RESEARCH PROJECT
Title: Talent management as a strategic priority in Company Marks and Spenser
Research Aim: To increase the talent in the business of Marks and Spencer’s by the strategic management.
Executive summary
In this proposal talent management is shown for the Marks and Spencer’s. For conducting this research realistic research theory will be used, so that data can be taken in the realistic way. Apart from this mixed methodology was taken for the research as it provides the qualitative and quantitative data for conducting the research. This is done by sending the questionnaire to the employees that was presented in the business organization. Apart from these, values will also increase due to this in the business organization of the organization. Sampling method will be used for the research is random, so that research can be done by non- biased method.
Introduction
In this proposal talent management will be shown for the Marks and Spencer’s. This will be shown so that talent of the employees I the marks and Spencer’s can be increased. Due to this work can be done in a feasible way and quality of the work can also be increased due to this. This research will be done by conducting the mixed methodology for the research. This research was done using the mixed methodology as author review was also taken in this for the research. This research was conducted for the marks and Spencer’s. For the research multiple data collection technique was shown for the business environment so that effective research can be done for increasing and managing the talent at the work place of the Marks and Spencer’s.
Reason for choosing the project
This project has been selected as the talent management allows developing the talent that is recognized in the organization. This will be done so that positive impact can be made in the business organization. Due to this responsibility will also be increased for the talent management in the Marks and Spencer’s of the employees. This can also made the future plan more skillful of the employees, due to this study of the project gets more important (Gallardo, 2020).
Literature review
According to Thunnissen (2016), talent management is for indentifying the practices in the team work and the organization. Author states that data collection is required in the talent management so that corrective actions can be taken for improving the talent. With the talent management process shaping can also be done for the employees that are presented in the business organization, so that they can increase their potential for the work and can give more efforts in the work. Author specifies about the finding that talent management can result in engagement of the employees, identification of the qualities and deployment of the talent. These qualities might help them to be a better leader. Author states that there are data collection techniques that can be used for analyzing the data so that research can be made more feasible. Apart from this talent management can also result in the centralized subject for the managers and the employees in the organization (Thunnissen, 2016). However Krishnan (2017), states that talent management is the major issue that are involved in the organization. With the talent management best approaches can be opted or selected for the business organization and structural factors can be taken. Author states that talent management can help in managing and identifying the characteristics of the talent in the employees (Taylor, 2018). Apart from this talent management can lead to reduction of the gaps in the employees. So that better management can be done in the work office. This can also result in increasing the overall morale of the employees, Apart from this author also states that talent management can lead to the distinguishing the factors for involving the structural factors. Due to this author states that talent management play a key role in the organization (Krishnan and Scullion, 2017).
According to Ogunnaike (2018), talent management directly affects on the organization performance and increasing of the talent management. Talent management can lead to providing the increasing of the proposition so that reputation can be increased. Author states that talent management can lead to making issue in the organization as due to this employees are judged on the basis of their rank. Due to this issue is raised as certain times employees get de-motivated due to this. This can also make the barrier for the organization. It can put mental pressure on the minds of the employees. Another things claimed by the author is that continuous training can lead to changing in the working capacity of the employees as due to this continuous development can be done of the employee. This can also result in making the organization more innovative and consistent for the work (Ogunnaike, et al., 2018). However Pandita (2018), stated that talent manage can lead to increasing the understanding level in the organization. Due to this work done can be increases the talents of their employees are increased in the organization. Due to this understanding level can be increased of the employees so that organizational goal can be achieved due to this in a effective basis. This can also lead to increasing the talent management and retention of the employee. This can also lead to increasing of the clarity for the work process of the employees. This can lead to improving the skills of the employees in the working culture. Due to the improved skills commitment can also be increased in the employees that are presented in the organization. Apart from this talent management can lead to reduction in the cost of the work done in the organization as this can lead to increase the knowledge of the organization. Talent management can affect the directly so that retention practices can be done for the business organization. This can lead to creation of the working practices in the business organization and can lead to achieving of the organizational goal more feasibly (Pandita and Ray, 2018).
Research Methodologies:
Research Philosophy: The philosophy will be used in this research is the realistic research philosophy. The research philosophy is the suitable way of collecting and selecting to meet the purpose of the research. The realistic philosophy has used to real estimation of the thought of the people.
Research Approaches: The approach will be used in this research is deductive as many theories are related to the topic. This research has the objective to understand the beliefs of others and then come to an outcome.
Research Strategies: The mixed research methods strategies will be used as it helps to gather the information that helps to complete the research and comes to accurate findings. The strategy involves both qualitative and quantitative approaches that provide the information in the numerical and non-numerical format (Nguyen, et al., 2020).
The time horizon of research: The time horizon will be used in this research is the cross-sectional studies as this research is only for a specific period. All the process of this research is for a specific period.
Data Collection: The research will use the mixed research approach so to collect the data in the non-numerical form the best methods it the survey and interviews as they help to gather the information to reach the findings. The questionnaire helps to gather the information in the numerical format as it helps to find the majority of the answers (Luna-Arocas et al., 2020).
Sampling frame: The sampling framing will use the research is the random sampling method as it helps to gather the opinions of different personalities. The sample size of the research is 100 peoples and the category is the managers and employees of the organization. The managers and employees are the main part of the company as they know all the factors that affect the business and they also have the knowledge of the workplace and workforce of the firm. The managers have the role to manage all the employees of the company as they can easily share an experience which helps to gather the information for the research and also helps to find the valuable outcome of the research (Rostam, 2019).
Analytical tool: The tools that will be used in this research are the Gantt chart and activity table as the Gantt chart helps to analyze the data and it helps to manage the time to complete the research.
Characteristics of participants: The managers have the role to manage the employees of the organization and they have characteristics to motivate the employees to increases their performance. The managers have the capabilities and abilities to increases the efficiency of the workforce of the firm. The employees have an important role in developing the company and the employees help the company to maximize the profits. They both are interlinked to the internal environment of the company (Johnston, 2017).
Justify selection: The mixed-methods help to gather the data in both numerical and non-numerical format. This helps to collect the proper data that reflects the views of the participants. This method helps to find the objectives of the research.
Issues: The issues that were faced during the primary data collection are due to the COVID as people oppose to give the interviews that make a lot of troubles in the data collecting process. The secondary data access issues are that the data that has been in the literature is sometimes not accurate and sometimes the works of literature are out of date that makes it difficult to analyze and evaluate the data.
Research Questions:
Q1. What is the importance of talent management in respect to developing the company?
Q2. What are the strategies used by Marks and Spencer to enhance the performance?
Q3. What is the role of talent management?
Q4. What are the strategies that are associated with talent management?
Q5. Identify the Prime elements of talent management?
Q6. Is Talent management strategy is effective for the organization?
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Q7. Is talent management helps to motivate employees?
Yes |
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No |
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Activities and timescales
Activities that are to be performed are:
Aims and Objectives: The objectives are to find the purpose of the research.
Questions: Making a questionnaire to gather the data that helps to analyze and reach the objective of the research (Ansar & Baloch, 2018).
Literature reviews: To identify the previous outcomes of the researches as it makes it easy to analyze and find the accurate outcome of the research. Comparing research data with the literature data is makes it easy to evaluate the data.
Data gathering: Collecting of the data of interviews, questionnaires, and literature reviews to analyze the data. This is the main process as it includes the point of view of the main participants.
Data Analysis: Data analysis is to find the outcomes of the research by analyzing the data that has been collected (Gallardo-Gallardo et al., 2020).
Research Activities |
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Data analysis |
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First Draft |
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Submission |
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Conclusion
The research helps to find the importance of talent management it can be used by the organization as a strategy to improve the functioning of the workforce. The research helps to conclude the factors that were used by the company to increase their profits. The talent management of the company helps them to increases the efficiency of the work and it also reduces the risk that was happened in the workplace of the organization. This also concluded that itcan be used by the firm as a strategy to increase the brand image of the firm and it also helps to increases the reach of the customers.
References
Ansar, N. and Baloch, A., 2018. Talent and Talent Management: Definition and Issues. IBT Journal of Business Studies, 14(2), pp.213-230.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: Context matters.
Johnston, M.P., 2017. Secondary data analysis: A method of which the time has come. Qualitative and quantitative methods in libraries, 3(3), pp.619-626.
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.
Luna-Arocas, R., Danvila-Del Valle, I. and Lara, F.J., 2020. Talent management and organizational commitment: the partial mediating role of pay satisfaction. Employee Relations: The International Journal.
Nguyen, T., Graham, I. D., Mrklas, K. J., Bowen, S., Cargo, M., Estabrooks, C. A., ...andWallerstein, N. 2020. How does integrated knowledge translation (IKT) compare to other collaborative research approaches to generating and translating knowledge? Learning from experts in the field. Health research policy and systems, 18, 1-20.
Ogunnaike, O.O., Ogbari, M.E., Kehinde, O.J. and Onasanya, Y.A., 2018. Talent management as a determinant of firm performance: A conceptual approach. Business & Social Sciences Journal, 3(1), pp.21-32.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of their impact on talent retention. Industrial and Commercial Training.
Rostam, F.A., 2019. A Review of Talent Management as a Key in any Organizations. The International Journal of Indian Psychology, 7(3), pp.78-83.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Thunnissen, M., 2016. Talent management: For what, how and how well? An empirical exploration of talent management in practice. Employee Relations, 38(1), pp.57-72.
