Evaluating Talent Management Impact: Mark and Spencer's Strategies, UK

This report examines the impact of talent management strategies at Mark and Spencer (M&S) in the UK retail sector. The study explores various talent management strategies used by M&S to attract and retain employees, including personal growth initiatives, training programs, and communication strategies. It investigates the rationale behind these strategies, aiming to evaluate their effectiveness in a globalized business environment. The report includes a Work Breakdown Structure (WBS) and Gantt chart for project management, outlines the research methodology (quantitative approach with interpretivism philosophy), and provides a literature review of existing research on the topic. The analysis identifies challenges faced by M&S in talent management and offers recommendations for improvement. The report concludes with an assessment of the project's value in meeting its objectives and references relevant academic sources.

Managing a Successful
Business Project

TABLE OF CONTENTS
Topic................................................................................................................................................3
Introduction......................................................................................................................................3
LO 1.................................................................................................................................................3
P1. Aim and Objectives...............................................................................................................3
Rationale......................................................................................................................................3
Aim..................................................................................................................................................4
Objectives........................................................................................................................................4
Research Questions..........................................................................................................................4
P3.WBS and Gantt chart..............................................................................................................5
LO2..................................................................................................................................................7
P4. Research Methodology..........................................................................................................7
LO3..................................................................................................................................................9
P5. Literature Review..................................................................................................................9
P6. Recommendations...............................................................................................................12
LO4................................................................................................................................................13
P7Value of undertaking project to meet objectives...................................................................13
REFERENCES..............................................................................................................................16

Topic
To analyse impact of talent management strategy use by organisation in attract and retain
people in United Kingdom. A study on Mark and Spencer.
Introduction
Talent management refers to the process in which skilled as well as talented workforce
are retain by organisation for achieving higher goals on time. Mark and Spencer (M&S) well
known retail firm around the globe and because of professional and qualified workforce. There
are number of strategy use by M&S such as focuses on personal growth of employees by
providing incentives, increment, opportunities, promotion etc. Organisation focuses on need of
workers such as types of training and development technique which are required for improving
skills (NiedŸwiecka, 2016). M&S emphasizes on focus on professional growth of workers by
developing various types of qualities for example: it introduces communication programs which
help in maintaining diversified culture and create friendly environment as people understand
each other. Report highlights impact of talent management strategies use by Mark and Spencer in
retaining workforce in globalization. It has four different objectives which are based on aim of
research. Different author also opinion also describes in Literature review in the report.
Research methodology also explains in it which helps in understanding the way in which study
conducted by scholar. In the end data analyses as well as recommendation are explained in
report.
LO 1
P1. Aim and Objectives
Rationale
Research emphasizes on different types of talent management strategy use by Mark and
Spencer in globalization of business. In last few years workforce become potential resource in
gaining competitive advantage and hence study focus on it (Altememi and Almashhadain, 2020).
It helps firm in attracting as well as retaining employees and achieving higher goals on times and
increase profit share of firm in time of globalize business. It also focuses on different challenges
that firm focuses on managing workers at workstation as competitive salary as well as
opportunity by other firm effecting on talent management. Research will help to understand
different types of talent management strategies of M&S and its impact on employees retaining.
3

Aim
Evaluate the impact of talent management strategy use by Mark and Spencer to retail as
well as attract talented and skilled workforce.
Objectives
 To understand the concept of talent management in globalization.
 To study different types of talent management strategies used by firm.
 To analyse impact of talent management strategies use by M&S workforce retaining
talented and skilled workforce.
 To identify challenges face by different talent management strategies use by Mark and
Spencer and suggest recommendation.
Research Questions
1. What is the idea behind talent management in time of globalization?
2. What are various types of talent management strategies used by organisation?
3. What is the impact of managing talent strategies on workers of Mark and Spencer?
4. What problems Mark and Spencer facing in talent management strategies and how it can
overcome from it?
According to Altememi and Almashhadain (2020), there are number of talent
management strategies that are use by retail industry of United Kingdom for attracting talented &
skilled workforce as well as retaining existing employees. Human Resource department plays
important role in it. HRM plans different policies as well as procedure related to maintaining
diverse workforce such as communication programs are introduce which create better
understanding of work as well as diversified culture promotion. It reduce isolation as well as
depression chances in organisation and hence it able to achieve higher goals on time. Monthly
feedback by employees related to work help organisation in understanding issued at workstation
and quickly resolved which increase workforce satisfaction level. Talent management strategy
firm align with its employees and hence it can work efficiently and increase efficiency, quality
and productivity of work. There are number of training and development programs that are
launched by organisation in order to improve professional skills of workers and gaining
advantage in changing business. Human Resource department follow strategy of focusing on
growth of workers which helps in gaining their loyalty and decrease chances of workforce
4

migration. Firm analysis performance of workers with the help of tools such as KPI,
benchmarking etc. and hence able to provide opportunity, invectives, increment and promotion
to deserving candidate. It also helps in attracting people of other organisation to work Join
Company and hence it becomes first choice for talented and skilled workforce. Cultural events,
sports & refreshing activities, etc. are at work place again create positive atmosphere at work-
station.
` On the contrary Tafti, Mahmoudsalehi and Amiri (2017), talent management are not good
at practicality as well as increasing financial burden on firm. Employees love to work in different
country as well as in MNCs which offer high salary and hence competitive salary attracting them
towards other firm. Training and development programs are aligned with organisation goals and
HRM less care about workforce involvement which again separates them from working. Senior
leaders of many companies still follow autocratic leadership which again creative negative
atmosphere at workplace and hence less workers take willing to work with firm.
P3.WBS and Gantt chart
WBS (Work Breakdown Structure)
It is a project management tool that are use to separate different activities so that it can
easily be understand by observer. It also help individual working for particular task on time as
well as improves quality, efficiency and productivity of work and hence support in achieving
higher goals on time. Each segment describes various types of work that has done by the person
in organised as well as in planned manner. WBS of this project separated into, Research
Methodology (RM), Data collection, Data analysis and conclusion as well as recommendation
into smaller parts (Anlesinya, Dartey-Baah and Amponsah-Tawiah, 2019).
Gantt chart
5

It helps in planning as scheduling different task of project and hence support scholar in
completing on time. It explains different part of a project such as time that require for project
completion, resources that needed for it etc. I also include starting date of project, types of
project activities; employees working on task, start and end time of activities, accomplishing
time of activity, tasks require team work, overlap and connect with each other and the complete
date of project.
6

Timeline
Activity
in Weeks
1st 2nd 3rd 4th 5th 6th
Aim
Project Management
Plan (PMP)
Research Methodology
(RM)
Data collection (DC)
Data Analysis (DA)
Finding
Reflection
Submission
LO2
P4. Research Methodology
It can be defined as processes that are used for completing research by scholars. It
includes different types of way that are followed by researcher such as type of research,
philosophy, data collection methods, data analysis, ethical consideration etc.
Research Type
It can be defined as type of research that is used by scholar such as qualitative or
quantitative. In Former one researcher concerned about the information which are specific to
7

topic while later one remain specified and information sources remain in large numbers. Scholar
has taken quantitative for talent management strategy of Mark and Spencer and hence it will
productive as well as topic centric.
Research Philosophy
It can be described as way of thinking of scholar related to topic such as whether topic
need human world involvement or not and again research philosophy distributed into two parts
namely positivism and interpretivism. Positivism more focused towards numerical and facts that
are why used for mathematical and accounts studies. Scholar has chosen interpretivism human as
social world require for talent management strategy of Mark and Spencer. It will help in
understanding employees on time and in better way (Dźwigoł and Dźwigoł-Barosz, 2018).
Research Approach
Research approach can be define as the way in which scholar following study of the topic
and inductive as well as deductive are its two types. Former one emphasizes on generation of a
theory which are not developed yet while later one focuses on using theory which are already
developed by someone else. Scholar has taken Inductive approach as it will give better result of
study related to managing talent in M&S and also it can be used by other people in future.
Data Collection
It can be described as a method use for collection of data from different sources. It is
again divided into two different types such as Primary and Secondary. In first one scholar
focuses on gathering information by providing questionnaire to participant, survey etc. while
later one focuses on using data that are already existed in books as well as general. Secondary
information is selected by scholar for studies which help in better understanding topic by
personal meeting (Goldberg and et.al., 2017).
Sampling
In this participant selection are done in two manner namely simple random and
purposive. In purposive people are selected as per the need and they are specific which increase
chances of biasness and hence decrease quality of research. Simple random sampling has taken
for talent management strategy study which helps in completing research without mistakes and
8

select 30 employees for it. It increase quality of research and hence can impact on presentation of
work.
Data Analysis
It can be describe as analysis of information with the help of graph and divided into SPSS
and thematic. First one consider numerical form of representation of information but it cannot
be easily understand and hence scholar has taken thematic which gives better idea by information
in pictorial form. It also help in understanding data in positive way by investigator and can be
help other scholar in upcoming future.
Ethical Consideration
Researcher has provided consent and other types of form to participant and ensures that
their dignity will not be harm. Questions are not forcefully asked by participant and any
misbehave not done during interview. Sentiments and emotion of a person not harm during the
research. There are number of time when respondent breakdown during answering question and
hence that time stop interviewing and provided personal support. Address and other information
will not be shared to anyone and hence safety & security of them maintained.
Research Limitation
There are number of problems faced during the research by scholar but in the end able to
complete research in depth. Time and resource are less but with proper planning everything work
according to planning. Topic was vast but researcher focused on relevancy and hence completed
studies on time. In the beginning employees of Mark and Spencer not willing to give answers to
question but after positive conversation and describe the report that willing to do it and hence
fruitful work can be done on time.
LO3
P5. Literature Review
According to Altememi and Almashhadain (2020), there are number of talent management
strategies that are use by retail industry of United Kingdom for attracting talented & skilled
workforce as well as retaining existing employees. Human Resource department plays important
role in it. HRM plans different policies as well as procedure related to maintaining diverse
workforce such as communication programs are introduce which create better understanding of
9

work as well as diversified culture promotion. It reduce isolation as well as depression chances in
organisation and hence it able to achieve higher goals on time. Monthly feedback by employees
related to work help organisation in understanding issued at workstation and quickly resolved
which increase workforce satisfaction level. Talent management strategy firm align with its
employees and hence it can work efficiently and increase efficiency, quality and productivity of
work. There are number of training and development programs that are launched by organisation
in order to improve professional skills of workers and gaining advantage in changing business.
Human Resource department follow strategy of focusing on growth of workers which helps in
gaining their loyalty and decrease chances of workforce migration. Firm analysis performance of
workers with the help of tools such as KPI, benchmarking etc. and hence able to provide
opportunity, invectives, increment and promotion to deserving candidate. It also helps in
attracting people of other organisation to work Join Company and hence it becomes first choice
for talented and skilled workforce. Cultural events, sports & refreshing activities, etc. are at work
place again create positive atmosphere at work-station.
` On the contrary Tafti, Mahmoudsalehi and Amiri (2017), talent management are not good
at practicality as well as increasing financial burden on firm. Employees love to work in different
country as well as in MNCs which offer high salary and hence competitive salary attracting them
towards other firm. Training and development programs are aligned with organisation goals and
HRM less care about workforce involvement which again separates them from working. Senior
leaders of many companies still follow autocratic leadership which again creative negative
atmosphere at workplace and hence less workers take willing to work with firm.
According to the Krishnan and Scullion (2017), management is a systematic attractions,
identifications and the retention and development of individuals who are the core value of the
organizations and are the high potentials for the better future of the business operations. talent
management is the process of retention and recruiting and selecting the best talent for the
organizations so that that can be utilized in the future to increase the performance of the
organizations for a longer period of time and it also helped Marks and spencers to develop the
business operations and working in such a manner that it can increase a better productivity and
profitability for the Marks and Spencer. it is one of the most important management of the
organization and it is important for the Marks and Spencer to understand the criticality of talent
management as talent management is one of the most important factors. Talent management help
10

organization in a better success in future and also is one of the responsibilities of the human
resource of the organizations to maintain the talent of the organizations to improve the working
and the process of the organization to increase the quality and services towards the customer so
that they can maintain the customer satisfactions for a higher level and gets a high profitability in
the market. working in retail sector is one of the major factors in which talent management is
very important as retail industry is one of the most competitive industries Ann Marks and
Spencer are utilizing the best of the market of the industry and it is important for them to
maintain their talent and to retain the best talent in the organization so that they can utilize them
in beating the competition and also increase the growth in the market with other competitors.
NiedŸwiecka, (2016), suggest that there are a lot of ways in which talent management can be
utilized to improve the performance of the organization and it is very important for the
organizations to plan the best talent management strategies in different areas of the organization
so that they can utilize the best of the resources and increase the performance of Marks and
Spencer and developments the overall business operations in the goals and objectives of the
organizations. There are a lot of strategies which are used by the human resource of the
organization in maintaining the talent management strategies including detailed job descriptions,
it is the process in which the human resource of the organizations provide a detailed job
description to the employer they are hiring and to the person who is responsible for that job so
that it provides a good knowledge about the working and can help in increasing the performance.
The other strategies of the talent management our to collaborate with the employees and also
coach them to evolve in a better performance and increase their skills and abilities so that the
talent can be used in a better performance for the organizations a Health Organization in
increasing the productivity and profitability’s for a longer period of time and it also helps
organizer and in achieving the business objectives and goals in the competitive market.
According to the Pandita and Ray (2018), Talent management is important for the organization
and Marks and Spencer are spending a lot of amount in their human resource management so
that they can improve their talent management working which help them in increasing the
performance. The major focus of Marks and Spencer is to retain the best of the employees and
skilled workforce so that they can utilize their performance and their skill knowledge in the
operations of Marks and spencer’s so that the performance get developed and organizations can
increase a better productivity and profitability by the performance they are giving towards the
11

organization and it also helped the organization in a better growth in future. Marks and Spencer
are working in a competitive market the retail industry is one of the major sectors where the
competition is very high and it is important for the organizations to understand the criticality of
working in the retail sector and providing the best quality and quantity services so that they can
utilize the best of the resources. it is important for though organizations, To retain the majority of
their talent by the talent management strategies and crosses so that they does not need to spend
again and again for the training and development and can utilize their talent and skill knowledge
for better performance. retention is one of the factors which help the organization in increasing
the performance and it is the strength of the organization if they retain the majority of their
employees which shows that the organization is kind and think a lot about their employees who
are working hard for them. Marks and Spencer are always focused towards employee welfare
and employee retention and they make different strategies so that employees get satisfied and
rely on the organization for a longer period of time and serve the organizations with best of their
quality and skill knowledge.
According to Whysall, Owtram and Brittain (2019), there are a lot of challenges which talent
management faces which includes the higher total compensation demands of the employees
towards the organisations and the tightening talent market. These are the major challenges which
the human resource management and the talent management of the Marks and spencer’s are
facing while focusing on the talent management processes of the organization. Unappealing
company culture and increase employee turnover is also a challenge for the talent management
teams as it is very important for employees to have the best of the company culture in the
organizations so that they can work freely and have a good working culture which can help in
motivating the atmosphere and increase the performance of the employees. lack of leadership is
one of the major factors and the challenge which increase hello retention rate as if there are no
good leaders it can cause a lower rate of retentions in the organization an employee will leave if
they don’t find a good leader for work.
P6. Recommendations
Important for Marks and Spencer to increase the leadership in the organization as leadership is
one of the factors which increase the retention rate of the organisations an employee get
motivated when they have a good leader and it also increase the retention rates of the
organization as a good relationship with the employees help the organization in achieving better
12