EXAMINING THE IMPORTANCE OF TALENT MANAGEMENT FOR EMPLOYEE MOTIVATION AND OVERALL GROWTH OF THE BUSINESS: A CASE STUDY OF H&M
Abstract
It has been identified from the research work that motivation has been working as the driving force for organizations. The employee motivational measures bring positive results for the organizations such as developing communication among the employees, increasing the productivity rate in the organizations and others. The research has further identified that H&M has been facing many challenges regarding influencing the employees. Due to the motivational challenges the company has failed to gain profits. However, the company managers have taken a very creative approach to the talents of their employees. Thus, the managers have become successful in retaining their potential employees developing good communication with them. H&M has been in the fashion industry for a long time, they know their customer, and they have their loyal customer base. The company is still trying to do better for their employees; they have already implemented many new policies regarding their employees. It can be said this brand is an exceptional example of a company implementing talent management to help their employees.
Table of Contents
1.1 Research Aim and Rationale 4
1.4 Significance of the Research 6
Chapter Two: Literature Review 7
2.2 Concept of talent management 7
2.2.1 Theory of W triangle in talent management 7
2.2.2 Concept of employee motivation 8
2.2.3 The role of managers and leaders in employee development 9
3.5.1 Identifying Population and Research Site 13
Chapter Six: Conclusion, Recommendations and Implications for Further Research 24
6.3 Future scope of the study 24
Appendix 1: Survey questionnaires 27
Chapter One: Introduction
1.1 Research Aim and Rationale
The aim of this research is to “examine the importance of talent management for employee’s motivation and overall growth of the business within H&M”.
The usefulness of talent management in a company helps to make consistent and systematic decisions about their employees. It also helps to identify which employees are suitable for a specific job role. One of the main barriers to talent management in a company is that there is a lack of association between business strategies and talent management strategies. Without implementing “talent management”, an established business could undergo high turnover rates of employees (Al Aina and Atan, 2020). Employees often think that their pay scale has not been increased and their job role is exciting.
H&M is a Swedish multinational clothing company, making clothes for men, women, teenagers, and children since 1947 (H&M, 2022). H&M is an excellent example of a good employee and leader understanding relationship. They have implemented the talent management in different segments in the company. The company never discriminates against any employees, the company culture made them feel like “they are a part of the company’s success”.
1.2 Research Questions
How does talent management affect the organisational overall growth?
What are the factors influencing employee motivation in H&M?
How does talent management affect employee motivation in H&M?
What are talent management strategies implemented by H&M to improve the talent pool in the organisation?
1.3 Research Objectives
To evaluate the role of managers and leaders in employee development in terms of increased productivity and organisational overall development
To identify the importance of talent management as an important factor in strengthening organisational performance in H&M
To evaluate the impact of staff motivation to employee retention as well as overall growth of business
To recommend H&M regarding taking effective measures for handling talents within the organisational contexts
1.4 Significance of the Research
According to Al Aina and Atan (2020), talented employees can be a valuable asset for any organisation; they can help to accomplish organisational goals. Understanding of the employees is the utmost important factor for an organisation; this is why talent has a vital role to play. In this study the role of managers to help the employees through talent management, importance of management, how H&M successfully implemented the strategy in their business, impact of the staff motivation and many more have been studied. The research study mainly focused on the importance of employees understanding, implementation of talent management in a company has been studied in-depth.
Chapter Two: Literature Review
2.1 Introduction
A literature review is a thorough study of a topic from previously evaluated work of other researchers (The Royal Literary Fund, 2022). Literature review has been a pathway to illuminate the important factors of the study from different journals, articles, pdfs, books, government websites and using other reliable sources. In this dissertation, the literature review illuminated the role of leaders and managers for employee development, how talent management affects the organisations, and theory of talent management.
2.2 Concept of talent management
“Talent management” is described as the strictly managed, deliberated process of guiding the suitable people and helping them in reaching their potentials (Gannon et al. 2021). Training has become an expert for futuristic aims, and retaining, engaging effectively, and motivating the employees to accomplish “long-term business goals” are all part of the selection process. The “talent management” concept focuses on the getting the best version of the employees. The process also helps the right people to enhance their skills and contribute to the business for bigger purposes. The concept of talent management helps the organisation to reach the goals by the help of talented people.
2.2.1 Theory of W triangle in talent management
Talent management is a process that involves training the employees, selecting the right employee for the right role, and motivating them continuously for more improvement. The main focus of talent management is to design a workforce, who will stay with the organisation for a long time. Managers need to have a talent management strategy to gain the maximum results (Gannon et al. 2021).
Figure 2.1: The theory of W triangle in talent management
(Source: Rao, 2022)
In the above figure the triangle captures 3 uncertainties.
Opportunity creation - it is determined by the situation need. The individual must know what will be done when the situation is needed.
Needs casting- individuals need to work at full potential, and execute the right skills at the right time.
Expectation management- managers need to know when to invest in people.
These uncertainties help to determine which candidate is perfect for a specific job. This is why talent management is important for any organisation (Rao, 2022).
2.2.2 Concept of employee motivation
The motivational elements are the employees' subjective requirements that, once met, influence their efficiency and production. Motivation, on the other hand, is best understood as a process of making decisions (TATARU and TATARU, 2020). This process might be "external or internal” for an individual which triggers persistence and excitement to achieve something. The motivation process begins with a psychological or physiological deficiency or need, which triggers behaviour or a drive toward a goal or an incentive. It is agreeable that motivation is a “behavioural syndrome” that occurs whenever employees' needs and expectations are seen to be out of synchronisation. From the company view, the process of motivation includes better medical facilities, better work environment, better employee- employer relationship, increment, bonus and many more. Motivational process also includes productivity and performance of employees that influence “compensation strategies and different “motivational reinforcement”
2.2.3 The role of managers and leaders in employee development
Organisations encourage their employees to update their knowledge, to learn new skills, all these are part of “employee development activities”. Leaders are the creators of vision, trend setters, and inspire people to accomplish things altogether (TATARU and TATARU, 2020). On the other hand, manager’s organisational plan coordinates, make budget, control and execute plans within the organisational structure. Managers push employees to their full potential, leaders inspire and drive people (Chiat and Panatik, 2019). However, both of them have a fixed focus to achieve organisational goals.
Leaders/ managers need to motivate the employees to take part in development activities like- training programs, self-improvement programme, employee development programme and other (Guterresa et al. 2020). All these training activities would benefit the employees and the organisation in the long term.
Managers/leaders need to communicate with the employees. Communication is the key to any relationship; manager-employee relationships also need clarity. Without understanding each other, there will be miscommunication. Employees cannot perform well without understanding (Rao, 2022). So the leaders\ managers need to have a healthy relationship with their teams.
Managers need to be encouraging towards the employees. When an employee is performing well, leaders/ managers need to appreciate the employees and reward them. Managers can encourage an employee to take a distance learning course. This will help the employee to gather knowledge and skills (Alves et al. 2020).
Work culture affects the mental health and nature of an employee. Toxic, manipulative work culture helps the growth of the company to some extent. Managers need to stay focused on the work and stay unbiased about his\her preferences. Every employee is important. If some of the employees lack any skills or knowledge, managers need to understand their issues rather than insulting the person in front of everyone (Chiat and Panatik, 2019). A good work culture can produce many good ideas; this will eventually help the organisation.
Leaders/ managers should allocate enough resources for activities like, seminars, conferences, personal development training, or any other development initiatives. Managers need to believe their employees, the potentiality of the employees. As a leader of a team it is their job to provide best opportunities, help the employees to polish and develop (Gannon et al. 2021).
2.2.4 Importance of talent management to motivate employees as well as organisational overall development
The importance of talent management is that it attracts the most skilled and talented employees.
TM helps with employee performance. When an employee performs well, the talent management team identifies the employees and helps them to improve more (Chiat and Panatik, 2019).
It helps to evaluate individual performances on the basis of engagement, skills, performance, and client satisfaction.
Talent management helps companies to make consistent and systematic decisions about their staff.
Client satisfaction rates go high when a team performs well. Systemic approach towards “talent management” portraits that there is consistency and an integration system is present in the organisation (Chiat and Panatik, 2019).
2.2.5 Literature gap
In this existing literature, the effect of talent management in the segment of motivating the employees has not been evaluated enough. Effects of motivation on the performance of the people and the organisational success are less-explored areas particularly. In this study, there is scope to discuss the importance of motivation in an organisation through talent management strategies.
2.3 Conclusion
The study has highlighted the importance of talent management to help the employee in an organisation. Organisational goals are important, but without their employees an organisation cannot become their best version. It is necessary to have skilled and talented employees to execute certain jobs. Without a skilled workforce the company will grow slowly, market value can decrease. Managers and leaders need to help every employee so they can become their best version and become an asset for their company.
Chapter Three: Methodology
3.1 Research Approach
According to Newman and Gough (2020), the deductive approach is explained as the research approach that is mostly associated with scientific investigation. The deductive research approach has been adopted in the research approach. It has been used in this research work for two of the major reasons. It incorporates a wide range of data in the research work. It moves from general to specific. Further, it helps exiting theory to analyze the data and draw conclusions.
3.2 Research Strategy
As per the view of Cr (2020), a research strategy is a suitable plan to complete research work. As the appropriate research strategy, positive research philosophy, explanatory research design and primary data collection method have been considered. Positivism research philosophy believes that factual knowledge is gained with practical approaches such as observation. Positivism research philosophy has been applied here because it has the following traits. They are qualitative data, reliability, generalisable, objective data, displays patterns and trends and others (Newman and Gough, 2020). All of these help a research individual to draw the appropriate conclusion. Further, the explanatory research design is applied by the research person because it helps to show the cause-effect relationship among the engaged variables.
3.3 Research Methodology
According to Snyder (2019), a research methodology encompasses the process through which a research individual intends to complete research work. For this research, primary data has been collected following the survey method. For the survey method, eight questions have been created and sent to the employees of the organisations to get their responses. The survey questions have been formed based on the topic of talent management and the motivation of organisations.
3.4 Research Tools
Research tools are the materials used in the research work to collect information or data. Survey has been applied for the primary data collection (Pandey and Pandey, 2021). Qualtric software has been used to generate the questionnaire and the link has been sent to the employees through Gmail.
3.5 Sampling
3.5.1 Identifying Population and Research Site
For the survey, 42 employees of H&M have been selected randomly to ask questions. Qualtrics software has been used to subtract the results of the employees. Further, it has been applied to complete the entire research work generating the outcomes and providing suitable solutions.
3.5.2 Sampling Strategy
Simple random Sampling strategy has been developed for the current research work as it has flexibility in itself. One of the very crucial advantages of this sampling strategy is that it assists in including a massive population. To collect the primary data, randomly, it chooses people from the total population. The responses gathered from them are used to extend the research further and conclude positively.
Chapter Four: Findings
4.1 Introduction
The survey method has been used to collect the primary data from the employees of H&M. Further, Qulatirics software has also been used to extract the results for the research work. A total of 42 of the employees have been selected with a simple random sampling method. The generated results have been analyzed to get the final results and fulfil the objectives of the research work.
4.2 Primary data analysis
Q1. Age
Figure 4.1: Age
Analysis
It has been indentified from the table that various numbers of age groups employees are working in the company. As the table indicates that majority of the employees of the H&M belongs to 26 to 31. It could be said that majority of the employees are adult. Very employees are not found in the company. Similarly, employees who have nearing forty and crossed do not exist in the company. It could be said that the company has been focusing on the young adult employees because they are found to be more productive for the organizations.
Q2: How long have you been working in the company?
Figure 4.2: Working Experience
Analysis
The survey conducted on how long the employees of H&M are working in the company has given appropriate results. It has been identified from the table that the majority of the employees of the organization have been working for a very short time. It could be stated from the data collected that the employees are not able to work in the company in the company for various reasons. Therefore, H&M has to reshape its entire process regarding employee motivation. Adopting the latest motivational strategies in the company, it could develop the productivity rate and finally the performance.
Q3: What are the best motivating factors according to you?
Figure 4.3: Motivating Factors
Analysis
Motivation is very crucial for the organizations. It has different help in the performance of the organizations such as keeping the employees’ active, determined, focused in their works; developing innovative ideas in the organization. Further, it increases the engagement of the employees, develops the productivity of the company, higher retention rate and others. Therefore, every organizations implements different motivational measures in their workforce. The table indicates standard deviation as 0.98 and Mean value as 2.55. It could be stated form the above table that H&B has different motivational measures such as rewards, incentives, recognition, promotion and others. Among the factors incentive is working as the major motivating factors for the employees of the company. Apart from incentive, other factors are also motivating the employees of the company but less than incentive. The second most motivating factors for the company is Promotion. On the other hand, Rewards and recognitions are not that much influencing as compared to above two.
Q4: What are the motivation challenges you face while working in H&M?
Figure 4.4: Challenges of H&M
Analysis
Motivating the employees of the organizations is not a very easy task. The organizations have to implement certain innovative motivating measures for the employees. It is very important for organizations because the performance of the employees depend on it. H&M has been facing many challenges regarding employee motivation and the development of organizational performance. The problems faced by the company while motivating their employees are such as lack of interest in the subject matter, Fear of failing activities, lack of clarity in the job post, incorporation from top management and others. The majority of the employees have supported failing in the task is the major motivating challenge for the organization. The second highest-rated challenge of the company is a lack of interest in the subject matter. The other two challenges are affecting the company equally in motivating the employees. Thus it could be advised to the company to develop the confidence employees as if they perform without any reluctance. Developing the skills of the employees is very important for the improvement of performance.
Q5: “Top Management is interested in inspiring and motivating the employees”, Do you agree?
Figure 4.5: Top Management inspiring
Analysis
Motivated employees provide better results and productivity than the demotivated employees of the organisation. A suitable working environment enhances the productivity and efficiency of the organisations. Thus the company could increase their profits and become successful in their work. Motivation not only brings success to the company but also helps them in different areas. Motivation helps the organisations to understand the demands of the employees, receive full support and energy from the employees for the organisations. Employee engagement is increased, better relationships in the organisational workforce. Communication is developed as the relations among the employees are improved. Motivation impacts the other functions of the organisation positively. As stated here that motivation is very crucial for organisational performance and it is supported by the employees. The survey conducted on the employees of the H&M also showed a similar result. The majority of the employees have agreed to the fact that motivation is very important for organisations. Therefore, the Top Management of the company is very much interested in motivating their employees as it would develop the performance of the organisation.
Q6: How far do you agree that managers of H&M are successful in retaining their talents for a long time?
Figure 4.6: managers of H&M in retaining their talents
Analysis
Managers play a very important role in motivating the employees and developing the performance of the organization. The managers are only majorly responsible for nurturing the talents of the employees. Managers positively encourage the employees of the organizations to focus on their talents good for the company and employees. On the other hand, talents discouragement is not good for organisations as it affects the performance of the company. The survey table of the H&M indicates that the company managers have been performing very well in motivating the employees of the organizations. The employees are also very much satisfied with their managers as they encourage their employees’ talents and help them to develop. That is the reason the majority of the employees of the organizations have strongly agreed that the managers of the organizations are successful in retainni9ng the talents for a longer time. Many of the employees have also agreed to it that the company is very effective in developing and retaining talents for the development of the performance of the company. As far as disagreement is concerned, many employees disagree with the statement that manager retaining talented employees.
Q7: According to you, have you grown in terms of professionalism with the company's overall growth?
Figure 4.7: professionalism with the company's overall growth
Analysis
Company’s growth depends upon many factors such as employee performance, relationship with the employees, company culture, workplace environment and many more. From the results it can be clearly stated that in terms of professionalism the company has grown to its maximum level. The company is very caring towards their employees. Most of the employees voted for the positivity in the terms of professionalism .However, 38.10% people also voted for the “no” option .It means that not every person is happy with the company. Most of the employees do not feel happy at the workplace. In recent years the company has made some changes in their labour policies. But this is not enough. The workers often complain about not treating them ethnically enough. Though many employees agreed that they have learned many things from the company, there are fewer opportunities for promotions in the company. Many employees think they do not have many career opportunities in the company. Sometimes the employees do not get the raise and promotions, but make them dissatisfied with the work. Some of them are dissatisfied with their managers. But overall the company is trying to help their employees, and make them happy.
Q8: Are you satisfied with the salary administration and wages?
Figure 4.8: salary administration and wages
Analysis: Salary administration and wages plays a huge part in employee satisfaction. from the bar chart it can be concluded that most of the employees are partially satisfied with the salary structure of H&M. Many of them are happy with the salary but some of them are moderately happy with their salary. Though most of them employees think the company is great to work with. There are plenty of opportunities regarding self learning. Work life and personal life can be well balanced while working in the company. Employees are also satisfied with H&M’s customer services. For some employees who want to climb higher positions it is a little difficult for them as the company does not offer increments that much, some of the employees have issues with global exposure limitation. Many employees think that less increment is not good for their career; they are not satisfied with their salary structure. Most of the employees are happy with their salary. The company has job security, stable growth; moreover the company is staying in the competitive industry for a long time. Employees who want to have a stable job, good salary and balance between work and personal life are ideal for them.
4.3 Summary
It has been identified from the survey that motivation is very important for the employees of the organizations. Inspiration and motivation work as performance driving forces for the organizations. However, it is not easy for companies to motivate their employees. Organizations face challenges while motivating their employees. Some of the well-known challenges are lack of knowledge, confidence, lack of clarity in the job post, fear of failure and many others. However, the H&M company managers are performing well in nurturing the talents of the employees and retaining them for their organizational growth. However, the company needs to pay close attention to increase it productivity adopting the appropriate strategies.
Chapter Five: Discussion
From the primary findings, it can be said that organisations across the world hire candidates on the basis of knowledge and skill they possess to carry out tasks they need to execute in the organisation. Apart from the skills and talent, many organisations also look to hire candidates who have the tenacity and the temperament to work under extreme pressure. Organisations across the globe look to adopt methods that will help them to motivate the employees to churn the best performances out of them (Kravariti and Johnston 2020). The employees will only be encouraged and motivated to work if they find that their effort is being recognised by the company hierarchy and the management. The company will grow if the employees feel motivated and work together as a team to fulfil the objectives of the organisations. From the review of the literature, it can be said that the organisations will heavily be affected by inappropriate strategies and incorrect leadership approaches. Incorrect application of the strategies will cause the organisation to incur heavy loss. It will take a lot of time and money for the organisation to get back to normal (Whysall et al. 2019).
From the primary findings, it can be said that the employees who work in a volatile environment, bears the mental strength to withstand any amount of mental pressure and survive almost any obstacle. These employees are found to self motivated. They do not fear any type of challenges. They love to take up any challenge, which benefits the organisation immensely from a financial point of view. From the survey results, it is found that the employees who are working for a prolonged period are happier than those who have been working for (1-2) years. The employees who are highly experienced are found to be extremely motivated and work passionately, which results in bringing the best from the employees. It is evident that the employees perform better if they work under a leader who follows a democratic or participative leadership approach (Nasiri and Bageriy 2020). From the findings, it can be said that the employees get motivated only when they are valued and respected by the organisation. They feel good when their ideas and opinions are taken into account and considered for the betterment of the organisation.
From the primary data findings, it can be said, the company H&M have been successful in retaining their employees for a prolonged period of time. The organisational structure of the company enables the employees to work in a friendly environment and learn in a cognitive manner. The employees are made to go through rigorous training regimes to prepare them for the worst of scenarios. H&M allows their employees to upgrade their skills and knowledge by conducting various sessions and classes. The strategies adopted by the company to make their employees gather knowledge are entertaining, considering the tough nature of their work. The employees feel encouraged to know more everyday and this further helps the company to boost its productivity to a large extent. The employees do not feel like switching the companies as the companies provide them with the opportunities to increase their salary on the basis of their performance and their experience. This enables the employees to feel that they are not neglected by the organisation at all (Meyers et al. 2020). This enables them to give their best efforts for the organisation. Monthly and annual employee awards are also presented to the best employees in terms of their performance and other parameters. From the primary data findings, it is seen there is a huge improvement in the professional behaviour of the employees after joining an esteemed institution like H&M.
The survey portrayed that most of the employees think motivation is important, and the company is successful in the segment. Also most of the employees are happy with their salary structure, it helps them to maintain a healthy work life and personal life balance. The majority of employees are dissatisfied with their jobs. In recent years, the company's labour policies have undergone some adjustments. However, this is insufficient. Workers frequently complain about not being treated fairly because of their ethnicity. Despite the fact that many employees think that the organisation has taught them a lot, there are less prospects for advancement. Employees at H&M believe the organisation offers few career chances. Employees are sometimes denied raises and promotions, which leaves them dissatisfied with their jobs. Some of them are unhappy with their bosses. However, the corporation as a whole is attempting to assist and please its personnel. The salary structure of the company is pretty good, most of the employees of H&M is happy with their salary and wages (Javed et al. 2020). A company cannot make every employee happy, there are some people who do not like the salary structure and they think there are limited opportunities regarding their professional growth. However, the company is trying to improve their employee relationship and labour policies.
Chapter Six: Conclusion, Recommendations and Implications for Further Research
6.1 Conclusion
From the above study it can be concluded that H&M looks after the well being of their employees. It is found that the company is successful in retaining its employees for a prolonged period of time as it provides employee satisfaction. The employees of the organisation are motivated and give their best effort for the benefit of the organisation. The employees feel valued and this makes them loyal to the services of the organisation. The annual reward ceremony is aspect which is found to motivate the employees to become the best performer of the organisation. The employees engage in healthy competition for the ake of getting recognised by the company organisation to improve their performance, on a consistent basis. It can be concluded that H&M is successful in retaining their talents by their effective management policies. Employee satisfaction is benefits both the organisation and the employees.
6.2 Recommendations
H&M needs to introduce several packages for their employees which will enable them to become more efficient. The employees of H&M do not possess the idea or the knowledge about their promotional details. The employees work tirelessly without knowing when and how their effort will be recognised by the company. The company must make HR policies to attract and motivate the employees to reduce the staff turnover rate for the company.
6.3 Future scope of the study
The study will enable the future researchers to have an idea about the impact of talent management helping in employee motivation for any organisation. This study will enable the future researchers to look at the possibilities of talent retention factors for organisations.
References
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Appendix
Appendix 1: Survey questionnaires
Q1. Age
20 to 25 years
26 to 31 years
32 to 37 years
Above 37
Q2: How long have you been working in the company?
Analysis
Less than 1 year
1 to 2 years
2 to 5 years
5 to 10 years
More than 10 years
Q3: What are the best motivating factors according to you?
Rewards
Incentives
Promotion
Recognition
Others
Q4: What are the motivation challenges you face while working in H&M?
Lack of Interest in Subject Matter
Fear of failure
Incorporation from the top management
Lack of clarity in job post
Others
Q5: “Top Management is interested in inspiring and motivating the employees”, Do you agree?
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
Q6: How far do you agree that managers of H&M are successful in retaining their talents for a long time?
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
Q7: According to you, have you grown in terms of professionalism with the company's overall growth?
Yes
No
Maybe
Q8: Are you satisfied with the salary administration and wages?
Completely
Partially
Moderate
None of these
Appendix 2: Survey results
Q1. Age
# |
Field |
Minimum |
Maximum |
Mean |
Std Deviation |
Variance |
Count |
1 |
Q1. Age |
1.00 |
3.00 |
1.93 |
0.74 |
0.54 |
42 |
# |
Answer |
% |
Count |
1 |
20 to 25 years |
30.95% |
13 |
2 |
26 to 31 years |
45.24% |
19 |
3 |
32 to 37 years |
23.81% |
10 |
4 |
Above 37 |
0.00% |
0 |
|
Total |
100% |
42 |
Q2 - How long have you been working in the company?
# |
Field |
Minimum |
Maximum |
Mean |
Std Deviation |
Variance |
Count |
1 |
How long have you been working in the company? |
1.00 |
4.00 |
2.55 |
0.85 |
0.72 |
42 |
# |
Answer |
% |
Count |
1 |
Less than 1 year |
7.14% |
3 |
2 |
1 to 2 years |
47.62% |
20 |
3 |
2 to 5 years |
28.57% |
12 |
4 |
5 to 10 years |
16.67% |
7 |
5 |
More than 10 years |
0.00% |
0 |
|
Total |
100% |
42 |
Q3 - What are the best motivating factors according to you?
# |
Field |
Minimum |
Maximum |
Mean |
Std Deviation |
Variance |
Count |
1 |
What are the best motivating factors according to you? |
1.00 |
5.00 |
2.55 |
0.98 |
0.96 |
42 |
# |
Answer |
% |
Count |
1 |
Rewards |
11.90% |
5 |
2 |
Incentives |
42.86% |
18 |
3 |
Promotion |
26.19% |
11 |
4 |
Recognition |
16.67% |
7 |
5 |
Others |
2.38% |
1 |
|
Total |
100% |
42 |
Q4 - What are the motivation challenges you face while working in H&M?
# |
Field |
Minimum |
Maximum |
Mean |
Std Deviation |
Variance |
Count |
1 |
What are the motivation challenges you face while working in H&M? |
1.00 |
4.00 |
2.31 |
1.06 |
1.12 |
42 |
# |
Answer |
% |
Count |
1 |
Lack of Interest in Subject Matter |
26.19% |
11 |
2 |
Fear of failure |
35.71% |
15 |
3 |
Incorporation from the top management |
19.05% |
8 |
4 |
Lack of clarity in job post |
19.05% |
8 |
5 |
Others |
0.00% |
0 |
|
Total |
100% |
42 |
Q5 - “Top Management is interested in inspiring and motivating the employees”, Do you agree?
# |
Field |
Minimum |
Maximum |
Mean |
Std Deviation |
Variance |
Count |
1 |
“Top Management is interested in inspiring and motivating the employees”, Do you agree? |
2.00 |
5.00 |
2.69 |
1.08 |
1.17 |
42 |
# |
Answer |
% |
Count |
2 |
Strongly agree |
64.29% |
27 |
3 |
Agree |
16.67% |
7 |
4 |
Neutral |
4.76% |
2 |
5 |
Disagree |
14.29% |
6 |
6 |
Strongly Disagree |
0.00% |
0 |
|
Total |
100% |
42 |
Q6 - How far do you agree that managers of H&M are successful in retaining their talents for a long time?
# |
Field |
Minimum |
Maximum |
Mean |
Std Deviation |
Variance |
Count |
1 |
How far do you agree that managers of H&M are successful in retaining their talents for a long time? |
1.00 |
4.00 |
2.26 |
1.16 |
1.34 |
42 |
# |
Answer |
% |
Count |
1 |
Strongly agree |
33.33% |
14 |
2 |
Agree |
30.95% |
13 |
3 |
Neutral |
11.90% |
5 |
4 |
Disagree |
23.81% |
10 |
5 |
Strongly Disagree |
0.00% |
0 |
|
Total |
100% |
42 |
Q7 - According to you, have you grown in terms of professionalism with the company's overall growth?
# |
Field |
Minimum |
Maximum |
Mean |
Std Deviation |
Variance |
Count |
1 |
According to you, have you grown in terms of professionalism with the company's overall growth? |
1.00 |
3.00 |
1.71 |
0.73 |
0.54 |
42 |
# |
Answer |
% |
Count |
1 |
Yes |
45.24% |
19 |
2 |
No |
38.10% |
16 |
3 |
Maybe |
16.67% |
7 |
|
Total |
100% |
42 |
Q8 - Are you satisfied with the salary administration and wages?
# |
Field |
Minimum |
Maximum |
Mean |
Std Deviation |
Variance |
Count |
1 |
Are you satisfied with the salary administration and wages? |
1.00 |
4.00 |
2.29 |
0.82 |
0.68 |
42 |
# |
Answer |
% |
Count |
1 |
Completely |
16.67% |
7 |
2 |
Partially |
45.24% |
19 |
3 |
Moderate |
30.95% |
13 |
4 |
None of these |
7.14% |
3 |
|
Total |
100% |
42 |
