Talent Management and Employee Retention Analysis: UK Company

This report investigates the impact of talent management on employee retention within Castle Hill Fire Protection Ltd, a UK-based micro company specializing in passive fire protection. The research employs a positivism philosophy and an inductive approach, utilizing a survey questionnaire to gather primary data and secondary data from books, journals, and publications. The study aims to analyze the relationship between talent management practices and employee retention strategies, including performance evaluation, motivation, feedback, and rewards. A random probability sampling method was used, surveying 20 employees to understand their perspectives on talent management's effectiveness and potential improvements. The findings indicate that talent management is widely recognized as a crucial process for attracting, retaining, and developing employees, ultimately contributing to improved employee retention and organizational success. The report concludes with recommendations for enhancing talent management strategies to foster a more engaged and committed workforce.

Unit 11

Table of Contents
INTRODUCTION......................................................................................................................2
1. Question and objectives..................................................................................................2
2. Research methodology....................................................................................................2
3. Questionnaire..................................................................................................................2
4. Outcomes.........................................................................................................................2
5. How methods can help in achieving objectives..............................................................2
6. Other methods could have used......................................................................................2
CONCLUSION..........................................................................................................................2

INTRODUCTION
Talent management refers to the process of attraction, retention and selection of
employees across the employee life cycle. The process aims to identify the vacant positions,
selecting suitable candidates and then development of these employees to attain long term
organizational goals (Whysall, Owtram and Brittain, 2019). Employee retention is the process
adopted by organizations to prevent employee turnover. Effective talent management
strategies result in improved employee retention (Hafez, AbouelNeel and Elsaid, 2017).
Castle Hill Fire Protection ltd is the micro company which provides application and
installation of passive fire protection products. It have less than 25 working in it. It is
specialised in installation of the passive fire protection systems and products for major
projects in all over the UK. The report will aim to describe a question and objectives for the
research proposal. It will also provide literature review, research methodology, a
questionnaire and its result analysis. The outcomes and other methods which could be used in
the research methodology will also be discussed.
1. Question and objectives
Research question:
What is the impact of Talent management on employee retention in Castle Hill
Fire Protection ltd?
Aim:
The impact of Talent management on employee retention. A study on Castle Hill
Fire Protection ltd
Objectives: The objectives of the research proposal are as follows:
 To study the concept of Talent management
 To study the concept of employee retention
 To analyse the impact of Talent management on employee retention
Literature review
According to Pandita and Ray (2018), talent management refers to the
attraction, hiring and retention of employees involving various HR processes in
the employee life cycle. The purpose of the talent management processes is to

increase performances of the employees. It focus on motivating, engaging and
retaining the employees in order to improve their performances. Through talent
management, the companies can build sustainable competitive advantages and
also outperform their competition by integrated system of talent management
practices which are hard to imitate. It is regarded as a key function of human
resource management in the organizations.
However, Gallardo-Gallardo, Thunnissen and Scullion (2020), contrasted that,
the talent management practices have evolved over the years. Now it cater to
people-oriented trends such as all the aspects of the work. It has changed in fast
strides over the years too. The talent management process which involves
identification of talent gaps and vacant jobs, outsourcing and sourcing the
candidates. After that it develops the within the organizational systems and
developing their skills needed and providing them training with future focus. It
also worked to effectively engaging, motivating and retaining them to attain the
long term and short term goals of the company. So it can be called as the process
of hiring right people on-board of the company and enable them to perform their
best in business.
As per Ma, Mayfield and Mayfield (2018), employee retention is the process
of organizational abilities which helps the companies in preventing the employee
turnover i.e. number of people who leave their jobs either voluntarily or
involuntarily from the company. It is now the high priority for the leading
companies today. The effective employee retention strategies in order to reduce
the overall turnover and retaining them on board. It reduces the costs associated
with hiring and replacing the employees who left the jobs. The companies have to
keep their best employees around to thrive in the competitive environment.
Similarly Khalid and Nawab (2018), said that, employee retention is the
critical process of modern Human resource and human capital management
process in every company ether small or large. High turnover can be avoided with
the prior management intervention involving the effective employee retention
strategies. It provide various benefits to the organizations such as cost reduction
and training efficiency. It results in enhanced productivity as high retention
workplaces lead the more engaged workers who are more productive. It also
provides improved employee morale through fostering greater engagement and
connectedness that assist in morale and boost retention.

According to Collings, Mellahi and Cascio, (2019), the management and
retention of employees in an organization is major challenge in all the sectors. The
talent management strategy improves he employee recruitment and retention
within organizations. The benefits of talent management involves employee
retention and staff engagement. The talent management planning supports the
organizational unity and helps in balancing the routine and work life and other
factors which helps in keeping the talented employees in the organization. The
employee retention improves the likelihood of employees to be in the organization
for a long term and avoid short sighted decisions such as leaving the organization.
Similarly Narayanan, Rajithakumar and Menon, (2019), said that, in recent
years the organizations are facing shortage of talented employees in workplace.
As the organizations are facing struggle in finding the talented employees. The
talent management processes in this dilemma, helps the companies to retain their
existing talented employees within the company to avoid employee turnover.
Talent provides the positive impact on the company that makes the higher
employee highly engaged and thus retain within the company. Through the
introduction of effective talent management strategies, the companies can set
themselves a strong base for success. The use of talent management strategies for
these targets is the most crucial step to attain this.
As per the views of Baharin and Hanafi, (2018), talent management is the
crucial vehicle which allows the companies to attain employee retention within
the company. An effective talent management can impact the employee
engagement and creates a culture which produce a committed workforce. This
leads to the employee retention in company. Implementation of talent
management strategies can help in supporting on-boarding processing which
enables the companies to actively engage with the employees from the day one
they join the job. All this leads to the establishment of stronger employee-
employer relationships in the company.
2. Research methodology
The research methodology refers to the process of collection of information regarding
the topic of research (Snyder, 2019). There are various methods which can help the

researcher can help in collecting data regarding talent management and employee retention.
The research methodology for the current research is as follows:
Research philosophy: Basically, there are two types of research philosophies such as
positivism and interpretivism (Cazeaux, 2017). In the current study, positivism philosophy is
will be used by the researcher. Interpretivism philosophy is beneficial as it can help the
researcher in collection of data from a large sample in less time. It have disadvantage as well
such as it is more time consuming and cost consuming.
Research Approach: There are two research approaches of data analysis such as
inductive and deductive (Alase, 2017). In the current research, the inductive approach will be
used. It is more beneficial as it can help the researcher in evaluating data collected without
considering additional time and resources. However it have disadvantage as it helps in only
theoretical analysis of the information collected only.
Research strategy: There are various research strategies available such as survey
questionnaire, case study experiment etc. In the current research, survey questionnaire will be
adopted by the researcher for collection of primary data. It is beneficial as it will allow the
researcher to collection fresh and new data. However it can be very costly as well.
Data collection: There are two types of data collection such as primary data collection and
secondary data collection (Zhou and et.al., 2018). For collection of primary data
questionnaire will be used. In order to gather secondary data, books, journals, magazines,
publication research etc. sources will be used for literature review. It is helpful as it allows
the researcher to collect data which is not been used till now. However they can be very
expensive as well. For collection of secondary data books, journals, magazines, publication
research etc. sources will be used. They can be beneficial as it will help the researcher in
collecting data in less time and less costs. However, it can be biased and discriminated.
Research sampling: It refers to the process of selecting sample from population. There are
two types of sampling methods such as probability sampling and non-probability sampling
(Flick, 2018). For the current study, random probability sampling will be used by considering
20 employees of Castle Hill Fire Protection ltd. It is beneficial because it provide quantitative
data from larger sample and in minimum time. Non-probability sampling is not convenient
within a research because it not assist in selecting of larger sample.
Data analysis: Data collection is the process for analysing gathered information via research
analytical techniques. This can help the researcher in interpretation of collected information
from questionnaire in an effective manner.

Time scale: Time is important and integral part of research because it helps researcher in
completing each activity of the study within the allotted time period. For timescale, Gantt
chart will be used by the researcher. It will be beneficial as it includes starting and ending
data of each activity that turn to help in completion of entire activity in given time.
Activities W-1 W-2 W-3 W-4 W-6 W-7 W-8 W-9 W-10 W-11 W-12 W-13
Selection
of topic
Drafting of
aim and
objectives
Secondary
data
collection
and
analysis
Primary
research
Data
analysis
Interpreting
Findings
Drafting
final
proposal
Approval
of the
proposal
3. Questionnaire
1. What is talent management from the following options in your point of view?
 It is a technique to attract, retain and select employees in a company
 It is the process of workforce planning for enhancing employee engagement in
the workplace
 It is a procedure of improving employee performances and selecting the most
talented workforce
 None of the above
 All of the above
2. What according to you is employee retention?
 Ability of company to prevent employee turnover

 Keeping staff members in the company for long term
 Strategies used to keep employees chose to stay in the current company
 All of the above
 None of the above
3. Which of the following strategies does the company have to support talent
management?
 Performance evaluation
 Motivation and encouragement
 Feedback and reviews
 Rewards and recognition
 Something else
4. Is the impact of talent management on employee retention is successful in the
company?
 Yes
 No
5. How much the talent management have influence on employee retention on a scale of
1-5?
 1=strongly disagree
 2=disagree
 3=Neutral
 4=agree
 5=strongly agree
6. How can the company improve its talent management strategies for employee
retention?
 Motivating employees
 Improving employee satisfaction
 Employee rewarding and recognition
 All of the above
 Something else
7. What recommendations can you provide to support the talent management approaches
used by the company to retain its employee?

Data analysis and result interpretation
Question 1: All of the above
It is a technique to attract, retain and select employees in a company 5
It is a technique to attract, retain and select employees in a company 2
It is a procedure of improving employee performances and selecting the
most talented workforce
3
None of the above 0
All of the above 15
Analysis: From the above graph it can be clearly analysed that most of the respondents chose
all of the above options which states that talent management is the process of attracting,
retaining, selecting employees and improving performances of the talented employees. None
of the respondent chose the option none of the above option.
Question 2: All of the above
Ability of company to prevent employee turnover 1
Keeping staff members in the company for long term 1
Strategies used to keep employees chose to stay in the
current company
2
All of the above 16
None of the above 0

Analysis: From the above graph it can be analysed that most of the respondents chose the
option all of the above which means that the employees believe employee retention is the
ability of the company to prevent employee turnover, keep its staff a members for long term
and strategy to keep employees stay in the company. None of the respondents chose the
option none of the above.
Question 3: Motivation and encouragement
Performance evaluation 3
Motivation and encouragement 12
Feedback and reviews 2
Rewards and recognition 2
Something else 1

Analysis: From the above graph it can be clearly analysed that out of 20 respondents, 12
respondents chose the option motivation and encouragement as the process which company
have to support its talent management. However, 3 chose the option performance evaluation
while rest of the chose options of feedback and rewards. 1 respondent chose the option
something else.
Question 4: Yes
Yes 19
No 1
Analysis: From the above graph it can be clearly analysed that talent management on
employee retention is successful in Castle Hill Fire Protection as 19 respondents chose the
option yes. However on respondent chose the option 1 and believes company is not
successful.
Question 5: 2=Agree
1=strongly disagree 1
2=disagree 2
3=Neutral 3
4=agree 10
5=strongly agree 5

Analysis: From the above graph it can be clearly analysed that 10 respondents believes the
influence of talent management on employee retention on the scale of 1-5 is 4= agree.
However, 5 respondents chose the option 5=strongly agree. Remaining respondents chose the
other options.
Question 6: All of the above
Motivating employees 5
Improving employee satisfaction 3
Employee rewarding and recognition 4
All of the above 7
Something else 1
Analysis: From the above graph it can be clearly analysed that 7 respondents chose the option
all of the above option as company uses all the provided strategies to improve the talent

management strategies for employee retention. 5 respondents chose the option motivating
employees and 1 respondent chose the option something else.
4. Outcomes
From the above analysis it can be concluded that the talent management have the talent
management have the positive and huge influence on the employee retention in Castle Hill
fire protection. Talent management is the process of attraction, hiring and retention of
employees involving various HR processes in organizations. Employee retention on the other
hand refers to the critical process of modern Human resource and human capital management
process in every company ether small or large. With the introduction of effective talent
management strategies, various companies can set themselves a strong base for success and
reduce the employee turnover and enhance its employee retention approaches.
5. How methods can help in achieving objectives
Various methods such as interpretivism have helped the researcher in attaining objectives
as it allowed the researcher to collect data in less time from large sample of population. The
inductive approach have also helped the researcher to consider evaluation of data without
additional time. Primary data has also helped in attainment of objectives as primary data has
helped the researcher to collect authentic data free from biasness. Secondary data has also
helped in gaining information about the impact of talent management on the employee
retention in Castle Hill Fire Protection ltd. It has helped the researcher to gain previously
researched data on the same topic.
6. Other methods could have used
In the current research questionnaire was used to gather primary data.
However, the researcher could have used the interview method for primary data
collection. It would have helped the researcher in collecting data in less time. The
researcher could have used only the secondary research for data collection as it would
have been less costly and less time consuming as well.

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