RESEARCH PROJECT: TALENT MANAGEMNET

RESEARCH PROJECT: TALENT MANAGEMNET

Introduction

Background of the study

Talent management is an on-going process that includes a strategic vision in attracting and retention of employees for accomplishment of organizational goals. It not only increases the morale of employees to render high performance but also inspires them to stay focused on organizational goals and objectives. Strategic talent management refers to the continuous process applied in organizations for the establishment of the right talent at the right place to add value to the growth of both organization and employees.

At Microsoft, the initiation of strategic talent management will not only increase its competitive advantage and sustainability but add value to the services delivered. Being a multinational company in Washington, it not only aims to render innovative and high-quality products and services to its valued customers but also focuses on strategic talent management in its organization for increased efficiency in services delivered. The research will ascertain the role of strategic talent management at Microsoft as it not only helps in attracting and hiring skilled workforce at its organization but also helps in their retention in the long run. The research will reflect the need for change in the organizational structure of Microsoft through the identification of the diversity that resides in its organization.

Research aim & objectives

The research aims to ascertain “the role of strategic talent management components in stronger business sustainability: A case of Microsoft”. This will assist to identify initiatives that attract and motivate employees for increased sustainability in works performed. The research report aims to reflect the role of talent management in managing cultural diversity at its organization that serves as the drive to increase its sustainability and profitability of Microsoft in the market (Khoreva, Vaiman and Van Zalk, 2017).

Research objectives

The objective of the research is to identify the role of strategic talent management in increasing the sustainability of organizations. It will assist to increase the quality and value of the research to reflect the relevance of talent management in the accomplishment of organizational goals (Mupepi, 2017). The strategic objectives identified in the research are:

-To identify the role of strategic talent management in increasing the sustainability of organizations.

-To ascertain how talent management assists to identify and manage change to be introduced in organizational culture.

-To acknowledge the role of talent management in the attraction and retention of employees.

Research questions

The strategic vision applied to identify well-defined research question will assist to ascertain the role of talent management in increasing the capability of its employees in performing works. This will serve as a guideline to accomplish the aims of the research in acknowledgement of the relevance of strategic talent management in increasing its sustainability in the market (Ansar & Baloch, 2018).

Question1: What is the role of strategic talent management in increasing the sustainability of organizations?

Question 2: How does talent management assist to identify and manage change to be introduced in organizational culture?

Question 3: How does talent management help in the attraction and retention of employees?

Research hypothesis

H0: There is no role of strategic talent management in increasing the sustainability of organizations.

H1: There is role of strategic talent management in increasing the sustainability of organizations.

Justification & rationale of the study

The initiation of the research will serve as a proactive role in identifying the role of strategic talent management in increasing the sustainability of organizations. Apart from rendering a vision to identify the need for change the research will help to increase the efficiency and effectiveness of services delivered in the present complex and competitive business environment. This will deliver reliable and authentic data for the research along with the identification of all talent management initiatives that attract employees and add value to the sustainability of organizations (Tetik, 2017).

Literature review

Talent management as a medium to accelerate communication

According to the views of Meng and Berger (2018) talent management plays a prominent role in every sector in increasing economic growth and sustainability. According to the views of Meng and Berger (2018) regular and effective communication in organizations not only increases the capability of employees in inspiring and encouraging employees for increased engagement in organizational processes but also enhances their morale to develop their skills and competencies in the delivery of services. The initiation of talent management theory in organizations serves as a medium to identify the need for change along with efficient leadership to implement the three steps as to identify positions that add value to competitive advantage, to develop a talent pool of skilled employees and to fill key positions in organizations with skilled employees. As employees come from diverse socio-cultural, economic background it creates the need for strategic talent management to identify and accept the diversity between employees that enhances the level and quality of communication process taking place between them whereas Sheehan, Grant and Garavan (2018) claim that strategic talent management not only increases mutual co-operation and collaboration between employees but also helps to build strong relations between them. Talent management helps to increase the efficiency in works performed through increased customer satisfaction and inter-relation between business operations which adds value to the profitability and sustainability of organizations.

Increasing the efficiency of employees through effective communication and management of their talent

Schreuder and Noorman (2019) not only helps to identify the need for change and to implement it effectively but it increases the efficiency of services delivered to customers. Apart from increasing the efficiency in hiring and attracting skilled employees it also helps to increase their motivation in the delivery of high-performance levels. It helps to increase the loyalty of employees towards organizational goals. It helps to identify the diversity between employees and builds strong relations between seniors and subordinates along with high performance in services delivered thus, adding value to organizational values ad goals. The approach to attract, identify, develop, retain and deploy employees helps to increase the sustainability of organizations whereas Marinakou and Giousmpasoglou (2019) talent management is an on-going process that needs to be managed with proper strategies of hiring and attracting employees. A strategic vision is needed in organizations to identify the capabilities of employees and to deliver them proper benefits for increased performance in works done. It will not only help to identify the gaps in performance but will also help to increase their competencies for increased skill development and value addition to the success of organizations. It not only increases their engagement through the development of open culture in organizations. It helps to increase the loyalty of employees towards organizational goals. It helps to identify the diversity between employees and builds strong relations between seniors and subordinates along with high performance in services delivered thus, adding value to organizational values ad goals.

Talent management for high performance of employees

As per the views of Bibi (2019) talent management helps to increase the performance of employees along with increased competitive advantage in the market. It not only increases the level of communication between employees and enhances their trust and mutual understanding but also inspires them towards organizational goals. The strategy to identify, attract, select, train and retain employees not only increases the work productivity of employees but also helps to keep them motivated towards their aspirations and vision of the organization. The need hierarchy theory identifies the needs of employees from physiological, safety, social, esteem and self-awareness which inspires them to deliver high performance. The fulfilment of one need inspires employees to move towards the other needs and this creates the drive to stay directed and motivated towards their goals whereas Daubner et. al. (2018) has claimed that talent management in organizations helps to attain an edge over competitors in the market and to accomplish goals of the organization with increased diligence and commitment. The increased potential of employees in organizations needs to be identified by leaders and directed towards organizational goals that not only lead to strategic talent management in organizations but also reduces the complexities in organizational change. The management of talent of employees through their proper hiring and placement helps to increase the efficiency of services delivered by employees. This helps to communicate the change to be introduced with ease and leads to less resistance in organizations for increased sustainable development of all. Apart from adding value to accomplishment of organizational goals talent management serves as opportunity for multi-dimensional development of all in organizations. It also renders vision to organizations for retention of employees through regular rewards and recognition that increase the morale of employees for high performance levels and adds value to organizational sustainability in the long run. It also renders vision to identify initiatives that inspires employees towards organizational vision and mission.

Methodology

Research approach

The approach applied in the research is deductive one as it will test the existing theory and render relevant information for success of research aims. It not only delivers vision to determine strategic conclusions for research through logical reasoning and factual knowledge but also helps to identify specific patterns and generalizations in the research to ascertain the role of talent management in organizations (Al-Lozi, Almomani and Al-Hawar, 2018).

Research philosophy

The positivism philosophy in the research will assist to include real time knowledge and factual data to ascertain the role of talent management in organizations to add value to its profits and sustainability. It will assist to determine strategic assumptions in the research along with accomplishment of research aims.

Data collection

The mixed approach will be applied in the research through the inclusion of both qualitative and quantitative data collection method. The qualitative methods for data collection in the research will increase inclusion of reliable and authentic data in the research. The qualitative method will include the critical literature review of articles of eminent scholars that will render opportunity to collect and interpret data from multiple sources whereas quantitative method of data collection in the research through initiation of survey of company employees will help to collect real time and relevant data for the research. Apart from increasing the quality of the research it will assist to deliver increased transparency and accountability in research initiation.

Research techniques

The research technique applied for data collection is survey that will distribute well-developed questionnaire in company employees for increased reliability and validity in data collection and interpretation. It will not only render relevant data for accomplishment of research aims but will also deliver vision to identify strategic initiatives that inspire and motivate employees for increased efficiency in works performed (Ogbari et.al., 2018). It will lead to inclusion of ethical considerations as increased accountability and transparency in data collection and interpretation. The inclusion of increased innovative solutions in its work processes to foster increased employee engagement at its organization will also be reflected in the research report (Gallardo-Gallardo, Thunnissen and Scullion, 2020).

Sampling method

The research will select respondents for data collection in the research through random sampling method. This will not only lead to voluntary participation of employees in organizations but will also increase the level of transparency and accountability in the research (Daubner-Siva et.al., 2018). The sampling population will be identified as employees of Microsoft Company with sampling size of 30-40 employees.

Research design

The design applied in the research is experimental one as it reflects cause and effect relationship with research title. The inclusion of dependent and independent variable in the research and identification of relation between them will add value to the success of the research. It will not only render reliable and research specific topic for the research but will also increase inclusion of logical reasoning and observations in the research.

Research strategy

The strategy of the research is overall process applied in the research from its initiation to completion. It not only serves as guideline to accomplish research aims but also assists to identify strategic assumptions for its successful completion.

Timeline

The timeline of the research will deliver the vision of a systematic approach to ensure timely initiation of all research activities for the accomplishment of research aims and to identify the role of talent management in increasing the sustainability of Microsoft through the hiring of right people at the right place (Schreuder & Noorman, 2019). It will not only increase the collection of authentic data for the research but will also help to apply transparency in data interpretation. The initiation of Gantt chart and work breakdown structure in the research will assist to ensure the determination of research activities as per their priorities and relevance to the accomplishment of research aims.

Action plan

Identification of research topic	1 Week
Determination of research aims & objectives	1 Week
Data collection	1 Week
Literature review	2 Weeks
Interpretation of Data	1 Week
Determination of research methodology	1 Week
Identification of ethical issues	1 Week
Data handling and documentation	1 Week

Figure 1: Work Breakdown Structure

(Source: Author, 2020)

Figure 2: Gantt chart for Research

(Source: Author, 2020)

Conclusion

The research has applied a strategic and systematic approach in identifying the role of talent management in increasing the sustainability of organizations with consideration of Microsoft. The identification of proper research aim and question has put forward the relevance of talent management in increasing the efficiency and sustainability of organizations.

Reference

Al-Lozi, M.S., Almomani, R.Z.Q. and Al-Hawary, S.I.S., 2018. Talent management strategies as a critical success factor for effectiveness of Human Resources Information Systems in commercial banks working in Jordan. Global Journal of Management And Business Research.

Ansar, N. and Baloch, A., 2018. Talent and Talent Management: Definition and Issues. IBT Journal of Business Studies, 14(2), pp.213-230.

Bibi, M., 2019. Impact of talent management practices on employee performance: an empirical study among healthcare employees. SEISENSE Journal of Management, 2(1), pp.22-32.

Daubner-Siva, D., Ybema, S., Vinkenburg, C.J. and Beech, N., 2018. The talent paradox: talent management as a mixed blessing. Journal of organizational ethnography.

Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: Context matters.

Khoreva, V., Vaiman, V. and Van Zalk, M., 2017. Talent management practice effectiveness: investigating employee perspective. Employee Relations.

Marinakou, E. and Giousmpasoglou, C., 2019. Talent management and retention strategies in luxury hotels: evidence from four countries. International Journal of Contemporary Hospitality Management.

Meng, J. and Berger, B.K., 2018. Maximizing the potential of millennial communication professionals in the workplace: A talent management approach in the field of strategic communication. International Journal of Strategic Communication, 12(5), pp.507-525.

Mupepi, M. ed., 2017. Effective talent management strategies for organizational success. IGI Global.

Ogbari, M.E., Onasanya, Y.A., Ogunnaike, O.O. and Kehinde, O.J., 2018. Talent management as a determinant of firm performance: A conceptual approach. Business & Social Sciences Journal (BSSJ), 3(1), pp.21-32.

Schreuder, R. and Noorman, S., 2019. Strategic talent development–making the best people in crucial positions better. Strategic HR Review.

Sheehan, M., Grant, K. and Garavan, T., 2018. Strategic talent management. Worldwide Hospitality and Tourism Themes.

TETIK, S., 2017. Talent Management: A review of theoretical perspectives and a guideline for practioners. Nile journal of Business and Economics, 2(4), pp.40-56.

Appendix 1

Ethics Form

Title of Research Report

The role of strategic talent management components in stronger business sustainability: A case of Microsoft

Description of activity and objectives

The objective of the research is to apply a step-wise approach to determine the role of strategic talent management in increasing the sustainability of organizations with increased morale of employees towards organizational vision and mission. It will help to ascertain the talent management initiatives as regular performance reviews and appraisal, promotions, incentives etc for attraction and retention of employees along with identification of the need for change. The research initiation will begin with the identification of the research topic along with the determination of research aims and objectives. The activity from data collection, literature review, interpretation of data, determination of research methodology and determination of ethical issues along with documentation of data will add value to the quality of research.

Ethical issues identified:

Conflict of interest: There may be a conflict of interest in data collection between the researcher and respondents in the collection of real-time and authentic data for the research. Representation of false data: There are chances of collection of false data from respondents in the delivery of talent management initiatives that inspire and motivate them towards organizational goals and mission.

Address of ethical issues:

Inclusion of honesty and integrity: It will assist to collect and interpret data with increased reliability and validity. Objectivity: It will assist to collect data for research initiation and accomplishment without the inclusion of biased ideas and views of respondents. Openness: It will assist to adopt a flexible approach in the research to collect data with an open vision to accept multiple views of respondents with transparency. Accountability: The increased accountability in data collection, handling and storage will assist to increase efficiency in data handling and management

Ethical codes referred:

Code of conduct of Microsoft Ethical standards of the UK in business

Address of concerns of respondents/research subject

The concerns of respondents will be addressed through increased transparency in data collection and storage through the use of proper storage devices. It will not only increase their voluntary participation in the research but will inspire them to deliver real-time data for research initiation.