Talent Management and its Role in Employee Satisfaction at KTA Group

This report examines the talent management practices at KTA Group Ltd, focusing on their impact on employee productivity and satisfaction. It begins with a literature review defining talent management as a system for recruiting and retaining skilled employees to achieve business objectives. The research aims to assess the importance of talent management in enhancing employee outcomes at KTA Group Ltd, with objectives including understanding the conceptual framework, investigating its role, and discerning specific strategies used by the company. The report covers strategic planning, talent attraction, employee selection, training and development, and retention strategies. It also discusses research methodologies, including research philosophy (positivism), research approach (deductive), research choice (mono method), research strategy (survey), and data collection methods (primary and secondary), along with their advantages and disadvantages. A questionnaire was conducted to gather employee perspectives on talent management within KTA Group Ltd, and the results are analyzed to understand employee knowledge, perceived importance, and preferred strategies. The report concludes by highlighting the importance of talent management in enhancing employee engagement and organizational success.

Unit 11- Questions

Table of Contents
Introduction .....................................................................................................................................3
Main body .......................................................................................................................................3
1. Literature Review on the area of “Talent Management” ............................................................3
2. Research methods with advantages and disadvantages...............................................................5
3. Conducting a Questionnaire ........................................................................................................7
4. Explaining how research methods have helped in achieving defined objectives......................13
5 Alternative methods that could have been used..........................................................................14
Conclusion.....................................................................................................................................14
References .....................................................................................................................................15

Introduction
Talent management is defined as such aspects which can be used by the businesses in
order to recruit talented people and to retain the existing one as well. With the help of talent
management business objectives can be attained by the organisation in easy manner which leads
in enhancing overall sustainability to the organisation (Järvi and Khoreva, 2020). This report is
covering various measures used by the organisation in respect of talent management and
organisation taken for the report is KTA group Ltd which is engaged in offering new and used
vehicles to their customers.
Main body
Research aim
To examine the importance of talent management process in enhancing employee
productivity and satisfaction. A study on KTA group Ltd.
Research objectives
 To understand the conceptual framework linked with talent management process in KTA
group Ltd
 To investigate the role of talent management over employee productivity and employee
satisfaction in KTA group Ltd
 To discern the strategies used by KTA group Ltd in respect of talent management.
Research question
Explain conceptual framework of talent management along with its role and strategies
used by KTA group Ltd?
1. Literature Review on the area of “Talent Management”
Explain conceptual framework of talent management along with its role and strategies used by
KTA group Ltd?
According to Narayanan, Rajithakumar and Menon, (2019), With the fast changing
environment the organisation are adopting the word talent management in their business
operation. Talent management is the systematic framework. It is the process of attracting, hiring,
acquiring, selecting and retaining the employees who possess special skills in a particular field. It
is the combination of hr process where different strategies are adopted by HR department for

capturing best candidate for their organization. Talent management conceptual framework
involve the following steps:
Strategic planning: This is the first step in this framework. In this companies develop the goal
and objective about the need and skills required for filling the job.
Attracting talent: Once the plan has been made the next footstep is what tools, techniques and
method the business should use to attract multiple applicant to apply in their organization.
Selecting employees: The third step is that to select and hire the most suitable candidate out of
the application. So that right person in the right job can be there (Collings, Scullion and
Caligiuri, 2018).
Training and development: Every employee posses skills but it is important for the
organisation to train their employees on regular basis so that new skills and knowledge can be
learned. It is also important for the organization to develop the career of the employees so that a
sense of belongingness can be developed.
Retention strategy: This is the last step in the process of talent management which is concern in
retaining of employee for longer period of time. This strategy is adopted by the business to
reduce the employee turnover and also acquire talented employee.
The role of talent management in KTA group Ltd., is that the company is a small sized
organization which aims is to grow with the use of the skills and knowledge that their best
employees have. So the business is using the concept of talent management in their organization.
In KTA group the talent management role is done by their HR department. The term is more
focused is how they can enhance their day to day operation effectively and efficiently. The
foremost role played by them is recruitment of right people. In this role the company HR
mangers carefully identify the job requirement, define the job, use various techniques to attract
and hire employees (Khoreva, Vaiman and Van Zalk, 2017). The next role that they play is
tracking the performance of the employees. In this role the mange the performance of the
workers so that efficiency can be maintained. A proper communication line is been setup for ease
in sharing of information. The role that KTA group supervisor plays in talent management is
developing Career, making business strategy, development of leadership quality in employees
and many more.
Talent management strategies in KTA GROUP LTD are as under:

 Adopting a culture fit environment: The company is in SME stage where the employees
working in it is limited. So the venture adopt this strategy where they try to built an
environment where employee feel as a part of the organization. They also built effective
relationship between the mangers and employees. Apply those ethics and values which
can be easily follow by the workers.
 Rewarding the employees: To attract and retain employees KTA GROUP gives rewards
to the performer (Mohammadi and et. al., 2018). They recognize the best employee on
the basis of the performance and then give bonus or perk. They also gives extra benefits
to the employees on special occasions.
2. Research methods with advantages and disadvantages
Research methods are defined as such tools and techniques which are used by the
researcher in order to procure and evaluate data. Some of the research methodology which are
majorly used by researcher are elaborated as under along with their advantages and
disadvantages:
Research Philosophy: Research philosophy is regarded as such set of principles by which
research can be conducted in appropriate manner. This is basically studied in the forms of
epistemology, ontology and axiology. In the respect of requirements of current research,
researcher has chosen epistemology philosophy as this leads into gaining valid information
related with research topic (Wandhe, 2016). Under epistemology three types of research
philosophies are added such as interpretivism, Positivism and realism. Researcher has chosen
positivism as the major advantages of this philosophy is that it is highly scientific in nature so
leads into developing statistical data. On the other hand this research philosophy is extremely
complex and this process does not provide intensity within data collection.
Research Approach: Research approach is defined as such aspects which is associated
with data collection and data analysis within study. This helps the investigator in the process of
decision making and developing research objectives in easy manner. This is regarded into two
types such as inductive and deductive. Under this research the researcher has chosen deductive
approach as this could be helpful in initiating the study with some application of theory and
completing the same with investigation. This research is not related with divergent thinking so
this limits the scope of creativity which is the major drawback of this approach.

Research Choice: Research choice is defined as that research methodology which is related with
the type of data used within the research so that to attain research objectives. There are various
research choices such as mono method, mixed method and multi-mixed methods. Researcher has
selected mono method within research choice as this assists the researcher in using qualitative
and quantitative (Vilčiauskaitė, Savanevičienė and Navickas, 2020). The present report is
associated with quantitative research choices which will be helpful in accumulating information
in practical manner. The major drawback of quantitative research choice is that it does not
provide in-depth information related with research topic hence sometimes gathered information
could be biased.
Research Strategy: Research strategy is regarded as the methods which are helpful in gathering
information related with research topic. There are different strategies such as grounded theory,
survey. Interviews, case study and many more. Investigator ha selected survey research strategy
in which information can be collected with reliable sources in short period of time. The survey
research design is not flexible in nature which may create controversial issues.
Data Collection: Data collection is regarded as such research methodologies which are helpful
for the researcher to take out authentic and reliable information. There are two types of data
collection such as primary and secondary (Kareem, 2019). Under this research, researcher has
chosen both primary and secondary methods of data collection. As primary data collections
methods are not able to provide in-depth manner and at the same time using secondary data
collection methods in depth information can be gathered which leads into gaining overall
research objectives in appropriate manner.
Sampling: Sampling is regarded as the research methodology which is associated with
representation of whole population. There are two major options which can be used by
researcher within sampling such as probability and non-probability. Under this project researcher
has chosen random sampling (Krishnan and Scullion, 2017). The method is highly time taking
and needs higher resources, at the same time sometimes samples are not enough to represent
population in overall manner. On the contrary the method contains lesser risk and provide equal
opportunities to people for getting selected which minimised involvement of error and biasness.

3. Conducting a Questionnaire
Q1) Do you think that you have apt knowledge about the process of talent management?
a) Yes
b) No
Q2) According to your opinion, do you think that talent management process is important
within KTA group Ltd?
a) Yes
b) No
Q3) As per your experience in KTA group Ltd, what is the major importance of talent
management process?
a) Attracting best talent
b) Retaining best employees
c) Encouraging and motivating workforce
d) Enhancing business performance
Q4) As per your knowledge, what are the roles of talent management within KTA group Ltd in
terms of their employees?
a) Increasing employee satisfaction
b) Holding employees who drive the success of organisation
c) Managing performance of employees
d) Developing career of employees
Q5) According to your view, which talent management strategy is helping KTA group Ltd to
retain and satisfy their employees?
a) Providing benefits and great rewards
b) Arranging sessions of training and development
c) Succession Planning
d) Giving reviews and feedbacks
Frequency Distribution Table
Q1) Do you think that you have apt knowledge about the process of
talent management?
Frequency

a) Yes 15
b) No 0
Q2) According to your opinion, do you think that talent management
process is important within KTA group Ltd?
Frequency
a) Yes 10
b) No 5
Q3) As per your experience in KTA group Ltd, what is the major
importance of talent management process?
Frequency
a) Attracting best talent 3
b) Retaining best employees 4
c) Encouraging and motivating workforce 5
d) Enhancing business performance 3
Q4) As per your knowledge, what are the roles of talent management
within KTA group Ltd in terms of their employees?
Frequency
a) Increasing employee satisfaction 4
b) Holding employees who drive the success of organisation 4
c) Managing performance of employees 3
d) Developing career of employees 4
Q5) According to your view, which talent management strategy is
helping KTA group Ltd to retain and satisfy their employees?
Frequency
a) Providing benefits and great rewards 3
b) Arranging sessions of training and development 4
c) Succession Planning 5
d) Giving reviews and feedbacks 3
Question 1: Knowledge about the process of talent management

Q1) Do you think that you have apt knowledge about the process of
talent management?
Frequency
a) Yes 15
b) No 0
a) Yes b) No
0
2
4
6
8
10
12
14
16 15
0
Interpretation: From the above accumulated piece of information it is understood that
there are total 50 respondents. The whole respondents have answered yes that they have apt
knowledge about the talent management process because their working organisation is
continuously using strategies so that they can motivate and encourage towards their work. Hence
, it is said that talent management is very important so every one in the organisation has great
regarding this.
Question 2: Talent management process is important within KTA group Ltd
Q2) According to your opinion, do you think that talent management
process is important within KTA group Ltd?
Frequency
a) Yes 10
b) No 5

a) Yes b) No
0
1
2
3
4
5
6
7
8
9
10
10
5
Interpretation: As per the recorded piece of information it is interpreted that 10
participants have said yes that talent management process is important within KTA Group Ltd.
They believe this process is important because it helps in motivating and encouraging workforce
in the company and through this way company could easily achieve aim and objectives. The
remaining 5 respondents have answered no that talent management process is not that important
in an organisation. They believe that there are other important processes in the organisation in
comparison to talent management process.
Question 3: Major importance of talent management process
Q3) As per your experience in KTA group Ltd, what is the major
importance of talent management process?
Frequency
a) Attracting best talent 3
b) Retaining best employees 4
c) Encouraging and motivating workforce 5
d) Enhancing business performance 3

a) Attracting best talent
b) Retaining best employees
c) Encouraging and motivating workforce
d) Enhancing business performance
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
3
4
5
3
Interpretation: From the above mentioned graph it is interpreted that there are total 15
respondents. 3 respondents have answered that attracting best talent is one of the major
importances of talent management process because it makes appropriate strategy to recruit and
select talent. The other 4 respondents have answered that retaining best employees is the other
importance of talent management procedure because this motivates and encourages them to work
and work for the same company. Another 5 respondents have said that motivating and
encouraging workforce so that they could work hard. The remaining 3 respondents have said that
enhancing business performance is the other importance of this process.
Question 4: Roles of talent management within KTA group Ltd in terms of their employees
Q4) As per your knowledge, what are the roles of talent management
within KTA group Ltd in terms of their employees?
Frequency
a) Increasing employee satisfaction 4
b) Holding employees who drive the success of organisation 4
c) Managing performance of employees 3
d) Developing career of employees 4

0
1
2
3
4
4 4
3
4
Interpretation: As per the gathered piece of information, it is analysed that 4 respondents
have said the increasing employee satisfaction is one of the roles, the other 4 participants have
said that it performs the role of holding talent who help in driving the success of organisation.
The other 3 respondents have answered that managing performance of employees is the other
role and the remaining 4 respondents have said that developing career of employees is the other
significant role.
Question 5: Talent management strategy is helping KTA group Ltd to retain and satisfy their
employees
Q5) According to your view, which talent management strategy is
helping KTA group Ltd to retain and satisfy their employees?
Frequency
a) Providing benefits and great rewards 3
b) Arranging sessions of training and development 4
c) Succession Planning 5
d) Giving reviews and feedbacks 3

0
1
2
3
4
5 3
4
5
3
Interpretation: With the above collected data it is analysed that 3 respondents have
answered that providing benefits and great rewards is one of the best strategies. The other 4
respondents have said that arranging sessions of training and development. Another 5
respondents have said that succession planning is the other strategy and the remaining 3 have
answered that giving feedbacks and reviews.
4. Explaining how research methods have helped in achieving defined
objectives
From the above used research methods this can be concluded that research method are
highly essential for the research to develop their aims and objectives within research. Primary
data collection could be helpful in developing raw information which was not gathered in earlier
manner. This helped the researcher in gaining new information which are associated with
research topic. Secondary data collection has helped the researcher in using already published
articles which has helped in gaining in-depth information related with research. Deductive
approach has also assisted in acquiring pre-defined objectives in such a manner that reliability
and validity related with research topic. The sampling method has also played prominent role in
developing the research in such a way that numerical information can be collected and at the
same time research objectives could have been attained. The survey strategy is associated with

holding the primal importance within research as this will lead into gaining quantitative
information over research topic.
5 Alternative methods that could have been used
In current research quantitative research methods are used which are helpful in collection
of numerical information within research. Researcher could have chosen interview at the place if
questionnaire as interview helps in gaining detailed opinion related with chosen topic from
respondents. Researcher could have used qualitative research methods which will give in-depth
information related with research in theoretical manner.
Conclusion
From the above gathered information this can be concluded that talent management is
considered as one of the essential process which is helpful for the organisation in gaining and
retaining top talent within organisation. Under this research primary and secondary information
which lead to attain aims and objectives within research.

References
books and journals
Collings, D.G., Scullion, H. and Caligiuri, P.M., 2018. Global Talent Management: An
Introduction. In Global talent management (pp. 3-15). Routledge.
Järvi, K. and Khoreva, V., 2020. The role of talent management in strategic renewal. Employee
Relations: The International Journal.
Kareem, M.A., 2019. The impact of human resource development on organizational
effectiveness.
Khoreva, V., Vaiman, V. and Van Zalk, M., 2017. Talent management practice effectiveness:
investigating employee perspective. Employee Relations.
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
Mohammadi and et. al., 2018. Evaluating talent management process of faculty members in
Lorestan university of medical sciences: Mixed method research. Research in Medical
Education, 10(3), pp.35-46.
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.
Vilčiauskaitė, B., Savanevičienė, A. and Navickas, V., 2020. Managing older talents in the
context of aging society. Economics and sociology, 13(4), pp.213-226.Kareem, M.A.,
2019. The impact of human resource development on organizational effectiveness.
Wandhe, P., 2016. An Insights on Talent Management and Its Prospects. Available at SSRN
3318082.