The Impact of Talent Management on the Role of HR: A Research Study

This research project investigates the impact of talent management on the role of Human Resources, focusing on Crockett & Jones in London, UK. The study employs a mixed-method approach, combining literature review, questionnaires, and data analysis to explore the effects of talent management on business performance and HR functions. The literature review synthesizes information from various sources to understand the current state of talent management practices. The methodology section outlines the use of the 'onion' framework, including research approach, philosophy, strategy, choice, and time horizon. Primary data was collected via questionnaires distributed to employees, while secondary data was gathered from books, journals, and articles. The research aims to identify the impact of talent management on developing HR at the workplace, determining the HR manager's role and how talent management influences it. The findings are presented through data analysis, leading to conclusions and recommendations for improving talent management strategies and their effect on HR within the organization. The research also reflects on alternative methodologies.

Research Project
(The Impact of Talent Management on the Role
HR)
1

Executive summary
This research project has a main purpose that is the impact of talent management on the role
of HR. For this purpose, different activities have been done by effectively. Literature review has
been done by using number of secondary sources i.e. articles, books etc. Methodology has been
completed by using various questionnaire, research approach and many other methodologies.
These helped in collection of accurate data regarding the topic. Data analysis has been done by
using frequency distribution analysis. Therefore, research aim and objectives has been achieved
effectively.
2

Contents
Executive summary.........................................................................................................................2
Introduction......................................................................................................................................4
Literature Review............................................................................................................................6
Methodology and Data Collection...................................................................................................9
Data analysis and interpretations...................................................................................................13
Research Outcomes.......................................................................................................................24
Covered in PPT..........................................................................................................................24
Conclusion and Recommendations................................................................................................24
Reflection & Recommendation of alternative research methodology...........................................26
REFERENCES..............................................................................................................................27
Appendix 1.....................................................................................................................................29
Questionnaire.............................................................................................................................29
Appendix 2.....................................................................................................................................31
Research Findings......................................................................................................................31
3

Introduction
Overview of the topic
Talent management is referred as organising process strategically to get talented
individuals and assisting them to develop to their maximum capabilities keeping goals of an
organisation in mind (Sehatpour, Abedin and Kazemi, 2021). In the process it determines
positions that are vacant, searching and getting the right talented candidate, assisting candidates
to grow their skills within organisation, providing training to get specialisation and expertise and
continuously motivate candidates to do better and achieve business objectives with personal
objectives. In simpler words talent management is defined as filling vacant job positions with
right talent at right time with attaining objectives of a company.
Research aim & objectives
Project aim: To identify the impact of talent management on developing human resource at
workplace. A study on Crockett & Jones, London, UK
Project Objectives:
 To identify the impact of talent management within Crockett & Jones.
 To determine the Role of Human resource manager in Crockett & Jones.
 To determine the impact of talent management on the role of HR within Crockett &
Jones.
Rationale for the research
The topic chosen to conduct research is to understand the effective talent management
strategies in organisations. The main cause behind choosing the current topic is it helps in
fulfilling two kind of perspectives that are personal and professional. While looking at the
personal perspective, this helps in identifying the strategies which are necessary for developing
understanding level in candidates (Mujtaba and Mubarik, 2021). These strategies would also
assist me in applying these strategies which will help me in adopting such characteristics in my
personality. While considering professional perspective, the biggest advantage is learning and
implementing the strategies of talent management effectively and efficiently. These strategies
would also help me in growing my career by achieving all the objectives of an organisation and
understanding the requirements of employees.
4

Questions of the research
 What is the impact of talent management in improving business performance of Crockett
& Jones?
 What are the major roles played by human resource manager at workplace of Crockett &
Jones?
 How talent management will be impacted on the role played by HR at Crockett & Jones?
5

Literature Review
Literature review is an explicit, reproducible, and systematic method for identifying,
analysing and creating the existing body of recorded and completed work that is produced by
researcher. It is a survey of scholarly sources on particular research topic. This part of the
research project contains a critical evaluation and the integration of data from various number of
sources i.e. peer-reviewed articles, magazines, books, publication studies etc. These sources are
useful for investigator in achievement of each objective successfully. Literature review is used
research questions for accomplishing all objectives easily and successfully. Research questions
of the current project are explained as below:
What is the impact of talent management in improving business performance of Crockett &
Jones?
According to the Sikder and Wijesuriya (2021), Talent management is the exercise related to
retention of good employees within an organisation along with continuous development of their
skills. Effective implementation of this not only help in employee satisfaction but provide an
opportunity to organisation that improve their business performance and gain competitive
advantage in market. There are many benefits associated with the exercise of talent management
towards the improvement of business performance of Crockett and Jones which are defined
below;
Competitive advantage: Hasan and Saufie (2021) states that one of the major benefit attached
with the point of talent management with an organisation is competitive advantage. This is so
because exercise of talent management helps in improvement of employee performance along
with their retention for longer period of time that ensure effective nature of work at workplace.
This help the management to optimally utilise their resources and reduce the number of errors.
The end benefit of this ascertained by an organisation in the form of competitive gain where they
always will present as beneficiary against to their competitors.
Higher productivity: This is the another benefit associated with the exercise of talent
management. This happened because this aid in regular improvement of skills among employees
so they can perform work as per the standards and save the resource and cost of an organisation.
The end benefit of this will be ascertained in the form of higher level of productivity at
workplace through optimum utilisation of available resources.
6

What are the major roles played by human resource manager at workplace of Crockett & Jones?
As per the opinion of Ismail and et. al., (2021), Human resource department has many
effective roles within an organisation. It is the duty over HR manager that they perform their
actions effectively and ensure that all working at workplace go smoothly. HR manager also has
the duty to manage the team effectively and delegate the roles to team members according to
their working nature and capabilities. This will not only help to improve their functioning but aid
in reduction of errors at work. All the major roles which are performing by the human resource
manager of an organisation like Crockett & Jones are defined below;
Recruitment and selection: It is the main function of HR department of any organisation.
This brings an obligation over HR manager that perform this function precision because the
whole performance of workplace depends on this only. This is the reason that HR manager has to
focus over all different activities related to this functioning like planning and controlling so able
to deliver perfect results.
Training and development: Yuwono, Suroso and Hubeis (2021) states that this is another
important function of HR department. In this, HR manager has the major role about effective
appraisal of employee performance through utilisation of effective techniques. This is o because
it is only the base that help to identify the gaps in performance and selection of approaches that
needed to apply for improvement of performance. It brings an obligation over HR manager that
ensure effective distribution of activities in between team so able to ascertain perfect results
regarding the performance and existing issues.
What impact have by the exercise of talent management on the role of HR at Crockett & Jones?
As per the opinion of Al-Rawashdeh (2021), Talent management is important exercise for
the improvement of overall role of HR. This is so because improved performance of employee
aid in reduction of barriers from HR working. The benefit of this ascertained by HR of an
organisation as efficient amount of time for the performance of main functions of their role. The
detailed level of impact is defined below;
High availability of time: This is about the availability of time in front of HR manager
and its team because of the less number of issues at workplace due to retention of talented team
within an organisation. This time can be utilised for the purpose of learning new working
techniques and overall improvement of work.
7

Good team members: Development of talented team provide an opportunity to have
good candidates in HR team (Alves, 2021). This help the overall department to work effectively
and achieve targets within stipulated time.
8

Methodology and Data Collection
Research methodology is the specific and essential techniques and procedure used by
investigator for identifying, selecting and evaluating data regarding a topic. Research
methodology defined as particular techniques or procedures often used for exploring,
determining, processing, choosing and analysing data related to the topic. This is the section
which provides assistance to reader for critically evaluating reliability and validity of research
study (Saeed and Al Qunayeer, 2021). Basically in this researcher properly designs the study for
ensuring the reliable and valid outcomes which address the research objectives and aim. So, it
becomes significant part which helps in evaluating and collecting data by particular
methodology. For this specific section, researcher onion framework would be used by
investigator. This framework has various layers that are considered for collection and evaluation
of data and these layers are explained below:
Research Approach: This is the term which is over-arching in creating knowledge
related to the subject. There are three kinds of philosophies like ontology, axiology,
epistemology. These are very helpful in taking out present research study, epistemology is
selected as research philosophy (Avci, 2021). Interpretivism and pragmatism philosophy are the
two kind of epistemology philosophy. Pragmatism is selected because it gives data in a
numerical form in a very less period of time and interpretivism philosophy is used to take out
qualitative data.
Research Philosophy: This is the process which is used for analysing data that is
collected in quantitative and qualitative research methods. There are two types of approaches in
analysis of data that are deduction and induction. The both approaches are chosen by researcher
because inductive assists in facilitating analysis of qualitative information that is collected by
articles, books, journals, articles in literature review (Wilson, Mikahere-Hall and Sherwood,
2021). Deductive approach is considered for analysing quantitative information in a very less
period of time.
Research Strategy: Research strategy refers to the strategies used by researcher in
executing the research. The various strategies are experimental work, case study, systematic
literature review, survey and so on. But for fulfilling objectives of research survey and literature
review are considered (Groenland, 2021). Literature consists information which are of secondary
and qualitative nature but survey is used to gather quantitative information.
9

Research Choice: The onion research framework helps in achieving the objectives of
research and the its fourth layer has three kinds of research choices which are generally called as
multi-method, mixed method and mono method. These types are quite effective but as per the
requirement of present research that impact of talent management on the role of human resource,
mixed method is chosen by investigator as research choice (Kozdrach, 2021). It has quantitative
and qualitative. Qualitative research choice is gives the data which are of theoretical nature
according to the research topic and quantitative research choice gives numerical information as
per the topic of investigation.
Time Horizon: Time is the factor which is very important in completing the whole
research by focusing on each and every activity. Time horizon is divided into two parts known
by longitudinal and cross-sectional. For the fulfilment of specific need of current research, cross-
sectional horizontal is selected because it is based upon real situation and assist in completing the
research in very less time whereas longitudinal is the approach which takes a lot of time in
completing the project. So this is the reason longitudinal time horizon is not selected (Benali and
Asri, 2021).
10

Primary and secondary methods: Data collection is the method through which
researcher aims at collecting reliable data for attaining the pre-defined objectives of research.
Data collection is divided into two types commonly known as primary and secondary data
collection. For gathering primary data, questionnaire is preferred by researcher where 30
employees are chosen as participants Crockett & Jones, London, UK. Primary information is
more of raw nature as this type of data has never been used. In respect of collecting secondary
information researcher has focused on different sources like reputed magazines, newspapers,
books, journals and articles and these sources are mainly used for collecting data for literature
review (McGill and et. al., 2021). The secondary data is more of data which has existence so
with this information researcher does in-depth research on the specific topic. So, it is said that
researcher has considered primary as well as secondary method.
Techniques and procedures: Techniques are the most significant way for selecting
effective techniques of research for gathering information related to the topic. There are various
types of techniques of the investigation like focus group, observation, experiment, questionnaire,
interview, modelling and many more (Nasution, Atmawijaya and Aziz, 2021). These techniques
are very effective in gathering information regarding the topic which is impact of talent
11

management on the role of human resource, so as per the need questionnaire is chosen by
researcher as technique of research. The purpose of choosing questionnaire is it provides
opinions and views of respondents which is appropriate and reliable and does not take much
time.
Sampling: Sampling refers to the technique of selection of individuals or subset from the
whole population to form statistical inferences from them and determine characteristics of the
overall population. Different types of sampling methods are considered by researcher in the
market research so there is no need to research the whole available population to gather insights.
Sampling is classified into two types which are known by probability and non-probability
sampling. Probability sampling is defined as technique in which investigator decides criteria and
selects members randomly whereas non-probability sampling selects members for investigation
at random. As per the requirement of current research probability sampling is used as it assists in
selecting large number of sample (Piligrimienė, 2021). In this 30 employees are selected from
Crockett & Jones, London, UK because they are directly linked to the organisation.
12

Data analysis and interpretations
Data analysis is the systematic process of synthesizing and organising the data or
information so as to answer research questions. Data analysis help in interpreting collected data
systematically (Sweet and Black, 2021). According to the present study, quantitative data was
collected from questionnaire. For analysing quantitative information, frequency distribution
analysing is applied by investigator. Therefore, quantitative analyse is interpreted as below:
Frequency distribution table
Q1 What is the process of talent management followed within Crockett &
Jones?
Frequency
a) Planning 7
b) Attracting 6
c) Selecting 8
d) developing 9
Q2 What are the main initiatives of talent management taken by the business
manager of Crockett & Jones?
Frequency
a) Maintaining individual identity 9
b) Training and development 8
c) Role design 7
d) Job rotation 6
Q3 What are the major benefits of talent management for Crockett & Jones? Frequency
a) Develop brand reputations 8
b) Attainment of competitive advantages 8
c) Strengthens of human capital structure 7
d) Retaining and attracting finest talent 7
Q4 What are the advantages of talent management experienced by the
employees of Crockett & Jones?
Frequency
a) Develops personal skills 7
b) Increase motivation and satisfaction 6
c) Boost up confidence 8
d) Improves personal and professional growth 9
13

Q5 What is the impact of talent management of the role of HR within Crockett
& Jones?
Frequency
a) Increase employee’s performance 6
b) Reduce High employee turnover 10
c) Improve on-boarding experiences of employees 5
d) Employee Engagement 9
Q6 What is the influence of talent management in improving business
performance of Crockett & Jones?
Frequency
a) Positive influence 25
b) Negative influence 2
c) Neutral 3
Q7 What are the main challenges of talent management faced by human
resource of Crockett & Jones?
Frequency
a) Increased employee turnover 9
b) Unappealing company culture 8
c) Tightening talent market 7
d) Higher total compensation demand 6
Q8 What are the effective ways that would be use by Crockett & Jones for
overcoming the challenges associated with talent management for HR?
Frequency
a) Proper recruitment and selection 6
b) Training and development 8
c) Developing diverse organisational culture 5
d) Proper communication with employees 11
Q9 What are main talent management strategies used for overcoming the
challenges of talent management?
Frequency
a) Hire only top employees 10
b) Hire promising specialists and develop team 10
c) Combine strategy 1 and 2 10
14

Q10 Does talent management helps Crockett & Jones in achievement of
competitive advantages?
Frequency
a) Yes 28
b) No 2
Table 1: Process of talent management
Q1 What is the process of talent management followed within Crockett &
Jones?
Frequency
a) Planning 7
b) Attracting 6
c) Selecting 8
d) developing 9
Interpretation: From the above given information it is being analysed that there are total
30 employees who are selected as respondents out of them 7 respondents have answered that
planning is the process of talent management followed within Crockett & Jones because in this
phase they make decision regarding management of talent, 6 respondents have said that the
process involves attracting where they focus on activities through which talented candidates
could be attracted, 8 respondents answered that selecting is the process where company focuses
on selecting most qualified candidate from different available alternatives.
15

Table 2: Main initiatives of talent management
Q2 What are the main initiatives of talent management taken by the business
manager of Crockett & Jones?
Frequency
a) Maintaining individual identity 9
b) Training and development 8
c) Role design 7
d) Job rotation 6
Interpretation: According to the provided data it is being analysed that out of total
participants, 9 participants have said that maintaining individual identity is the main initiative of
talent management taken by the business manager of Crockett & Jones because in an
organisation every employee wants their different identity among various employees, 8
participants have said that training and development because it enhances the knowledge of
employees, the other 7 participants have believed that role design is an initiative in which
according to the employees capability their roles and responsibilities are designed. The
remaining 6 respondents have believed that job rotation is an another initiative which improves
the ability of employees doing different according to their choice.
16

Table 3: Major benefits of talent management
Q3 What are the major benefits of talent management for Crockett & Jones? Frequency
a) Develop brand reputations 8
b) Attainment of competitive advantages 8
c) Strengthens of human capital structure 7
d) Retaining and attracting finest talent 7
Interpretation: As per the given graph it is being observed that 8 respondents have
observed that the major benefits of talent management is developing brand reputations as
employees share good information about the company, 8 respondents have answered that
attainment of competitive advantages because they could have employees who are more efficient
in comparison to competitors, the another 7 respondents have said that it strengthens the
structure of human capital as the company has great employees who are effective, qualified and
talented. And the rest 7 respondents have said that attracting and retaining finest talent through
talent management as employees get satisfied with the activities of talent management.
Table 4: Advantages of talent management
Q4 What are the advantages of talent management experienced by the
employees of Crockett & Jones?
Frequency
a) Develops personal skills 7
17

b) Increase motivation and satisfaction 6
c) Boost up confidence 8
d) Improves personal and professional growth 9
Interpretation: According to the information shown in graph it has been interpreted that 7
participants have said that the advantage of talent management is developing personal skills
where employees get development sessions to improve their skill, 6 participants have said that it
increases the satisfaction and motivation level as employees are continuously encouraged. 8
participants have believed that talent management boosts up the confidence level as they are
given opportunities and the remaining 9 respondents have said that it improves the professional
and personal growth by giving them opportunity to take participate in the decision making.
Table 5: Impact of talent management of the role of HR
Q5 What is the impact of talent management of the role of HR within Crockett
& Jones?
Frequency
a) Increase employee’s performance 6
b) Reduce High employee turnover 10
c) Improve on-boarding experiences of employees 5
d) Employee Engagement 9
18

Interpretation: From the given data it is being analysed that 6 respondents have said that impact
of talent management of the role in HR is increase in performance of employees as they have
given chance to improve their knowledge, 10 respondents have said that it reduces the high
employees turnover as employees are more satisfied, 10 respondents answered that it improves
the on-boarding experiences of employees as company focuses on providing great environment
and the remaining 9 respondents have said that employee engagement through which they are
encouraged towards the objectives of company.
Table 6: Influence of talent management in improving business performance
Q6 What is the influence of talent management in improving business
performance of Crockett & Jones?
Frequency
a) Positive influence 25
b) Negative influence 2
c) Neutral 3
19

Interpretation: As per the provided data it has been analysed that 25 participants answered that
there is positive influence of talent management in improving business performance of Crockett
& Jones as more number of employees are retained in the organisation, 2 respondents answered
that it has negative influence as it does not assist in satisfying employees in the organisation and
the remaining 3 respondents said that it has neutral influence of talent management as there is no
big impact in the organisation.
Table 7: Main challenges of talent management faced by human resource
Q7 What are the main challenges of talent management faced by human
resource of Crockett & Jones?
Frequency
a) Increased employee turnover 9
b) Unappealing company culture 8
c) Tightening talent market 7
d) Higher total compensation demand 6
20

Interpretation: It has been understanding from the above mentioned data or table that
there are various challenges faced by HR of Crockett & Jones while managing talent at
workplace. 9 participants had opinion as increased employee turnover is a major problem that
negatively impact on employees as well as an organisational performance. 8 respondent had view
as unappealing company culture is a major problem because it increases employee turnover. 7
participants had knowledge as tightening talent market is a biggest challenge that has direct
effect on business as well as organisational productivity. Remaining 6 respondents had view as
higher total compensation demand is a major challenge because it not facilitates in managing of
talent at workplace.
Table 8: Effective ways for overcoming the challenges linked with talent management for HR
Q8 What are the effective ways that would be use by Crockett & Jones for
overcoming the challenges associated with talent management for HR?
Frequency
a) Proper recruitment and selection 6
b) Training and development 8
c) Developing diverse organisational culture 5
d) Proper communication with employees 11
21

Interpretation: It has been interpreted from the above mentioned table or graph that there
are some effective ways that are essential for HR in overcoming all challenges associated with
talent management. 6 employees of Crockett & Jones had opinion as proper recruitment and
selection is significant as it helps in reduction of the issues of high employee turnover. 8
participants said that training and development is an effective way to overcome the challenges
which is associated by talent management. 5 Staff member gives their viewpoint that developing
diverse organisational structure can reduce the challenges related to Talent management.
Table 9: Talent management strategies used for overcoming the challenges of talent
management
Q9 What are main talent management strategies used for overcoming the
challenges of talent management?
Frequency
a) Hire only top employees 10
b) Hire promising specialists and develop team 10
c) Combine strategy 1 and 2 10
22

Interpretation: From the above mentioned graph or table, it has been interpreted that
there are some essential strategies of talent management that facilitate company in overcoming
above mentioned all challenges. For this topic, there is a different opinion of respondents. These
are hire only top employees, hire promising specialists and develop team and combine strategy
1&2. These are main strategies that are essential in reduction of challenges linked with talent
management.
Table 10: Talent management helps Crockett & Jones in achievement of competitive advantages
Q10 Does talent management helps Crockett & Jones in achievement of
competitive advantages?
Frequency
a) Yes 28
b) No 2
23

Interpretation: It has been identified from the above mentioned graph or information that
talent management is essential for Crockett & Jones in achievement of competitive advantages.
For this 28 out of 30 respondents said yes, whereas 2 said no.
Discussion
From the above mentioned information, it has been discussed that talent management is
important for the role of human resource (Werner, 2021). Talent management helped company in
improving employee’s performance, retaining top talent etc. These are major roles of human
resource that are essential for the growth and success of company at national as well as
international level. There are various roles played by HR including recruitment and selection,
training and development etc. These roles facilitated company in managing of talent within a
workplace.
Research Outcomes
Covered in PPT
Conclusion and Recommendations
Conclusion:
From the above mentioned information, it has been concluded that talent management
has direct impact on the role of HR. There are various processes of talent management such as
planning, attracting, selecting, developing and retaining. Talent management process helped
business organisation in management of talent within an organisation. There are various initiates
24

taken by company while managing talent at workplace such as maintaining individual identity,
training and development, role design and job rotation. There are various advantages of talent
management for company including develop brand reputations, attainment of competitive
advantages, strengthens of human capital structure and retaining and attracting finest talent.
There is a positive impact of talent management on HR roles i.e. increase employee’s
performance, reduce high employee turnover, improve on-boarding experiences of employees
and employee engagement. There are some hallenges of talent management faced by HR
including increased employee turnover, unappealing company culture, tightening talent market
and higher total compensation demand. These challenges had negative impact on business and
also employee performance. Therefore, above mentioned all information are accurate and true, it
means research aim and each objective are achieved successfully.
Recommendations:
From the above mentioned data or findings, it has been recommended that, there are
some ways that for human resource in managing and retaining of talent at workplace. These
recommendations are explained as below:
 Opportunities of training and development: Human resource manager of Crockett &
Jones organises training sessions so that potential of employees can be improved. Talent
of employees should be polished with new so that company's profitability chances can be
increased. These development programs also improve those areas of employees where
they mostly lack. Basically these are the tools that increase and improve potential level of
employees. When they get constantly trainings, employees leave the idea of leaving the
company trainings are helping in increasing their skills for personal as well as career
opportunities.
 Giving rewards and recognition: This is one of the best strategies of talent management
used by HR of Crockett & Jones. The recognitions and rewards are very important in
retaining employees in organisation because they make personnel to feel appreciated and
recognized. Rewards decrease and reduce the chances of employees leaving the
company. Small gifts and appreciations make employees to stay in the company.
25

Reflection & Recommendation of alternative research methodology
Reflection: I conducted this research on the impact of talent management of HR. For this
research, I applied various types of research methodologies i.e. questionnaire, primary and
secondary research etc. These methods helped me in achieving each objective successfully. By
conducting this investigation, I improved my research skills i.e. data collection, time
management, presentation etc. These skills facilitated me in completion of full dissertation in
successful manner. By conducting this investigation, I faced various challenges that are time
constraints, lack of resources and many more. These challenges had direct impact on my
performance level when I required to complete full dissertation systematically and timely.
Recommendation for alternative research methodology: There is a suggestion for
alternative research methodology for investigator. Interview is an alternative research
methodology that could be used by researcher if they get another opportunity for conducting
further investigation (Li and Zhao, 2021). By using interview method, researcher can collect
qualitative data from small number of participants. In this method, various number of open-
ended questions will be prepared by researcher. Therefore, interview is an alternative
methodology for present investigation.
26

REFERENCES
Books and Journals
Al-Rawashdeh, A. T., 2021. The Impact of Applying Talent Management Strategies on
Achieving Happiness in the Work Environment: An Applied Study on the Royal
Jordanian Airlines Company. International Review of Management and
Marketing, 11(1), p.68.
Alves, P., 2021.Strategic Talent Management: Employer Branding as an efficient retaining
strategy for sustainable organizations.
Avci, B., 2021. Research methodology in critical mathematics education. International Journal
of Research & Method in Education, 44(2), pp.135-150.
Benali, A. and Asri, B. E., 2021. Towards Rigorous Selection and Configuration of Cloud
Services: Research Methodology. arXiv preprint arXiv:2104.00819.
GAITONDE, D. S. and LELE, U., 2020. ADOPTION OF TALENT MANAGEMENT
PRACTICES FOR MANAGING DIVERSITY RELATED ISSUES IN SERVICE
ORGANIZATIONS IN PUNE REGION.
Groenland, E., 2021. Research methodology in entrepreneurship. In World Encyclopedia of
Entrepreneurship. Edward Elgar Publishing.
Hasan, N.A. and Saufie, N. H., 2021. THE CURVILINEAR EFFECT OF TALENT
MANAGEMENT ON FINANCIAL AND INNOVATION PERFORMANCE OF
SMES. International Journal of Management, 12(1), pp.33-45.
Ismail, F. and et. al., 2021. Effect Of Talent Management Practices At Smes In
Malaysia. European Journal of Molecular & Clinical Medicine, 7(07), p.2020.
Kozdrach, R., 2021. The Innovative Research Methodology of Tribological and Rheological
Properties of Lubricating Grease. Tribology in Industry, 43(1).
Li, S. and Zhao, H., 2021. The Methodology of the Research on Language Aptitude: A
Systematic Review. Annual Review of Applied Linguistics, pp.1-30.
McGill, A. and et. al., 2021. The functional resonance analysis method as a health care research
methodology: a scoping review protocol. JBI Evidence Synthesis, 19(3), pp.734-740.
Mujtaba, M. and Mubarik, M. S., 2021. Talent management and organizational sustainability:
role of sustainable behaviour. International Journal of Organizational Analysis.
Nasution, S. S., Atmawijaya, T. D. and Aziz, A., 2021. The Students’ Needs in Learning
Research Methodology in Linguistics. EDUVELOP, 4(2), pp.79-87.
Piligrimienė, Ž., 2021. Research Methodology of Gamification-Based Consumer Engagement in
Value Creation in the Context of ICT Development. In Gamification and Consumer
Engagement (pp. 109-128). Springer, Cham.
Saeed, M. A. and Al Qunayeer, H. S., 2021. Can we engage postgraduates in active research
methodology learning? Challenges, strategies and evaluation of learning. International
Journal of Research & Method in Education, 44(1), pp.3-19.
Sehatpour, M. H., Abedin, B. and Kazemi, A., 2021. Talent management in government
organizations: identification of challenges and ranking the solutions to address
them. International Journal of Productivity and Performance Management.
Sikder, S. and Wijesuriya, D. D., 2021. Literature Review: Talent Management. JOURNAL OF
CONTEMPORARY DEVELOPMENT & MANAGEMENT STUDIES, p.80.
Sweet, K. M. and Black, S. L., 2021. Human Resource Development Before, During, and After
Military Leave. Advances in Developing Human Resources, p.1523422320982928.
27

Werner, J. M., 2021. Human Resource Development: Talent Development. Cengage Learning.
Wilson, D., Mikahere-Hall, A. and Sherwood, J., 2021. Using indigenous kaupapa Māori
research methodology with constructivist grounded theory: generating a theoretical
explanation of indigenous womens realities. International Journal of Social Research
Methodology, pp.1-16.
Yuwono, I. A., Suroso, A. I. and Hubeis, A. V., 2021. THE EFFECT OF TALENT
MANAGEMENT ON EMPLOYEE PERFORMANCE WITH CORPORATE
CULTURE AS A MEDIATING VARIABLE. Jurnal Aplikasi Bisnis dan Manajemen
(JABM), 7(1), pp.212-212.
28

Appendix 1
Questionnaire
Q1 What is the process of talent management followed within Crockett & Jones?
a) Planning
b) Attracting
c) Selecting
d) Developing
e) Retaining
Q2 What are the main initiatives of talent management taken by the business manager of
Crockett & Jones?
a) Maintaining individual identity
b) Training and development
c) Role design
d) Job rotation
Q3 What are the major benefits of talent management for Crockett & Jones?
a) Develop brand reputations
b) Attainment of competitive advantages
c) Strengthens of human capital structure
d) Retaining and attracting finest talent
Q4 What are the advantages of talent management experienced by the employees of Crockett &
Jones?
a) Develops personal skills
b) Increase motivation and satisfaction
c) Boost up confidence
d) Improves personal and professional growth
Q5 What is the impact of talent management of the role of HR within Crockett & Jones?
a) Increase employee’s performance
b) Reduce High employee turnover
c) Improve on-boarding experiences of employees
d) Employee Engagement
29

Q6 What is the influence of talent management in improving business performance of Crockett
& Jones?
a) Positive influence
b) Negative influence
c) Neutral
Q7 What are the main challenges of talent management faced by human resource of Crockett &
Jones?
a) Increased employee turnover
b) Unappealing company culture
c) Tightening talent market
d) Higher total compensation demand
Q8 What are the effective ways that would be use by Crockett & Jones for overcoming the
challenges associated with talent management for HR?
a) Proper recruitment and selection
b) Training and development
c) Developing diverse organisational culture
d) Proper communication with employees
Q9 What are main talent management strategies used for overcoming the challenges of talent
management?
a) Hire only top employees
b) Hire promising specialists and develop team
c) Combine strategy 1 and 2
Q10 Does talent management helps Crockett & Jones in achievement of competitive advantages?
a) Yes
b) No
30

Appendix 2
Research Findings
31

32

33

34