Managing Talent: A Report on Tesco's Staff Retention Strategies

This report provides a comprehensive analysis of talent management and staff retention challenges faced by Tesco. It begins with an introduction to talent management, defining its importance and outlining the report's aims, objectives, research questions, and a project management plan. A thorough literature review explores the concept of talent management, the challenges Tesco encounters, and various staff retention strategies. The report incorporates primary and secondary research methodologies, including a work breakdown structure and Gantt chart, to gather and analyze data. The findings are then interpreted, leading to specific recommendations for Tesco to improve its talent management practices and enhance staff retention. Finally, a reflection on the research process and its implications is included, culminating in a conclusion that summarizes the key insights and recommendations.

Managing a Successful
Business Project
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CHAPTER 1....................................................................................................................................4
INTRODUCTION...........................................................................................................................4
P1 Aim and objectives............................................................................................................4
CHAPTER 2....................................................................................................................................5
Literature Review.............................................................................................................................5
Notion of talent management.................................................................................................5
Challenges of Talent management which is facing by TESCO.............................................6
Numerous strategies that TESCO can adopt to overcome the challenge of staff retention. . .7
P2 Project Management Plan..................................................................................................7
P3 WBS and Gantt chart........................................................................................................8
CHAPTER 3..................................................................................................................................10
P4 Carry out small-scale research applying primary and secondary methods appropriate for
meeting project aims and objectives.....................................................................................10
CHAPTER 4..................................................................................................................................13
P5 Data Interpretation.........................................................................................................13
CHAPTER 5..................................................................................................................................18
P6 Recommendations.........................................................................................................18
CHAPTER 6.................................................................................................................................20
P7 Reflection.......................................................................................................................20
CONCLUSION..............................................................................................................................21
REFERENCES..............................................................................................................................22
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CHAPTER 1
INTRODUCTION
Talent management is defined as a practice in which an organisation engages in the
operations of constantly attracting and retaining employees with the help of motivating
techniques. This practice enhances overall growth and development of an organisation in
respective industrial sector (Gallardo-Gallardo, Thunnissen and Scullion, 2020). Present report
has been conducted on Tesco which is conducting its business functioning in retail industry.
Company is having global reach and perform its business functions with number of employees.
In this report format of discussion has been conducted on the challenge of talent management
which is facing by organisation. In order to accomplish this research aims, objectives, research
questions and literature review is conducted. In addition to this project management plan, work
breakdown structure, Gantt chat, research methodology and data interpretation is included in this
report. Along with this recommendation is also been provided to company through which they
can overcome the challenge of talent management.
P1 Aim and objectives
Research Aim:
“To identify the challenge of staff retention facing by an organisation”. A case study of
TESCO.
Research Objectives:
 To determine the notion of talent management. To identify the challenges of Talent management which is facing by TESCO? To determine the concept of staff retention? To recognize numerous strategies that TESCO can adopt to overcome the challenge of
staff retention.
Research Questions:
 What is notion of talent management?
 What are the challenges of Talent management which is facing by TESCO?
 What is the concept of staff retention?
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 What are the numerous strategies that TESCO can adopt to overcome the challenge of
staff retention?
CHAPTER 2
Literature Review
Notion of talent management
According to the view point of Anlesinya and Amponsah-Tawiah, 2020 talent management
is a continuous process in which an organisation engaged in the activity of attracting and
retaining experienced, talented and skilled employees by motivating them and developing their
skill and performance. Main aim behind talent management is to develop a motivated workforce
through which organisational objectives and vision can be accomplished with higher efficiency.
In order to manage talent it is essential for an organisation to invest in employees as they are
major source of company higher profitability and productivity. It is essential for an organisation
to engage in a strategic process to get right talent on board and provide effective support and
help them to grow (McDonnell and Wiblen, 2020). With the help of talent management an entity
can significantly improve their business practices and can further assure higher competitive
advancements in the industry. In addition to this it has been identified that talent management
effectively enhances long-term sustainability of an organisation through which company can
assure more profitability and growth. There are mainly four pillars of talent management that are
recruitment, performance management, learning and development and retention. It is essential
for HR of an organisation to hire or recruit right employees for right jobs. With the help of best
strategy HR is required to attract skilled and experienced employees for workplace practices.
Once they get hired, it is essential for organisation to measure their performance with company
standards and provide them proper training and development courses through which their skill
gap can be fulfilled. Performance review can be effectively undertaken by an organisation with
the help of performance reviews strategies and communication. It is essential for an organisation
to undertake advantage of performance management strategies in order to measure performance
of employees according to organisation objectives. Learning and development is one of the most
important cycles for employee retention through which existing skills and performance level of
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employee can be accomplished. It is essential for an organisation to attract best talent, support
them and feel them engaged into company practices in order to motivate their performance
towards organisational goals and objectives.
Challenges of Talent management which is facing by TESCO
As per the view point of Wassell and Bouchard, 2020 talent management is one of the
most important aspects for organisations through which they can effectively retain and manage
performance and productivity of employees. Challenges of talent management may get arise due
to unappealing culture of company, lack of leadership, pressure upon employees and other
aspects. In addition to this ineffective communication between managers and employees is also
one of the most important reasons that arises challenges of talent management. It has been
identified that in retailing sector talent management issues or challenge mainly get experienced
by organisation if there is poor hiring strategy, ineffective leadership and employee turnover.
These challenges not only affect profitability of an organisation but also lower down its goodwill
in a market place. It is essential for an organisation to have effective form of leadership in order
to manage talent and provide effective guidance to employees. It has been identified that
employees are one of the most important aspect for an organisation that increase its profitability
and productivity in a well defined and effective manner. Thus, it is essential for organisation to
have best recruitment strategy, staff management plan in order to prevent high employee
turnover. It has been identified that Tesco is facing with the challenge of staff retention in which
some of their stores are facing high labour turnover due to many reasons such as ineffective
culture, lack of communication, lack of employee engagement and more.
Concept of staff retention
According to the view point of Clarke and Scurry, 2020 staff retention is mainly defined
as an ability of a company to retain employees for longer of time. Staff retention is one of the
most important measures for an organisation that allows company to accomplish its
organisational objectives with talented and skilled workers. There are mainly 5 key drivers of
employee retention through which an organisation can retain employees for longer period of
time. These drivers are flexibility, employee benefits, career development, good manager and
employee relationship and personalized employee experience. It is essential for an organisation
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to provide different types of benefits perks and job satisfaction to their employees in order to
retain them for maximum period of time. According to the research search it has identified that
employees leaves a company due to frustration and constant friction with their superiors and
other team members. In addition to this lack of morale, lack of motivation, low salary is also
some of the factors that make employees to leave the job. In this it is essential for company HR,
leaders and managers to undertake advantage of best strategies and policies to retain employees
for a longer period of time. Along with this management is also required to provide long-term
benefits, continuous progress and positive workplace culture to their workforce. In addition to
this it is also essential for the organisation to make sure that employees are not going through
with any issues which is affecting their moral and motivation.
Numerous strategies that TESCO can adopt to overcome the challenge of staff retention
According to the perception of Bhatia and Baruah, 2020 challenge of staff retention can be
overcome with the help of hiring right individuals, providing benefits and compensation to
employees, encourage gratitude and generosity among organisational workplace culture, provide
effective recognition and rewards to employees and engage employees in the decision making
and other important aspects of company. In addition to this it is also essential for Tesco to take
advantage of strategic actions and employee retention strategy in order to motivate their
workforce on continuous manner. It has been identified that employees have major contribution
in company business performance and productivity. Thus, with the help of providing number of
advancement opportunities to employee’s organisation can overcome the challenge of staff
retention. This will further help company to assure long term growth and competitive
advancement in respective industrial sector. It is essential for Tesco management to take use of
best retention strategy comparatively to other rivals in marketplace in order to provide effective
support and guidance to employees. In addition to this has been identified that company is also
required to provide proper training and development courses to employees in order to enhance
their skill knowledge and moral. It will help company to ensure long-term growth sustainability
and profitability in retail industrial sector.
P2 Project Management Plan
Project management is mainly defined as a document in which different types of elements
are included that are required to accomplish a project in effective manner. These elements are
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objectives, project goals, project timeline, budget and more. By considering all these elements
researcher can accomplish project with having a proper track upon all the activities:
Cost:- It is one of the most important factor that include overall cost to accomplish project
activities, in order to accomplish present report activities there is requirement of £60,000.
Scope:- It has been identified that present research is conducted on the challenge of talent
management which is staff retention which is having wide scope at if company overcome this
talent management challenge then they have a possibility for growth and development.
Quality:- It is the most important factor for a researcher. In term with present research all
activities of project are accomplished with high quality than it automatically increases its
effectiveness (Krishnan and et. al., 2020). In order to conduct present research activities
information and data is allocated from authenticated sources in order to enhance quality of
research.
Communication:- To accomplish present research objectives proper communication
techniques is being undertaken by researcher and necessary information will be provided to
stakeholders and other individuals who are connected to research through e-mail, telephone,
social media and more.
Risk: Risk can be in terms of number of factors. In context with present research risk can
be in terms of allocation of information and funds.
P3 WBS and Gantt chart
Work Break down structure:
Work break down structure is a framework through which activities of project can break
into smaller segment. These activities will further allow organisation or researcher to conduct
different aspects and functioning in a well defined and manageable manner. In addition to this it
has been identified that with the help of a work break down structure necessary step can be
undertaken to overcome the challenges with higher efficiency.
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Gantt chart:
It is the most important strategic through activities which is required to be conducted in a
project is put against respected time. With the help of his project goals and objectives can be
fulfilled in best time period. Further has been identified that with the help of Gantt chat workload
can be reduced by researcher as it allows managing activities in proper time manner. With this
instance of this graphical tool project can be done in more efficient manner.
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CHAPTER 3
P4 Carry out small-scale research applying primary and secondary methods appropriate for
meeting project aims and objectives
Primary research-
Primary research is defined as a research methodology in which researcher collect data
directly rather than depending on other sources. It is a source of data in which can undertake
information from interviews, online surveys, focus group, observation. With the help of this data
can be accumulated in an accurate manner. In addition to this it has been identified that primary
research method involved more time and it is quite expensive in which researcher is required to
invest whose amount.
Secondary research-
Secondary Data Collection method involves information and data which has been
acquired by researchers who already existing data (Leggat, Liang and Howard, 2020). However
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with the help of this overall effectiveness of research can be enhanced, as in this information’s
are acquired from the authenticated sources. In order to collect information from secondary
sources researcher can take advantage of review articles, journals, published academic papers,
historical records, statistical data bases, government document and more. It is time taken and
cheap source through which information can be acquired. However in this research can face
difficult to obtain information on the specific needs.
In order to accomplish present research objectives both primary and secondary source of
data collection is being undertaken by researcher.
Quantitative research-
Quantitative research is mainly defined as a process of collecting and evaluating
numerical data. This method of research analysis can be used by researcher in order to find
patterns and averages and make predictions. In this research can take use of observation,
interviews and surveys to identify the article and numerical information.
Qualitative research-
In order to identify and evaluate information from qualitative research collection and
evaluation is based upon non numerical data. Main aim behind this is to effectively understand
experience and opinions and evaluate in depth- insight of certain problem. With the help of this
research method viewpoint of other individual can be identified in an effective manner.
In order to conduct presently researcher undertake advantage of qualitative method for
which questionnaire been prepared.
Questionnaire :
In questionnaire different questions has been asked from certain number of respondents.
Main am behind this is to identify their viewpoint on certain topics as to accomplish research
project. In order to accomplish present research objective researcher elected 50 respondents.
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Questionnaire
Q1) Are you familiar with the concept of talent-management? Frequency
a) Yes 40
b) No 10
Q2) What are the challenges that of talent management that an
organisation can face?
Frequency
a) Employee engagement 10
b) Recruitment and selection 10
C) Staff retention 30
Q3) What is the most effective method to overcome staff retention? Frequency
a) Hire right people 15
b) Recognize and Reward 15
c) Pay attention to engagement 20
Q4) What are the benefits of talent management for an organisation? Frequency
a) Employee Development 20
b) Improved Employee Experience 10
c) Increase Employee and Manager Engagement 20
Q5) Do you think, staff retention helps in increasing organisational
productivity?
Frequency
a) Yes 40
b) No 10
Q6) What are the benefits that TESCO can gain by overcoming the
challenge of staff retention?
Frequency
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a) Increased overall productivity 30
b) Better customer experience 10
c) Reduced training time 10
CHAPTER 4
P5 Data Interpretation
Theme 1: Concept of talent-management
Q1) Are you familiar with the concept of talent-management? Frequency
a) Yes 40
b) No 10
Interpretation:
Talent management is one of the most important elements for an organisation that
effectively enhances company growth and development opportunities in a well defined and
effective manner (Leggat, Liang and Howard, 2020). This practice increase company profit
earning capability at great extent. According to the above mentioned graph it has been identified
that 40 out of 50 employees are aware with the concept of talent management, as think that talent
management is a practice that facilitate company to retain its highly talented, experienced and
skilled employees for longer period of time improvement. Employees have major contribution in
company overall productivity. Thus, with the assistance of talent management strategy company
can effectively assure long-term growth. While on the other hand remaining 10 employees out of
50 are not aware with the concept of talent management as they did not have any knowledge of
this concept.
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Theme 2: Challenges that of talent management that an organisation can face
Q2) What are the challenges that of talent management that an
organisation can face?
Frequency
a) Employee engagement 10
b) Recruitment and selection 10
C) Staff retention 30
Interpretation:
Talent management is having number of challenge that can affect organisation in terms of
its productivity, long-term growth and sustainability. It has been identified employees mainly
leaves in organisation if they feel frustrated and other kind of pressure and low motivation.
According to the above mentioned graph it has been identified that 10 out of 50 respondents
think employee engagement is primary challenge of talent management that can be faced by an
organisation. While on the other hand remaining 10 respondents out of 50 considered recruitment
and selection as a major challenge of talent management that affects profitability of an
organisation. While lastly remaining 30 respondents out of 50 considered staff retention as one
of the main challenge of talent management as they think if highly talented employees leaves and
organisation then it affect overall aspects of an organisation. According to the viewpoint of these
respondents it has been identified that staff retention effects company long term growth, market
image, profitability and capability to generate profitability.
Theme 3: Most effective method to overcome staff retention
Q3) What is the most effective method to overcome staff retention? Frequency
a) Hire right people 15
b) Recognize and Reward 15
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c) Pay attention to engagement 20
Interpretation:
Staff retention can affect overall profitability and productivity of an organisation along with its
goodwill or brand image in marketplace. However this challenge can be effectively overcome by
an organisation by undertaking advantage of different type of strategies policies and measures.
With the help of these strategies staff retention challenge can be effectively overcome by an
organisation in a well defined and effective manner. Workplace Company can overcome the
challenge of staff retention, as they think if right individual get hired in right place then it
automatically enhances their job satisfaction. While on the other hand, remaining 15 respondents
think that by recognising and rewarding employees according to their performance facilitate
organisation to retain their employees for long period of time, as if employees get praised for
their performance then they stay longer period of time in a company. While lastly, 20 out of the
respondents said that by paying attention to engagement or engaging employees in the company
and making and other essential aspects allow company to retain their employees, as it increases
sense of belongingness among employees towards company.
Theme 4: Benefits of talent management for an organisation
Q4) What are the benefits of talent management for an organisation? Frequency
a) Employee Development 20
b) Improved Employee Experience 10
c) Increase Employee and Manager Engagement 20
Interpretation:
By managing talent in a well defined and effective manner organisation can have access
to a number of advantages and benefits. With the help of these benefits organisation can assure
more competitive advancement within an effective industrial sector. As per the above mentioned
graph and it has been determined that 20 out of 50 respondents think that employee development
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is the major benefit of talent management that automatically enhances overall productivity of a
company. While remaining 10 respondents out of 50 consider that improved employee
experience is the major benefit of talent management for an organisation, as if employees are
having great experience than they perform their roles and responsibilities with more efficiency
and effectiveness. While lastly 20 out of 50 respondents think that increase employee and
manager engagement is the major benefit of talent management, this not only allow organisation
to remove unnecessary conflicts and issues but also increases overall productivity and
profitability of an organisation.
Theme 5: Staff retention helps in increasing organisational productivity
Q5) Do you think, staff retention helps in increasing organisational
productivity?
Frequency
a) Yes 40
b) No 10
Interpretation:
Staff retention is having efficient capability to enhance overall productivity of an organisation at
great extent, as if an organisation retain their highly talented, skilled and potential employees
then it automatically have great competitive advancements comparatively to other organisation,
as experienced employees can perform roles and responsibilities with more effectiveness.
According to the above graph it has been identified that 40 out of 50 respondents agree with this
fact that staff retention have greater capability and capacity to enhance overall productivity of an
organisation. According to their view it has been identified that by retaining employees for a
longer period of time Company have access to more growth opportunities and profitability.
While on the other hand remaining 10 respondents out of 50 did not agree with this fact, as the
things organisation is also require to imprecise upon other aspects to enhance their profitability.
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Theme 6: Benefits that TESCO can gain by overcoming the challenge of staff retention
Q6) What are the benefits that TESCO can gain by overcoming the
challenge of staff retention?
Frequency
a) Increased overall productivity 30
b) Better customer experience 10
c) Reduced training time 10
Interpretation:
There are a number of benefits that Tesco can gain if they overcome the challenge of staff
retention. It is one of the major challenges of talent management. According to the above
mentioned graph it has been identified that 30 out of 50 respondents consider that increase in
overall productivity is the major benefit that Tesco can have by overcoming staff retention
challenge, as if company retain experienced and skilled employees then it automatically
increases overall productivity of organisation. While on the other hand remaining 10 respondents
consider that better consumer experience is the benefit the TESCO can have by overcoming staff
retention challenge, as if already trained and skilled employees perform their roles and
responsibilities for longer period of time that it enhances consumer experience in respective
industrial sector. Lastly, 10 out of the respondents think that reduced training time is the major
benefit if company can overcome the challenge of attention.
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CHAPTER 5
P6 Recommendations
Staff retention is defined as an ability of a company to retain its employees. High employee
turnover is the reason of lack of employee morale, lack of recognition, absence of clear career
path, bad relationship between leaders and managers and many other factors. In order to assure
higher growth and success in a respective industrial sector it is a essential for an organisation to
retain and motivate employees, as they are major source of company revenue generation.
Experienced employees provide new opportunities for an organisation thus, it is essential for an
organisation to increase moral of employees and undertake advantage of many drivers of
employee retention in order to make them stay for longer period of time. It is recommended to
TESCO managers to take advantage of different policies in order to reduce turnover and retain
employees for higher period of time. It has been evaluated that TESCO is a leading organisation
which is conducting its business operations in retail industrial sector. Thus, it is essential for
company to retain employees in order to gain advantage of growth opportunities on global scale.
Increase in employee’s turnover can not only affect the profitability of company brand image at
global scale. Thus, in order to increase competitiveness in retail industrial sector and assure
positive brand image it is essential for management of Tesco to create right culture in which
leaders and managers are required to develop stronger bond with employees. It is essential for
managers to make sure that employees are performing their operations in a positive workplace
culture as strict workplace can affect profitability and morale of employees. In addition to this,
Tesco is recommended to offer training to their employees by business experts and also offer
other training certificate courses to workforce. By investing in employees facilitate organisation
to retain employees for longer period of time. In addition to this leaders are recommended to
provide proper guidance to each and every employee and make sure that every employee is well
aware with their actual roles and responsibilities (10 Ways to Improve Employee Retention. 2020).
Leaders and managers of Tesco are also recommended to provide feedback on employee’s
performance as will increase motivation and morale among employees to perform their job with
more effectiveness. Compensation and other benefits play most important role in retaining
employees as Tesco is a leading business organisation in retail sector thus it is essential for
company to provide competitive compensation, salaries and other monetary and non monetary
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benefits to their workforce. It will enhance company profitability productivity and opportunities
on global scale. Management of Tesco is also recommended to provide flexible working
condition to their employees and understand their actual needs and demands, proper
communication strategy is also required to be allowed by company to identify problems and
issues that employees are facing. In order to compete with other competitors it is essential for
Tesco to provide other benefits and unique perks to employees in this company can provide free
meals and other support to their employees with other creative perks.
Management of Tesco is also recommended to engage employees in the process of
decision making and other important aspect of organisation. It enhances sense of belongingness
among employees towards company. Respective organisation is also recommended to undertake
advantage of best performance appraisal methods, career management and succession planning
in order to satisfy needs and demands of employees in a well defined and effective manner. It is
essential for key executives of Tesco to stay connected with employees and offer them various
advancement opportunities with transparency among management and employees. Thus
according to the above analysis it has been identified that by emphasizing upon all the above
mentioned recommendations Tesco can retain employees for longer period of time. It will
enhance company productivity and profitability at global scale. Talented and experienced
employee facilitates company to gain advantage of opportunities in both domestic and global
market segment.
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CHAPTER 6
P7 Reflection
Present report has been conducted on the key challenges or obstacle facing by
organisations in a business sector in terms of talent management. Staff retention is the primary
challenge of talent management that an organisation may face if they failed to retain employees
for longer period of time. This issue may arise due to number of elements such as lack of
employment engagement, career management, performance appraisals, poor recruitment and
selection strategy and more. This report is made on staff retention challenge which is facing by
Tesco which is dealing its business services in retail industrial sector. In this research negative as
well as positive experience has been gained by me that enhance my knowledge and perception
about talent management. It has been identified by me that during starting phase of this research
I was required to determine different types of information and authenticated data from various
sources and use them appropriately in research process. However it takes my lot of time due to
my inefficiency in time management. In addition to this I also faced difficulties in terms of
acquiring different set of data and information from both primary and secondary sources, as this I
have required to analyse various articles, general, internet sources and more to gather most
effective and authenticated data for the research. Along with this I also faced issue in
communication with the respondents due to my ineffective communication skills. It affects me to
determine viewpoint of respondents in a well defined and effective manner. However during this
research these obstacles have been overcome by me with the help of my critical thinking skill.
This research also enhances my time management and communication skills that facility me to
gain more growth opportunities in future.
Furthermore it has been evaluated by me that this research effectively enhances my data
collection, research analysis and time management skill that play important role in an individual
life in both personal and professional manner. All these experience that has been gained by me
that allows having more future growth opportunities. This research will benefit organisation to
overcome the challenge of staff retention. Along with this has been identified by me that I didn’t
expected to complete this research with authenticated data and information but by seeing end
outcome I get surprised, as all the aspects of this research is fulfilled with efficient data and
information. If I had a second chance I will enhance time management skill to accomplish all the
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activities in proper time frame. The most important lesson that I have learnt from this research
project is to analyse data and information in an effective manner. The topic of staff retention is a
major challenge of talent management that enhances my knowledge on both the prospects
namely, talent management and its challenges and the measures through which company can
overcome the challenges. It enhances opportunities for me to conduct research project with
proper time management, critical thinking, data allocation communication and other strong
skills.
CONCLUSION
As per the above mentioned report it has been concluded that talent management is a best
practice for any organisation in any industrial sector. It plays most important role for any
company irrespective of its size, scope, vision, aim and objectives. Employees are most
important part of a company, as they have major contribution in organisation growth as well as
success. With highly talented, skilled and experienced employees an organisation can fulfil its
objectives in a well-defined manner and can further assure higher productivity. Thus, it is
essential for an organisation to undertake advantage of best talent management practices in order
to hire, retain, train and manage employees with more effectiveness. However talent
management have number of challenges in which staff retention is a primary challenge that can
affect organisation talent management strategies. Staff retention is experienced by an
organisation when they are incapable to retain employees in a workplace structure as it affects
overall growth, productivity and profitability. In this modern competitive world it is essential for
an organisation in any industrial sector to undertake use of strong staff retention policies and
practices such as a reward and recognition, training and development, employee engagement and
more in order to retain their employees for longer period of time. Staff retention will not only
allow organisation to assure maximum productivity but also increase its brand image and
goodwill in a marketplace. It further facilitate organisation toward long-term sustainability in a
respective industrial area and allow them to acquire more competitive advancements and its
rivals.
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10 Ways to Improve Employee Retention. 2020. [Online]. Available
throughhttps://www.inc.com/john-rampton/10-ways-to-improve-employee-retention.html
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