Project Report: Talent Management Challenges in Unilever's Operations

This report analyzes the key challenges and obstacles facing Unilever's operations department in the UK retail sector with regard to talent management. The project begins by outlining the aim and objectives, focusing on understanding talent management concepts, assessing its impact on Unilever's operations, identifying challenges, and recommending strategies. A project management plan is produced, detailing aspects such as time, quality, communication, and risk. A work breakdown structure and Gantt chart are included. The research employs both primary and secondary methods, including qualitative research and an inductive approach, with data collected via questionnaires from Unilever employees. Findings are presented using thematic analysis, revealing that most employees believe Unilever conducts talent management practices, that training and development is the most effective strategy, and that employee turnover is a significant challenge. The report concludes with recommendations for Unilever to improve its talent management strategies and address the identified challenges.

MANAGING A SUCCESSFUL
BUSINESS PROJECT

TABLE OF CONTENTS
P1. Devising project aim and objectives referring given scenario ..............................................1
P2. Producing a project management plan (300).........................................................................1
P3. Producing a work breakdown structure (WBS) and Gantt chart ..........................................3
......................................................................................................................................................5
P4. Carrying out small scale research by applying both primary and secondary methods .........5
Literature Review.........................................................................................................................6
P5. Presenting findings using appropriate tools and techniques .................................................7
P6. Drawing conclusion and recommendations.........................................................................15
P7. Reflecting own learning and performance ..........................................................................16
REFERENCES..............................................................................................................................18
APPENDIX ...................................................................................................................................19
Questionnaire ............................................................................................................................19

Topic- To evaluate the key challenges and obstacles facing by operations department in UK
retail sector with regard to talent management: A study on Unilever
P1. Devising project aim and objectives referring given scenario
Background:
In the era of Industrialization, the UK retail sector is also growing at a faster pace
generating significant growth and development in the economy. With the increase in
employability and the workplace complexities, talent management becomes need of the
workforce. Talent management can be referred to as the process of recognizing and developing
the talented employees leading to operational efficiency in the organization. Moreover, there are
several challenges and obstacles that facing by the HR manager in the application of talent
management strategies. In respect of the current investigation, Unilever has been selected, a
multinational company which provides customers with everyday hygiene, personal care and
nutritional products. The project will shed light on the challenges associated with talent
management in operational department through the means of both primary and secondary
research. It will present the techniques to analyse the issue and recommend effective strategies
for the betterment of the organization.
Aim- The aim of current study is to analyse the key challenges and obstacles facing by
HR manager of Unilever in relation to managing talent within operations department.
Objectives:
 To develop understanding about the concept of talent management and its significance
within UK retail sector.
 To assess the impact of talent management practices on operational aspects of Unilever.
 To identify challenges and obstacles arising in operational sector in the context of TM in
Unilever.
 To recommend effectual strategies to Unilever pertaining to talent management.
P2. Producing a project management plan (300)
Particulars Aspects
Aim and deliverables The research is conducted to fulfil all the objectives of the
study. So in order to conduct na efficient and effective
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research the aim and objectives must be properly compiled
and further all the activities that are performed must be
integrated to such objective.
Time Time is the most important aspect of the research project
signifying the time frame within which the project shall be
completed. This project finding out the challenges that are
faced by Unilever in the talent management of its employees
in the operations department, shall be consuming
approximately a month to fulfil the objectives of the research
work.
Quality Quality management is also one of the major elements of the
research and it should be ensured by the researcher that
relevancy and validity of the data is maintained. Apart from
that the sample that is collected for the data analysis and
interpretation should also be viable and free from biases
(Khilji and Schuler, 2017). The conclusions drawn must also
depict true and fair view.
Communication Communication throughout the project must be through using
the formal lines and by avoiding any sort of
miscommunications leading to misjudgements. Informal
communication can promote unnecessarily spreading of
rumours causing misinterpretations.
Risk There are certain risks which are pertaining to particular
research activities and which needs to be planned for prior to
its occurrence. Such risks can be namely limited availability
of resources, accuracy of the data collected free from biasses.
Resources Resources are scarce and its availability is also limited. So the
researcher needs to identify how to employ these limited
resources such that the research objectives are fulfilled. The
major resources can be time, money, human resource which
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are to be carefully used by the surveyor.
P3. Producing a work breakdown structure (WBS) and Gantt chart
WBS
GANTT CHART
3

4

P4. Carrying out small scale research by applying both primary and secondary methods
Research type
In order to meet the research objectives while conducting the study, two types of research
can be undertaken. One is the qualitative research type which in turn used to analyse the
theoretical facts and data pertaining to the topic of study. Another type of research includes
quantitative which emphasizes on analysing numerical figures using the statistical tools. In the
current study, qualitative research has been used to ascertain the talent management practices in
Unilever.
Research approach and philosophy
To assess the qualitative aspects of the study, inductive research approach has been used
by the researcher. Apart from that interpretivism philosophy of conducting the research has been
effective to interpret challenges faced in the operations department of Unilever company. It has
been used to derive meaningful conclusions and recommendations to be applied on the human
resource of the organization.
Data collection
The data can be collected from two prominent sources, one is the primary and the other is
the secondary source. The primary data refers to one which is collected for the first time by the
researcher having no prior existence. On the contrary the secondary data is one which is already
published in the journals, magazines etc. For addressing the issue in the current study primary
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data has been collected via questionnaire filled by the employees of Unilever company. This data
has been used to evaluate the impact of talent management in various aspects of the business.
Sampling
The sampling technique is used to meet the purpose of the survey, where an appropriate
sample has been selected to derive required outcome. To satisfy the objectives of the current
study, a random sample of 30 employees working in the Unilever's operation department has
been selected. The responses of the sample population has been observed to evaluate the
obstacles faced by the employees and the simultaneous impact on their performance.
Data analysis
The qualitative data has been analysed through the thematic perception test technique
using the graphs, charts and figures. Whereas the quantitative numbers can be understood using
the SPSS technique of analysation (Collings, Scullion and Caligiuri, 2018). In order to meet the
objectives of the current research thematic analysis has been done with respect to simplify the
data and develop understanding about the topic of study.
Ethical considerations
The ethical consideration is duly maintained by the researcher during the study as well as
in the project work. While conducting the sampling survey of the data consent forms has been
signed by the respondents. This act of the surveyor conveys that willing participation is ensured
while collecting the sample. Apart from that the references which are quoted at the end of project
signifies the data is not copied from secondary sources.
Reliability and validity
In order to meet the reliability and validity criteria it has been ensured that secondary
sources of relevant data are used belonging to the recent years. Also, it has been made sure that
the referred articles are copyright protected. This has been contributing to maximizing the overall
effectiveness of the data under consideration.
Literature Review
As per the opinion of Krishnan and Scullion (2017) the major challenge that is faced in
incorporating talent management practices can be employee turnover ratio. Because of the
general perception of resisting to change the employees don't welcome newer training and
development activities. Rather they decide to switch the organization instead of changing with
the business environment. Since both employee turnover and talent management practices are
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interrelated so the impact is high. On the contrary Taylor (2018) presents that HR manager
experiences more obstacles in managing the talent in the operations department because of the
lack of motivation and will to take initiatives among its employees. Lack of motivation can be
due to fewer incentives, rewards and interdepartmental conflicts. They first need to get motivated
for getting trained for updated version of the technology.
P5. Presenting findings using appropriate tools and techniques
Data analysis
The analysis of the data that has been collected by the surveyor is the most critical path
during the research. Under this process the data is scrutinized to generate relevant findings and
further relevant recommendations can be derived from the study. In the current research, data has
been collected through questionnaire and analysed by applying the thematic perception test
technique.
Theme 1: Majority of the employees believes that talent management practices are conducted
in Unilever.
Particulars Views of
respondents
Percentage of
respondents
Yes 22 73.33%
No 8 26.66%
Total 30 100.00%
7
Yes No
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00% 73.00%
27.00%

Interpretation- The data above indicates that majority of the respondents agreed that talent
management practices are being carried in Unilever company as a part of human resource
management activity. Out of 30 employees, 22 employees have accepted that talent management
is conducted to boost the morale of the employees. Previously it has been stated that such
practices are very important to motivate and train the employees for the purpose of maximizing
the operational efficiency and accordingly achieve the organizational objectives of the business
(Thunnissen, 2016).
Theme 2: Maximum employees think that every quarter talent management is undertaken in
Unilever company
Particulars Views of
respondents
Percentage of
respondents
Every month 5 16.66%
Every quarter 15 50.00%
Half-yearly 7 23.33%
Once in a year 3 10.00%
Total 30 100.00%
8
16.66%
50.00%
23.33%
10.00%

Interpretation: From the above chart it can be interpreted that maximum proportion of the
employees of Unilever thinks that the talent in them is being managed every quarter to improve
their performance in the organization. The results indicate that approximately 50% of the staff is
with the view that Unilever has been organizing talent management sessions once in three
months. It is the general perception that the workforce and their pattern of working must be
frequently updated by the company as per the trends followed in the external business
environment. So with the updating technology the company has to train its employees.
Theme 3: Training and development proves to the best strategy used by Unilever to manage
the talent of its employees
Particulars Views of
respondents
Percentage of
respondents
Training and development 12 40.00%
Performance appraisal system 8 26.66%
Professional mentorship 3 10.00%
Leadership and motivation 7 23.33%
Total 30 100.00%
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Training and development
Performance appraisal system
Professional mentorship
Leadership and motivation
Total
0.00% 20.00% 40.00% 60.00% 80.00% 100.00% 120.00%

Interpretation: The above specified information states that majority of the employees are with
the opinion that training and development proves to be the most effective strategy for talent
management in the employees. Two-fifth of the responding employee population of Unilever
company believed this fact and agreed that this practice leads to motivation and increasing the
satisfaction level of the employees. Past researches have evaluated that training sessions have
always proved to be effective in reducing the resistance to change and simultaneously reduces
the employee turnover of the company.
Theme 4: Employee turnover ratio is the biggest challenge at the time of incorporating talent
management practices
Particulars Views of
respondents
Percentage of
respondents
Employee turnover ratio 18 60.00%
Inexperience in the latest technology 10 33.33%
Resistance to change 2 6.66%
Total 30 100.00%
Interpretation: The above diagram clearly indicates that increased number of employees believe
that the biggest challenge that is faced by the HR manager is regarding the higher employee
turnover ratio of the company (Biggest talent management challenges. 2021). On an average
60% of the staff considers employee turnover as the problem that is highly faced and is big
10
60.00%
33.33%
6.66%
100.00%