Best Practices in Global Talent Management Research - Empire College

This research project delves into the best practices of global talent management, focusing on strategies for employee retention and the challenges faced by multinational companies, particularly Marks and Spencer (M&S). The study employs a qualitative research approach, utilizing both primary data collected through employee surveys and secondary data from scholarly articles and industry reports. Key findings reveal that employees understand the importance of global talent management and that practices like workplace flexibility, competitive compensation, positive company culture, and performance reviews are crucial for retaining talent. The research also highlights the significance of supporting employees in their roles and the need for effective leadership. Challenges such as high salary expectations and market competition are addressed, providing insights for M&S to improve its talent management strategies. The research adheres to ethical considerations, including obtaining employee consent and properly referencing all sources, while acknowledging limitations such as time and resource constraints. Desklib provides this assignment as a resource for students.

Research Project-Talent
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
RESEARCH METHODOLOGIES.................................................................................................4
Research Type.............................................................................................................................4
Research Approach......................................................................................................................4
Research Philosophy....................................................................................................................5
Research Design..........................................................................................................................5
Data Collection............................................................................................................................5
Sampling......................................................................................................................................6
Data Analysis...............................................................................................................................6
Reliability and Validity................................................................................................................6
Limitations...................................................................................................................................6
Ethical Consideration...................................................................................................................6
DATA ANALYSIS.........................................................................................................................7
CONCLUSION..............................................................................................................................15
REFLECTION...............................................................................................................................16
REFERENCES................................................................................................................................1
APPENDIX......................................................................................................................................2

INTRODUCTION
Global talent management basically refers to the actions and procedures that includes the
systematic identification of key positions which importantly contribute towards the company
sustainability within the competitive environment. It is extremely important for any organization
as it plays a major role in creating business strategies as it responsible to manage one of the most
important asset of the firm i.e. employees. Global talent management has its specific significance
in international human resource management and in current scenario it has been emerged and
acts as key strategic issues for multinational organizations. In order to do effective talent
management practices, retention of employees plays a major role within an organization. It is
basically an ability to hold back their talented employees at work place (Gallardo-Gallardo,
Moliner and Gallo, 2017). Thus, in order to retain and sustain their employees, companies adopts
certain strategies such as effective recruitment processes helps to hire the right candidate within
the organization reduces the chances of investing costs in their retention, providing them
effectual training and clear path directions, stick with remote work options, be competitive with
compensation packages, engage productively the employees of the establishment and many other
strategies will enable the firm to handle effective talent management.
Although there are various challenges that company have to deal with in order to
complete effective employee retention programmes such as employees always have high
expectations from their salary amount and this is one of the major reason due to which they try to
quit the organizations. During this specific point of time, it becomes difficult to retain employees
as the solutions sometimes beyond the budget of the firm. In context of M&S, various challenges
that have been identified are the firm follows outsourcing for recruitment procedure, high salary
expectations of candidates, cut-throat competition in the market space in context of job
opportunities, etc. Thus, this research will enable the M&S to overcome from these challenges
and make best practices that are being utilized at global talent management in international firms.
The concepts have been described with the perception of different authors as well. Such
as in context of global talent management, the El Masri and Suliman, (2019) illustrates that it is
complete scope of HR practices through which the firm is able to attract, propel and evolve their
workforce to retain them in long duration of time. Global talent management is significant
enough to create certain strategies which enables the organizations to retain their employees at
work premises. Such as Hongal and Kinange, (2020) reflects that strategies such as digital

literacy, innovation, appropriate quality of work, proper feedbacks and innovative ideas helps the
organizations to retain their employees in fruitful manner along with enhancement in their
productivity level. Apart from this, various reward and recognition strategies also enables the
establishments to sustain their employee turnover.
Although various challenges also have been faced by the firms which also has been
discussed by the Li and et.al., (2018) that company have to perform their tasks after considering
the potential challenges such as higher compensation demand, lack of leadership ability, etc.
Hence, the companies have to take necessary steps in order to overcome from certain challenges
with the help of researching this particular topic.
RESEARCH METHODOLOGIES
Research Type
Research is an elaborated segmentation of the particular study about the topic with the
help of scientific methods. It has been classified into two categories such as Qualitative and
Quantitative (Erasmus, Naidoo and Joubert, 2017). Qualitative type of research is an
investigation which collects the data with the help of open-ended and means of informal
communication. It includes collection of non-numerical data in order to understand the
description and thoughts about any specific topic. On the other hand quantitative data is
collection of data into numerical terms in order to examine the data into numerical terms. In the
current study, qualitative research type method has been chosen because it enables to capture the
data in optical conceptualization.
Research Approach
These are the procedures and plans that has been utilized by scholar which helps to
elaborate methods in representative manner. The approach has been divided into two categories
such as Deductive and Inductive. Deductive approach is obsessed with hypothesis development
which are based on existing theories. While inductive approach starts with observations and
theories who are proposed within the study. In order to measure the techniques of effective talent
management, inductive research approach is applied as it allows flexibility to the report.

Research Philosophy
It is a kind of feeling under which the data should be gathered, evaluated and commute.
The study about this enables the researcher to increase the cap[ability of resolving issues and
writing skills which makes the project purposeful. Research philosophy has been categorized
into two different types such as Interpretivism and Positivism (O'Bryan and Casey, 2017).
Interpretivism is based on values while positivism illustrates that the world can be understood
with the help of consonant ways. For evaluating current research, Interpretivism research method
has been used as the final outcome does not rely on numerical and statistical evaluation of the
data.
Research Design
It is a kind of structure which helps the report to describe the things in conceptual
manner. The primary part of the research consists of questionnaire and semi structured
consultation with the stakeholders. It has also been divided into two parts such as Descriptive
and Experimental. Descriptive design is completely theory based structure which has been
represented by collected data while the experimental design includes reasons and outcome of
specific situations. For above study, descriptive designing has been utilized in order to provide
detailed knowledge about the investigation.
Data Collection
It is a method of collecting, assembling and evaluating the accurate data for study by
utilizing effective techniques. The collection of data has also been done into two types such as
Primary and Secondary. Primary data collection consists of collecting data in direct mode rather
than considering previously collected data. On the other hand, secondary data is gathering of data
from previous researches or theories by referring books and articles. For data collection of
primary mode, questionnaire has been prepared and survey has been conducted among the
employees of M&S (Festing, and et.al., 2017). For further studies, which are related to the
effective talent management, the report has been utilized the secondary mode of data collection.

Sampling
It is a way of gathering pre-determined observations from various population. It is a
method of collection of samples from large number of people depend upon the analysis type.
Two ways to collect sample are Simple random sampling and Systematic sampling. Simple
random sampling refers to collection of data from randomly selected people while systematic
sampling consists of collection of data from any particular set of people. For this study, random
sampling method has been used for the purpose of doing survey of 30 employees of M&S to
identify their reviews which helps further in research.
Data Analysis
It is a way of examining the data and explaining the information collected with the
primary data collection method. Qualitative, quantitative, diagnostic, statistical and text are some
techniques. Each technique has its own way to explain the details. For this research, qualitative
analysis has been conducted in order to achieve study objectives.
Reliability and Validity
Dependability is completely about the consistency of measures while validity illustrates
the accuracy measure of the data. To improve the study credibility, the data has been utilized that
has been published after 2017 (Cooke and et.al., 2021). Apart from this, the data apply are
copyright protected websites which describes reliability concept.
Limitations
In order to complete this research, various limitations has been faced by the scholar such
as restricted time duration, unavailability of resources and money limitations. With the limited
time and money, quantitative research has not been done. Moreover, scholarly articles have been
used which helps in resolving issues.
Ethical Consideration
To justify the ethical consideration within the report, consent form has been filled by
employees who are selected for survey purpose. This shows their willingness and interest within

that particular activity. Furthermore, reference list also has been attached at the end of the study.
So, in total all ethical considerations have been considered in effective manner.
DATA ANALYSIS
Theme 1: Majority of employees who are working with Marks and Spencer do share their views
that they effectively understand the concept of global talent management.
Do you understand the concept of global
talent management?
Outcome
Yes 28
No 2
Total 30
Interpretation: From the above pictorial representation, it has been illustrated that major
number of employees i.e. 93% of candidates do share their vote in the favour that they do
understand the concept of talent management while there are few employees i.e. 7% who still
unaware about the concept of talent management.
93%
7%
Understandability about global talent management
Yes
No

Theme 2: The employees of the M&S share their views that all the activities such as flexibility
at work place, offering good perks, positive company culture and proper performance review are
important practices that has been followed by the managers in order to keep their talented people
within the firm.
What are effective practices followed by
your managers to keep talented people in
your company?
Outcome
Promote flexibility 3
Offer good perks 6
Building good company culture 4
Performance review 2
All the above 15
Total 30
10%
20%
13% 7%
50%
Effective talent management practices followed by M&S
Promote flexibility
Offer good perks
Building good company
culture
Performance review
All the above

Interpretation: The above diagram describes that majority of employees i.e. 50% share their
views that combination of all the activities i.e. promotion of flexibility at workplace, offering
good perks, building optimistic cultural environment, proper performance evaluation are all the
activities that promote effective talent management. While few employees such as 10% agrees
for flexibility, 20% in favour of good perks, 13% agrees for good company culture and 7% vote
for appropriate performance reviewing methods.
Theme 3: According to numerous employees out of the selected candidates for survey purpose,
they believe that supporting their employees while they are in their correct role is the best step
followed by the managers in order to support talent management because it enhances their
productivity level and thus their performance level as well (Sehatpour, Abedin and Kazemi,
2021).
What particular step affects the most while
giving training to the talented people in
M&S?
Outcome
Planning 4
Attracting talent 3
Support when employees are effectively in
their right role
18
Invest in employees 5
Total 30

Interpretation: The above pie chart depicts that maximum number of employees i.e. 60% share
their views that supporting employees when they are at their right place and doing their job in
effectual manner is the impelling stage while giving training to employees to do talent
management. Furthermore, 13% vote for planning step, 10% for attracting correct candidate and
remaining 17% do share their vote in favour of investing in employees in appropriate manner.
Theme 4: According to the employees of M&S, company have effective leaders who work for
the betterment of the firm as well as employees in balanced manner is the strategy that has been
adopted by company leaders.
What strategy followed by M&S to retain
their employees?
Outcome
Salary and benefits are competitive 5
Reduction in employee pain 3
Hire right candidate at right place 5
Have leaders, not bosses 17
Total 30
13%
10%
60%
17%
Step that effects the most while giving training to talented
people in M&S
Planning
Attracting talent
Support when employees are
effectively in their right role
Invest in employees

Interpretation: From the above detailed description, it has been identified that majority of
employees thinks and do believe that being leaders for them and not acting as bosses is the
appropriate strategy that has been followed by the managers within the Mark and Spencers.
While 17% vote for competitive salary and benefits, 10% for employee pain reduction and
remaining 17% do believe that hiring right candidate at the correct place is the best strategy to
retain talented people within the organization.
Theme 5: Employees gives 5 star rating to their management people who are effectively
managed and handle global talent management actions within the workplace.
At which level you rate your company to
manage global talent management in
effective manner?
Outcome
1 1
2 1
3 4
4 2
5 22
17%
10%
17%
57%
Startegy followed by M&S to retain their talented people
Salary and benefits are
competitive
Reduction in employee pain
Hire right candidate at right
place
Have leaders, not bosses

Total 30
Interpretation: From the above pie chart, it has been identified that 73% of employees i.e.
maximum number of candidates do believe that the company have high level of handling global
talent management within the company (Nagi and Mohammed Ali, 2020). Moreover, some
employees such as 7% do vote for 4 star, 13% share their views in favour of 3 star and equal
number of employees i.e. 3% vote in favour of 2 and 1 star. According to them the company is
not maintaining their level and requires further improvements.
Theme 6: Attracting talented people at the first place is the major challenge that has been faced
by the M&S while handling employees at work space.
What is the major challenge that has been
faced by your company while handling
people at work place?
Outcome
Communicating effectively with employees 3
Making right hiring decisions 2
Encouraging passion 4
3%3%
13%
7%
73%
Level of global talent managment within the M&S
1 Star
2 Star
3 Star
4 Star
5 Star