Managing Successful Business Project: Tesco Talent Strategies Report

This report provides a comprehensive analysis of Tesco's talent management strategies, focusing on attracting and retaining employees. It begins with an introduction to talent management, defining its importance for organizational success. The report outlines project aims and objectives, followed by a literature review exploring talent strategies employed by companies like Tesco. It delves into the significance of talent management within organizations, emphasizing its impact on employee performance and productivity. The project planning section details the project scope, milestones, work breakdown structure (WBS), and Gantt chart to facilitate project execution. Primary research methods are described, highlighting the value of talent management in addressing employee well-being, motivation, and retention. Findings from the research are presented, leading to a conclusion that summarizes the key insights. The report also includes a list of references and an appendix. The report is structured to provide a clear understanding of Tesco's approach to talent management and the effectiveness of its strategies.

Managing Successful
Business Project

Contents
INTRODUCTION.....................................................................................................................................3
Project Aim.............................................................................................................................................3
Project Objectives....................................................................................................................................3
Literature Review......................................................................................................................................3
Talent strategies that Tesco can use in order to attract and retain people.................................................3
Importance of talent management in an organization..............................................................................4
Project Planning........................................................................................................................................4
Project Scope...........................................................................................................................................4
Work Breakdown Structure and Gantt Chart........................................................................................5
Primary Research......................................................................................................................................7
Value and benefits of talent management addressing wellbeing in terms of improving employee
motivation and retention..........................................................................................................................8
Findings......................................................................................................................................................8
CONCLUSION........................................................................................................................................13
REFERENCES........................................................................................................................................15
Appendix..................................................................................................................................................16

INTRODUCTION
Talent management can be defined as the process of attracting, onboarding, developing,
motivating as well as retaining high-performing employees in the workplace (Abeuova and
Muratbekova‐Touron, 2019). It is important for the overall success of a company and can help it
in attaining its goals as well as objectives in an effective manner. the primary objective of talent
management within any organization is to enhance the performance as well as efficiency of the
business. Effective implementation of talent management strategies can improve the overall
productivity of the employees. Organization chosen for this report is Tesco, which is a
multinational retailer of groceries as well as general merchandise. The company was founded in
the year 1919 by Jack Cohen. The report explains the talent management strategies that best
companies such as Tesco use in order to attract as well as retain people. It also includes a Work
Breakdown Structure as well as Gant Char in order to facilitate better understanding to the
readers.
Project Aim
“To identify the talent strategies that Tesco can use in order to attract and retain people.”
Project Objectives
 To identify the talent strategies that Tesco can use in order to attract and retain people.
 To understand the importance of talent management in an organization.
Literature Review
Talent strategies that Tesco can use in order to attract and retain people
Talent management is an important aspect within an organization because it helps an
organization in managing as well as retaining the employees for a longer period of time. Tesco
offers different opportunity of growth to its employees such as regular training and development
sessions are conducted so that the staff members get a chance to develop new skills as well as
enhance their existing knowledge (Alias and et.al., 2017). When the employees get adequate
growth opportunities, they are committed to their jobs and more engaged to the same. One of the
strategies that the best companies such as Tesco use is to encourage its employees to participate
in the decision-making process. By doing so, the employees will develop a sense of belonging.
As a result, they will be more committed and engaged to the job. This can help in retaining the

employees for a longer period of time (Pauli, 2018). Another talent strategy that can be used to
manage employees is providing the employees with rewards as well as benefits. This can help in
enhancing their overall morale and also, increase their commitment to their respective jobs.
Importance of talent management in an organization
Talent management is an important aspect within an organization because it allows the
managers as well as team leaders to recruit the most skilled as well as talented candidates for
carrying out the jobs. organizations implement talent management strategies with the main aim
of managing as well as retaining the employees for a longer period of time (Baharin and Hanafi,
2018). Organizations that implement effective talent management strategies, are able to ensure
that there is an overall improvement in the performance as well as productivity of the company.
Talent management helps in enhancing the overall morale of the employees (The importance of
talent management and why companies should invest in it, 2021). As a result, they are able to
address the concerns or issues that are raised by the customers. This leads to an increased level of
satisfaction among the clients and hence, there is an improvement in the overall performance of
the firm as well.
Project Planning
A formal document that defines how a project is to be undertaken is referred to as a
project management plan. it is an important plan that helps in conducting the different activities
in the project in an effective manner. This is because a project management plan outlines the
goals, timeline, deliverables as well as the budget of the project (Cerna and Chou, 2019). The
respective project involves determining the talent strategies that the best companies such a s
Tesco use in order to attract as well as retain people.
Project Scope
It is important to undertake a primary research in order to understand the different talent
strategies that can be implemented in order to attract as well as retain the employees for a longer
period of time. This would help in ensuring that the project is successful. As mentioned, the
different strategies that can be adopted can include offering rewards as well as benefits to the
employees and providing them training from time to time. Tesco is focused on developing their
employees in the workplace (Ogbazghi, 2017). Milestones are important components of a project

as they allow in conducting the different tasks in an effective manner as well as tracking the
overall progress of the project. The different milestones of the project are described below –
Initiation – This is the first stage of the project during which the project is initiated. And
at this stage, the idea for the project will be explored and elaborated. The objective of this stage
is to examine the overall feasibility of the project. This is an important phase of the project and
the purpose is to determine why the project is needed and how will it contribute to the existing
literature (Dehghanan and et.al., 2019). In context to this project, the researcher will develop a
proposal and get the same evaluated by the supervisor. Upon approval, the researcher will
analyze the necessary financing that is required in order to make the project successful.
Planning – This is the second stage during a project and involves documenting the
requirements as well as the plans of the projects. Besides this, the individual will also create the
project schedule. This will ensure that the different tasks can be prioritized a completed in an
effective manner (Krithika, Greeshma and Auxilia, 2020). At this stage, the researcher will
develop objectives and once this is done, the next step Is to develop tasks that are based on the
objectives. Planning is an important stage as the researcher determines the resources that are
required in order to implement the tasks. Besides this, the researcher will create a time frame and
finalize the plan. the different tasks will be separated based on their priorities. Therefore, it can
be said that the planning process is important to ensure that the project is completed in an
efficient manner.
Execution – This is the third and the last stage of the project management lifecycle and
can said to be the longest stage of the project. This stage will involve the researcher to complete
the project and presents the final outcome. During this stage, it is important to keep a track of
progress of the different activities of the project (Fatah, 2019). Apart from this, the project
timeline will be managed in an effective manner in order to ensure that the different tasks of the
project are completed in an effective manner. At this stage, the researcher will execute the
findings of the project in such a manner so as to provide the readers with an understanding of the
project. In order to make sure that the findings of the project are executed in an effective manner,
the researcher should attend meetings with the tutor or supervisor regularly. Also, potential risks
as well as threats can be identified and addressed in an effective manner.

Work Breakdown Structure and Gantt Chart
A WBS or work breakdown structure breaks down the project into simple as well as
manageable tasks in order to ensure that the project is completed in an effective manner. A work
breakdown structure also ensures the project outcome delivery is effective. There are various
benefits of a work breakdown structure as it defines as well as organizes the work that is required
in order to ensure that the different tasks of the project are completed in an effective manner. It is
recommended to use a work breakdown structure because it helps in obtaining the research
outcomes (Hamad, 2019). On the other hand, a Gantt chart can be defined as a type of bar chart
that outlines the overall schedule of a project so that it is easier for the researcher to complete the
project effectively because the chart makes it easier for the researcher to track the overall
progress of the project. Therefore, it can be said that both the work breakdown structure as the
Gantt chart are important because they allow the researcher to conduct the project in an effective
manner and also track the overall progress of the same.

Primary Research
A type of research that involves collecting first-hand as well as accurate information
regarding a particular research topic is referred to as primary research. In a primary research, the
participants are briefed about the project so that they have knowledge about the topic while
responding to the questions. in context to this project, the researcher has obtained informed
consent from the participants before collecting the information (Harsch and Festing, 2019). A
primary research has been chosen by the researcher to complete this project is because it is not
only cost effective but will also help in saving a lot of time. Talent management is an important
aspect for any organization because it not only helps the company in managing and retaining its
employees, but also ensure their overall well being within the workplace. The sample size for
this project is 30 respondents and the participants are the employees of the respective company,
Tesco.
Besides this, Marks and Spencer as well as Lidl are two companies that have
implemented various talent management initiatives in order to manage as well as retain their
employees in an effective manner (Musakuro and de Klerk, 2021). For example, Marks and
spencer conducts regular training for its employees to make sure that they get a chance to acquire

new skills as well as enhance their existing knowledge about the importance of talent
management. Apart from this, the company conducts performance reviews regularly in order to
provide the employees with constructive feedback about their individual performance. This helps
them in identifying their strengths as well as weaknesses. Therefore, it can be said these
initiatives have helped the company in managing its employees efficiently and thus, retain them.
on the other hand, Lidl is another organization has implemented effective measures to attract as
well as retain the employees. The company promotes diversity at its workplace because
employees belonging to different backgrounds are able to help an organization in developing
effective strategies regarding talent management.
Value and benefits of talent management addressing wellbeing in terms of improving employee
motivation and retention
Talent management is valuable for an organization and can help it in attaining its goals as
well as objectives in an effective manner (Ntaopane and Vermeulen, 2019). Managing and
retaining employees is important because they help the organization in attaining its goals as well
as objectives in an effective manner. Staff members who are satisfied with their jobs and
engaged to the same, tend to put in more efforts and help the company in gaining a competitive
advantage in the market (Johara, Yahya and Zainal, 2020). implementation of effective talent
management strategies helps in promoting a positive as well as healthy environment at the
workplace. As a result, their motivation level is also increased and there is an improvement in the
overall performance of the company in an effective manner.
Talent management lets in agencies to make systematic and regular selections about the
development of group of workers, which ensures the employees’ abilties and development.
Furthermore, personnel will sense extra engaged when there's honest method for the
improvement, which facilitates in growing the retention charges that allows organizations in
assembly their operational requirements (Krishnan and Scullion, 2017). A systematic technique
to expertise management method that there may be an organizational integration and a regular
method to control. When systems are greater incorporated, purchaser pleasure costs are usually
higher, due to the fact they may be managing fewer people and their needs are met extra hastily.
Well-dependent on-boarding practices create higher degrees of retention which saves the

company on its recruitment and performance management fee ultimately. Therefore, it can be
said that talent management is useful and valuable component for the companies.
Findings
Theme 1: Concept of talent management
Q1. Are you aware about the concept of talent management?
a) Yes 20
b) No 10
a) Yes b) No
0
5
10
15
20
25
20
10
Chart Title
Interpretation – From the above graph, it can be stated that the majority of the respondents i.e.,
20 out of 30 respondents were aware of the concept of talent management. This is because they
might have heard about the same or the company has implemented the same at its workplace.
Whereas it found that the remaining 10 respondents did not have any knowledge about the
concept of talent management.
Theme 2: Benefits of talent management within an organization
Q2. What are the different benefits of talent management within an organization?
a) Improved productivity 15
b) Increased performance 10
c) Reduced turnover 5

15
10
5
Chart Title
a) Improved productivity b) Increased performance c) Reduced turnover
Interpretation – There are many benefits of talent management for an organization. From the
above graph, it can be analyzed that the majority of the respondents, i.e., 15 stated that there is an
improvement in the overall productivity of the company. 10 respondents stated that there is an
overall increase in the performance of the firm. And lastly, the remaining 5 respondents stated
that talent management helps in reducing the overall turnover in the firm. As a result, the
employees are more focused and committed to their respective jobs. Therefore, it can be said that
the different benefits of talent management can help the organization in conducting its business
operations in an effective manner as well as ensuring that the employees contribute to the overall
effectiveness of the company performance as well.
Theme 3: Challenges that an organization can face due to absence of talent management
Q3. What are the different challenges that an organization can face due to absence of
talent management?
a) Increased absenteeism 10
b) Poor job satisfaction 10
c) Reduced productivity 10

10
10
10
Chart Title
a) Increased absenteeism b) Poor job satisfaction c) Reduced productivity
Interpretation – From the above graph, it can be analyzed that a company can face various
challenges due to absence of effective talent management. It was found that out of 30
respondents, 10 respondents stated that there is an increase in the absenteeism in the workplace.
On the other hand, 10 respondents stated that poor job satisfaction among the employees is
another challenge that a company might have to deal with. Lastly, it was found that the
remaining respondents stated that there is a reduction in the overall productivity of the
employees. Therefore, it is important develop effective talent strategies and implement the same
in order to manage and retain the employees for a longer period time. These challenges can
affect the overall performance of the firm to a great extent. As a result, it has to deal with the
negative consequences such as a loss of competitive advantage and poor job commitment among
the employees.
Theme 4: Importance of talent management
Q4. In your opinion, is talent management important for the success of an organization?
a) Yes 25
b) No 5

25
5
Chart Title
a) Yes b) No
Interpretation – From the above graph, it can be analyzed the majority of the respondents out of
30, i.e., 25 respondents stated that talent management is important for the overall success of an
organization. This is because it helps in enhancing the overall productivity of the firm and
increases the job satisfaction level of the employees. On the other hand, the remaining 5
respondents stated that talent management is not important for the overall success of an
organization and that employees can keep a track of their individual performance. It has been
found that effective talent management strategies can help an organization in attracting as well as
retaining their employees for a longer period of time.
Theme 5: Strategies that are used by Tesco to manage internal talents
Q5. What are the different strategies that are used by Tesco to manage internal talents?
a) Provide rewards and benefits 12
b) Conduct regular training 8
c) Encourage participation in decision-making
process
10

a) Provide rewards and
benefits b) Conduct regular training c) Encourage participation in
decision-making process
0
2
4
6
8
10
12
14
12
8
10
Chart Title
Interpretation – There are different strategies that Tesco has implemented in order to manage
its internal talent. From the above graph, it can be stated that 12 respondents stated that the
company provides rewards as well as other benefits to high-performing employees. On the other
hand, 8 respondents stated that the company conducts regular training for its employees so that
they get an opportunity to develop new skills as well as enhance their existing knowledge about
the different processes in the company. Lastly, the remaining 10 respondents stated that the
managers as well as the leaders encourage participation in the process of decision-making. This
has helped the organization in managing its employees in an effective manner and also, retaining
them for a longer period of time.
CONCLUSION
From the above report, it can be concluded that talent management should be
implemented by all organizations. This is because it contributes to the overall success of the
company and assists it in gaining a competitive advantage against competitors. Implementation
of talent strategies in the organization can help in increasing the overall performance as well as
contribute to the profitability of the firm. the different talent strategies that can be adopted by an
organization include promoting a diverse culture, offering rewards and benefits to the employees,
conducting regular training for the employees and encouraging the employees to take part in the
process of decision-making at the workplace. It can also be said that companies that do not
implement talent management strategies in their workplace, have to deal with consequences such

as a decline in the performance, productivity, an increase in the overall turnover of the company
etc.

REFERENCES
Books & Journals
Abeuova, D. and Muratbekova‐Touron, M., 2019. Global talent management: Shaping the
careers of internationally educated talents in developing markets. Thunderbird
International Business Review, 61(6), pp.843-856.
Alias, N.E. and et.al., 2017. Towards effective employee retention strategy: Implementation of
talent management in information, communication and technology companies. Advanced
Science Letters, 23(8), pp.7857-7860.
Baharin, N.L. and Hanafi, W.N.W., 2018. Effects of Talent Management on Employee
Retention: A Case Study of Hospitality Industry. Global Business & Management
Research, 10(3).
Cerna, L. and Chou, M.H., 2019. Defining “talent”: Insights from management and migration
literatures for policy design. Policy Studies Journal, 47(3), pp.819-848.
Dehghanan, H. and et.al., 2019. The Grounded Theory Model in the Talent Management
Process. Journal of Research in Human Resources Management, 10(4), pp.185-217.
Fatah, S.J., 2019. Applying talent management practices by management involvement. Cihan
University-Erbil Journal of Humanities and Social Sciences, 3(1), pp.1-6.
Hamad, Z., 2019. Talent management as a facilitator of organizational intelligence. Management
Science Letters, 9(6), pp.809-822.
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.
Johara, F., Yahya, S. and Zainal, S.R.M., 2020. Assessing a sustainable higher educational
institution through talent management practices and Islamic work ethics. International
Journal of Sustainable Strategic Management, 8(1), pp.49-76.
Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review, 27(3), pp.431-441.
Krithika, J., Greeshma, B. and Auxilia, P.M., 2020. A review of literature on impact of employer
branding in talent management. International Journal of Management Concepts and
Philosophy, 13(1), pp.1-19.
Musakuro, R.N. and de Klerk, F., 2021. Academic talent: Perceived challenges to talent
management in the South African higher education sector. SA Journal of Human
Resource Management, 19, p.1394.
Ntaopane, M. and Vermeulen, L., 2019. Integrated talent management in local government:
theories and philosophies to guide implementation practices. Journal of Public
Administration, 54(3), pp.378-400.
Ogbazghi, R., 2017. Talent management as a new form of sustainable human resources
management. Latgale National Economy Research, 1(9), pp.95-108.
Pauli, U., 2018. Talent Management Practices in Polish Small and Medium Enterprises. Human
Resource Management/Zarzadzanie Zasobami Ludzkimi, 125(6).
Online
The importance of talent management and why companies should invest in it. 2021. [Online].
Available through:< https://www.humanresourcesonline.net/the-importance-of-talent-
management-and-why-companies-should-invest-in-it >.

Appendix
Questionnaire
Q1. Are you aware about the concept of talent management?
a) Yes
b) No
Q2. What are the different benefits of talent management within an organization?
a) Improved productivity
b) Increased performance
c) Reduced turnover
Q3. What are the different challenges that an organization can face due to absence of
talent management?
a) Increased absenteeism
b) Poor job satisfaction
c) Reduced productivity
Q4. In your opinion, is talent management important for the success of an organization?
a) Yes
b) No
Q5. What are the different strategies that are used by Tesco to manage internal talents?
a) Provide rewards and benefits
b) Conduct regular training
c) Encourage participation in decision-making process
Q6. Any recommendations or suggestions on what could be done better for talent
management