Talent Management Report: Evaluating Tesco's Workforce Strategies

This report offers an in-depth analysis of talent management strategies within Tesco, a leading retail company. It begins with an introduction outlining the aim to evaluate talent management's impact on workforce performance and objectives. The report presents a project management plan, including a work breakdown structure and Gantt chart, to illustrate the project's timeline and stages. A literature review explores various methods for analyzing talent management, its impact on working standards, and new theories for improvement. The research methodology, including qualitative methods, an inductive approach, and interpretivism, is detailed. Data collection methods, sampling techniques, and ethical considerations are also addressed. Primary data analysis reveals that managers actively focus on talent management, leading to positive outcomes like reduced employee turnover. The report concludes by emphasizing the importance of talent management in fostering a motivated and efficient workforce within a competitive business environment.

Managing a Successful
Business Project

TABLE OF CONTENT
TABLE OF CONTENT.........................................................................................................................2
INTRODCUTION.................................................................................................................................4
Aim and objectives ...........................................................................................................................4
Project management plan ..................................................................................................................5
Work breakdown structure and a Gantt Chart to provide timeframes and stages for completion.......6
WORK BREAKDOWN STRUCTURE............................................................................................8
...........................................................................................................................................................8
Literature review ...............................................................................................................................8
Data analysis....................................................................................................................................10
REFRENCES......................................................................................................................................16
APPENDIX.........................................................................................................................................17

INTRODCUTION
The project management report will be analysing discussion of various aspects and
importance of talent management among employees within business horizons in corporate
business world which is analysed as one of the largely essential parameter. The report will be
bringing forward research analysis on Tesco company talent management aspects for
competitive functional role and various information related to motivation scenarios for larger
retaining goals.
Aim and objectives
AIM: To evaluate talent management enrichment within workforce and its impact on
functional performance goals. A study on Tesco.
OBJECTIVES:
 To identify different methods to analyse talent management within workplace
 To analyze its foremost impact on working standards among all employees within workforce,
motivation scenario (Syed and Ozbilgin,2019).
 To enable new ways and theories to increase talent management within employees
 To identify relative aspects on talent enrichment among workplace in employees, and how it
can be further diversified.
Research questions:
1. What various methods enable analysis of talent management within workforce?
2. How does it have foremost impact on working standards among workforce?
3. What new ways and theories play essential role for increasing talent management?
4. How new aspects on talent management can be enriched among workplace, and it can
be further diversified? (Beaman, 2017)
Rationale:
The rationale for taking talent management as the topic for research can be
understood as one of the highly integral essential aspect where competitive domains are
actively heading for larger growth functional goals. This topic for research holds high role of

importance among working operations which enable business development to be actively
growing on varied domains of effective parameters and larger diversity of employees. Talent
management also potentially gives creative push to innovative thinking synergy among
working scenarios within business culture, for larger determinants and new quest horizons for
enhanced larger diversity of operations. Rationale behind taking this topic for research will
enable us to in depth analyse work growth within workforce diversity, talent development
and competitive paradigms which evolve larger paradigms of motivation among workforce
within varied scenarios (Chang and Milkman, 2020).
Project management plan
The project management plan will be discussing various factors of larger working
innovation within varied goals and larger vision oriented horizons for developing higher
metrics of stronger quality growth efficacy within time period of project completion. The
research project will be developed on basis of best quality of aim and vision propagated
among corporate structure growth analysis, time and risk factors will be taken at focus for
bringing on active growth . The research will be also done on basis of quality data, through
primary and secondary analysis of various resources for obtaining data which will be gaining
informative focus for larger efficacy aspects. The plan will further bring on varied
parameters, leveraging larger growth arenas for keeping up larger vision growth worked on.
Stakeholders within company will be contacted further within research based on primary
research, where there are varied growth aspects analysed and also to pertain focus for larger
scale efficacy objectives. The risk factor of project resources failure will enable is to bring
focus for developing higher quality metrics of larger functional enhanced usage of resources,
and also competitively building larger scale determinants. It can be also analysed that risk
and resources for research project will be keenly taken high focus for leveraging higher work
growth efficacy and to be effective in project completion (Dhanani, A. and Jones, 2017).
The project management plan will be in detail explaining various aspects of time
factor and resources analysed for bringing on informative diversity within work growth
scenarios widely, also varied aspects of information data will be actively used for generating
reliable information. It can be understood that the project research will be done within time
period of months, which will be competent enough for bringing on 6 months by will be
focused on developing higher work growth efficacy operations for higher coordination. This
period of research will be used on for developing in detailed research on larger growth

efficacy operations, to evolve on larger growth operations and also to develop competitive
strength within projects (Köllen, Kakkuri-Knuuttila, and Bendl, 2018).
Work breakdown structure and a Gantt Chart to provide timeframes and stages for
completion.
Task Mode Task Name Duration Start Finish Predecessors
Auto
Schedule
d
selecting the topic and
framing aim and objective 3 days Mon 10/5/20 Wed 10/7/20
Auto
Schedule
d
making project
management plan 3 days Thu 10/8/20 Mon 10/12/20 1
Auto
Schedule
d
review of different
literature 4 days Tue 10/13/20 Fri 10/16/20 2
Auto
Schedule
d
listing out methods of
research 6 days Mon 10/19/20 Mon 10/26/20 3
Auto
Schedule
d
framing of the
questionnaire 5 days Tue 10/27/20 Mon 11/2/20 4
Auto
Schedule
d
providing questionnaire to
respondent 6 days Tue 11/3/20 Tue 11/10/20 3,5
Auto
Schedule
d
collecting the data 6 days Wed 11/11/20 Wed 11/18/20 6
Auto
Schedule
d
interpreting the collected
data 10 days Thu 11/19/20 Wed 12/2/20 7
Auto
Schedule
d
concluding and
recommending 4 days Thu 12/3/20 Tue 12/8/20 8
Auto
Schedule
d
doing formatting 3 days Wed 12/9/20 Fri 12/11/20 9
Auto
Schedule
d
Feedback 4 days Mon 12/14/20 Thu 12/17/20 10
Auto
Schedule
d
making changes as per
given feedback 3 days Fri 12/18/20 Tue 12/22/20 11
Auto
Schedule
d
submitting final research 1 day Wed 12/23/20 Wed 12/23/20 12

WORK BREAKDOWN STRUCTURE
Literature review (SECONDARY REVIEW)
As noted by Ogbari and et.al., (2018) employees are most important resources of firm
as they by putting their best efforts is able to contribute in growth and success of enterprise.
Companies are trying to retain maximum talented and experienced employees in the firm so
that best services can be delivered to end users. There is different method that could be used
to analysis talent management with firm. As per the views of Kumar, (2019), talent
management has high positive impact on working standards within employees at workforce
within motivation scenarios which generates larger stable growth metrics and active
operational efficacy among varied goals actively. Author has in detail explained in research
papers that there are various arenas within brainstorming sessions and larger innovation goal
diversity which gives employees larger work growth efficacy and also pertain wider push on
varied grounds within companies. There are varied competency strategies framed within
companies top management for larger dev eloped platforms, to pertain keen goals widely and
also push to innovation efficacy.
As per the views of Mohajan, (2018), there are varied new ways and theories to
increase talent management within employees for longer scale growth diversity and wider
functional strength among larger arenas for bringing on determinants of best working pace. It

can be analysed that broader technical growth efficacy within leadership and management
practices gives effective push to stable growth synergy and larger vision oriented
development. It has been also analysed that talent management also gives positive push to
wider scenarios of vision motivation among employees by leaders for creative strengths and
larger scale growth horizons. It can be analysed that there are varied growth developed
among larger domains of motivation of quest goals widely for larger quest goals and also to
yield larger scale operational metrics.
As per the views of Pimpa, (2019), there are various parameters of relative efficacy
within vision by talent enrichment aspects among workplace within employees where they
can be effectively diversified within keen goals widely and also to pertain wider efficacy
among competitive horizons. It can be also analysed that there have been stringent push
analysed among employees workforce strengths and operational metrics, where the wider
technical push enables business to actively be competent and also keenly evolving actively
on larger segments.
Research methodology:
It is term that is used to describe process, techniques that are used to select, collect,
identified and analysed several data so that necessary information can be gathered in best
possible manner. Therefore, several methods that have been used to conduct research on most
important topic that is talent management are described below:
Research type: It state the way data will be researched to gather correct information like
qualitative or quantitative are two method or types of research. Qualitative research helps in
depth understanding of information but generally based on non statistical data. On the other
hand, quantitative data is make use of numerical value in order to collect and analysed
necessary information (Davidavičienė, 2018). The researcher has make use qualitative
method to get more depth about talent management.
Research Approach: It is procedure that specific about set of assumptions that research
will use while collecting and analysis data. There are two different researches approached
that are being used in research like inductive and deductive. In inductive approach there is no
literature as there is no test of theory so it consist three stage such as observation, observe a
pattern and develop a theory. While deductive start with theory and make use of hypothesis
therefore out of both researcher has make use of inductive approach.

Research Philosophy: It illustrates the way or method that can be used to collect crucial
information that is further divided into interpretivism, positivism. Interpretivism is more
suitable for qualitative while positivism for quantitative therefore Interpretivism has been
used by scholar to understand in-depth about information.
Data collection: Primary and secondary are two common methods that are used to collect
information. Primary sources or firsthand information included method like interview. While
secondary are based on use of books, articles and several other medium that are all ready
published to gathered correct information. Both primary and secondary sources have been
used to conduct research.
Sampling: Sampling is selecting particular individuals or respondent from group of
individual’s only so random sampling method has been used by scholar to pursue research
(Flick, 2020). There are 30 respondents that are taken for gathering information related to
talent management in the firm.
Data analysis: It specifies the way data will be analysed, there are two specific methods
such as thematical and SPSS among both thematical is used as several theme, bar graphs are
used so that information can be easily understand.
Ethical consideration
The research has been made by considering all ethical value and principles, it has
also make use of citation where ever necessary so that it can be made useful and valuable for
others.
Data analysis (PRIMARY REVIEW)
Theme 1: Major respondents feel managers take active focus on talent management within
workforce
Do you think manager of the Tesco focuses on talent management
effectively at the workplace?
RESPONSES
Yes 20
No 10
TOTAL 30

The pictorial description enables us to analyse that managers are actively taking part
within talent management aspects, for generating new competitive efficacy within workplace
actively. It can be also analysed that as 20 employees out of 30, have said yes to question that
managers take active focus on talent management aspects which are bringing on varied goal
efficacy within longer run. The data analysed also enable us to potentially analyse that
TESCO as one of the top growing retail company within global industry has been
competitively focusing on producing talent management strategies for pertaining higher focus
on keeping up larger growth competency. It can be also analysed that data above discussed
also focuses on fact that there is varied diversity among employees by developing higher
innovative efficacy within working scenarios, to develop larger technical motivation
standards.
Theme 2: Talent management outcomes are positive within workforce
What are the desirable outcomes received at Tesco by focusing
on talent management?
RESPONSES
 Reduced turnover of staff 15
 Raises goodwill 5
 Both an and b 10
 TOTAL 30

The above pictorial data enable us to analyse that there are varied outcomes within
workforce active goal diversity which develops longer scale innovation among larger
scenarios. The analysis enables us to depict information form varied arenas that employee’s
turnover is low, also they feel motivated to bring on varied ideas and talent enrichment
among varied goals efficacy scenarios for larger growth diversity. Data also enables us to
analyse that Tesco as one of the best retail company actively focuses on analysing and
monitoring data, outcomes form talent management aspects which has given high boost to
overall productive strengths. It can be analysed that employee’s diversity within platforms
have been also growing among workforce at Tesco for leveraging commercial growth within
its HR strategies, to be potentially focusing on best HR strategies. The results also show that
employees are competent and informatively wide among varied aspects where HR
departments and top management has been taking informative steps for active work enriching
efficacy goals
Theme 3: Major respondents responded that Tesco focuses actively on talent management
strategies
Q:3 Do you think Tesco focuses actively on talent management
strategies?
RESPONSES
 Yes 20
 No 10