Analyzing Talent Management Strategies at Superdry, UK: A Case Study

This report provides a comprehensive analysis of talent management strategies employed by Superdry, UK, a prominent retail brand. The research begins with an introduction to talent management, emphasizing its significance in attracting and retaining employees. The report outlines the aims, objectives, and research questions, followed by an extensive literature review that explores the concept of talent management in retail organizations, associated challenges, and effective strategies for workforce management. The report also details the project management plan, including cost, scope, quality, and communication aspects. A small-scale research is conducted using qualitative and quantitative methods. The findings are analyzed using appropriate tools and techniques, leading to recommendations for the organization. The report concludes with a reflection on the value of the research and its impact on the stated objectives and the researcher's learning. The report also includes a project logbook and references to support the analysis.

Managing a Successful
Business Project
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Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1) Aims & objectives of research.........................................................................................4
P2: Project management plan of research..............................................................................7
P3: WBS & Gantt chart..........................................................................................................8
TASK 2..........................................................................................................................................10
P4: Small scale research by applying qualitative and quantitative research methods to meet
aims & objectives.................................................................................................................10
TASK 3..........................................................................................................................................14
P5 Analyse research and data using appropriate tools and techniques................................14
Analysis based on secondary data:.......................................................................................22
P6 Communicate appropriate recommendations as a result of research and data analysis to
draw valid and meaningful conclusions...............................................................................23
TASK 4..........................................................................................................................................24
P7 Reflect on the value of undertaking the research to meet the stated objectives and own
learning and performance.....................................................................................................24
Conclusion.....................................................................................................................................26
REFERENCES..............................................................................................................................27
Project Logbook for the chosen organisation.......................................................................29
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Title: “What talent strategies do the best companies use to attract and retain people A case
study on Superdry, UK”
INTRODUCTION
Talent management is a process that is adopted to manage the present workforce of an
organisation to encompass the overall roles and responsibilities assigned in curse of business.
There is analysis of the different talent management strategies that are used by two growing
retail organisations that includes Superdy UK and white stuff clothing. White stuff clothing is a
British fashion lifestyle brand selling women, men and kinds clothing, home ware accessories
across 120 shops in UK.
The Project aims to analyse the process of talent management in retail organizations.
Talent management is regarded as a process aimed at creation of a motivated workforce that can
contribute toward achievement of overall laid vision & mission of organisation in long run. It is
basic process of encompassing with responsibilities of human resource management (Brown,
2019.). Superdry, UK is a UK's branded clothing retail brand and is dealing in segment of
clothes, accessories and other related products. Superdry is a growing retail organisation the
main aim is to select this particular organisation is to analyse the way growing retail brands are
working towards managing their workforce and overall talent. Present research report is based on
making a detailed analysis of the talent management strategies. Presently there is analysis &
interpretation of data to further draw recommendations of the organisation. There is reflection on
the whole research report to analyse the overall positive and negative responses through the
report. Further there is determination of challenges associated with practises of effective talent
management. There is preparation of project management plan to analyse different associated
aspects with the project.
TASK 1
P1) Aims & objectives of research
Research overview:
The changing external environment there is requirement to adapt to changing conditions in order
to achieve competitive advantage according to their laid mission and vision statements. Talent
management is one such tool that that is used across organisations for the purpose of managing
and retaining competition talent for long run in their organisations. In case of growing retail
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organisations it becomes more important to focus on effective talent management strategy
components (Cappelli, 2017). So, that they are able to manage the instances of high employee
turnover and achieve high amount of effectiveness in workforce management. Present search
report is based on analysing the way different talent management strategies are adopted and the
way challenges that are faced by search retail organisations.
Research aim: Aim of the research is to “Develop an overview of various talent management
strategies that can be adopted by growing retail organisations” A case study on Superdry, UK.
Objectives: Objectives of the present research work are mentioned below:
 To analyse the basic concept of talent-management in context to retail organisations.
 To determine challenges associated with practises of effective talent management in
relation with superdry UK
 To formulate suitable strategies to manage the present workforce in order to achieve
higher effectiveness across functioning of retail sector organisation.
 To evaluate the impact of present talent management strategies over the operations of
Sundry, UK
Research questions:
 What do you understand by effective talent-management in context to retail
organisations?
 What can be some of the challenges associated with practises of talent management?
 Devise suitable strategies to manage workforce for the objective of achieving high
effectiveness across Retail sector organisation?
 What is the overall impact of talent management strategies over operations of sundry, UK
Literature review:
Basic concept of talent-management in retail organisations
As per views of Ansari (2021), concept of talent-management in organisation is focussed
on attracting retaining and developing best employees who can contribute towards achievement
of their laid objectives (Taylor, 2018). In relation with sundry, there are some associated aspects
of talent-management that includes evaluating the job descriptions, assessment of cultural fit. All
this is assisting in the process of effective talent management by creation of right job description
that is necessary for selection of candidate according to culture of organisation. When there is
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selection of a suitable candidate according to required job position then it leads to effective
utilisation of their assigned job roles and responsibilities.
Challenges associated with practises of talent management
As per views of flesher (2016), effective talent management in organisations is associated
with many challenges. One such issue is related to failure of networking effectively. Effective
talent management system must allow developing a coordination system with candidates by use
of various networking skills. many times human resource managers are not able to work towards
adopting a proper talent management system that might lead to difficulty in the way effective
communication is taking place across the organisation. In context to Superdry there are
challenges related to improper screening process that leads to ineffective hiring process and high
cost associated with hiring of employees. There are some other issues that are related to higher
compensation demands and tightening of the talent market. High employee turnover is also one
of the major challenges that are related with employee retention. In sundry management is also
dealing with lack of leadership because top executive positions are not able to deal with the
situation of taking timely proactive measures.
Suitable strategies to manage the present workforce in order to achieve higher effectiveness
across functioning of retail sector organisation
As per the views of sayyadi, (2020) there are some of best practises of talent management
which can be used by organisation. There is focus on prioritizing the candidate experience to
enable timely solving of problems and creation of values. With instance to Superdry, UK there is
need to focus in tailoring the talent acquisition strategy according to laid business goals that is to
creating of amazing clothes for their customers so that they are able to create stories with the
assistance of products offered by superdy. Educating the managers is one such step of employee
recruitment practises as it will lead to acquiring of knowledge and new insights to potentially
deal with ineffective behaviour and actions on part of employees. Another suitable strategy is to
enhance the training efficiency by proving work related training performance enhance the
decision making process and creation of new knowledge through innovation (Humphries, 2017..)
Some of the strategies of managing talent include focussing on assessment of cultural fit that is a
strategy based on creation of right job descriptions that is according to organisation’s overall
culture. One such strategy of effective talent management in relation with Sundry is to provide
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employees with effective formulation of strategies of monetary and non monetary rewards so
that their present motivation level can be enhanced.
The overall impact of talent management strategies over operations of sundry, UK
As per Neri and Wilkins, (2019), the effective present of talent management strategies
can help in having a suitable workforce in organisations like sundry. There are many positive
impacts that have been observed in the overall functioning of organisation with respect of
effective talent management process. For instance talent management has helped in
encompassing responsibilities of Human resource process. It has led to improvement of overall
business performances by helping Sundry to stay competitive. There is driving of overall
innovation process as talented employees can find ways to deal with the capabilities of using
new tools and solving problems. In general it has created to development of more productive
teams in Android by having appropriate talent management strategies.
Talent management models
As per view of Luna-Arocas, Danvila-Del Valleand Lara (2020), Talent management theories
there are many different talent management models that are used by organisations in the wall tile
market. Big five model is based on five ways talent management model that include several
aspects to manage effective talent in organisations. Its initial stage is based on buying it involves
the recruitment process and the way selection can help in attracting talent in the organisation.
Next type is built that is growing and developing of people’s competence perspective and skills
to ensure continuous competitive advantage. Another aspect of this model is borrowed that is
securing the assistance of external and internal consultants to help in having sundry the required
talent when it is needed. Another element of this model is binding that is sundry has to focus on
retaining and winding of the talent that can lead towards long-term survival of employees and
reduction of employee turnover. Last aspect of this model for sundry is focusing on the way the
people who can be let go were not fit for the purpose. Those employees were not able to
contribute towards organisation success has to be lay off or there has to be efforts made to ensure
your training of such employees (Talent Management Model: The 5 B’s, 2020).
Talent management theory
As per views of Middleton, Hall. and Raeside, (2019), Social cognitive theory is used in
communication, education and psychology aspect of organisation. It holds a portion of individual
knowledge and acquisitions that are directly related to observing others in the context of
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experiences, social interaction and outside media influencers. In sundry this theory can be used
as a tool of analysing the behaviour of employees and the consequences of the behaviour. It is
based on the sequence of events and for the using the information to guide subsequent future
behaviours. Human resource department can learn the new behaviours by analysing the survival
of humanity dependent on the application of others actions. While employees are provided
rewards or recognition for the outcome of the behaviour there can be for the replication of
behaviour model. This theory is very helpful in having social cognitive aspects in sundry to
manage over-all Talent in organisations.
P2: Project management plan of research
Project management plan: It is a tool that is used by organisations for the purpose of getting a
detail overview of various aspects of research work. The manageable plan is used to formulate
plan according to which work has to be executed, In context of present research work project
management plan is mentioned below:
Cost: It is the financial requirement that is required in case of a research work. In this aspect of
project management plan there is need to fulfil the entire financial requirement so that all the cost
associated with the project can be timely identified. It includes requirement of finance for
travelling and other petty expenses (Khoreva, 2017.).
Scope: The scope of research is related to making a detailed evaluation of the laid objectives.
HR manager of Superdry, UK have to focus on analysing the suitable talent management
strategies which will assist in managing and retaining of talent.
Quality: Quality is an attribute that is related to ensuring that all outcomes can be achieved
according to pre-set standards. In the present research work there are some set standards that are
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related to enhancing the quality of work. Such as there is use of appropriate monitoring
techniques, key performance indicators, Gantt chart to manage the quality of present research
work (Larshin and Lishchenko, 2018). There is use of various research techniques that includes
questionnaire that will led to collecting of reliable information. Further research methods, like
quantitative and qualitative research techniques are assisting in the process of collecting the
required information in a more appropriate manner.
Communication: Communication is a very important tool to ensure the work done at each
stage is timely communicated. In present research work there is telecommunication and e mails
used as two major mediums of making communication with all the other teammates associated
with the research. It is very important in order to ensure that each stage of research work there is
no duplication of tasks, proper lay down of coordination channels so that research work can be
timely completed with achievement of higher effectiveness.
Risk: There is always possibility of risk that may lead to non-achievement of laid aims &
objectives or sometimes there is delay in the work according to set time table. So such
anticipated risks have to be identified in advance so that researcher is able to formulate strategies
to deal with such anticipated risks (Kumar, 2018.)). There is use of Gantt chart and work break
down structure to systematic divided work.
Resources: There are some of the resources that are very crucial and without which objectives
cannot be achieved (Larshin, 2018). It includes finance, time resources, and human resources,
availability of appropriate secondary sources such as articles, books, and magazines to collect the
required information. All these have to be identified to achieve the laid research objectives.
P3: WBS & Gantt chart
Work break down structure:
Work break down structure is used for the objective of dividing whole work in small
tasks so that it can be further managed (Mansell, 2018). It is related to facilitation of work
accordance with the laid aims and objectives of the research. Work break down structure helps in
dividing of work in smaller segments and manageable activities to prevent overlapping of
activities. Work breakdown structure is very helpful in dividing the whole task in smaller parts
so that effectively each activity can be in understanding form for all the team members. It is also
very helpful in the present research work. So, that every activity is divided according to its
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specific requirements and there is no replication or overlapping of task among various team
members
Gantt chart:
It is a type of bar chart that is adopted for the purpose of illustrating the schedule of project.
It is a technique where the allocation of task is according to specified time frame. There is initial
time period and ending time period that is determined at each stage, it will lead towards
achievement of each activity according to such time frame.
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TASK 2
P4: Small scale research by applying qualitative and quantitative research methods to meet aims
& objectives
Research methods are the basis of study that is used by researcher for the purpose of
analysing a particular existing situation of issues in order to provide the organisation with
necessary recommendations in order to deal with this issue Research methodology is regarded as
various tools & techniques that are adopted according to an objective of making analysis of the
talent management strategies in organisation. There are different sources and methods of data
collection as mentioned below:
Primary Sources: It is regarded as a tool where information is collected by investigator
themselves by use of primary sources that includes questionnaire, interviews that is method of
extracting of information that can lead to collection of first hand information (Mohajan, 2018). It
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is one of the most reliable and authentic way of collecting information by applying some of the
methods of collecting primary form of information.
Data sampling: In the present report there has been application of primary sources of method for
the objective of collecting information by use of questionnaire as a method where there has been
selection of 30 respondents. These will be questioned regarding different aspects related to talent
management strategies of their organisation (Mansell, 2018). Different aspects can be easily
examined by collecting the viewpoints of these respondents.
Secondary data: It includes the existing data and there is no first hand information that is part of
secondary sources of collecting information. It includes information that has to be collected from
existing sources it can be in form of journals, books, newspapers, articles, and websites (Kumar,
2018). The data cannot be used in raw form so there are some of the modifications that are done
so that it can be made relevant according to the requirements of present research work. There is
use of online available journal articles and information for the purpose of collecting information
(Shields, 2019).
Qualitative methods: It is a non numerical method of research where the data is expressed in
qualitative form and not in numerical firm. It is a method that is used for collecting in depth
information on a particular selected topic that is to analyse the talent management strategies that
are used by growing retail organisations for the purpose of managing and retaining of talent
(Mohajan, 2018).
Quantitative methods: It is a one of the methods that is used for the purpose of collecting the
numerical form of information that has to be represented in form of charts or graphs so that
further interpretations can be drawn accordingly (Zawacki-Richter and et. al, 2020). In this
method there is collecting of information by methods that include questionnaires, surveys,
observations etc..
P6 Communicate appropriate recommendations as a result of research and data analysis to draw
valid and meaningful conclusions
There are some recommendations that are drawn based on above made analysis by application of
primary & secondary form of data for the purpose of managing talent in context of present
selected organisations as mentioned below:
1) In context of super dry while making a comparison with white stuff clothing as its one of the
major competitors it is recommended for the human resource management that to focus on the
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strategy of understanding the power of job descriptions. So there has to be a detailed
specification of job title, necessary skill requirements, salary and benefits, overall duties and
work relationships so that a candidate can make a justification of their present qualification
according to specific requirements of organisation.
2) It is suggested that in case of an unsuitable applicant is selected for a job role. In such
circumstances there is need of continuous training and development opportunities that can lead
to retaining of talented employees in the organisation.
3) It is further recommended in relation with white stuff clothing, that there is need to focus on
enhancing the present motivation level of employees that is one of the most crucial elements for
the purpose of retaining employees. So, there is need to develop some of the financial and non
financial incentives as a part of overall motivation starter Jesus that can be used in order to make
employees feel recognised in context of the organisation.
4) It is suggested to the human resource management of super dry that they can focus on using of
a cultivating genuine culture that can lead to employees feeling more engaged. Employee
engagement is one such technique that can lead to employees having a feeling of being a part of
organisation.
5) Employees in white stuff clothing must be timely provided with rewards that can help
organisation in mitigating the chances that employee might switch to any other organisation that
is offering them a better opportunity.
6) Planning employee Transition is also a technique that includes hiring and development of
employees so that they are able to keep their knowledge according to the requirement of their
changing job roles. There is requirement of knowledge management so that there can be for the
planning to promote employees or move them to different department rule according to the
specific requirements.
Above mentioned recommendations are drawn so that it can be used in context of managing
talent in organisations for the purpose of helping the them in staying competitive and
development of more productive teams.
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