Report on Talent Management: Challenges and Recommendations

This report provides a comprehensive analysis of talent management within the context of TESCO, a major international retailer. It begins with an executive summary and background information, then delves into a literature review that explores the core concepts of talent and talent management. The report examines the importance of talent acquisition, the talent management model, and the processes involved in effective talent management. It highlights the benefits of strategic talent management, while also addressing the challenges associated with it. The report concludes with recommendations for TESCO and references relevant books and journals. The report emphasizes the importance of human resource planning and highlights the role of talented salespersons in driving business success, particularly in a competitive retail environment. The study covers key elements like skills, traits, characteristics, and behaviors of the employees for better performance and growth.

TALENT
MANAGEMENT

Table of Contents
TALENT MANAGEMENT.................................................................................................................1
EXECUTIVE SUMMARY..................................................................................................................3
BACKGROUND..................................................................................................................................3
INTRODUCTION................................................................................................................................3
Literature review..............................................................................................................................3
Talent....................................................................................................................................................3
Requirement of talent ......................................................................................................................4
Talent Management..............................................................................................................................4
Talent management model...............................................................................................................5
Process of Talent Management........................................................................................................5
Benefits of Talent Management.......................................................................................................6
Challenges........................................................................................................................................6
Recommendation.............................................................................................................................7
CONCLUSION....................................................................................................................................8
REFERENCES.....................................................................................................................................9
Books and Journals..........................................................................................................................9

EXECUTIVE SUMMARY
In context of TESCO, the talent management is essential but it is difficult to manage the
process of hiring the employees because it is time consuming process. Therefore, there are various
issues and problems which is faced by the company related to talented sales person. The manager
focuses on hiring capable sales person in order to satisfy the need and wants of consumer in order to
satisfy them.
BACKGROUND
TESCO is a British international groceries and general products retailer which is located in
UK. This company was originated by Jack Cohen in the year of 1919. It is the largest chain of
supermarket which provide wide variety of products and services to its customer. And it is the third
biggest retailer in the world which is determined by its gross revenues. It has different shops in
seven countries which exist at international level. And the market share of groceries is approx.
28.4% in UK.

INTRODUCTION
Talent Management is considered as a process in which looking towards the need of human
capital for the business organisation as well as make effective plan for satisfy those requirement. In
addition to this, the talent management became popular after the research made by McKinsey’s in
the year of 1997 (Amiri and Safariolyaei, 2017). It is the technique which is adopted for workforce
planning to increase the value of the company for accomplishing the vision as well as mission of
organisation in stipulated period of time. In context of TESCO, the supervisor emphasised on
human resource planning in order to boost the worth of the organisation for accomplishing the
vision in stipulated time period.
Literature review
The manager adopt the human capital theory in order to identify the talent of employees in the
organisation. In assistance of this, they hire talented candidates in order to increase the productivity
and profitability level (Kontoghiorghes, 2016). It also helps in increasing the competitive advantage
over rival firm at workplace. Apart form this, the HR Manager conduct effective training session in
order to increase the skill and knowledge for achieving the goal and objective of the company.
Talent
A talent is considered as a skill and knowledge of individual person to perform the complex
task easily. Talent is generated, not exist by birth. Therefore, it is the capital that contributed by the
person in order to perform their job in an effective manner. In reference of TESCO, the supervisor
hire talented, capable as well as competent employees in order to attain goal as well as objective of
the company. There are some skills, traits, characteristics as well as behaviour which must be
needed to perform the job in better way which is going to be mentioned below:
Skills: I have a good communication skill which is necessary to perform the various task at
workplace. In addition to this, I know how to execute the task in a team in order to achieve goal and
objective of the company(Böhmer, and Schinnenburg, 2016). Apart from this, I have a good
knowledge and skill of technology as well as how to solve the problem that arise within company.
In context of TESCO, it is necessary for applicant to coordinate with the team in order to perform
work in better way. Also they have a good communication skill as well as knowledge of latest
technology for executing the difficult task easily.
Traits: I have an ability to adopt the changes quickly. Also I am always doing my work on
time as well as meet the target in short span of time. The supervisor of TESCO recruit such type of
applicant who are dedicated towards their work that helps them in increasing profitability level. And

also they must have the ability to adopt the changes in this dynamic world.
Characteristics: I have always maintain discipline and being honest is necessary to work on
a team. In relation of TESCO, it is necessary for the employees to maintain discipline for working
in a team in an effective manner.
Behaviour: I have a good technical knowledge which helps in performing the difficult task
in easy manner. And also I have given positive reaction to all the complex situations in order to
resolve them in better way. It is important for the manager of TESCO to hire a employees who have
a positive attitude towards work that helps them in creating healthy environment within
organisation (Khilji and Schuler, 2017).
.
Requirement of talent
TESCO need the good sales person who have a good knowledge of changing trends,
lifestyle in the dynamic environment. Also they have adopt the advanced technology in quick way.
Therefore, the company provide innovative and unique products as well as services to its user for
satisfying them. Thus, TESCO need talented sales person in order to boosting sales and profitability
in future period of time (Latukha, 2016).
Talent Management
Human resource planning plays an important role for the success and growth of business
organisation. They perform various functions such as payroll, acquisition of talent as well as
maintain the good relation with subordinates and many more (Cappelli and Keller, 2017). In
assistance of this, Talent management strategy define the need of talent in order to achieve the goal
of organisation. Talent management is considered as a process in which company make effective
plan to select the talented candidates. And also they focuses on providing suitable training to
increase their performance level at workplace. In addition to this, the manager of TESCO company
give rewards to the employees according to their performance in order to keep them for a longer
time period. Apart from this, the talent management model is used to explain the talent management
in proper way which is going to be mentioned below:
Talent management model
While, there is no specific model which is adopted for talent management. Therefore, the
HR Manager of TESCO have planned superior model which is given below:

Planning: It is necessary for the manager of TESCO to make effective plan in order to
analyse what kind of talent, skill, knowledge and ability needed for attain goal as well as objective
of the business organisation.
Attracting: Furthermore, In relation of TESCO, it is vital for the supervisor to make
effective strategy, policies and procedures in order to attract that right kind of skill, knowledge that
need for the success of the company.
Developing: In this step, the HR Manager provide effective training to its employees in
order to boost the knowledge and skill of employees working in the company. Therefore, this is the
important step in which the manager of TESCO focuses on growing talent of applicant at
workplace (Lawler, 2017).
(Taylor, 2018.
Retaining: Herein, the main purpose is to keep the employees for a longer time period. The
supervisor offer monetary and non -monetary rewards to its employees according to their
performance.
Transitioning: After recruiting the employees, it is necessary to develop their knowledge and
skill in order to keep them within the company.
Process of Talent Management
The talent management process is how the HR Manager recruit, select, train and encourage
them towards work as well as retaining them for a longer time period. The 7 steps of the talent
management which is going to be discussed below:
Specify what skills needed: It is necessary to identify the skill which is needed to perform
the job in order to attain the vision of the business organisation (De Cieri, 2016).
Attract the right people: There are several way to attract the right talent towards company.
The HR Manager give advertisement in the newspaper about the vacant position that helps them in
hiring right type of individual within company.
On board and Organise work: After hiring the candidate, the HR professional conducting
training session as well as task is allotted to the new employees and observe them to perform the
task in better way.
Organise Learning and development: the manager focuses on developing the skill and
knowledge of present candidates. If they recruit top talent, then give the opportunities to learn
something new through conferences as well as courses.

Hold Performance Appraisal: It is necessary to observe the performance of employees
working in the business organisation in order to give them additional responsibility. And also give
promotion according to their performance at workplace.
Strategic to sustain best talent: The manager provide rewards, benefits, job satisfaction as
well as promotions to the individual person in order to retain the best talent in the company.
Plan for Successions: The manager encourage subordinate to perform their work in superior
way through regular learning opportunities, involving knowledge management.
Benefits of Talent Management
 Through hiring the talented and competent employees, it helps in boosting the performance
level of business organisation. In reference of TESCO, the HR Manager hire capable
candidate for accomplishing goal as well as objective (Lawler, 2017)
 By hiring talented candidates, it is easy for the manager of TESCO to face changes as well
as risk that helps them in achieving competitive advantage at workplace.
Challenges
The employees demands high compensation in order to perform the job can be considered as
a challenge for the business organisation (Ewerli and Süß, 2016) . Therefore, the main purpose of
HR Professional is how to retain the talented employees in the company. If the leader do not adopt
effective leadership style to motivate personnel towards attaining goal as well as objective of
business organisation can be determined as a challenge which is faced by HR professionalof the
company.
Recommendation
Talent management is necessary for the success as well as growth of the company. The
manager emphasised on recruiting talented and capable personnel in order to attain goal as well as
objective within target period of time. It is necessary to give reward to its employees for keep them
for a longer time period. In addition to this, they hire talented sales person in order to boost the
productivity and profitability level. It helps in increasing the future success as well as growth of the
company. Apart from this, the manager focuses on providing wide range of products and services to
its customer at affordable cost.

CONCLUSION
On the basis of above discussed topics, it is analysed that talent plays an important role for
the success and growth of the company. Talent Management refers to the process in which it is
necessary to have a requirement of human capital and planning to satisfy those needs. In addition to
this, the manager hire talented and capable employees in order to complete the difficult task in easy
manner. The main aim of the organisation is to recruit talented subordinates in order to attain goal
as well as objective of business organisation in an effective manner.

REFERENCES
Books and Journals
Amiri, M. and Safariolyaei, N., 2017. Talent Management among IT employees. International
Journal in Management & Social Science. 5(4). pp.86-89.
Böhmer, N. and Schinnenburg, H., 2016. How gender and career concepts impact Global Talent
Management. Employee Relations.
Cappelli, P. and Keller, J. R., 2017. The historical context of talent management. The Oxford
handbook of talent management, pp.23-42.
De Cieri, Y.M.H., 2016. Linking global mobility and global talent management: The role of
ROI. Employee Relations. 38(1). pp.8-30.
Ewerlin, D. and Süß, S., 2016. Dissemination of talent management in Germany: myth, facade or
economic necessity?. Personnel Review.
Khilji, S. E. and Schuler, R. S., 2017. Talent management in the global context. The Oxford
handbook of talent management, p.399.
Kontoghiorghes, C., 2016. Linking high performance organizational culture and talent management:
satisfaction/motivation and organizational commitment as mediators. The International Journal of
Human Resource Management. 27(16). pp.1833-1853.
Latukha, M., 2016. Talent Management in Emerging Market Firms. Editor (s)(if applicable) and the
Author (s).
Lawler, E. E., 2017. Reinventing talent management: Principles and practices for the new world of
work. Berrett-Koehler Publishers.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.