Research Proposal: Analyzing Talent Management in Bentley Motors

This research proposal investigates talent management strategies at Bentley Motors. It begins with an introduction outlining the concept of talent management and its impact on organizational efficiency, followed by a discussion of the research aim, objectives, and questions. The literature review explores existing research on talent management, emphasizing its role in attracting, motivating, developing, and retaining skilled employees. The methodology section details the research philosophy (positivism), approach (deductive), strategy (questionnaire), and data collection methods, including primary and secondary sources. The proposal also addresses research ethics and sampling techniques. The conclusion summarizes key findings, emphasizing the importance of effective talent management for achieving organizational goals. References include books, journals, and online sources related to talent management.

Research Proposal

Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY..................................................................................................................................2
LITERATURE REVIEW................................................................................................................2
RESEARCH METHODOLOGY....................................................................................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Talent management refers to a general approach and philosophy used by businesses to hire
and retain employees by using a range of strategies to maximise individual ability. As a result,
there is a positive effect on the overall efficiency of the business. When it comes to management
strategies, they analyse organisational requirements to uncover rising costs, evolving employee
behaviours, and challenges in the recruiting process (El-Kassar and Singh, 2019). For this
research, Bentley Motors is considered which is a British manufacturer and the marketer of
SUVs and luxury cars, headquarter in England. Company was founded by W. O. Bentley in 1919
in North London.
MAIN BODY
Research aim:
The aim of this research is “to identify the talent management strategies of company for
recruiting and retaining employees”. A study on Bentley Motors.
Research objectives:
 To identify the importance of talent management in the workplace.
 To analyse the concepts that must be followed while implementing talent management
methods in Bentley Motors.
 To examine the impact of talent management strategies on the working environment of
Bentley Motors.
Research questions:
 What is the importance of talent management in the workplace?
 What are the concepts that must be followed while implementing talent management
methods in Bentley Motors?
 What is the impact of talent management strategies on the working environment of
Bentley Motors?
LITERATURE REVIEW
According to the viewpoint of Ghosh, (2021), Talent management undertake the HR
practices and process in order to attract motivate develop and retain the skilled and talented
employees in the organisation. For the employer of Bentley Motors talent management is all
about this site of HR process that integrate with each other as it includes talent management

activities. It also includes the talent management strategy which is required in order to capitalise
with the full potential.
The talent management also touches all the HR practices and areas in terms of firing
employees on boarding and performance management to the retention. In regard of this the
objective of talent management is to enhance the performance of company with the objective of
Engage motivate and retain employees in terms of making them perform better (Moen, Kojola
and Schaefers, 2017). In order to achieve successful engagement, retention, recruiting, and
management, this is also necessary for strategy growth.
In order to maximise an organization’s ability to accomplish its goals, talent management
refers to a process that involves creating plans, hiring, recruiting, planning, developing, and
retaining future employees (Mone, London and Mone, 2018). This is the discipline that can be
managed and regulated by management, with an emphasis on well-balanced strategies. This
leads to strategic growth, which is stimulated by the production, retention, and attraction of
highly skilled and knowledgeable employees.
RESEARCH METHODOLOGY
There are many approaches that are considered when working to complete the study in a
systematic and perfect manner in order to gain a better understanding of the research. It must be
achieved using the study onion model, in which better growth is induced and more organised
results are conceived to help in the proper understanding of all individuals.
Research Philosophy: There are two types of philosophy that are taken into account:
positivism and interpretive philosophy. In this case, positivism philosophy is the one that
produces the empirical aspect and has conducted independent research with respect to the
subject, while interpretive philosophy is focused on the understanding of the various factors that
vary in truth (Razak and et. al., 2016). The positivism philosophy is used in this study to gather
relevant information about the chosen subject in order to produce a reliable result.
Research Approach: It is a method that must be either deductive, which is based on
hypothesis formulation, or inductive, which is based on selective observation. For this specific
study, a deductive method is used in order to gain a deeper understanding.
Research Strategy: It is a technique that is used to create action studies, surveys, interview
questions, and collective literature reviews, among other things, and the questionnaire approach
will be used in this study to analyse the difficulties that staff face (Wong, Wan and Gao, 2017).

Choice of methods: It includes mono-methods, multi-methods, and mixed methods, and the
mixed method was chosen for this study because it allows for the use of both quantitative and
qualitative methodologies.
Time Horizon: It is the cumulative amount of time taken to complete a specific research
project, which may be cross-cultural or longitudinal. In addition, the cross-sectional horizon is
used in this study to allocate time to all of the tasks in order to achieve the best results (Safavi
and Karatepe, 2018).
Data is obtained from both primary and secondary sources in order to complete the study
with greater competence. Primary data is information that is collected for the first time in order
to produce authentic results, while secondary data is information that is collected from
previously published data and used to make adjustments as required.
Data collection method: It was used by the researcher in order to obtain the research's
results, and the data was obtained using a questionnaire, with secondary data collected from
websites and journals.
Research ethics: It refers to the principles that the researcher employs and adheres to in
order to produce acceptable results that are beneficial to the company (van Esch, Wei and
Chiang, 2018).
Sampling: It is a method for selecting a sufficient number of people from a large population,
and it employs both provability and non-probability sampling, with a sample size of 30 for this
study.
CONCLUSION
From the above discussion, it can be concluded that proper management of employees is reliant
on a variety of techniques to accomplish and set goals in a timely manner. An organisation must
recruit talented applicants and formulate strategies to retain them for a longer period of time
when it comes to talent management. In order to attract and retain employees for longer periods
of time, it is important to recognise and reward their contributions based on their success.

REFERENCES
Books and Journals
El-Kassar, A.N. and Singh, S.K., 2019. Green innovation and organizational performance: the
influence of big data and the moderating role of management commitment and HR
practices. Technological Forecasting and Social Change, 144, pp.483-498.
Moen, P., Kojola, E. and Schaefers, K., 2017. Organizational change around an older
workforce. The Gerontologist, 57(5), pp.847-856.
Mone, E.M., London, M. and Mone, E.M., 2018. Employee engagement through effective
performance management: A practical guide for managers. Routledge.
Razak, N.A and et. al., 2016. Theories of knowledge sharing behavior in business
strategy. Procedia Economics and Finance, 37, pp.545-553.
Safavi, H.P. and Karatepe, O.M., 2018. High-performance work practices and hotel employee
outcomes. International Journal of Contemporary Hospitality Management.
van Esch, E., Wei, L.Q. and Chiang, F.F., 2018. High-performance human resource practices and
firm performance: The mediating role of employees’ competencies and the moderating
role of climate for creativity. The International Journal of Human Resource
Management, 29(10), pp.1683-1708.
Wong, I.A., Wan, Y.K.P. and Gao, J.H., 2017. How to attract and retain Generation Y
employees? An exploration of career choice and the meaning of work. Tourism
Management Perspectives, 23, pp.140-150.
Online
What is Talent Management? Definition, Strategy, Process and Models. 2021. [Online]
Available through: < https://www.toolbox.com/hr/talent-management/articles/what-is-
talent-management/>./