Research Report: Line Managers' Role in Employee Well-being at Tesco

This research proposal investigates the crucial role of line managers and leaders in employee development and well-being within Tesco. The introduction highlights the importance of talent management and its impact on employee performance and productivity. The literature review explores existing research on talent management practices, employee engagement, and the competitive landscape of the retail sector. The research methodology outlines the research approach (inductive), philosophy (interpretivism), data collection methods (questionnaires and secondary data), sampling techniques (random sampling of 30 employees and 4 managers), and data analysis methods (thematic analysis, bar charts and pie charts). The study aims to analyze how line managers contribute to employee development and well-being, using questionnaires to gather data from employees and managers at Tesco's Brent Cross location. The research also includes ethical considerations, ensuring the privacy and protection of participants' data. The proposal includes a timeline for the project's completion and a list of relevant references.

RESEARCH PROPOSAL
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TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
LITERATURE REVIEW................................................................................................................4
RESEARCH METHODOLOGY.....................................................................................................6
TIMELINE.......................................................................................................................................8
REFERENCES................................................................................................................................9
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Topic:
To study the role of line leaders and managers in development and well-being of
employees.
INTRODUCTION
Aim:
“To analyse talent management practices, which impacts employees operations and
productivity within a company: A case study on Tesco.”
Objective:
 To describe talent management and adoption of this in international companies.
 To analyse and implement best approaches and practices of talent management in Tesco.
 To evaluate the employees talent management and productivity in the company.
 To recommend practices to be able to operate effectively in market.
Research questions:
 What is the importance of talent management effectively?
 To use and analyse the theories, approaches and techniques to be able to use talent
management efficiently?
 To understand the impact of talent management on employee behaviour and performance
within Tesco?
 To recommend the practices for Tesco to be able to operate effectively in the market?
Rationale:
Talent management is a very important aspect in an organization which is going to make
sure that there is effective working and performance of the company which is to be present.
Standard and brand value is present in the company which has to be well maintained and value
has to be kept up. Skills and knowledge of the employees has to match the standards of the
company so that there would be better profit margins and match the lifestyle of the clients as
well.
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Significance:
This research would be very helpful for the business to be able to operate effectively and
make sure that there are right actions. Planning and decisions have to be made according to the
talent management factor in the organization which would help the company to maintain their
competitive advantage in market. Research gets in a better perspective of the topic and
importance which can be understood by businesses so that they can implement them as much as
possible so that there would be higher outcomes.
Limitations:
There are a lot of limitations which rise in making a research project which is time
management and planning for the topic. There is lot of data which being present online and
offline which can be considered and analysed by the conductor of the research and make the
research as useful as possible. There has to be good planning which is going to be required and
make sure that there is good working as well and is helpful for others to refer to it in future.
LITERATURE REVIEW
As per the view of Krishnan and Scullion, (2017), talent management is a strategic
process which organizations use in order to make sure that they are achieving the targets and
goals which are present in the market. The competition in the market is very high and the
expectations of the customers is also shifting which has to be retained by the organization.
Productivity and operations of workforce has to match the standards and value of the company
so that there is going to be higher performance which is going to be present. There must be good
hiring that is required for the company to have so that there would be higher operations and
working which is present and make the organization be able to reach the targets on time.
Training and development, flexibility, feedbacks, etc. come in talent management so that there is
going to be higher operations and working that is present making the company be able to operate
and function effectively in the market.
In accordance to Ogbari and et.al., (2018), attracting the right employees in the
organization is also essential so that there is effective working and performance which is present.
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Tesco is able to maintain their talent management effectively which is why the organization is
able to make sure that they gain competitive advantage. HR focuses on this aspect so that there is
going to be higher achievement that is present and also make the company be able to have higher
success. Tesco is having lot of competition in the market like Sainsbury's, Marks & Spencer,
Walmart, etc. which has to be well maintained and improved upon. Large organizations use
talent management in order to make sure that there are right actions and improvement which is
being done so that the organization will be able to make a better reputation and standard for
themselves (Crane and Hartwell, 2019). Attracting the right clients is essential in a work place
because they can shift from one products to another and one company to another very easily
which must be worked upon so that there is going to be better standards and brand value. Human
resource is going to be better and more effective in achieving their objectives and aims making
the company be able to grow and develop effectively which is going to be a great factor for the
operations and making the reputation of the company be higher as well.
In opinion of Schreuder and Noorman, (2019), Tesco is having a strong market base and
loyalty from the customers as well which is going to be a great factor for the overall working of
the company. Departments in the company have to be well organized so that there is higher
commitment which is present so that the organization will be able to operate effectively.
Commitment of the employees is going to be present when there is to be a use of right practices
in order to make sure that there are right operations that are present. Recruitment and retaining of
the employees is essential in order to make the company be able to operate and function
effectively in the market. Strategies have to be used and improved upon so that there are right
actions and standard which the organization can have for themselves. Cycle of the employees has
to be skilled and performance has to be completed which is going to make the satisfaction level
be higher.
As the author stated Narayanan, Rajithakumar and Menon, (2019), planning is a very
important aspect which a business must have so that there is going to be right working and
organizational help which would be present. Internal and external working has to match the
competition present in the market which is going to make the satisfaction level be higher.
Retention level of the employees has to be present in Tesco which is why there is going to be
higher operations and functioning. Learning and motivated workforce is present in Tesco as well
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which is going to make the performance and training of the employees be present so that there is
going to be higher operations. Businesses strategies will be able to make a place in the market as
well which is going to be a great factor for the reputation for the company (McDonnell and et.al.,
2017). Employees have to be well recognised for the efforts they put in the company so that there
are going to be higher outcomes and match the demands and expectations of the company which
is going to be a great factor.
RESEARCH METHODOLOGY
There are different frameworks which are present in order to be able to manage the
beliefs, values, guides, etc. so that there are going to be higher outcomes which can be obtained.
Research methodology is the path which a researcher uses in order to make sure that the results
are going to be match the expectations and understood by the audience as well.
 Research type
Research type is a process which is used to find out facts in order to get more information
and knowledge. There are two types which are qualitative and quantitative. Quantitative research
includes a lot of statistics and numbers which need to be right and qualitative research is
hypothetical in nature and includes systematic collection of data which is present. There is lot of
ideas, knowledge and information which may be gained by individual by doing this research and
be beneficial as well (Pant and Venkateswaran, 2019). Method and data has to be planned well
so that there would be higher structured steps which can be included in order to be able to obtain
the highest functioning and operations which are present.
 Research approach
There must be good structure of research which is by having planning and procedure in
the working so that there is right working and efficiency which would be present. Inductive and
deductive are two theories which can be implemented in a research project. This research would
be focused on inductive since there is a use of qualitative type of research method which is being
followed. Inductive approach is moving from specific observation to a broad generalization
which is going to be present and deductive theory is testing and questioning the existing theories
which are present so that there are new ideas and knowledge which can be developed by
individuals (Boštjančič and Slana, 2018).
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 Research philosophy
The beliefs, values and other important aspect of the participants has to be present in
gathering and analysing the data so that there would be higher outcomes. This research is going
to focus on interpretivism since the research is focusing on qualitative research which is going to
be a great factor. Positivism is going focused on quantitative which is going to include a lot of
scientific methods and statistics which is not going to be discussed upon in this research (de
Frutos-Belizón, Martín-Alcázar and Sánchez-Gardey, 2019). The humanistic preference would
be present which would make the audience be able to connect with the research project even
more and there would be the right interaction with the respondent as well.
 Data collection
Data collection is a process which is gathering and measuring the data which is being
collected in order to be able to analyse and interpret it in the future. This is of two types which
are primary and secondary. This research report would be focusing on both of these factors so
that there are right outcomes which can be obtained. There is right operations and questioning
which is going to be present and also make the right decisions as well (Tobon and Luna-
Nemecio, 2021). There are going to be questionnaires and data from secondary sources which
are going to be used in order to be able to make sure that there are right actions which are
recommended.
 Sampling
Selection of 30 random respondents would be taken for this research so that there is
going to be right actions which can be developed. There are two types of sampling which is
present which are probability and non- probability which are in probability there is random
selection and they are fixed by the researcher in order to obtain the right outcomes. Non
probability type is going to focus on arbitrarily factors which are bias in nature. In order to be
able to collect the right data there has to be no sense of bias which must be present (Zare,
Tahmasebi and Yazdani, 2018).
 Data analysis
This is a process which is used in order to obtain the right techniques and statistical
working so that there is good working. Essential components have to be present so that the
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finding is going to be right. Thematic data is qualitative and detailed form of collecting the data
which is going to be a great factor for this research.
 Ethical consideration
The data which is would be used in this research is not stolen and is going to be primary
and secondary type interpretation so that there is going to be higher outcomes. Respondent
would be presented with consent forms so that there are right measures and improvements which
can be made so that there are right actions which can be taken. No sense of bias would be present
so that the outcomes are going to be exact and accurate as well which is good for the overall
result. The privacy and protection of the data and respondents is going to be present so that there
is a blind trust and the answers and collected data would be right (Nocker and Sena, 2019).
TIMELINE
Activities Week 1 Week 2 Week 3 Week 4 Week 5 Week 6
Aim and
objectives
Data
collection
Data
interpretatio
n
Literature
Review
Research
methodolog
y
Data
analysis
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Conclusion
REFERENCES
Books and Journals
Boštjančič, E. and Slana, Z., 2018. The role of talent management comparing medium-sized and
large companies–major challenges in attracting and retaining talented
employees. Frontiers in psychology. 9. p.1750.
Crane, B. and Hartwell, C.J., 2019. Global talent management: A life cycle view of the
interaction between human and social capital. Journal of World Business. 54(2). pp.82-
92.
de Frutos-Belizón, J., Martín-Alcázar, F. and Sánchez-Gardey, G., 2019. Conceptualizing
academic intellectual capital: definition and proposal of a measurement scale. Journal of
Intellectual Capital.
Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review. 27(3). pp.431-441.
McDonnell, A and et.al., 2017. Talent management: a systematic review and future
prospects. European Journal of International Management. 11(1). pp.86-128.
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.
Nocker, M. and Sena, V., 2019. Big data and human resources management: The rise of talent
analytics. Social Sciences. 8(10). p.273.
Ogbari, M.E and et.al., 2018. Talent management as a determinant of firm performance: A
conceptual approach. Business & Social Sciences Journal (BSSJ). 3(1). pp.21-32.
Pant, J.J. and Venkateswaran, V., 2019. Exploring millennial psychological contract expectations
across talent segments. Employee Relations: The International Journal.
Schreuder, R. and Noorman, S., 2019. Strategic talent management: creating strategic value by
placing top talents in key positions. Development and Learning in Organizations: An
International Journal.
Tobon, S. and Luna-Nemecio, J., 2021. Proposal for a new talent concept based on
socioformation. Educational Philosophy and Theory. 53(1). pp.21-33.
Zare, M.S., Tahmasebi, R. and Yazdani, H., 2018. Maturity assessment of HRM processes based
on HR process survey tool: a case study. Business Process Management Journal.
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