Executive Summary: Talent Management Strategies at Morrison's UK

This research project provides an executive summary and detailed analysis of talent management strategies within Morrison's, a prominent UK supermarket chain. The study investigates the importance of talent management in attracting and retaining employees, addressing challenges such as high turnover and the demand for competitive compensation. The report explores talent management strategies employed by Morrison's, including employee participation in decision-making, training and development, and employee benefit policies. It also examines the benefits Morrison's gains from effective talent management, like improved productivity and a positive work culture. The methodology section details the research approach, focusing on a quantitative research strategy to examine the impact of talent management on organizational growth. The report concludes with recommendations for enhancing talent management practices and promoting sustainable organizational success.

Research Project

Executive Summary
Talent management plays vital role in an organisation as it assist business entity to attract
and retain talent at workplace. For this, talent-management strategies is adopt by companies that
is higher compensation, development of employee benefit policies and many more. The present
study is conducted on Morrison’s which is a supermarket chain of UK. In addition to this, it is
stated that issues faced due to ineffective talent-management is increase in employee turnover
rate, demand of high compensation and many more.

Table of Contents
Executive Summary.........................................................................................................................2
INTRODUCTION...........................................................................................................................4
Background of the topic:........................................................................................................4
Background of the company...................................................................................................4
Rationale for the research.......................................................................................................4
Research aim:.........................................................................................................................5
Research Objectives...............................................................................................................5
Research Questions................................................................................................................5
Literature Review.............................................................................................................................6
Concept of talent management in organisational context.......................................................6
Challenges faced by organisation due to the ineffective talent management.........................6
Talent management strategies used via Morrison’s for retention of talent within working
premises..................................................................................................................................7
Benefits Morrison’s can attain from management of talent within the organisation.............7
Role of talent management strategies in enhancement of organisational growth..................8
Methodology and Data collection....................................................................................................9
Data analysis and Interpretation.....................................................................................................13
Research Outcomes........................................................................................................................22
Reflection and recommendation for alternative research methodology........................................23
Conclusion and Recommendations................................................................................................24
Recommendations................................................................................................................24
REFERENCES..............................................................................................................................26

INTRODUCTION
Background of the topic:
Talent management is defined as constant procedure which include acquiring, attracting
as well as retaining talented employees, constantly motivating the, enhancing their skills to
enhance their performance. In addition to this, the main objective of talent-management is to
developed a motivated staff members that will stay in organisation for longer time. In order to
attract talent, companies make use of talent-management strategies such as high compensation to
employees, training and development, employee satisfaction and many more.
For conducting the research, Morrison’s London UK is taken into consideration. It is a
fourth largest supermarket chain in UK that is established in year 1899. The company has more
than 494 stores which shows it has high market presence and share as well. The report will cover
aims and objectives associated to investigation. In addition to this, research methods used for
conducting the study and analysis and interpretation of data is elaborated. In the last, reflection
and alternative methodology associated to present investigation will be explained in a proper
manner.
Background of the company
Morrisons is one of the fourth largest supermarket chain in UK, which was founded in
year 1899. The company has more than stores globally which directly shows Morrison’s has high
market presence and share as well. In addition to this, Morrison’s has around 110,000 staff
members that assist in enhancing performance of the company . The company at present focus on
retaining and attracting talent in organisation in order to maintain its performance in the present
time of COVID-19. Moreover, the higher authorities of Morrison’s used talent-management
strategies and effectively implement it. The study aims to analyse importance of talent-
management strategies that help in growth and enhancement of organisation in an effective
manner.
Rationale for the research
The main purpose of conducting this research is to analyse the importance of talent
management strategies in growth and success of an organisation. In addition to this, the main
reason for choosing this topic of study is it assist in attainment of dual perspective that is
professional as well as personal. In professional context, it will assist in giving effective access

of human resource jobs in various organisation. Along with this, it also aid in growth of
professional career where investigator is able to work on its personality and also resolve issues
related to employees. In respect of personal perspective, it aid in gaining benefits such as
improving communication skills, time management, data analysis and many more.
Research aim:
“To examine significance of distinct talent management strategies within enhancement of
organisational growth”. A study on Morrison’s London UK.
Research Objectives
 To inspect concept of talent management in organisational context
 To examine challenges faced by organisation due to the ineffective talent management
 To determine distinct talent management strategies used via Morrison’s for retention of
talent within working premises
 To identify benefits Morrison’s can attain from management of talent within the
organisation
 To identify the role of talent management strategies in enhancement of organisational
growth
Research Questions
 What is concept of talent management in organisational context?
 What challenges are faced by organisation due to the ineffective talent management?
 What are distinct talent management strategies used via Morrison’s for retention of talent
within working premises
 What benefits Morrison’s can attain from management of talent within the organisation?
 What is the role of talent management strategies in enhancement of organisational
growth?

Literature Review
Concept of talent management in organisational context
As per the view point of Ashley Brooks(2019), It is stated that talent-management is the
strategic deployment of human resources to assist in reaching organisational objectives,
particularly by developing, retaining and hiring the best workforce. In addition to this, it is also
referred as finding the best person to fill vacant job opening effectively and properly. It is
determine that talent-management emphasis on reviewing performance of employees, training
and on boarding and analysis of advancement opportunities (Krebs, Marius and Kabst, 2017)
Moreover, it is determine that talent-management is an important part of healthy organisation
environment on many levels. It also works to keep current staff members and also advance them
towards higher position. It save funds of company which could otherwise take place due to high
employee turnover. All this will lead to increase in performance as well as profitability in an
organisation.
Challenges faced by organisation due to the ineffective talent management
According to Andre, (2016), it is analysed that companies faced a lot of challenges
because of ineffective talent management. One of the challenge is encouraging passion as highly
talented staff members believe that they are worth more than the present. Another issue is
embracing new interest, it is analysed that re-imagining is driven by the changing needs,
behaviour and nature of recruiters mainly digital natives. They prefer to make use of new
technology and learn them rapidly. In addition to this, another issue is giving impressive salaries
to employees as in the present time, employees are not satisfied with their salaries and focus on
jobs which provide high salary (Rožman and Tominc, 2018). This raise employee turnover rate
of organisation and negatively influence on the overall performance . Providing training and
development session is also the issue faced by organisation due to ineffective talent-management
as sometimes companies are not able to timely and properly provide training to staff members.
Apart from this, there are also other issues as well as challenges associated to the managing
talent such as ineffective leadership, inexperience with technology, poor hiring strategies and
many more. All these issues affect on the probability and performance level in an adverse
manner.

Talent management strategies used via Morrison’s for retention of talent within working
premises
According to Rich Wellins and et. al., (2020), it is analysed that there are various talent-
management strategies used by business entity in order to manage talent in an effective manner.
All these strategies not only assist in employee retention but also help in satisfaction of staff
members. One of the strategy is participation of employees in decision-making, this strategy help
organisation to make its employees feel valued and important and also assist in bringing
innovation at workplace (Latukha and Shagalkina, 2019). Another talent-management strategy
is providing training and development session to employees as it help in embracing skills of staff
members and retain employees for longer time period. One of the major strategy for employee
retention is providing higher compensation to employees as it develop a mind set of staff
members that they gain results as per the input they put. It also help company to execute
activities in a proper manner which affect on performance and profitability of an organisation
positively). Moreover, developing of policies for the benefit of employees is also an effective
strategy for talent-management as it assist in developing interest in employees and also set
positive mind set which affect on the brand image and performance of company in a positive
manner (Ardeshiri, 2018). Following of all these talent-management strategies assist in
employee retention and satisfaction which leads to increase in performance as well as
profitability in an appropriate manner.
Benefits Morrison’s can attain from management of talent within the organisation
As per the view point of Elizabeth Quirk, (2018), managing talent allow an organisation
to gain various benefits that directly or indirectly impact on the performance level. One of the
benefit is development of employees that further assist in execution of activities in an effective
manner. Another benefit is decline in employee turnover rate that save the hiring cost of
company and impact positively on profitability (Volkova and Plotnikov, 2017). It is determine
that engaging and motivating staff members make employees positive towards proper execution
of activities. It also assist in developing positive working culture in organisation which leads to
employee satisfaction and retention as well. Another advantage is improve productivity as
managing talent nurture employee skills and decline schedule overruns . It is analysed that
managing talent help both employee and employer. In context to company, it assist in raising
productivity, profitability and brand image of company in an appropriate manner. On the other

side, it assist employees to improve skills and knowledge level due to which they have the
chance to gain opportunity in future. Furthermore, it also assist employees to improve their skills
such as creativity, decision-making, problem solving and so on. All this allow respective
organisation to gain higher growth and attain competitive advantage at marketplace.
Role of talent management strategies in enhancement of organisational growth
According to Saad Znad Darwish, (2019) talent-management aims to keep, obtain,
identify as well as developed talented staff members prevail in the organisation. In addition to
this, it is analysed that effective talent-management facilitate an organisation strategic
performance and management as well. It allow an organisation to develop an encouraged
workforce that will remain with them for long-run. In addition to this, talent-management
involves areas such as talent acquisitions, workforce planning, talent analytics, employee
development and many more. It is determine that talented people brings creativity and innovation
at workplace due to which company is able to attain competitive advantage at marketplace . It is
stated that talent not only is enough to make business successful but skills as well hard work of
employees make it developed and success (Savelyeva, Kurina and Zykova, 2019). In the present
time period, it is significant for business entities to acquire, attain and retain talented employees
that impact directly on the performance as well as profitability of an organisation. For this, many
of the companies make use of talent-management strategies such as higher compensation,
allowance of employees in decision-making and so on. The role of talent management is vital as
it assist in raising performance, productivity and profitability in an effective manner.

Methodology and Data collection
Research methodology is undertaken as an important aspect of research as it plays a
significant role in helping the entire project in a systematic and right manner that reach to
appropriate results. In addition to this, it is defined as the procedure that is mainly implemented
in order to provide an appropriate direction over a specified subject. It is stated that the selection
of methodology is depends on multiple application that is suitable to an investigation. For this,
research onion framework that involve various layers is used by the investigator. These are as
follows:
Research strategy: For the execution of a particular project, it is vital for investigator to
choose the most suitable method to implement work in a systematic manner. There are mainly
two types of research strategy that is qualitative as well as quantitative research method.
Quantitative research is appropriate in conducting investigation which are encompass over
statistical and mathematical aspects. on the other hand, Qualitative research is effective in
executing descriptive theoretical evaluation as in the information has been collected. For the
present study, quantitative research strategy is used by the investigator (Meijerink, 2020). The
main reason of selecting this research method is it help in collecting data that is quantitative
which in turn assist in development of valid and reliable results. Moreover it is determined that
collection of quantitative data required less time and resources of investigator.
Research approach: It is defined as an approach and cycle of investigating information
with respect to specific field of study. This part of research is divided into two that is inductive
and deductive approach. Inductive methodology is mainly used for analyzing subjective
information and is applying for qualitative data. On the other side, the deductive research
approach is used by investigator in assessing data about subject and is applying for investigating
quantitative information. For the present study, deductive research approach is adopted by
investigator as it assist in gaining in-depth knowledge and information over a specified subject.
In addition to this, it also help researcher to gain more reliable information due to which valid
conclusion is drawn timely and effectively.
Research philosophy: It is an appropriate system of research which are following over
the reliable knowledge in context to research objective that are obtained from others. In addition
to this, the research philosophy choice is mainly based on two aspects that is interpretivism and
positivism. In context to positivism philosophy, it is effective and imperative as it assist

researcher in right manner to collect information as well as analyzing quantitative or numerical
information in given time period. In relation to interpretivism research philosophy, it is
determined that it is not helpful in an investigation as it does not provide valid results. For the
present report, positivism philosophy has been applied by the investigator as it supports in
effectively conduct an investigation. Moreover, it will also help researcher to collect information
that is based on quantitative aspects.
Data collection: It is one of the most important aspects of an investigation. There are
mainly two types of data collection methods that is primary and secondary methods. Primary
data is undertaken as in original data which is collected for the first time by the researcher. On
the other hand, secondary data is already collected and analysed by other research workers and
professionals (Sarkar and Goyal, 2019). The methods of collecting primary information is
questionnaire, interview, survey and so on. In conducting the present investigation, primary data
collection method is adopted by the researcher as it help in collecting original information and
allow to gain in-depth knowledge about topic. In addition to this, it also support researcher to
draw valid and reliable results timely and effectively.
Research instrument: This aspect help researcher in collection of information so that an
appropriate results is gained by the investigator. There are various research instruments such as
questionnaire, interview, case study, survey and many more. For the present study, questionnaire
is applied by the investigator as it assists in gaining viewpoint of various respondents on a
particular topic. it also help investigator in collection of in-depth information due to which
effective results is generated by investigators.
Sampling: It is a method of choosing number of respondents for conducting
investigation. It is important for researchers to make use of appropriate sampling method as the
result is depend on it. There are two methods of sampling that is probabilistic and non
probabilistic sampling methods. In order to conduct the study, probabilistic method is used by
the researcher. Random sampling, a part of probabilistic sampling has been applied by
investigator as it help in selecting respondent's without any biasness and also save the time of
researcher. For this, 40 employees of Morrison’s is undertaken as respondents. The main reason
of selecting employees as a participants is they have the knowledge about company policies and
information as well.

Data analysis: This technique is used by the investigator for the purpose of analyzing the
gathered data in order to develop an effective conclusion. For the present study, there is use of
frequency distribution data analysis technique. This technique help in integrating data and for
development of suggestions as per requirement of investigation. Apart from this, it also help in
analyzing quantitative information in a proper and systematic manner.
Ethical considerations: It is significant for investigator to follow all the ethical
principles associated with the research as it help in execution of all activities of investigation in a
proper manner. For this purpose, researcher is making efforts in order to ensure that overall data
collected is reliable and authentic. There are various ethical principles such as confidentiality,
informed consent and many more. Following of all such ethical principles help in collecting data
and also assist in conducting research in a systematic manner without any issues.
Questionnaire:
Q1.Do you have knowledge about talent-management in context to organisation?
a) Yes
b) NO
Q2. What are the distinct talent-management strategies used by Morrison’s for attracting and
retaining talent at workplace?
a) Provide training and development
b) Higher compensation
c) Participation of staff members in decision making
d) Development of employee benefit policies
Q3. What is the influence of talent-management strategies in enhancing productivity and
profitability of organisation?
a) Positive influence
b) Negative influence
c) Neutral
Q4. As per your view point, is talent management strategies help in retaining and satisfying
employees working in organisation?
a) Yes
b) No
Q5. According to you, How Morrison’s measure the talent of employees performing in

organisation?
a) By potential
b) By competencies
c) By outcomes gained
Q6. What ate the benefits Morisson's can attain from management of talent within the
organisation?
a) Employee satisfaction
b) Employee retention
c) Increase in performance
d) Development of brand image
Q7. What are the issues faced by Morisson's due to ineffective talent-management?
a) Embracing new interests
b) Offering impressive salaries
c) Encouragement of passion
Q8. What is the role of talent-management strategies in improvement of organisational growth?
a) Attainment of sustainability and growth
b) Effective implementation of activities
c) Maintenance in performance level
Q9. According to you, is talent-management strategies is an effective tool for raising
profitability of an organisation?
a) Yes
b) No
Q10. Render some suggestions to the higher authorities of Morrison’s in managing and
retaining talent in organisation?