Comprehensive Report: Talent Management Strategies for Tesco's Success

This report delves into the critical role of talent management within the business landscape, focusing on Tesco as a case study. The report begins with an introduction outlining the aim and objectives, followed by a project management plan, and a work breakdown structure with a Gantt chart to illustrate the project's timeline and stages. A literature review explores the importance of talent management, its impact on workforce motivation, and various methods for analysis. The research methodology, including qualitative research, an inductive approach, and interpretivism, is detailed, along with the data collection methods, sampling techniques, and data analysis approaches. The report presents data analysis findings, including employee responses regarding Tesco's talent management practices and the desirable outcomes of these strategies. The analysis reveals that managers actively focus on talent management, leading to positive outcomes such as reduced staff turnover and increased goodwill. The report highlights the importance of talent management in driving business success and provides valuable insights into its practical application within a major retail company.

Managing a Successful
Business Project

TABLE OF CONTENT
TABLE OF CONTENT.........................................................................................................................2
INTRODCUTION.................................................................................................................................4
Aim and objectives............................................................................................................................4
Project management plan...................................................................................................................5
Work breakdown structure and a Gantt Chart to provide timeframes and stages for completion.......6
WORK BREAKDOWN STRUCTURE............................................................................................8
Literature review...............................................................................................................................8
Data analysis....................................................................................................................................10
REFRENCES......................................................................................................................................18
APPENDIX.........................................................................................................................................20

INTRODCUTION
The project management report will be analysing discussion of various aspects and
importance of talent management among employees within business horizons in corporate
business world which is analysed as one of the largely essential parameter. The report will be
bringing forward research analysis on Tesco company talent management aspects for
competitive functional role and various information related to motivation scenarios for larger
retaining goals.
Aim and objectives
AIM: To evaluate talent management enrichment within workforce and its impact on
functional performance goals. A study on Tesco.
OBJECTIVES:
 To identify different methods to analyse talent management within workplace
 To analyze its foremost impact on working standards among all employees within workforce,
motivation scenario (Syed and Ozbilgin,2019).
 To enable new ways and theories to increase talent management within employees
 To identify relative aspects on talent enrichment among workplace in employees, and how it
can be further diversified.
Research questions:
1. What various methods enable analysis of talent management within workforce?
2. How does it have foremost impact on working standards among workforce?
3. What new ways and theories play essential role for increasing talent management?
4. How new aspects on talent management can be enriched among workplace, and it can
be further diversified? (Beaman, 2017)
Rationale:
The rationale for taking talent management as the topic for research can be
understood as one of the highly integral essential aspect where competitive domains are
actively heading for larger growth functional goals. This topic for research holds high role of
importance among working operations which enable business development to be actively
growing on varied domains of effective parameters and larger diversity of employees. Talent
management also potentially gives creative push to innovative thinking synergy among

working scenarios within business culture, for larger determinants and new quest horizons for
enhanced larger diversity of operations. Rationale behind taking this topic for research will
enable us to in depth analyse work growth within workforce diversity, talent development
and competitive paradigms which evolve larger paradigms of motivation among workforce
within varied scenarios (Chang and Milkman, 2020).
Project management plan
The project management plan will be discussing various factors of larger working
innovation within varied goals and larger vision oriented horizons for developing higher
metrics of stronger quality growth efficacy within time period of project completion. The
research project will be developed on basis of best quality of aim and vision propagated
among corporate structure growth analysis, time and risk factors will be taken at focus for
bringing on active growth . The research will be also done on basis of quality data, through
primary and secondary analysis of various resources for obtaining data which will be gaining
informative focus for larger efficacy aspects. The plan will further bring on varied
parameters, leveraging larger growth arenas for keeping up larger vision growth worked on.
Stakeholders within company will be contacted further within research based on primary
research, where there are varied growth aspects analysed and also to pertain focus for larger
scale efficacy objectives. The risk factor of project resources failure will enable is to bring
focus for developing higher quality metrics of larger functional enhanced usage of resources,
and also competitively building larger scale determinants. It can be also analysed that risk
and resources for research project will be keenly taken high focus for leveraging higher work
growth efficacy and to be effective in project completion (Dhanani, A. and Jones, 2017).
The project management plan will be in detail explaining various aspects of time
factor and resources analysed for bringing on informative diversity within work growth
scenarios widely, also varied aspects of information data will be actively used for generating
reliable information. It can be understood that the project research will be done within time
period of months, which will be competent enough for bringing on 6 months by will be
focused on developing higher work growth efficacy operations for higher coordination. This
period of research will be used on for developing in detailed research on larger growth
efficacy operations, to evolve on larger growth operations and also to develop competitive
strength within projects (Köllen, Kakkuri-Knuuttila, and Bendl, 2018).

Work breakdown structure and a Gantt Chart to provide timeframes and stages for
completion.
Task Mode Task Name Duration Start Finish Predecessors
Auto
Schedule
d
selecting the topic and framing
aim and objective 4 days Thu 12/3/20 Tue 12/8/20
Auto
Schedule
d
making project management
plan 6 days Wed
12/9/20
Wed
12/16/20 1
Auto
Schedule
d
review of different literature 8 days Thu
12/17/20
Mon
12/28/20 2
Auto
Schedule
d
listing out methods of research 10 days Tue
12/29/20
Mon
1/11/21 3
Auto
Schedule
d
framing of the questionnaire 5 days Tue 1/12/21 Mon
1/18/21 4
Auto
Schedule
d
providing questionnaire to
respondent 6 days Tue 1/19/21 Tue 1/26/21 3,5
Auto
Schedule
d
collecting the data 10 days Wed
1/27/21 Tue 2/9/21 6
Auto
Schedule
d
interpreting the collected data 15 days Wed
2/10/21 Tue 3/2/21 7
Auto
Schedule
d
concluding and recommending 4 days Wed 3/3/21 Mon 3/8/21 8
Auto
Schedule
d
doing formatting 5 days Tue 3/9/21 Mon
3/15/21 9

Auto
Schedule
d
Feedback 6 days Tue 3/16/21 Tue 3/23/21 10
Auto
Schedule
d
making changes as per given
feedback 3 days Wed
3/24/21 Fri 3/26/21 11
Auto
Schedule
d
submitting final research 1 day Mon
3/29/21
Mon
3/29/21 12

WORK BREAKDOWN STRUCTURE
Literature review
As noted by Ogbari and et.al., (2018) employees are most important resources of firm
as they by putting their best efforts is able to contribute in growth and success of enterprise.
Companies are trying to retain maximum talented and experienced employees in the firm so
that best services can be delivered to end users. There is different method that could be used
to analysis talent management with firm. As per the views of Kumar, (2019), talent
management has high positive impact on working standards within employees at workforce
within motivation scenarios which generates larger stable growth metrics and active
operational efficacy among varied goals actively. Author has in detail explained in research
papers that there are various arenas within brainstorming sessions and larger innovation goal
diversity which gives employees larger work growth efficacy and also pertain wider push on
varied grounds within companies. There are varied competency strategies framed within

companies top management for larger dev eloped platforms, to pertain keen goals widely and
also push to innovation efficacy.
As per the views of Mohajan, (2018), there are varied new ways and theories to
increase talent management within employees for longer scale growth diversity and wider
functional strength among larger arenas for bringing on determinants of best working pace. It
can be analysed that broader technical growth efficacy within leadership and management
practices gives effective push to stable growth synergy and larger vision oriented
development. It has been also analysed that talent management also gives positive push to
wider scenarios of vision motivation among employees by leaders for creative strengths and
larger scale growth horizons. It can be analysed that there are varied growth developed
among larger domains of motivation of quest goals widely for larger quest goals and also to
yield larger scale operational metrics.
As per the views of Pimpa, (2019), there are various parameters of relative efficacy
within vision by talent enrichment aspects among workplace within employees where they
can be effectively diversified within keen goals widely and also to pertain wider efficacy
among competitive horizons. It can be also analysed that there have been stringent push
analysed among employees workforce strengths and operational metrics, where the wider
technical push enables business to actively be competent and also keenly evolving actively
on larger segments.
Research methodology:
It is term that is used to describe process, techniques that are used to select, collect,
identified and analysed several data so that necessary information can be gathered in best
possible manner. Therefore, several methods that have been used to conduct research on most
important topic that is talent management are described below:
Research type: It state the way data will be researched to gather correct information like
qualitative or quantitative are two method or types of research. Qualitative research helps in
depth understanding of information but generally based on non statistical data. On the other
hand, quantitative data is make use of numerical value in order to collect and analysed
necessary information (Davidavičienė, 2018). The researcher has make use qualitative
method to get more depth about talent management.

Research Approach: It is procedure that specific about set of assumptions that research
will use while collecting and analysis data. There are two different researches approached
that are being used in research like inductive and deductive. In inductive approach there is no
literature as there is no test of theory so it consist three stage such as observation, observe a
pattern and develop a theory. While deductive start with theory and make use of hypothesis
therefore out of both researcher has make use of inductive approach.
Research Philosophy: It illustrates the way or method that can be used to collect crucial
information that is further divided into interpretivism, positivism. Interpretivism is more
suitable for qualitative while positivism for quantitative therefore Interpretivism has been
used by scholar to understand in-depth about information.
Data collection: Primary and secondary are two common methods that are used to collect
information. Primary sources or firsthand information included method like interview. While
secondary are based on use of books, articles and several other medium that are all ready
published to gathered correct information. Both primary and secondary sources have been
used to conduct research.
Sampling: Sampling is selecting particular individuals or respondent from group of
individual’s only so random sampling method has been used by scholar to pursue research
(Flick, 2020). There are 30 respondents that are taken for gathering information related to
talent management in the firm.
Data analysis: It specifies the way data will be analysed, there are two specific methods
such as thematical and SPSS among both thematical is used as several theme, bar graphs are
used so that information can be easily understand.
Ethical consideration
The research has been made by considering all ethical value and principles, it has
also make use of citation where ever necessary so that it can be made useful and valuable for
others.
Data analysis

Do you think manager of the Tesco focuses on talent management
effectively at the workplace?
RESPONSES
Yes 20
No 10
TOTAL 30
1 2
0
2
4
6
8
10
12
14
16
18
20
20
10 Series1
Series2
Theme 1: Major respondents feel managers take active focus on talent management within
workforce
The pictorial description enables us to analyse that managers are actively taking part
within talent management aspects, for generating new competitive efficacy within workplace
actively. It can be also analysed that as 20 employees out of 30, have said yes to question that
managers take active focus on talent management aspects which are bringing on varied goal
efficacy within longer run. The data analysed also enable us to potentially analyse that
TESCO as one of the top growing retail company within global industry has been
competitively focusing on producing talent management strategies for pertaining higher focus
on keeping up larger growth competency. It can be also analysed that data above discussed
also focuses on fact that there is varied diversity among employees by developing higher
innovative efficacy within working scenarios, to develop larger technical motivation
standards.
What are the desirable outcomes received at tesco by focusing
on talent management?
RESPONSES
 Reduced turnover of staff 15

 Raises goodwill 5
 Both a and b 10
 TOTAL 30
1 2 3 4
0
2
4
6
8
10
12
14
16 15
5
10
0.3
Series1
Series2
Theme 2: Talent management outcomes are positive within workforce
The above pictorial data enable us to analyse that there are varied outcomes within
workforce active goal diversity which develops longer scale innovation among larger
scenarios. The analysis enable us to depict information form varied arenas that employees
turnover is low, also they feel motivated to bring on varied ideas and talent enrichment
among varied goals efficacy scenarios for larger growth diversity. Data also enables us to
analyse that Tesco as one of the best retail company actively focuses on analysing and
monitoring data , outcomes form talent management aspects which has given high boost to
overall productive strengths. It can be analysed that employees diversity within platforms
have been also growing among workforce at Tesco for leveraging commercial growth within
its HR strategies, to be potentially focusing on best HR strategies. The results also shows
that employees are competent and informatively wide among varied aspects where HR
departments and top management has been taking informative steps for active work enriching
efficacy goals

Q:3 Do you think Tesco focuses actively on talent management
strategies?
RESPONSES
 Yes 20
 No 10
 TOTAL 30
1 2
0
2
4
6
8
10
12
14
16
18
20
Series1
Series2
Theme 3: Major respondents responded that Tesco focuses actively on talent management
strategies
The pictorial data discussed above has analysed that out of 30, there are 20 people that
have responded to fact that managers focus on talent management strategies for developing
new functional growth efficacy, to evolve on varied domains operations to yield larger scale
developed metrics. Assessing candidates within cultural scenarios enable larger training
development and recognition metrics for larger efficacy aspects, to build longer scale
information efficacy within business horizons for larger scale primitive training of
employees. It can be also analysed that rewards and recognition generates longer scale
efficacy among working aspects within workforce diversity , competitive scenarios for
keeping up larger competitive domains active and also to pertain larger growth development.
Tesco has been widely moving ahead on varied motivation scenarios within larger goals
widely and also to enhance talent enrichment actively among larger scenarios.

Q: 4 Do you think employees are not discriminated by senior
authorities within workplace?
RESPONSES
 Yes 5
 No 25
 TOTAL 30
5
25
1
2
Theme 4: Major respondents have denied for discrimination by senior authorities within
workplace
 The pictorial data has concluded in analysis that there are not discrimination
by senior authorities within employees at workplace within Tesco, for developing
innovation and talent enrichment working efficacy for longer scale evolving efficacy
on varied grounds. This factor also productively explains that TESCO top
management and new functional active growth is positive in shape and there is larger
growth among working horizons. There are 30 employees who have denied to
question and only 5 responded yes, where there has been detailed analysis developed
among larger arenas for corporate talent management goals. There is no
discrimination among employees by senior managers and new functional scale
parameters, by which higher innovation and talent diversity has been respected by
leaders at TESCO (Wildemuth, 2016).

5 Which strategies are HR department taking for enriching talent
management aspects?
RESPONSES
Assess candidate cultural fit 10
Learn to become a coach. 10
Provide continuous training and development opportunities. 5
All of them 5
0
2
4
6
8
10
Series1
THEME 5: Major respondents have agreed that HR strategies are enriching talent
management aspects
The data above discussed enables us to analyse that there is larger focus on bringing
stable growth of dynamic vision and talent management aspects for vision oriented growth
which have made talent management strategies successful at TESCO. It has been also
analysed that there has been competitive growth developed among employees strengths, for
bringing new scale competitive efficacy and larger motivation among employees. The results
have showed that HR strategies at tesco are focused on building best working platforms
among students, where 20 employees have said yes and 10 have denied to it which shows
stable growth domains efficacy. Tesco as one of the best retail company has been widely
growing on best working operational metrics within vision oriented growth scenarios and

larger vision oriented functional domains, for keen growth in goodwill goals among services
within consumers market. This factor also analyses that employees are highly vision oriented
and dynamic to yield on active growth and retaining percentage is also positively taking
shape to be high.
Q6 Have you been experiencing motivation within platforms
provided for talent management?
RESPONSES
 Yes 25
 No 5
 TOTAL 30
1 2
0
5
10
15
20
25
Series1
Series2
Theme 6: Motivation is high among employees with varied platforms for talent
management
The analysis within pictorial data above enables us to analyse that employees are
motivated at Tesco with varied platforms for talent management provided by leaders and
mangers, which has keenly evolved on varied growth avenues which has given boost to all
over strength within TESCO. It can be also analysed that employees have been motivated by
giving them various platforms for creative goal diversity, larger functional domains efficacy
and also to evolve on varied competence factors. These factors also upscale results where 25
employee out of 30 have responded as yes, and also there has been primitive stable growth
efficacy within varied competent efficacy aspects.

Q7 Have leaders and managers being actively interactive among
employees within working scenarios, for talent enrichment
strategies
RESPONSES
 Yes 25
 No 5
 ALL TIME 5
 TOTAL 30
1 2 3
0
5
10
15
20
25
Series1
Series2
Theme 7: Major respondents agree to fact that managers and leaders are actively
interactive within workforce for talent development
The above discussed data in pictorial analysis enable us to explains that 20 out of 30
employees have responded that they are interactive within workforce positively for
cooperative goal enhancement , which also has developed larger motivation among varied
paradigms. It has been also analysed that Tesco actively has been progressively heading
towards leveraging training parameters and also for heading on commercial growth diversity
paradigms for higher informative goals efficacy. It helps us to analyse that employees are
determined to seek on larger progression in profession horizons and also to yield diversity
among workforce aspects and also to enhance new domains of efficacy aspects.

REFRENCES
Books and journals
Beaman, L.G., 2017. Deep equality in an era of religious diversity. Oxford University Press.
Chang, E. H. and Milkman, K. L., 2020. Improving decisions that affect gender equality in
the workplace. Organizational Dynamics. 49(1). p.100709.
Davidavičienė, V., 2018. Research Methodology: An Introduction. In Modernizing the
Academic Teaching and Research Environment (pp. 1-23). Springer, Cham.
Dhanani, A. and Jones, M. J., 2017. Editorial boards of accounting journals: gender diversity
and internationalisation. Accounting, Auditing & Accountability Journal.
Flick, U., 2020. Introducing Research Methodology: Thinking Your Way Through Your
Research Project. SAGE Publications Limited.
Köllen, T., Kakkuri-Knuuttila, M.L. and Bendl, R., 2018. An indisputable “holy trinity”? On
the moral value of equality, diversity, and inclusion. Equality, diversity and
inclusion: an international journal.

Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage
Publications Limited.
Mohajan, H.K., 2018. Qualitative research methodology in social sciences and related
subjects. Journal of Economic Development, Environment and People. 7(1).
pp.23-48.
Ogbari, M.E and et.al., 2018. Talent management as a determinant of firm performance: A
conceptual approach. Business & Social Sciences Journal, 3(1). pp.21-32
Pimpa, N., 2019. How mining companies promote gender equality through sustainable
development?. Cogent Business & Management. 6(1). p.1647590.
Syed, J. and Ozbilgin, M., 2019. Managing diversity and inclusion: An international
perspective. SAGE Publications Limited.
Wildemuth, B.M. ed., 2016. Applications of social research methods to questions in
information and library science. ABC-CLIO.

APPENDIX
Q:1Do you think manager of the Tesco focuses on talent management effectively at the
workplace?
 Yes
 No
 Not sure
Q:2 What are the desirable outcomes received at teco by focusing on talent management?
 Increase turnover of staff
 Raises goodwill
 Both a and b
 None of them
Q:3 Do you think Tesco focuses actively on talent management strategies?
 Yes
 No
 Not sure
Q:4 Do you think employees are not discriminated by senior authorities within workplace?
 Yes
 No
 Not sure
Q: 5 Which strategies are HR department taking for enriching talent management aspects?
Q6 Have you been experiencing motivation within platforms provided for talent
management?

 YES
 NO
Q7 Have leaders and managers being actively interactive among employees within working
scenarios, for talent enrichment strategies
 YES
 NO
 ALL TIME
Q8 Do you have future plans to work with Tesco?