Assessing Talent Management Strategies for Aston Martin Report

This report examines the talent management strategies employed by Aston Martin, focusing on employee retention and motivation. The report begins with an introduction, outlining the research aim and objectives, which are to understand the impact of talent management strategies on Aston Martin's workforce. The study utilizes quantitative data, with a brief overview of the research methodology, including the use of questionnaires. The analysis includes an evaluation of the research tools used. The report then presents and justifies recommendations, such as the development of global employee development programs and the building of a strong employer brand, to attract skilled candidates. The conclusion emphasizes the importance of talent management for business success, highlighting strategies like anti-discrimination policies and paid leave. The report references several academic sources to support its findings.

E- Portfolio: What talent
strategies do the best companies
use to attract and retain people?

 Introduction
 Research aim and Objective
 Data analysis
 Evaluation of research tools
 Justification of recommendations
 Conclusion
 References
Table of Contents

Business firms aim to attract and retain skills employees as
talented employees are a rare and valuable assets for the
company. The present PPT is based on British car
manufacturing company Aston Martin. This presentation
includes data analysis on the talent management along with
justification of recommendations for attracting and retaining
talent at Aston Martin. Research tools used in the study are
also evaluated in presentation.
Introduction

Research aim:
To determine and understand effect talent management
strategies used by Aston Martin on employee retention and
motivation.
Research Objectives:
 To understand the concept and value of talent management
in context of Aston Martin
 To analyse talent management practices used by Aston
Martin to build and sustain talented workforce.
Research aim and Objectives

Q 1) Do you
aware the concept
of Talent
Management ?
Frequency
a) Yes 22
b) No 8
Data Analysis
22
8
a) Yes
b) No
22
8
a) Yes
b) No

Q2) Do you agree
that talent
management is
necessary for the
welfare of the
organisation?
Frequen
cy
a) Yes 23
b) No 7
Continue
23
7
a) Yes
b) No
23
7
a) Yes
b) No

The research utilizes quantitative data to reach accurate
research outcomes.
Merits: The main merits of usage of quantitative data is that
it provides objective results. In addition to this quantitative
data is easy to analyze.
Demerits: The main demerits associated with usage of
quantitative data is that it overlooks broad themes and
relationships between variable in favor of statistical
relations which reduces the accuracy of the study.
Evaluation of research tools

The recommendation of developing global employee
development programs is suitable for Aston Martin as it will help
the company develop skilled workers and create attractive
employer image which will attract skilled candidates on a global
scale.
The reason behind recommendation of building employer brand
is that candidates require high brand image in order to seek
employment from a firm. Aston Martin will be able to attract
talented employees by building positive employer image
Justification of recommendation

From the above research it is determined that telnet
management is crucial to the growth and progress of the
company. Talent management helps business organisations
attract and retain talented employees . Talented employees
lead the company towards perpetual success by seeking
continuous improvement in various business practices.
Business organisations use various strategies to retain skilled
workers for a long time period which involves constructing
anti-discrimination policies, paid leave and maternity leave
Conclusion

 Ghaffari, H., Rafiei, M. and Sahranavard, S., 2018. Factors
Affecting Talent Management with a Focus on Internal Reward: A
Case Study of Barfab Company. The Journal of Productivity
Management, 12(1 (44)), pp.97-121.
 Gong, B., Ramkissoon, A., Greenwood, R.A. and Hoyte, D.S., 2018.
The Generation for Change: Millennials, Their Career Orientation,
and Role Innovation 1. Journal of managerial issues, 30(1), pp.82-6.
 Graham, B.Z. and Cascio, W.F., 2018. The employer-branding
journey. Management Research: Journal of the Iberoamerican
Academy of Management.
References

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