Effective Talent Strategies for Attracting and Retaining Employees

This report analyzes talent management strategies employed by organizations, with a specific focus on TESCO, to attract and retain employees. It begins by outlining the project's aims and objectives, including an examination of the basic concept of talent management and the challenges faced by TESCO in implementing these strategies. The research methodology incorporates both primary data, gathered through questionnaires administered to TESCO employees, and secondary data from existing literature. The findings are presented and analyzed, covering topics such as talent management's role within organizations, challenges in implementation, and specific strategies adopted by TESCO and Walmart. Recommendations are made to enhance TESCO's talent management practices, emphasizing employee focus, recognition programs, and competitive compensation. The report concludes by highlighting the importance of effective talent management in achieving organizational success and competitive advantage.

Managing a successful
business project

Table of Contents
TOPIC: What talent strategies do the best companies use to attract and retain people?.................3
INTRODUCTION...........................................................................................................................3
Project aims & objectives. ..............................................................................................................3
Research aim: .............................................................................................................................3
Research question: .....................................................................................................................3
Step 1: PROJECT PLANNING.......................................................................................................4
Project Management plan............................................................................................................4
Work breakdown structure and Gantt chart.....................................................................................5
Step 2: Primary and secondary research..........................................................................................7
Concept and role of talent management within an organisation.................................................9
Step 3: Present findings.................................................................................................................10
Step 4: Reflective practice.............................................................................................................19
Performance Review.................................................................................................................19
RECOMMENDATIONS...............................................................................................................20
Conclusion.....................................................................................................................................22
REFERENCES..............................................................................................................................23
APPENDIX I.................................................................................................................................25

TOPIC: What talent strategies do the best companies use to attract and
retain people?
INTRODUCTION
Talent-Management is a procedure that is used in organisation for the purpose of attracting,
retaining and further developing of talent at the organisation. Organisations can help use in talent
management can be very helpful in the process of maximization of the effort of employees. In
present report there is analysis of the basic concept of talent-management in the organisation
(Harsch and Festing, 2019). There is need to analyse the challenges that are to be dealt by
TESCO in the course of implementing various talent management strategies in the context of
organisation functioning. For this purpose there is application of various primary and secondary
methods that can assist in the course of reaching to relevant recommendations and conclusions.
Project aims & objectives.
Research aim:
“To analyse the talent management strategies used by organisations to attract and retain
employees”. A study on TESCO
Research objectives:
 To evaluate the basic concept of talent-management in organisations.
 To analyse various challenges that are faced by TESCO in the course of implementing
talent-management strategies in organisation,.
 To determine the various talent-management strategies that are adopted by TESCO for
attracting and retaining of employees
Research question:
 What is the basic concept of talent-management in organisations?
 What are various challenges that are faced by TESCO in the course of implementing
talent-management strategies in organisation?
 What can be various talent-management strategies that are adopted by TESCO for
attracting and retaining of employees?

Step 1: PROJECT PLANNING
Project Management plan
Project management plan is a formal document that includes vital information related with
activities, cots and other resources that are compulsorily required in the present research work.
Project management plan includes these factors that are mentioned below:
Scope: Implementing talent strategies can help a organisation in retaining of talented members
for a longer time duration (Biglari, Bahrololoum and Darooghe Arefi, 2018). It can assist in the
process of enhancing the profitability level. The scope of present research work is high as it will
help organisation in discovering the required talent-management strategies in TESCO.
Cost: It is one of the important factors that can assist researcher for setting the budget based on
which all activities will be executed. The allocated budget in present research report is $8000 in
which al the activities have to be executed and completed.
Time: It is one of the aspects of study that can assist in the course of the laid research objectives.
In present research report the allotted time frame for completing all the associated activities of
research includes 20 weeks.
Quality: This factor is reflecting the overall effectiveness and quality of the research work that is
collected by the researcher (Theys and Schultz, 2018). It is very important for the researcher to
collect information from reliable and valid sources to maintain certain quality standards of the
research.
Communication: This is a element that determines the tools and resources that will be adopted
for the purpose of communicating the data that is collected from the activities conducted in
course of research work. In present report there will be use of non verbal communication
methods for the purpose of communicating overall research outcomes.
Resources: For the purpose of present research work there are certain specific resources that are
required without which research cannot be properly executed and completed (Alferaih,, 2017). It
include financial resources, human resources, compute, books, stationery items, technological
resources that will help in achievement of the laid aims and objectives of the research.
Risk: There are certain types of risks that may affect the present course of research work that my
includes lack of communication, difficultly in resolving of conflicts arsing between various team

members, limited availability of finances. All this risks have to be anticipated in advance so that
proper risk mitigation measures can be set up to deal with its long term implications on the
research report (Cherian and Kamalanabhan, 2019).
Work breakdown structure and Gantt chart
Work Breakdown structure
it is defined as the project management tool that is used for dividing the whole work in smaller
activities as per requirements of study. It will help researcher in dividing the whole work in
manageable and effective activities as per the provided time frame (Werner, 2021). It include
listing of activities in a specific hierarchy that can help in completion of the research, the work
breakdown structure of present research is mentioned below:
Gantt chart
it is bar chart that illustrates that overall project schedule that will be followed by the researcher.
In this each activity is assigned specific time duration in which it has to be completed. It include
graphical representation of the activities, the horizontal axis represents the time frame that is to
be allotted to each activity (Thite, 2018). Gantt chart assist in the process of developing
relationships that can help in achievement of the laid aims and objectives of the research report
as per provided time frame.

Step 2: Primary and secondary research
Qualitative research method: It is regarded as method where data is available in theoretical
way and there is not much presence of numerical form of information (Galagan, Hirt, and Vital,
2019).
Quantitative research method: In this method data is collected in numerical form. It helps
researcher in the process of having in depth information related with various issues that are part
of the research topic.
Primary method: In this method data is generated by the researcher for specifically
addressing the research problem (Energy, 2019). It includes various sources through which
information can be generated that include observations, surveys and questionnaires in order to
collect relevant primary form of information.
Secondary method: This type of data is obtained from existing sources that includes
journals, books and other secondary available source from which analysis can be made to reach
relevant recommendations and conclusions (Ehrnrooth and et.al., 2018).
Sampling: It is a key research instrument that is used for conducting the research. It
includes selecting the best subset of individual from a relevant target set of population. Sampling
is used in the present research work for having a proper process of collecting information. In the
present report research questionnaire is used for the purpose of having effective information base
from employees who are working in TESCO. For this a sample size of 30 respondents is to be
used by the researcher.
Questionnaire
Q1. Do you posses basic idea about the concept of talent
management?
Frequency
a) Yes 22
b) No 8
Q2. What are the some of the major aspects of talent management
process in organisations?
Frequency
a) Career development ideas 7
b) Talent retention 9
c) talent planning 6

d) Management of performance 8
Q3. What are the advantages for a organisation of having effective
talent-management process?
Frequency
a) Enhancement in organisation productivity 7
b) Developing suitable brand image 8
c) High-amount of Employee satisfaction 8
d) TESCO having required competitive advantage 7
Q4. What are some of the suitable talent management strategies
that can be used by TESCO for attracting and retaining of top
talent and competent employees within the organisation?
Frequency
a) Offering required opportunities of training and development 10
b) Offering of competitive pay 8
c) Allowing relevant employee participation 6
d) Offering of relevant rewards and recognition 6
Q5. Do you believe that effective talent-management strategies
that is helping TESCO in achievement of required competitive
advantage?
Frequency
a) Yes 24
b) No 6
Q6. As per your view point, what the overall consequence of talent
management strategies affecting the overall productivity and
profitability?
Frequency
a) Positive impact 20
b) Negative impact 6
c) Neutral 4
Q7. What are some of the effective talent management strategies
within an organisation?
Frequency
a) Enhancement in cost 7
b) High employee turnover 9
c) Ineffective Leadership 6

d) All of above 8
Q8. According to your view point, does ineffective talent
management process may affect the performance of employee at
workplace?
Frequency
a) Yes 23
b) No 7
Q9. What is the best Talent Management measurement criteria that
have to be adopted by TESCO for employees?
Frequency
a) By making assessment of potential 8
b) By analysing of competencies 12
c) By evaluation of results 10
LITERATURE REVIEW
Concept and role of talent management within an organisation
As per view points of Scott Keller (2019), talent management is a very important concept
that can help organisations in course of retaining and attracting of competent talent. With the
changing external environment that includes several activities such as instances of great
recession and war for talent that resulted into situation of war for jobs lead to unemployment
levels that hit in year 1980s (Saurombe and Barkhuizen, 2020). While walmart launched
themselves in year 2013 that received approx 23000 application for 600 positions. As per the
McKinsey global institute of study it is suggested that employers in North America and Europe
require 16 million to 18 million of workers in 2020 as compared to those that will be available.
Business leaders are recognizing the fact that talent is scarce and is highly valuable that leads a
requirement to have proper talent-management strategies for the purpose of acquisition and
retention of suitable talented workforce in the organisation. In TESCO leaders are using it as a
employee value proposition so that employee contribution can be maximized.
various challenges that are faced by TESCO in the course of implementing talent-
management strategies in organisation

As per Echelon (2020), there are many challenges that are faced by organisations in the
course of implementation of effective talent management process. Such as poor hiring strategies
may affect the Strong staffing plan. Requirement of proper automation is also related with
having simplification of business operations and streamlining press that may affect the process of
hiring employees (Guðmundsdóttir, Aðalsteinsson and Helgudóttir, 2017). Another related to
challenge is relate to ineffective leadership that may affect the process of hiring employees in
TESCO. High employee turnover is also a challenge in TESCO that can be a big issue associated
with hiring of employees and having effective process of talent management (Attracting and
retaining the right talent, 2017).
Talent-management strategies that are adopted by TESCO for attracting and retaining of
employees
Talent management initiatives By Walmart and TESCO
As per Jim Molis (2019), there are certain strategies that have to be used by TESCO for
the purpose of retaining and attracting of employees. Such as there is need to understand the
values and mission of the organisation. In TESCO organisation is working towards employee
focussed culture in context of walmart there is more focus on work culture. For the purpose of
employees to feel values there are various recognition programs that are implemented in TESCO
that includes comfortable working environment and performance bonuses (Tedjamulja, 2020).
There is involvement of employees in the recruiting of new employees so that employees can be
recruited as per specific requirements of the organisation. Further in walmart there is requirement
of positive environment for business professionals.
The organisation is willing to attract top talent by sharing of information related to the
company by sharing of recruiting videos, photos from events and testimonials from employees.
Organisation can focus on using various digital media as a strategy for the purpose of attracting
competent employees. Further for attracting of competent talent walmart can offer competitive
pay, offering of unique benefits in terms of parental leaves, special perks and benefits for
retaining and attracting of talent (Attracting and retaining top talent: 5 ways to make them come
to you, 2019). There is more focus on diversity by being inclusive in reducing bias and having
effective hiring practises for creation of a diverse company culture that can enhance employee
functioning.
Analysis base on literature review:

it can be analysed from the collected information while analysing the various talent management
aspects the organisations has to focus on attracting of top talent so that there is effective
employee functioning in the organisation. This aspect is also related to having inclusive
workforce that can lead towards effective hiring practise so that a diverse company culture can
be created for enhancing the employee functioning. There are many challenges that are faced by
employers in the process of managing the overall functioning of employees.
Step 3: Present findings
Theme 1: Awareness about talent management
Q1. Do you posses basic idea about the concept of talent
management?
Frequency
a) Yes 22
b) No 8
Interpretation: It is interpreted from the above mentioned graph that while it was
questioned to 30 respondents about the basic concept of talent management process. 22
respondents had a Positive view point while 8 others replied in a negative manner.
Theme 2: Components of talent management
Q2. What are the some of the major aspects of talent management Frequency
22
8
a) Yes
b) No

process in organisations?
a) Career development ideas 7
b) Talent retention 9
c) talent planning 6
d) Management of performance 8
Interpretation: while it was questioned to 30 respondents about the major aspects of
talent management process in TESCO. 8 respondents felt that there can be effective talent-
management of performance, 6 felt that there can be focus on talent planning. 9 respondents had
a view that there can be use of effective talent retention strategies while remaining 7 had a view
that career development ideas can be adopted in order to focus on the talent-management
process.
Theme 3: Benefits of talent management
Q3. What are the advantages for a organisation of having effective
talent-management process?
Frequency
a) Enhancement in organisation productivity 7
7
9 6
8
a) Career development
ideas
b) Talent retention
c) talent planning
d) Management of
performance

b) Developing suitable brand image 8
c) High-amount of Employee satisfaction 8
d) TESCO having required competitive advantage 7
Interpretation: It is interpreted from the above graph that while it was questioned to 30
respondent about advantages for a organisation of having effective talent-management process.
7 had a view that there can be achievement of required competitive advantage. 8 felt that there
can be maintained if required employee satisfaction. 7 felt that there can be higher organisation
productivity. Remaining 7 had a view point that there will be development of suitable brand
image.
Theme4: Talent management strategies used to attract and retain employees
Q4. What are some of the suitable talent management strategies that
can be used by TESCO for attracting and retaining of top talent and
competent employees within the organisation?
Frequency
a) Offering required opportunities of training and development 10
b) Offering of competitive pay 8
c) Allowing relevant employee participation 6
d) Offering of relevant rewards and recognition 6
7
8 8
7
a) Enhancement in
organisation productivity
b) Developing suitable
brand image
c) High-amount of
Employee satisfaction
d) TESCO having
required competitive
advantage

Interpretation: while it was asked to 30 respondents about suitable talent management
strategies that can be used by TESCO for attracting and retaining of top talent and competent
employees within the organisation. 10 respondents felt that there can be availing of required
opportunities of training and development. 8 respondents felt that there can be offering of
competitive pay. 6 had a view that there can be relevant employee participation. 6 had a view
that there must be offering of relevant rewards and recognition
Theme 5: Impact of talent management on retention of employees for long run
Q5. Do you believe that effective talent-management strategies that
is helping TESCO in achievement of required competitive
advantage?
Frequency
a) Yes 24
b) No 6
10
8
6
6
a) Offering required
opportunities of training and
development
b) Offering of competitive
pay
c) Allowing relevant
employee participation
d) Offering of relevant
rewards and recognition

Interpretation: it is interpreted that while it was asked to 30 respondents that whether
effective talent-management strategies are helping TESCO in achievement of required
competitive advantage. 24 respondents out of 30 had a positive view point while remaining 4
replied in a negative manner.
Theme 6: Impact of talent management strategies on the productivity and profitability
Q6. As per your view point, what the overall consequence of talent
management strategies affecting the overall productivity and
profitability?
Frequency
a) Positive impact 20
b) Negative impact 6
c) Neutral 4
24
6
a) Yes
b) No

Interpretation: From the above mentioned graph while it was asked to 30 respondents
about overall consequence of talent management strategies affecting the overall productivity and
profitability. 20 had a view point that there will be positive impact, 6 felt that it will have
negative effect and remaining 4 that it will lead to neutral impact.
Theme 7: Challenges of implementing talent management strategies
Q7. What are some of the challenges of having effective talent
management strategies within an organisation?
Frequency
a) Enhancement in cost 7
b) High employee turnover 9
c) Ineffective Leadership 6
d) All of above 8
20
6
4
a) Positive impact
b) Negative impact
c) Neutral

Interpretation: while it was asked about the challenges of effective talent management
strategies within an organisation. 7 felt that there will be higher associated cost. 6 had a view that
there will be ineffective leadership. 9 felt that there can be high employee turnover and
remaining 8 felt that all of the above are challenges that are associated with effective talent
management strategies.
Theme 8: Impact of challenges of talent management on performance of employees
Q8. According to your view point, does ineffective talent
management process may affect the performance of employee at
workplace?
Frequency
a) Yes 23
b) No 7
7
9 6
8
a) Enhancement in cost
b) High employee
turnover
c) Ineffective
Leadership
d) All of above

Interpretation: It is interpreted from the graph about the ineffective talent management
process may affect the performance of employee at workplace. 23 respondents had a positive
view point and remaining 7 respondents had a negative view point.
Theme 9: Criteria to measure talent management
Q9. What is the best Talent Management measurement criteria that
have to be adopted by TESCO for employees?
Frequency
a) By making assessment of potential 8
b) By analysing of competencies 12
c) By evaluation of results 10
23
7
a) Yes
b) No

Interpretation: It is interpreted from the above graph best Talent Management
measurement criteria that have to be adopted by TESCO for employees. 10 had a view point that
there has to be evaluation of results. 8 felt that there has to be assessment of potential.
Step 4: Reflective practice
It can be reflected from the present research report that I worked on this report that
helped me in enhancing my present researching skills. I was able to collect information from
identified relevant sources that includes both primary and secondary form of information that is
to be collected. There were some of the issue related with collaborative working practices and
scarcity of resources that was managed through focussing on optimum utilisation of present
available resources with the organisation. Apart from this there were also difficult to have some
of the internally related information of the organisation that affected the overall process of
having sufficient information base in the present research work.
Performance Review
 What was the Project supposed to accomplish?
“To analyse the talent management strategies used by organisations to attract
and retain employees”. A study on TESCO
8
12
10
a) By making assessment of
potential
b) By analysing of
competencies
c) By evaluation of results

 Did the project succeed in its aims/ how do you know? Specifically, please
outline any evaluation and assessment undertaken.
Yes. Because it is completed as per the specified time deadline.
 What things do you think worked well and why? Evaluate all aspects of
the project (e.g initial inception, project activities and project outcomes)
from a range of perspectives.
In the present report the overall process of data collection worked very
well. There was use of tow major sources that is primary and secondary
method which helped in the course of having sufficient information base.
 What problems emerged during the project and how were they tackled?
Was there timely identification of issues and resolution during the project
process?
The major problems that arise was related to limited availability of some of
resources that affected the further execution of project after a particular stage.
 What did you learn from undertaking the project?
The main learning from the project is related with the importance of researching
and communication skills that can assist in the course of completing the
research work as per specified requirements.
 How would you rate your performance as a management consultant
leading the project?
I would rate 8 out of 10.
 What strengths and weakness of your performance did you identify?
The overall strength of this report is related with the use of Gantt chart and work breakdown
techniques in order to manage the use of resource as per specific requirements of the research
work.
 How will this inform and support your continuous professional
development?
The investigation topic is of my interest are that will help in the future course of collection of
information and then further reaching to relevant recommendations and conclusions. The
overall skills that are learnt during the course of present research work will help in the future
continuous professional development.

RECOMMENDATIONS
In context of organisation there are several talent management strategies that can be used in
TESCO as mentioned below:
 Alignment of individual and organisational goals: It is very important for organisations
to align the overall individual and organisation goals that can help in the course of
aligning the individual level objectives with overall organisational vision & mission.
 Human resource involvement can be very helpful in the course of maximising the
positive employee experience. In TESCO it is recommended that there must be
inclination of HR operating model with positive employee experiences so that there can
be proper deployment of skills and talent of workforce in the organisation.
 It is suggested for TESCO to develop a comprehensive understanding of the business
priorities and strategy so that there is development of cross functional experience.
 For the purpose of retaining of employees it necessary to develop their positive mindset
and required motivation level. So that they are willing to remain associated with the
organisation in long run.

Conclusion
It is recommended that talent management is one of the aspect that can assist organisation in the
course of having a competent workforce. This aspect helps in dealing with the range of challenge
that are faced by employers in the course of organisation functioning. Having a talented
workforce can assist in the process of maximisation of individual contribution as employees are
retained in the organisation for longer time period.

REFERENCES
Books and Journals
Harsch, K. and Festing, M., 2019. Managing non-family talent: Evidence from German-speaking
regions. German Journal of Human Resource Management, 33(3), pp.249-279.
Biglari, N., Bahrololoum, H. and Darooghe Arefi, N., 2018. The Structural Equation Modeling
of the Relationship of Talent Management and Social Capital with employee
Organizational Commitment in Sport and Youth Offices of Kerman Province. Journal of
Sport Management, 10(4), pp.687-702.
Theys, N.A. and Schultz, C.M., 2018. Exploring best practices for talent management in the
south African statutory water board sector. Journal of Public Administration, 53(4),
pp.883-903.
Ehrnrooth and et.al., 2018. Talent responses to talent status awareness—Not a question of simple
reciprocation. Human Resource Management Journal, 28(3), pp.443-461.
Alferaih, A., 2017. Developing a conceptual model to measure talent’s turnover intention in
tourism organisations of Saudi Arabia. International Journal of Organizational Analysis.
Cherian, K. and Kamalanabhan, T.J., 2019. Organizational and Talent attributes of the Indian IT
industry. Employee Relations: The International Journal.
Werner, J.M., 2021. Human Resource Development: Talent Development. Cengage Learning.
Thite, M. ed., 2018. e-HRM: digital approaches, directions & applications. Routledge.
Galagan, P., Hirt, M. and Vital, C., 2019. Capabilities for talent development: Shaping the future
of the profession. American Society for Training and Development.
Energy, P.R., 2019. Sustainability report. Pacific Rubiales Energy.
Online
Attracting and retaining top talent: 5 ways to make them come to you, 2019 [online], Available
through<https://www.bizjournals.com/triangle/news/2019/08/29/attracting-and-retaining-top-
talent-5-ways-to-make.html>
How Recruiters Can Help Solve Talent Management Challenges, 2019 [online], Available
through<https://www.topechelon.com/blog/recruiting-software-solutions/talent-management-
challenges-issues-problems/>
Attracting and retaining the right talent, 2017 [online], Available
through<https://www.mckinsey.com/business-functions/organization/our-insights/attracting-and-
retaining-the-right-talent>

APPENDIX I
Template for evidence collection to be attached with the report by the learner:
Project Logbook for the chosen
organisation:
Name of the learner: Name of the Supervisor:
Project Title: Date:
Update of weekly research/ tasks achieved
(Account for a minimum of six weeks with
dates)
 What have you completed?
 Did you fulfil Task requirements?
 Are you on track and within
deadlines set?
 Did you need to make any changes
to your project management plan?
Comments
“To analyse the talent
management strategies used
by organisations to attract
and retain employees”. A
study on TESCO
Yes
Yes
No
Any risks and / or issues identified?
 Did you identify risks/issues with a
lack of skills required for
undertaking research tasks?
 Did you identify any additional
risks/issues that have an impact on
the project management plan?
I have face some of the issues that is
associated with communication skills and
resource management skills that affected
the process of research.
NO

Problems encountered
 What barriers did you face?
 How did you overcome them?
There are some of the issues that includes
scarcity of resources and less Time period
that have affected the present research
report.
For the purpose of overcoming the issues
I used Gantt chart that help in having
specific time deadline for each activity so
that research is completed on the required
time duration.
New Ideas and change of project
direction
There was a need of more resources such
as a time period of one more week is
needed to complete the research.
What Have I learnt about myself this
week?
 How did I feel when I had to deal
with tasks/problems?
 Did I find it useful to complete the
tasks? How well have I performed? What
did I contribute?
 What can I improve on next week? How might this learning apply in
the future?
While I had to deal with various tasks and
problems that will be affecting the
process of analysing various issues that
raised in the course of performing the
research work.
Yes, I used present researching skills for
the purpose of gathering information from
identified primary and secondary sources.
I will be working on improving my
present researching and communication
skills so that I am able to improve it as
per specific requirements.
I will be working on enhancing my
present team management skills &

communication skills.
Overall learning from this report will help
in future improvement of professional
skills.
Tasks planned for next week
 Which tasks are priority?
 Have you set aside sufficient time
for completion?
Information analysis will help in the
course of drawing relevant
recommendation
Yes
Project plan status to date (on, ahead,
behind)
Supervisor comments to address
Signature of the Supervisor and date:

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