Impact of Talent Management: A Study of Swain and Jones Dealership

This report examines talent management strategies at Swain and Jones, a motor dealership with 42 employees, focusing on the impact of these strategies on employee management and retention. The research aims to determine the impact of talent management processes on managing current a...Read More

Unit 11- Questions

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. Literature review on the topic of talent management..................................................................3
2. The different type of research methods with their advantages and disadvantages......................5
3. Forming a questionnaire on defined objectives ..........................................................................6
4. Explaining how research methods help in achieving objectives...............................................10
5. Alternative methods that could have used ...............................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Talent management is that important aspect that is adopted by an organisation with the
purpose of recruiting and retaining best talent in the workplace (Meyers and et. al., 2020). With
the assistance of talent management, the objectives of business could be easily achieved by
organisation. In simpler words, talent management is the process that works for maintaining the
whole workplace (Ahammad and et. al., 2018). The present report covers the information about
the topic of talent management. The chosen organisation for the report is Swain and Jones. The
company works under motor dealership and it has currently 42 employees.
MAIN BODY
Research Aim
To determine the impact of talent management process on managing and organising their
current as well as new employees in the workplace. A study on Swain and Jones
Research Objectives
 To enhance the basic knowledge of talent management within an organisation
 To identify the impact of talent management process within Swain and Jones
 To discern the different types of talent management strategies adopted by Swain and
Jones to attract and retain employees
Research Questions
 Explain the basic aspects related with talent management and used strategies by company
along with its impact over company?
1. Literature review on the topic of talent management
Explain the basic aspects related with talent management and used strategies by company along
with its impact over company?
According to Gallardo-Gallardo, Thunnissen and Scullion (2020), in this modern time the
company is adopting talent management process in the workplace so that they could maintain
and manage employees. Talent management is defined as the framework that assists in
recruiting, selecting, acquiring and retaining employees in the workplace. It is defined as the
combination of human resource process in which human resource department assist in acquiring
best candidate for the company. Some of the significant aspects related with talent management
are:

 Planning: This is known as one of the important aspects because in this goals and
objectives are made in relation to the needed workforce and development of employees. Attracting talented candidates: The other aspect of talent management is attracting
talented employees and for this the talent management process make different techniques.
With this company gets talented and knowledgable employees (Jayaraman, Talib and
Khan, 2018).
 Training and development: Another significant aspect related to talent management is
training and development. This is the aspect of talent management process that assists in
improving knowledge and skills of employees.
According to Anlesinya and Amponsah-Tawiah (2020), there are different types of talent
management strategies that help in attracting and retaining talented talent in the workplace. Some
of the talent strategies adopted by adopted by Swain and Jones are explained below: Organising sessions of learning and development: Learning and development is one of
the strategies that are adopted by Swain and Jones. This particular strategy is focused
towards improving skills and knowledge of employees so that they could improve their
efficiency. Offering benefits and rewards: Another talent management strategy adopted by Swain
and Jones is offering benefits and rewards. Rewards and benefits help in improving
motivation among employees because in this they get monetary as well as non-monetary
benefits. Timely appreciation: One of the significant strategies related with talent management is
timely appreciation. In this Swain and Jones provide appreciation to employees at right
time so that employees could believe that they are important for the organisation (Cascio
and Aguinis, 2018).
 Giving feedbacks and reviews: The other strategy related to talent management is giving
feedbacks and reviews to employees. This helps in determining problems and issues at
right time so that changes could be made.
According to Painter‐Morland and et. al., (2019), the above defined strategies of talent
management it could be determined that there is positive impact of talent management strategies
for attracting and retaining employees in the organisation. The strategy of talent management
that is learning and development improves the knowledge and skills of employees. This has

direct impact on increasing the efficiency of employees because this also motivates them to
retain in the same organisation (Jooss, Burbach and Ruël, 2019). The talent management
strategies also assist in providing career opportunities to employees so that they stay in the same
company and work hard to attain their own objectives as well as company's objectives.
2. The different type of research methods with their advantages and
disadvantages
Research methods are referred as the techniques and tools that help investigator to collect
and examine information. Some of the research methodologies that are used by investigator are
defined below with their advantages and disadvantages.
Research Philosophy: Research philosophy is referred as particular set of principles
through which investigation could be completed in apt way. This is divided into three forms that
are: epistemology, axiology and ontology. As per the need of current investigation, investigator
has selected epistemology philosophy because it has three major sub parts that are: positivism,
interpretivism and realism. Researcher has dependent upon positivism philosophy because it
assists in evaluating numerical piece of information (Bairagi and Munot, 2019). The advantage
of positivism philosophy is it is of scientific nature and assists to develop numeric data. The
disadvantage of positivism philosophy, it only focuses on evaluation of only numerical
information.
Research Approach: Research approach is defined as those aspects that is related with
data analysis and data collection. This is categorised in two types that are: inductive and
deductive approach. Investigator has chosen deductive approach because it helps in examining
collected numerical data. The major advantage of deductive approach is it can start with applying
theory and completing the whole research. The major disadvantage related with deductive
approach is it limits the scope of creativity.
Research Choice: Research choice is the methodology that is related with the kind of
data used within the investigation so that objectives could be attained. The choice is categorised
in three types that are: mono method, mixed method and multi-mixed method. Investigator has
chosen mono method because under this there are two option that are qualitative and
quantitative. Researcher has chosen quantitative research choice because it focuses on collecting
numerical piece of information (Säfsten and Gustavsson, 2020). The major advantage of
quantitative is it focuses statistical facts and figures and the major drawback related to

quantitative choice is it does not assist in collecting in-depth of information in relation to the
topic.
Research Strategy: Research strategy is the method that are very useful for collecting
data. The different strategies are: grounded theory, action research, survey, interview, case study
etc. Researcher has selected survey to collect numerical data in shorter time duration directly
from the respondents. The advantage is collecting numeric data and the major drawback is it is
not flexible.
Data Collection: Data collection is referred as the methodology that helps in collecting
data. The two kinds of data collection are: primary and secondary data. Researcher has selected
primary as well as secondary data collection. Primary method has helped in collecting raw
numeric data through questionnaire instrument (Hoon and Singh, 2019). Secondary method has
also assisted in gathering published data from the sources like journals, articles, books,
newspapers etc.
Sampling: Sampling is the methodology that helps in selecting number of respondents.
The two types of sampling are: probability and non-probability sampling (Daniel, 2018).
Researcher has selected probability sampling because it assists in selecting respondents by
following random method. 15 respondents are chosen to collect data through questionnaire.
3. Forming a questionnaire on defined objectives
Questionnaire
Q1) Do you think that you have required knowledge of talent management as an employee in
the organisation?
a) Yes
b) No
Q2) According to your experience, do you think that talent management is very necessary
process within Swain and Jones?
a) Yes
b) No
Q3) As per your knowledge, what is the main significance of talent management process within
Swain and Jones?
a) Holding employees who assist in driving success

b) Tracking performance of employees
c) Identifying need of new talent
d) Enhancing satisfaction among employees
Q4) According to your opinion, what is the impact of talent management process on managing
and arranging employees within Swain and Jones?
a) Negative impact
b) Positive impact
c) Neutral
Q5) What are the various types of talent management strategies adopted by Swain and Jones to
manage employees?
a) Organising sessions of learning and development
b) Offering benefits and rewards
c) Timely appreciation
d) Giving feedbacks and reviews
Frequency Distribution Table
Q1) Do you think that you have required knowledge of talent
management as an employee in the organisation?
Frequency
a) Yes 15
b) No 0
Q2) According to your experience, do you think that talent
management is very necessary process within Swain and Jones?
Frequency
a) Yes 12
b) No 3
Q3) As per your knowledge, what is the main significance of talent
management process within Swain and Jones?
Frequency
a) Holding employees who assist in driving success 5
b) Tracking performance of employees 4

c) Identifying need of new talent 3
d) Enhancing satisfaction among employees 3
Q4) According to your opinion, what is the impact of talent
management process on managing and arranging employees within
Swain and Jones?
Frequency
a) Negative impact 2
b) Positive impact 10
c) Neutral 3
Q5) What are the various types of talent management strategies
adopted by Swain and Jones to manage employees?
Frequency
a) Organising sessions of learning and development 3
b) Offering benefits and rewards 4
c) Timely appreciation 5
d) Giving feedbacks and reviews 3
Question 1: Required knowledge of talent management as an employee in the organisation
Q1) Do you think that you have required knowledge of talent
management as an employee in the organisation?
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 collected piece of information it is interpreted that there
are 15 participants. The whole participants have answered yes that they have needed knowledge
in respect of talent management as an employee in the company. They said their working
organisation adopts various strategies of talent management so that best talent could be attracted
towards the company and retain existing employees.
Question 2: Talent management is very necessary process within Swain and Jones
Q2) According to your experience, do you think that talent
management is very necessary process within Swain and Jones?
Frequency
a) Yes 12
b) No 3

a) Yes b) No
0
2
4
6
8
10
12
12
3
Interpretation: As per the accumulated piece of information, it is interpreted that 12
respondents have answered yes that talent management is necessary process within Swain and
Jones. It is necessary because it assists in attracting talent that have great knowledge and skills.
The remaining 3 respondents have answered no that it is not necessary process because they
believe that there are other processes that hold major importance in the company.
Question 3: Significance of talent management process within Swain and Jones
Q3) As per your knowledge, what is the main significance of talent
management process within Swain and Jones?
Frequency
a) Holding employees who assist in driving success 5
b) Tracking performance of employees 4
c) Identifying need of new talent 3
d) Enhancing satisfaction among employees 3

a) Holding employees who assist in driving success
c) Identifying need of new talent
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
5
4
3 3
Interpretation: With the above mentioned graph it is interpreted that 5 respondents have
said that holding employees who assist in driving success is one of the significances of talent
management process. It is important because it assists in retaining employees who contribute in
achieving objectives of the company. The other 4 respondents have said that tracking employee's
performance is another significance because this helps in separating employees who are great
performers and who are not. Another 3 respondents have said that identifying need of new talent
is the other significance because this helps in attaining objectives. The remaining 3 respondents
have said that enhancing satisfaction among employees is the main importance because in this
employees get importance according to their work.
Question 4: Impact of talent management process on managing and arranging employees
within Swain and Jones
Q4) According to your opinion, what is the impact of talent
management process on managing and arranging employees within
Swain and Jones?
Frequency
a) Negative impact 2
b) Positive impact 10
c) Neutral 3

a) Negative impact b) Positive impact c) Neutral
0
1
2
3
4
5
6
7
8
9
10
2
10
3
Interpretation: According to the above mentioned information it is understood that 2
respondents have answered that there is negative impact of talent management process. The
reason behind this is they feel that managers gives more favour to their favourite employees. The
other 10 participants have answered that there is positive impact because it helps in increasing
the productivity and efficiency of employees. The remaining 3 respondents have said that there is
neutral impact because it does not bring any bigger changes or smaller changes in the company.
Question 5: Various types of talent management strategies adopted by Swain and Jones to
manage employees
Q5) What are the various types of talent management strategies
adopted by Swain and Jones to manage employees?
Frequency
a) Organising sessions of learning and development 3
b) Offering benefits and rewards 4
c) Timely appreciation 5
d) Giving feedbacks and reviews 3

a) Organising sessions of learning and development
c) Timely appreciation
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
3
4
5
3
Interpretation: With the above collected data it is analysed that there are total 15
respondents. 3 respondents have said that organising sessions of learning and development is one
of the strategies of talent management. This helps in improving knowledge and skills of
employees regarding their work. The other 4 respondents have said that offering rewards and
benefits is another kind talent management strategy because it assists in fulfilling requirements
of employees. Another 5 respondents have said that timely appreciation is the other type of
strategy because this increases the confidence of employees. The rest 3 respondents have said
that giving reviews and feedbacks is the other strategy of talent management because it assists in
knowing problems at right time.
4. Explaining how research methods help in achieving objectives
With the above accumulated piece of information it is understood that research methods
are very necessary to collect and analyse data. Primary data collection has helped in gathering
raw information direct from the source. This has assisted researcher in recording new data that
are related with the topic of research (Babii, 2020). On the other hand, secondary data has
assisted investigator to gather second-hand information from the sources like books, journals,
newspapers etc. Researcher has chosen deductive approach because it helps in evaluating
validity and reliability of collected data. The survey strategy has helped in gathering numeric
piece of information directly from the respondents. This strategy is related with accumulating

quantitative piece of information in shorter time duration. Hence, these methods have assisted in
gathering statistical data because it is more of practical in nature.
5. Alternative methods that could have used
In the present investigation the methods of quantitative research are used because they
are helpful in evaluating and collecting numeric data. Investigator could have used interview in
the place of questionnaire (Nayak and Singh, 2021). The method of interview would help in
collecting detailed information in terms of opinions and views. Investigator could have been
dependent upon qualitative research methods because it would help in gathering in-depth data
related with the topic.
CONCLUSION
With the above collected data it is summarised that talent management is now an
essential aspect in every type of organisation. This process assists in selecting candidates that
have great talent and retaining talent that have great knowledge regarding their work. Hence, for
the collection of apt data, investigator has taken help of primary and secondary piece of
information.

REFERENCES
Books and Journals
Ahammad and et. al., 2018. Strategic talent management in emerging markets. Thunderbird
International Business Review, 60(1), pp.5-8.
Anlesinya, A. and Amponsah-Tawiah, K., 2020. Towards a responsible talent management
model. European Journal of Training and Development.
Babii, A., 2020. Important aspects of the experimental research methodology. Вісник
Тернопільського національного технічного університету, 97(1), pp.77-87.
Bairagi, V. and Munot, M.V. eds., 2019. Research methodology: A practical and scientific
approach. CRC Press.
Cascio, W.F. and Aguinis, H., 2018. Applied psychology in talent management. SAGE
Publications.
Daniel, B.K., 2018. Reimaging research methodology as data science. Big data and cognitive
computing, 2(1), p.4.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: context
matters.
Hoon, T.S. and Singh, P., 2019. A Practice in a Research Methodology Class. Asian Journal of
University Education, 15(3), pp.45-53.
Jayaraman, S., Talib, P. and Khan, A.F., 2018. Integrated talent management scale: Construction
and initial validation. Sage Open, 8(3), p.2158244018780965.
Jooss, S., Burbach, R. and Ruël, H., 2019. Examining talent pools as a core talent management
practice in multinational corporations. The International Journal of Human Resource
Management, pp.1-32.
Meyers and et. al., 2020. HR managers’ talent philosophies: prevalence and relationships with
perceived talent management practices. The International Journal of Human Resource
Management, 31(4), pp.562-588.
Nayak, J.K. and Singh, P., 2021. Fundamentals of Research Methodology Problems and
Prospects. SSDN Publishers & Distributors.
Painter‐Morland and et. al., 2019. Talent management: The good, the bad, and the
possible. European Management Review, 16(1), pp.135-146.
Säfsten, K. and Gustavsson, M., 2020. Research methodology: for engineers and other problem-
solvers.