Project: Talent Management Strategies at Marshfield Bakery, UK

This project analyzes the impact of talent management strategies on employee performance and organizational capability at Marshfield Bakery in the UK. It includes a project management plan outlining scope, cost, time, risk, resources, communication, and quality. The work breakdown structure and Gantt chart detail project tasks and timelines. Primary data was collected through questionnaires from 20 employees and analyzed using thematic analysis. Secondary data from various sources supports the importance of talent management, including strategies like financial incentives, feedback mechanisms, and addressing challenges such as communication gaps and conflicting employee needs. The findings, presented through graphs, indicate a positive impact of talent management on employee performance, with recommendations for further improvement. Desklib provides similar solved assignments for students.

Unit 6 Project Planning

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Aim and objectives......................................................................................................................3
Project management plan............................................................................................................3
Work break down structure and Gantt chart...............................................................................4
Primary data using questionnaire................................................................................................6
Secondary data relating to talent management............................................................................8
Using graph presenting the finding and analysis of result..........................................................9
Recommendation for developing further..................................................................................14
Reflection..................................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Aim and objectives
Talent management is being referred to as the attracting, selecting and retaining the
employees within the company for a longer period of time. This is very important for the reason
that in case employees will not be happy working within the company then this will affect the
working condition of the company. The present study is based on Marshfield bakery which is
located in UK and deals in Bakeries and Tortilla manufacturing industry.
“To analyse the impact of using various talent management strategies over the performance of
employees and organizational capability. A study on Marshfield bakery.”
Objectives
 To critically evaluate the impact use of different talent management strategies over the
working of the company.
 To examine the various challenges which the company faces while managing the talent
within the company.
Project management plan
 Scope- the scope of the present study will outline the enhanced knowledge relating to the
use of talent management strategies and its importance. the talent management is very
important for the effective working of the company and as a result of this the work
efficiency of the employees will improve.
 Cost- the cost relates to the cost of conducting the study as there are different activities
which involves the use of some resources which assist in improving and conducting the
study. hence, this involves some of the money to be paid against the use of the resources.
thus, the total cost involved in conducting the study is £275.
 Time- along with the cost, it is also very important for the researcher that they must
complete the study on time. the time management is very important because in case the
project will not be completed on time then this will affect the working efficiency of the
study. hence, the whole study will be completed two days before the deadline. This is
necessary because of the reason that when the project will be completed before time then
there will be some time to recheck the project.

 Risk- also with the project there are different types of the risk being associated by the
completion of the project. the most important risk associated is of the data that is whether
the correct and reliable data will be identified for the study or not. in addition to this,
another risk associated with the completion of the study, is getting over budget. this is
particularly because of the reason that it might be possible that the estimated cost gets
exceeded and this will impact the working to a great extent.
 resources- for the successful completion of the study there is requirement of the resources
and in the present case there is also many resources being used. these resources involve
computer, laptop, notepads, stationary, vehicle and many other different resources.
 Communication- the communication is very important because in case the intended
results will not be communicated properly then this will affect the quality of the study.
hence, the communication during the research will take place daily relating to all the
activities of the research.
 Quality- the quality is also very important to be maintained at time of the conducting the
study. this is very important for the reason that when the quality outcome will not be
provided then the intended audience will not be satisfied. hence, for this, researcher must
aim at providing quality services to the intended audience.
Work break down structure and Gantt chart
Task
Mode Task Name Duration Start Finish Predecessors
Manually
Scheduled introduction 18 days Mon 1/4/21 Wed 1/27/21
Auto
Scheduled Background 8 days Mon 1/4/21 Wed 1/13/21
Auto
Scheduled
Setting up research aim
and objectives 10 days Thu 1/14/21 Wed 1/27/21 2
Auto
Scheduled
project management
plan 12 days Thu 1/28/21 Fri 2/12/21
Auto
Scheduled cost 2 days Thu 1/28/21 Fri 1/29/21 3
Auto
Scheduled time 2 days Mon 2/1/21 Tue 2/2/21 5
Auto
Scheduled scope 2 days Wed 2/3/21 Thu 2/4/21 6
Auto
Scheduled quality 2 days Fri 2/5/21 Mon 2/8/21 7

Auto
Scheduled resources 2 days Tue 2/9/21 Wed 2/10/21 2,8
Auto
Scheduled risk 2 days Thu 2/11/21 Fri 2/12/21 9
Auto
Scheduled research methods 35 days Thu 1/28/21 Wed 3/17/21
Auto
Scheduled designing questionnaire 15 days Thu 1/28/21 Wed 2/17/21 3
Auto
Scheduled
collecting data with
help of questionnaire 20 days Thu 2/18/21 Wed 3/17/21 12
Auto
Scheduled data analysis 33 days Thu 3/18/21 Mon 5/3/21
Auto
Scheduled outlining themes 8 days Thu 3/18/21 Mon 3/29/21 13
Auto
Scheduled making of graphs 10 days Tue 3/30/21 Mon 4/12/21 15
Auto
Scheduled interpreting the data 15 days Tue 4/13/21 Mon 5/3/21 16
Auto
Scheduled
conclusion and
recommendation 5 days Tue 5/4/21 Mon 5/10/21
Auto
Scheduled concluding the findings 2 days Tue 5/4/21 Wed 5/5/21 17
Auto
Scheduled
providing some
recommendation for
improvement
3 days Thu 5/6/21 Mon 5/10/21 19,17

Primary data using questionnaire
Primary data is being referred to as the data which is gathered for the first time by the
researcher themselves. This is also known as first hand data as this is being used in any study for
the first time. the primary data is beneficial to be used as it involves using the data which has not
already being used in any of the research. in the present case of analysing the impact of talent
management strategies over performance of employees and company the primary data will be
gathered from 20 employees of Marshfield bakery. Further the data will be analysed with help of
the thematic analysis wherein the responses of the people will be analysed. this will be supported
by the data being gathered from secondary sources as well.
Questionnaire
Name:
Age:
Gender:
Q1. According to you what is talent management?
MSBP
introduction project
management plan research methods data analysis conclusion and
recommendation
background
setting up
research aim and
objective
cost designing
questionnaire outlining themes concluding
finding
time
collecting data
with help of
questionnaire
making graphs
providing
recommendation
for improvement
scope interpreting the
data
quality
resources

Acquisition and retention of employees within company
Managing performance of employees
Training and development
All of the above
Q2. What is the impact of using talent management strategies over performance of employees
and capability of company?
Positive
Negative
Q3. What are the various talent management strategies which company is using currently?
Using employee training tool
Recognizing and rewarding employees
Taking feedback from the employees
All of the above
Q4. What are the various challenge which company face while managing talent within company?
Communication gap
Ineffective leadership
Conflict within requirement of employees
Obsolete technology
Q5. How the talent management can be improved within the company in better manner?
Creating friendly environment
Minimising the communication gap
Setting clear aim and objectives of company
All of the above
Secondary data relating to talent management
As per the views of Claus (2019) talent management is being defined as the process
under HR which aims at retaining the employees within the company for a longer. this is
necessary pertaining to the fact that when the employees are not present within the company for
longer than this will affect the working efficiency of the company. The reason underlying this
fact is that when the same employees will be working within the company then this will improve
the overall organizational capability of the company. This is due to the fact that when there will

be frequent employee turnover then this will affect the working condition of company as the
same training will be provided to the employees and after sometime they will leave the job.
On the other hand, Collings, Mellahi and Cascio (2019) argues that there are different
types of the talent management strategies which assist in attracting the employees to stay for
longer within the company. This involves the most common strategy of providing financial
incentive and recognition. this is a good strategy because the financial and non- financial
motivation stimulates employees to work in better and effective manner and stay for longer in
the company.
In against of this, Crane and Hartwell (2019) another strategy for the effective talent
management within the company is to undertake the feedback strategy. under this strategy the
company will take continuous feedback from the employees relating to the working strategies
and environment. this taking of feedback will make them feel that their suggestions are important
for the management and will be included in decision making. this is important for the reason that
it will develop a feeling of connectivity of employees within the management of the business.
Moreover, Narayanan, Rajithakumar and Menon (2019) articulated that use of talent
management strategy will improve the working efficiency and performance of employees. This
is particularly because of the reason that when the effective talent management strategy will be
employed then this will motivate the employees to work in better and effective manner. this will
motivate the employees and as a result of this, the working of the company will be improved.
hence, this will also provide a competitive advantage and company will be in position to work in
better manner in the external environment.
But, on the contradictory note, Meyers and et.al., (2020) argued that there are also some
of the challenges as well which the company can face due to use of talent management strategy.
the most common challenge of the use of talent management strategy is that it is not possible that
same type of motivation will make all the employees happy and satisfied. this is particularly
because of the reason that all the people have different needs and requirement. it is not necessary
that in case a person is motivated with bonus then all other employees will also be motivated.
hence, this is the major issue as it is tough for the company to recognize that which employee
will be motivated by which factor.
In regards to this, Harsch and Festing (2020) also supports that another major challenge
which can be faced by the business organization is that conflict might arise. This is particularly

because of the reason that when the financial motivators are being provided to some people who
are capable then this might affect the working of other employees who are not getting the
motivator. This is particularly because of the reason that it is not necessary that all the people
gets the financial motivator as it is based on the performance only.
Using graph presenting the finding and analysis of result
Theme 1- All of the above is included within the meaning of talent management.
Particular Respondent % of respondent
Acquisition and retention of employees within
company 5 25
Managing performance of employees 3 15
Training and development 2 10
All of the above 10 50
Total 20 100
Interpretation- With the analysis of the primary data gathered it is clear that the use of talent
management strategy is necessary for the effective management of business. As per the views of
50 % of respondent it is clear that all of the above is the meaning of talent management. this all
of the above involves various elements of talent management like acquiring and retaining of
employees, performance management, training and development and others. however, the
remaining respondent agrees to all these factors on individual basis. De Boeck, Meyers and Dries
(2018) supports the fact that talent management is not limited to only these factors rather it
involves many. this is important to be used for the effective management of the working.

Theme 2- Positive impact is being created by the use of talent management strategies on the
performance of the company and employees.
Particular Respondent % of respondent
Positive 16 80
Negative 4 20
Total 20 100
Interpretation- by the evaluation of the primary data assimilated it is evaluated that 80 % of the
people states that there is positive impact being created with help of talent management
strategies. On the other hand, remaining employees stated that there is negative impact being
created because of talent management. With regards to this, Glaister and et.al., (2018) supports
that when the company undertakes the use of different talent management strategies then this
motivates the employees to work in better and effective manner. hence, as a result of this, the
working of the company is good and effective.
Theme 3- All of the above are the different talent management strategies which company uses.
Particular Respondent % of respondent
Using employee training tool 3 15
Recognizing and rewarding
employees 3 15
Taking feedback from the employees 2 10
All of the above 12 60
Total 20 100

Interpretation- By analysing the data it is clear that 60 % of respondent states that all of the
above are the various talent management strategies used by company. this all of the above
involves use of employee training tool, recognizing and rewarding employees and taking
feedback. In support of this, Taylor, (2018) states that all these strategies will develop the interest
of employees within the working of the company. hence, as a result of this, the working will be
improved in better and effective manner.
Theme 4- Communication gap and conflict among requirement of employees are the major
challenge which company is facing at time of retaining the employees.
Particular Respondent % of respondent
Communication gap 7 35
Ineffective leadership 2 10
Conflict within requirement of
employees 7 35
Obsolete technology 4 20
Total 20 100