literature Review....................................................................................4
2.2 Main Body .......................................................................................................................4
2.3 Conclusion of Literature Review.....................................................................................7
Chapter Three: Methodology.....................................................................................................8
3.1 Research Approach: ........................................................................................................8
3.2 Research Strategy:............................................................................................................8
3.3 Research Methodology;....................................................................................................8
3.4 Research Tools.................................................................................................................9
3.5 Sampling: ........................................................................................................................9
3.5.1 Identifying Population and Research Site:....................................................................9
3.5.2 Sampling Strategy:........................................................................................................9
Chapter Four: Findings (Data Analysis and Presentation).......................................................12
Chapter Five: Discussion (Data Interpretation)........................................................................17
Chapter Six: Conclusion, Recommendations and Implications for Further Research.............19
Conclusion:...........................................................................................................................19
Recommendations................................................................................................................19
Implications for Further Research........................................................................................20
REFERENCES.........................................................................................................................21

Title : “The role of line managers and leaders in employee development in
Aviva company”.
Chapter One: Introduction
Human resources are paying a very important role in every organisation. This
department is working towards managing employee relation process, talent acquisition and
on-boarding that is required to ensure that there is proper alignment of HR goals with the laid
talent management process. The primary purpose of talent management process is to create a
motived workforce so that organisation can have a long run competitive workforce.
Talent management encompasses responsibilities of human resources that is designed
in a way to get optimal results. For this purpose talent management can help in maximisation
of the employee value, for the purpose of having a competent workforce employee
development process plays a very crucial role. Presently there is analysis of the role of
mangers and leaders in the course of employee development in Aviva (Fletcher, 2019). Aviva
is a life assurance brand that is joint venture between Dabour group and and Indian
Conglomerate, it stared its operations in 2002 July with dabour group that is one of leaders
business houses in India. In this managers and leaders are working towards enhancing the
present competent level of the workforce. Leaders and managers that are appointed at various
levels and across different departments have to focus on development of required skills level.
1.1 Research Aim and Rationale
Project aims and objectives:
Aim: “To analysis the role of line manager within the company for the growth of
employee’s development with effective talent management strategies”. A case study on
Aviva.
Research rationale:
The present research work will help in improving my existing researching skills. In
context of organization this will help in analyzing the role played by line managers that can
assist in the process of employee development. The overall communication, time
management and researching skills are going to further lead towards future professional
development.

1.2 Research Questions
Questions:
 What is the meaning and role of talent management within the insurance sector?
 What are the major role for the growth of leader and manager to increase employee’s
performance?
 Which major challenges are face by the company while implementing research
strategies?
 What are the major issues and recommendation for the growth of their employee after
covid-19?
1.3 Research Objectives
Objective:
 To understand the role of talent management within Aviva. .
 To determine the role of leader and line manager for the growth of employee’s
performance within Aviva.
 To identifying the major challenges face by the leader and manager while working on
the growth of effective talent management strategies in Aviva. .
 To identifying the major recommendation for the chosen company and their employee
development after facing covid-19 in Aviva. .
1.4 Significance of the Research
Present research work is of great significance as it is going to assist Aviva. In
understanding major strategies that can help them in dealing with the challenges that are
faced by the leaders and managers while they are working on effective talent management
strategies (Hoonsopon and Puriwat, 2021). Apart from this this research work will also be
beneficial to ascertain the function of leader & line manager for the development of
employee’s performance within Aviva.

Chapter Two: Literature Review
2.1 Introduction of Literature Review
Literature review section is based on analyzing various secondary sources of
information that are available. It will help in having a adequate information base that will
assist in the process of reaching to relevant recommendations and conclusions.
2.2 Main Body
The role of talent management within Aviva.
As per writer (2018), talent management is a term that is associated with managing,
development and retaining of the most excellent and talented employees. Avivia that is a
British insurance brand that is serving 33 million customers across 16 countries. Talent
management is a process that is helping to have a strategic talent management to provide
organization a opportunity to attract skilled and talented employee. It helps to create a
employer brand that can attract potential talent (De Oliveira, Cavazotteand Alan Dunzer,
2019). Talent management is also associated with employee motivation for creating a
engaged and motivated workforce that can contribute towards achievement the laid mission
and vision statements of the organization. It can also help in the process of enhancing the
present employee performance. It also assist in the process of retaining top talent by creation
of well structure on boarding Practices to have retention of employees.
Talent management is also very helpful to ensure that employees feel involved,
proficient and driven to achieve the laid business goals. It is very helpful to maximize the
presents satisfaction level of employees. When a organization will have a satisfied workforce
then they will have higher level of performance as employees will be willing to contribute
more towards their existing roles and responsibilities (Cui, 2017). Talent management is
basically a systematic approach that can development of organization integration Investing in
the process of talent management is also benefiting for various other organization functions
that can support the process of workforce management in long run. This process can also lead
towards ensuring better stakeholders satisfaction and high business performance (The
importance of talent management and why companies should invest in it, 2018).
The role of leader and line manager for the growth of employee’s performance within
Aviva.

As per Jay Connger & Robert M fulmer (2020), leadership is the process that
determines the individual direction in terms of influencing a group that is directing towards
achievement of specific mission or goals. Leadership is a behavior that is related with
inspiring people as per laid mission and vision of the organization (Analoui, 2017). Great
leaders are working towards empowering people to reach several decisions for supporting the
vision and goals of the gathering to develop smarter solutions. The join is to coach and
inspire people to build up a community that is involved and can ensure that each member of
the organization understand their role in the process of organization functioning. In context of
Aviva, managers have to focus on facilitating the process of managing employees and further
finding solutions. It can also help in the process of culturally competent and achievement of
competitive positioning in the organization. Talent management and leadership aspects are
going together for the purpose of managing the overall process of hiring competent and
skilled employees. This includes inspiring employees, motivating them, solving their issues,
driving future results and building of relationships to display a professional and strategic
perspective for effective employee functioning.
It is indicating a key factor having professional leadership proficiency that can
demonstrate the navigate the landscape of insurance industry. Leaders have to work towards
the process of guiding employees and providing them with right direction of working. They
assist them in the process of enhancing their present functioning with respect to laid standards
by the top management. Apart from this managers are there to assist employees in the course
of managing their assigned job roles (Mokhber, Khairuzzaman and Vakilbashi, 2018). It
leads to maximizing their competence to ensure continuous growth and development to have
proper strategic solutions in order to address future leadership demands. There is alignment
of business strategy and human capital for having proper leadership development programs
that supports the overall corporate strategy by creating for individual and organizational
impact to be highly effective (Developing Organizational Leaders, 2021).
The major challenges face by the leader and manage while working on the growth of
effective talent management strategies in Aviva
As per Echelon (2020), business are working hard to attract, retain and train talented
employees. Employers are expected to add value to the organization that is a hiring process
first step in building of a competent workforce, but in some instances there can be several
challenges and issues that might affect the process of employee development in long run.

Such as there are poor hiring strategies that might led to wrong employees working for a
different job position, there can also be issues that may arise as a result of inexperience of
employees with the technology that might lead to no proper organization functioning
(Dekker, 2018). Automation is a very important aspects for simplifying and streamlining of
business operations.
Strong leadership is very important in organization so in case of ineffective
leadership managers may face issue of ineffective leadership. There can also be issues of
high employee turnover that may result into difficulty in retention of employees that leads
towards high associated cost for managing of talent (How Recruiters Can Help Solve Talent
Management Challenges, 2021).
The major recommendation for the chosen company and their employee development
after facing covid-19 in Aviva
As per valamis (2020), there are recommended methods for employee development
that includes training of employees through combination of videos, podcasts, simulations,
individual group based assignments, lectures. Another recommend strategy is to encourage
the process of job sharing method for employees to develop additional skills for having
practical experience of employees. In Aviva, there is requirement of stretch assignment that
involves managing of working to understand the ways to develop their existing skills (Kim,
2021). Another strategy that can be adopted for employees development is coaching of
employees to polish their skills. Mentoring is also one of the effective methods that is
generally required at lower levels in the organizational structure. Such as, for instance in
Aviva this training method will be required in shop floor metastasis or functioning of
accountant supervisor. Organizing proper workshops is also one of the effective strategies
that can help Aviva in benefiting the access of knowledge that can be used for having new
insights and opening up of best practices for communication. It is a ideal technique for team
work and having proper communication skills (Carbery and Cross, 2018). There is need for
having simulation for effective and proper engagement that can help in utilization of social
skills of employees. Conferences are other that is organized by leaders and managers for
specific sessions to enhance awareness and training relayed to relevant topics.
On the job development is also a great method to offer employees with technical and
basic training to ensure that employees are developed with proper on the job exposure with
works specific skills development. It will help Aviva in having proper allocation of hard and

soft skills development, there are range of technical skills and presence of analytical
expertise that is required in development of organizational skills such as multi tasking, task
prioritization and effective time management.
2.3 Conclusion of Literature Review
It is concluded from the literature review that talent management is one of the most
crucial concept that is associated with maximization of employee performance in the
organization. As per Echelon (2020) there are some of the challenges that may also arise in
the course of employee development process. There are also issues in terms of inexperience
of employees, ineffective leadership managers, poor hiring strategies and the overall
difficulty in retention of employees. All these challenges have to be dealt with the process of
organizing effective training and employee development process on the context of employee
functioning.
Chapter Three: Methodology
3.1 Research Approach:
It is defined as the procedure that is followed within a study to evaluate data about the
research topic. There are mainly two variety of research approaches that is inductive and
deductive approach. In regards to the present study, deductive research approach is valuable
and effective as well. In addition to this, it help investigator to collect and evaluate data in a
cost efficacious and timely manner. Apart from this, it also help researcher to draw valid and
reliable conclusion effectively and properly.
3.2 Research Strategy:
It is another important part of research methodology that is utilized by investigator in
order to gather data regarding the investigation topic. There are various forms of research
methodology that is action research, case study, experiment, case study and many more. All
these are the main strategies but as per the investigation topic, survey is useful and effective
strategy (Hinterhuber and Quancard, 2019). Using of survey as a strategy will help
investigator in gathering numerical data in less time frame. Moreover, it also help in
collecting data from valid and reliable sources which leads to attainment to objectives timely
and properly.
3.3 Research Methodology;
It is defined as a process for gathering and analyzing information. It is analyzed that
develop research methods is one of the integral part of research. There are primarily two kind

of research methods that is quantitative and qualitative as well. Quantitative method mainly
deals in numbers and statistics whereas qualitative deals in words and meaning. For the
present study, quantitative research method is used by researcher as it help researcher to test a
hypothesis through systematically gathering as well as analyzing information. Furthermore,
the data collected through this method is based on facts and figures which leads to
improvement of valid and effective determination.
3.4 Research Tools
It is characterized as the tools which are utilized by investigator in order to collect data
about study. In addition to this, it is vital for researcher to select an appropriate method of
data collection as the overall result is based on it (Hall, Algiers and Levitt, 2018). There are
mainly two types of research instrument that is primary & secondary tools. Primary data is
defined as information which is collected for the first time by researcher and is original in
nature. On the other hand, secondary data is gathered through journals, articles, books and so
on. For the existing study, both the methods is used to gather data. For collecting primary
data, questionnaire is developed by researcher and to collect secondary data various journals,
articles is used within the literature review section (Cohen, 2017). This will assist researcher
to develop meaningful and valid results in an effective manner.
3.5 Sampling:
It is defined as a process of choice a sample size from the total population in order to
conduct the study. It is important for researcher to choice an effective sample size so that
appropriate data is collected on which the overall conclusion is based (Latan and et.al.,
2018). The two types of sampling method is probabilistic and non-probabilistic method. In
context to present study, Probabilistic method is used by researcher. One of the main reason
behind selecting probability sampling is it help researcher in choosing large sample size in
less time period.
3.5.1 Identifying Population and Research Site:
The population will includes a sample of 50 employees who will be selected
randomly as the employees who are working across different organization departments in
Aviva.

Research sites will includes various online journal articles, books sources that will be used
for the purpose of analyzing the overall collected information with context to laid research
aims and objectives.
Quantitative research method: It is a method in which research is expressed in graphs and
numbers. It is used for the purpose of confirming or testing of assumption and theories. This
research type is used for establishments of generalization facts related to topic. It include
observations, experiments that are recorder as part of surveys and numbers.
Qualitative research method: It is a method that is expressed in numbers. It is adopted for
understanding of the thoughts, concepts and experiences. This research work is used for
getting in depth insights on topics. It may include methods such as interviews, observations,
literature review for exploring of theories and concepts.
Primary research: It includes method that is used for the purpose of collecting first hand
information. It includes method where there is direct collection of information from the target
segment of respondents. In present research work there is use of questionnaire for the purpose
of gathering information from the identified respondents.
Secondary research methods: In this method there is no first hand information. The
information is collected from identified online available sites, journal sources that is used for
the purpose of having reliable information in order to make analysis and achieve the laid aims
and objectives in the course of research work.
3.5.2 Sampling Strategy:
In the present report there will be use of probabilistic sampling method where the
respondents are selected from the whole sample size in a random manner (Gupta and et.al.,
2018). Simple random sampling method is used in the present report as the population of
members is similar to other variables. This method is helpful as it ensures high degree of
retentiveness of the whole population.
Chapter Four: Findings (Data Analysis and Presentation)
Q1) Do you have basic understand about the concept of talent
management at workplace?
Frequency
a) Yes 40

b) No 10
Q2) Do you believe that Aviva is having effective employee
development programs?
Frequency
a) Yes 30
b) No 20
30
20
a) Yes
b) No
40
10
a) Yes
b) No

Q3) Do you think that employee development is very important for
the success and development of Aviva?
Frequency
a) Yes 45
b) No 3
c) No opinion 2

Q4) In your opinion, what is the role of employee development and
talent management aspects in Aviva?
Frequency
a) Maintaining the potential of competent candidates 20
b) Achievement of a high performing workforce 20
c) Higher satisfaction level of employees 10
45
3
2
a) Yes
b) No
c) No opinion
20
20
10
a) Maintaining the potential
of competent candidates
b) Achievement of a high
performing workforce
c) Higher satisfaction level
of employees

Q5) What are the major role for the growth of leader and manager to
increase employee’s performance?
Frequency
a) Development of positive working culture 8
b) Offering with adequate training 2
c) Maintaining the overall motivation level 25
d) Ensuring no discriminatory practises 15
Q6) Which are some of the challenges are face by the company
while implementing research strategies?
Frequency
a) Large diverse workforce 25
b) Lower motivation levels 10
c) no proper leadership style 15
8
2
25
15
a) Development of positive
working culture
b) Offering with adequate
training
c) Maintaining the overall
motivation level
d) Ensuring no
discriminatory practises

Q7) In your opinion, what are the advantages for organisation in
having effective employees development process?
Frequency
a) Improving overall employee productivity 14
b) Better innovation 15
c) Lower employee turnover 8
d) Stable and a competitive workforce 13
25
10
15
a) Large diverse
workforce
b) Lower motivation
levels
c) no proper
leadership style

Q8) As per your major issues that are related with having a low
performing workforce?
Frequency
a) Lower individual productivity 23
b) High associated employee turnover 9
c) low motivation level of employees 10
d) Internal politics in the organisation 8
14
15
8
13
a) Improving overall
employee productivity
b) Better innovation
c) Lower employee turnover
d) Stable and a competitive
workforce

Chapter Five: Discussion (Data Interpretation)
Theme 1: The concept of talent management at workplace
Interpretation: It is understood from the graph that while it was questioned 50 respondents
about concept of talent management at workplace. 40 respondents had a positive view point
and remaining 10 respondents denied to this view point.
Theme 2: Effective employee development programs
Interpretation: It is interpreted from the graph while it was questioned about having
effective employee development programs. 30 respondents had a positive view point while
remaining 20 respondents denied to this view point.
Theme 3: Employee development is very important for the success and development
Interpretation: While it was questioned to 50 respondents about the importance of employee
development for the success and development of employees in the organisation. 45
respondents had a positive view point. 3 had a negative view point and remaining 2 had no
opinion on this question.
Theme 4: Role of employee development and talent management aspects
Interpretation: From the graph while it was questioned about role of employee development
and talent management aspects. 20 respondents felt that it can help in Maintaining the
23
9
10
8
a) Lower individual
productivity
b) High associated employee
turnover
c) low motivation level of
employees
d) Internal politics in the
organisation

potential of competent candidates. Other 20 had a view point that it will lead towards
achievement of a high performing workforce. Remaining 10 felt that it will lead towards
Higher satisfaction level of employees.
Theme 5: Role for the growth of leader and manager to increase employee’s
performance
Interpretation: It is interpreted that when it was questioned to 50 respondents about role for
the growth of leader and manager to increase employee’s performance. 25 respondents felt
that there can be maintaining of the whole motivation level. 2 others felt that there is offering
of various training opportunities to employees, 15 felt that there can be a satisfaction for
employees if there are no discriminatory practises, remaining 8 felt that there will be
development of positive working culture that will help in the process of employee
development.
Theme 6: Major role for the growth of leaders and managers to increase employee’s
performance
Interpretation: It is interpreted that while it was questioned to 50 respondents about
challenges are face by the company while implementing research strategies. 25 respondent
felt that there is a presence of a Large diverse workforce. 10 respondents had a view that
there is Lower motivation level of the existing workforce. Remaining 15 felt that there is no
proper leadership style that is respondents as per team suitability.
Theme 7: Advantages for organisation in having effective employees development
process
Interpretation: It is interpreted that while it was asked to 50 respondent about the advantages
for organisation in having effective employees development process. 14 respondents had a
view that there can be improvement of overall employee productivity. 8 respondent had a
view that there will be lower employee turnover that will lead towards higher fairness in
overall organisational functioning. 13 respondents had a view that there will be a competitive
and stable workforce. After this remaining 15 respondents out of 50 had a view that there will
be better innovation in the organisation decision making process that can lead to
achievement of competitive advantage in long run.
Theme 8: Major issues that are related with having a low performing workforce

Interpretation: In this theme while it was asked to 50 respondents about issues that are
related with having a low performing workforce. 8 had a view that there are internal politics
in the organisation that may affect the present employee performance level. 10 respondent
had view that there can be lower motivation level of employees. 23 respondents felt that there
is lower employee productivity that is also a major issues of lower employee performance.
Discussion from the secondary collected information:
Objective 1: Role of talent management within the chosen industry sector
Findings from the literature review depict that talent management is having a direct relation
with the overall process of talent-management. Talent management and employee
development together leads towards having a skilled, engaged and a motived workforce that
can help in maintaining customer satisfaction and higher business performance.
Objective 2: Role of leader and line manager for the growth of employee’s performance
within the chosen company
It is assessed from the discussion that leaders and managers are mots important responsible to
manage the function of talent-management. The initiatives of leaders and managers are
ultimately unaccountable for the talent management process they are working in areas of
motivating, recruiting, managing and maximising the potential of present workforce in the
organisation.
Objective 3: Major challenges face by the leader and manager while working on the
growth of effective talent management strategies
There are some of the challenges that are faced by managers and leaders in the organization.
Such as there is high amount of diversity and difficult to manage employees who belong to
different cultures, backgrounds. There are conflicting insinuation that may also impact the
present functioning of employees.
Objective 4: Major recommendation for the chosen company and their employee
development after facing covid-19.
From the analysis it is recommended that there must be high employee engagement, use of
employee motivation techniques. Further there has to be application of various on the job

training methods It can assist manager and leaders in development of competent talent in the
organisation.
Chapter Six: Conclusion, Recommendations and Implications for Further
Research
Conclusion:
It is concluded from the above discussed aspects that talent-management is very
important aspect of every organisation that is required to manage the workforce. Employee
development strategies are very helpful to manage the skills and competent level of
employees. This process assists to manage the employees as per specific functions. There are
some of the challenges that may arise in the course of employee development process that
includes managing high turnover, lower motivation or satisfaction level of employees. All
this have to be dealt and managed to reduce its negative impact on the employee and
organisation functioning.
Recommendations
There are several recommendation that are to be drawn from the above made analysis in the
course of present research work:
 It is suggested for leaders in the organisation to identify the team goals and further
evaluate the team progress. It can be done by setting up of clear team gaols and then
evaluation of progress that allows teams to work collaboratively.
 It is recommended that leaders and managers must work towards adopting proper
motivation techniques that can assist in having a motivated workforce. For this there
can be implementation of maslow need hierarchy theory that can lead to managing of
the present motivation level. A motivated workforce contributes towards existing
roles & responsibilities and are not willing to switch to other organisations that leads
to reduction in overall employee turnover.
 Managers have to organise various team initiatives where it is the duty of team leaders
to organise various team meeting, discussions and measuring the contribution towards
goal. There has to be progress towards managing daily activities that is part of
continuous learning. Further, it is recommended that leaders must work towards

combination of affective, cognitive and behavioural process that will lead to effective
learning of employees.
 It is suggested for the leaders and managers in Aviva to have proper professional
development that can lead towards effective leadership practises and proper career
progression of subordinates.
Implications for Further Research
Present research work will be very helpful in setting up of a base for future research
work. It is going to assist in analysing the four step approach towards talent management. It
will help in understand the various challenges that are associated with the process of
employee development and identification of the various career experiences that can assist
organisations in having a competent workforce. The managers and leaders can identify
various career paths that can be combined together to achieve a base of high potential
employees in the organisations.
Reflection:
The present research work has helped me in understanding of the different perspectives that
can lead to enhancement of my present professional skills for future development. This
research work helped in having higher effectiveness in existing verbal and written
communication skills. Further I faced some of the difficulties while working on my time
management skills as there was some of the issues that arise during the course of research
work. I had to deal with various conflicts among team members that has to be managed with
having proper collaborative working practices that can assist to manage such issues.
Alternative research methodology:
There is application of primary and secondary measures of collecting information in the
course of research work. The alternative research methodology can be to completely focus in
application of secondary methods for the purpose of having sufficient information basis. This
alternative methodology can be helpful to have relevant information that is collected from
online available journal sources, books, articles for the purpose of completing the research
work and achievement of the laid aims and objectives.

REFERENCES
Books and Journals
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Carbery, R. and Cross, C. eds., 2018. Human resource management. Macmillan International
Higher Education.
Cohen, E., 2017. Ethics (pp. 264-270). Routledge.
Cui, X., 2017. In-and extra-role knowledge sharing among information technology
professionals: The five-factor model perspective. International Journal of Information
Management, 37(5), pp.380-389.
De Oliveira, L.B., Cavazotte, F. and Alan Dunzer, R., 2019. The interactive effects of
organizational and leadership career management support on job satisfaction and
turnover intention. The International Journal of Human Resource Management, 30(10),
pp.1583-1603.
Dekker, S., 2018. Just culture: restoring trust and accountability in your organization. Crc
Press.
Fletcher, L., 2019. How can personal development lead to increased engagement? The roles
of meaningfulness and perceived line manager relations. The International Journal of
Human Resource Management, 30(7), pp.1203-1226.
Gupta and et.al., 2018. Do women CEOs face greater threat of shareholder activism
compared to male CEOs? A role congruity perspective. Journal of Applied
Psychology, 103(2), p.228.
Hall, D.M., Algiers, A. and Levitt, R.E., 2018. Identifying the role of supply chain integration
practices in the adoption of systemic innovations. Journal of management in
engineering, 34(6), p.04018030.
Hinterhuber, A. and Quancard, B., 2019. Farewell to the pricing manager: new ecosystem
captains drive profits via pricing. Journal of Business Strategy.
Hoonsopon, D. and Puriwat, W., 2021. The role of leadership behaviour of project manager
in managing the fuzzy front end in the development of radical and incremental
innovation. International Journal of Innovation Management, 25(02), p.2150022.
Latan and et.al., 2018. Effects of environmental strategy, environmental uncertainty and top
management's commitment on corporate environmental performance: The role of
environmental management accounting. Journal of cleaner production, 180, pp.297-
306.
Mokhber, M., Khairuzzaman, W. and Vakilbashi, A., 2018. Leadership and innovation: The
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Management & Organization, 24(1), pp.108-128.
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>
Developing Organizational Leaders, 2021 [online], Available
through<https://www.shrm.org/resourcesandtools/tools-and
samples/toolkits/pages/developingorganizationalleaders.aspx>
How Recruiters Can Help Solve Talent Management Challenges, 2021 [online], Available
through<https://www.topechelon.com/blog/recruiting-software-solutions/talent-management-
challenges-issues-problems/>

Appendix:
Questionnaire:
Questionnaire:
Q1) Do you have basic realize about the idea of talent management
at workplace?
Frequency
a) Yes 40
b) No 10
Q2) Do you believe that Aviva is having effective employee
development programs?
Frequency
a) Yes 30
b) No 20
Q3) Do you think that employee development is very important for
the success and development of Aviva?
Frequency
a) Yes 45
b) No 3
c) No opinion 2
Q4) In your opinion, what is the role of employee development and
talent management aspects in Aviva?
Frequency
a) Maintaining the potential of competent candidates 20
b) Achievement of a high performing workforce 20
c) Higher satisfaction level of employees 10
Q5) What are the major function for the growth of leader and
manager to increase employee’s performance?
Frequency
a) Development of positive working culture 8
b) Offering with adequate training 2

c) Maintaining the overall motivation level 25
d) Ensuring no discriminatory practises 15
Q6) Which are some of the challenges are face by the company
while implementing research strategies?
Frequency
a) Large diverse workforce 25
b) Lower motivation levels 10
c) no proper leadership style 15
Q7) In your opinion, what are the advantages for organisation in
having effective employees development process?
Frequency
a) Improving overall employee productivity 14
b) Better innovation 15
c) Lower employee turnover 8
d) Stable and a competitive workforce 13
Q8) As per your major issues that are related with having a low
performing workforce?
Frequency
a) Lower individual productivity 23
b) High associated employee turnover 9
c) low motivation level of employees 10
d) Internal politics in the organisation 8

1. Appendix 1: Logbook
Wee
k
Date Nature of contact
e.g. Lecture, Self-directed, One-to-
one etc
Content Action taken
1 In this stage there was
discussion of the steps that
are part of research process.
There is identification of
research topic.
2
Teacher discussed:
Research approaches
Review about the role of
talent management.
Research review basically
includes articles as per the
laid research objectives.
3 The teacher discusses:
Literature review writing
Preparation of time frame:
Gantt chart is used to plan
the research
In this stage there was
initiation of the process of
collecting information

Wee
k
Date Nature of contact
e.g. Lecture, Self-directed, One-to-
one etc
Content Action taken
4 The teacher discusses:
There is detailed evaluation
of the research method, with
it there is evaluation of
quantitative & qualitative
research method.
5
The teacher discusses:
There is discussion about the
general review
Library is visited for the
purpose of gathering of
information that is to collect
the information by use of
available secondary sources.
6 The teacher discusses:
How to perform the research
at this stage there was
narrowing of the laid aims
and objectives
Overall searching process
become was narrowed by
selection of specific
organisation & further
completion of research.
7 The teacher discusses:
There was discussion about
the research paper and the
points for future research
work.
It was completed

Wee
k
Date Nature of contact
e.g. Lecture, Self-directed, One-to-
one etc
Content Action taken
8 The teacher discusses:
The research was carried on
by covering of all the major
points that was decided by
the teacher.
Done
9 The teacher discusses:
the work of lecture was
checked after getting
required approval
10 The teacher discusses:
The research work was
ready to be submitted
Submitting the work as the
requirement of various
specifications of the report.
11 The teacher discusses:
There was study of the
overall research
methodology
Started my research work

Wee
k
Date Nature of contact
e.g. Lecture, Self-directed, One-to-
one etc
Content Action taken
12 The teacher discusses:
there was a track on having
sufficient knowledge base to
form research design and
research tactics
Discussion with the lecture
for some suitable advice
13 The teacher discusses:
14 The teacher discusses:
I have reviewed my work
with lecturer further
provided some of the ideas
There were regular
feedbacks that was
provided by researcher
15 The teacher discusses:
I Completed LO 2 of the
report.
I Started working on the
process of collecting the
primary information from
the target segment of
respondents.
16 The teacher discusses:

Wee
k
Date Nature of contact
e.g. Lecture, Self-directed, One-to-
one etc
Content Action taken
17 The teacher discusses:
Started working on
analysing the section of data
by keeping a check with the
lecturer.
The process was Started
with information of
charts, tables, as per
provided responses.
18 The teacher discusses:
There was discussion with
the lecture as per required
points and making required
corrections
Completed
19 The teacher discusses:
I started on to identify the
findings
Lecturer approved all the
work
20 The teacher discusses:
I completed the work and
task and work is ready to
submit.