Research Project - Talent Management Assignment Help

Qualification - Higher National Diploma in Business

Unit Name - Research Project

Unit Number - Unit 11

Assignment Title - Talent Management

Learning Outcome 1: Conduct appropriate research methodology which integrates knowledge into the research process.

Learning Outcome 2: Conduct and analyse research relevant to a business research project

Learning Outcome 3: Communicate the outcomes of a research project to identified stakeholders

Learning Outcome 4: Reflect on the application of research methodologies and concepts

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Title: Effective talent management strategies for successful organisations

The topic of the research is "the effective talent management strategies for successful organisation". The research aims to find out about the impacts effective talent management strategies have on a successful organisation. Talent management helps a company in retaining the talents within the organisation to retain its competitive advantage. A proper set of research methodologies such as positivism philosophy, descriptive design, and deductive approach have been selected. Primary and secondary data have been gathered. A range of statistical data has been gathered via survey. A vast range of factual data has been gathered via thematic analysis, and proper tools have been used to analyse the data. From the analysis, it has been known that the management of Kantar has not been highly successful in the case of implementing talent management strategies. Moreover, it has also been seen that there have been certain issues in the organisation regarding the implementation of the talent management strategies such as lack of investments, the inefficiency of the managers, and others. More investment in talent management and more efficient management are the two recommendations which should follow by Kantar to improve their talent management strategies. More investment in talent management will attract more talented employees to the organisation and more effective management will motivate their existing candidates to retain on their organisation. Thus the company needs to hire managers who are expertise in talent management system so they can attract and retain their talented employees to their organisation.Assignment Brief: You are working as a business consultant for a consultancy company [named organization/an organization of your choice - your own place of work if appropriate]. You have been approached by a business organization to conduct research into a key area of business and have been provided with a theme which will be the focus of the research. The organization has left it to you to decide what would be appropriate to investigate in this area of business and for you to choose the research topic. You should use the Pearson-set theme in your research - Talent Management.

1. Complete a Literature Review (Secondary Research)
You need to know what the key literature is related to the research objective in order to plan a research study to explore the phenomenon. Conduct a literature review using a range of sources relating to the research topic. Evaluate the validity and reliability of the sources, discussing current understanding on the research topic area
In your report discuss the sources of literature found and how they relate or otherwise to the research topic. Your report should critically evaluate literature in order to assess the validity of the literature in supporting the research topic.

Chapter 1: Introduction

1.1 Overview
This research aims to find out about the effective talent management strategies in a successful organisation with special reference to Kantar. A background and rationale analysis has been provided along with the aim and objective of the research. The question of the research has been framed and the problem statements have been mentioned.

1.2 Background and rationale of the research
The presence of effective talent management strategies within the organisation is required for them to be successful. Effective talent management strategies must be placed so that the organisation can retain their employee and gain competitive advantage. Talent management helps in identifying a talent pool that can be global, that will help in nurture high worth talent within the company and help in achieving sustainable competitive advantage to the organisation on a global scale. It will help in retention and deployment of talents that will be in line with the company's strategy (Collings, Mellahi and Cascio, 2019). Effective talent management is required so that the top talent of the company does not leave the organisation for better opportunities that provide better payment benefits (Lesenyeho, Barkhuizen and Schutte 2018). Kantar, being a research company provides the opportunity for its workers to develop skill and nurture the curiosity of the workers by aligning their curiosity with the work (Kantar, 2021).

1.3 Aim and objectives

Aim
This research aims to find out the impact effective talent management has on a successful organisation with reference to Kantar. The research has explained how talent management strategies are implemented at Kantar and recommend strategies that can be implemented at Kantar.
Objectives
• To find out the impact talent management strategies has on the working environment at Kantar
• To assess how talent management strategies are implemented by the management of Kantar.
• To evaluate how talent management strategies impact Kantar's working process.
• To recommend strategies for the management of Kantar for the successful implementation of talent management.

1.4 Research Question
1. How talent management strategies impact the working environment of Kantar?
2. Find out how talent management strategies are implemented by the management of Kantar?
3. How the talent management strategies impact Kantar's working process?
4. What recommendation strategies can be suggested to the management of Kantar for the successful implementation of talent management?

1.5 Problem statement
Talent management strategies are an integral part of the organisation management and it must be practised so that the organisation can hold on to its talent pool. The business environment is highly competitive and the companies are required to constantly work on strategies to develop their skill and talent of the employees if this is not met then the employee will not be motivated to work for the organisation and would not make a positive contribution to the company (Collings, Mellahi and Cascio, 2019). Similarly, without proper talent management strategies, it would be difficult for the companies to retain their valuable talents within the organisation that will deprive the company of their competitive advantage (Akunda, Chen and Gikiri, 2018).

1.6 Summary
In the above part, the background and the rationale of conduction of the research have been established and it was seen that the companies need to manage their talent management strategies to gain competitive advantage. The aim and objective and the question framework for the research were laid out. And in the problem statement, it was seen that if talent management strategies are not properly implemented then the company fail to retain employees.

1.7 Dissertation structure

2. Develop a project proposal for researching the research objective identified.

Your research proposal identifies the purpose of the research project with clear aim and objectives and justifies the chosen research methods in terms of the research question.

Discuss the ethical issues which will need to be considered and examine the research methods and approaches to be taken.

Prepare an action plan with target dates and methods for monitoring and updating your activities to ensure you meet the deadline for the final written report.

Solution: Literature Review

2.1 Introduction
The topic of the research is effective strategies of talent management for organisations to be successful. The concept of talent management has been analysed through its significance within the organisation. Theories and models of talent management and the issues have been identified. Impacts of the talent management strategies on the success of the organisation have also been stated in this research.

2.2 The concept of talent management
According to Rostam (2019), talent management is anticipating the human capital required for an organisation as well as planning of fulfilling such needs. It is also referred to as a systematic process for the identification of the empty positions, hiring the right person. On the other hand, as stated by Ogbari et al. (2018), it is known as the development of expertise and skills in the person for matching the position and retaining for the achievement of long-term objectives of the business. It is regarded as a methodical organised process to get the correct talent onboard and also help them in growing to the optimal abilities ensuring the objectives of the organisation.

2.3 The importance of Talent Management and strategies within an organisation
According to Mihalcea (2017), nowadays, it is difficult to cope up with other companies as the competitiveness is very high. Hence, companies required to attract top talents to compete in the market. Talent management can increase the company's productivity, innovation in the long run. Companies can hire talented employees by giving detailed job descriptions on the job portals as it will be easy to understand the job details for the candidates. Job title, location, required skills, salary, benefits these are some information must be written clearly on the job description. However, Crowley-Henry et al. (2018) has stated that employee motivation and their productivity rapidly increases by strategic talent management on the organisation. With talent management system, companies can identify the talented employees on their organisation. Employees cannot perform well if the organisational cultures are not fitting to them. Thus the company's needs to hire employees who are best suited for their organisation as this will give higher employee performance and productivity. On the other hand, Ogbari et al. (2018) have stated that the workforce who is involved in the talent management system is innovative and their productivity is higher than other employees on the organisation. Therefore, reward and recognition is an important part of the talent management strategy as it will motivate the employees to work more creatively for their organisations. Hence, talent management is significantly important for companies.

2.4 Effective talent management strategies for organisations to become successful
As opined by Thunnissen (2016), providing continuous training and development opportunities is responsible for increasing the potential of the employees. Proper training should be given to the employees that help them in increasing their skills and knowledge. Programs for training and development should be conducted by every organisation for the achievement of the business objectives. However, as stated by Bartz (2018), training and development provides an enhancement in the performance management of the employees and also increases the quality of work to a great extent. The employees develop learning skills for their personal growth and help the organisation in achieving its goals.

According to Ansar and Baloch (2018), giving employees rewards and recognition plays an important part in the motivation of them. Rewards provide help in the mitigation of chances as they feel being appreciated. Employees are encouraged by providing compensation and rewards so that they feel energised and meet the goals of the organisation successfully. Nevertheless, as opined by Morris, Snell and Björkman (2016), the interest of the employees will increase and they will be able to provide better services to the organisation. The coordination of work will increase which will help the organisation in the achievement of their required goals.

As stated by McDonnell et al. (2017), opportunities should be given to the employees for their continuous learning and improvement. The employees should be equipped with correct tools so that they can maximise their potential. For further improvement of the organisation, the employees should be provided with a wide scope for their development and gaining of many competitive advantages. In contrary, according to Collings, Mellahi and Cascio (2019), this helps to ensure that the cumulative skills in the organisation have been upgraded, updated as well as upscaled. This will help in cultivating honest paths of career for the employees and develop a sense of responsibility towards the organisation.

As opined by Krishnan and Scullion (2017), every organisation must create the culture of mentoring, coaching and collaboration for making the organisation more effective. This will help the employees in evolving and developing their skills and expertise. Coaching and mentoring the employees of an organisation is very important for keeping them happy and increasing their engagement. On the other hand, as stated by Mohammed (2016), this leads to an increase in the productivity of the organisation and helps in meeting the functional aims of the business successfully. It is necessary for the creation of trust between the managers and employees so that they give consistent feedback for the advancement of the organisation which helps in increasing the level of satisfaction within the company.

2.5 Theories and model of Talent management
Talent management strategies are essential for the organisation to maintain its talent pool within their organisation. According to Awosusi and Aremu (2018), the Talent DNA model can be used by the organisation as a talent management model. In this model talent management is based on the talent DNA that is present within the organisation. The talent DNA acts as a conduit between the company and the recruitment, selection and career management process of the employees. The organisation determine the capabilities and the potentialities of the employees and tries to find the strategic fit within the organisation objectives and the talents or capabilities of the organisation. The use of a DNA model means that the company will be able to provide the employee with proper opportunity so that their capabilities match with the organisation goal. The recruitment and selection process will be streamlined to identify the key role of the job and verify the competencies.

On the other hand, Rostam (2019) opined that the Peter Cappelli's Model can be used as a talent management model where the need for human resources are anticipated and plans are made to meet the need. Four principles were made, the first principle included that the company should look to either invest in talent development or outsource their work from outside as talent development is expensive. The second principle informs on how talent can be managed by using a course on management skill, to meet the uncertainty in talent demand. The third principle tells how the companies can use the development in employee to gain a better return on investment. And the fourth principle postulates that the talent developed during this course should be preserved by prioritising the interest of the employees. The model can help the company to preserve their talent pools by investing intelligently in the development of the talent pool and properly mitigate their changes in talent demands.

The retention of an employee in the organisation s one of the most important components of talent management strategies. Maslow's Hierarchy of Need theory can be used to see as a theory of employee retention and talent management. According to Hopper (2019), an individual first look for the physiological needs and once they had been met they moves to the safety need which includes employment security and safety, and then they move to social needs like a sense of belonging and love. Velmurugan and Sankar (2017) opined that when belongingness need is met they move to self-esteem need where they crave for appreciation from their peers and seniors and in the end if they feel that they have reached their full potential it will lead to self-actualisation. The company after taking care of the safety need should appreciate employees when they perform well and should y develop employees' talent so that they reach their full potential.

2.6 Issues associated with Talent Management
Talent management strategy focuses on the maximum potential of their employees and the satisfaction on their job in their organisation. There are some challenges associated with the talent management system. According to Kamal and Lukman (2017), talented employees do not always work for high payment on their organisation. Organisation culture, values, expectations are the factors which matter most for them. Hence, sometimes most organisations and their leaders cannot meet their expectation and values on their organisation which leads them to leave the organisation. Highly talented employees believe that the trust between the leaders and senior-level management is very significant to work effectively on their organisation. On the other hand, Elia et al. (2017) has stated that attracting top talented candidates from the market is becoming tougher nowadays. Companies are not able to retain their current employees and also they are having a tough time to fill their vacancies in a short period. One of the main issues in talent management is that companies are now hiring candidates on basis of word of mouth, by referrals, by employees review. Thus, the companies sometimes miss the chance of hiring the top talents for their organisation. Hence, hiring top talents are now becoming not an easy job for the companies. In contrary, van Zyl et al. (2017) has stated that talented employees like challenging job on their organisations. Without challenging work they feel undervalued and boring which effects on their productivity. Much senior-level management gives their employees repetitive type of work on their organisation which is not that challenging for talented employees. Sometimes ineffective leadership also impacts badly on the talent management system. Hence the companies need to give more challenging and interesting jobs to retain and attract more candidates to their organisation.

2.7 The impact of talent management strategies on organisational success

According to Thunnissen (2016), the implementation of talent management strategies have positive impacts on the organisation. The reputation of the organisation will increase which helps in increasing the trust among leaders and provide encouragement to the employees. This helps in the accomplishment of organisational goals and also performs job tasks very efficiently. The employees of the organisation are highly motivated for performing their works which helps to gain competitive advantages. The organisation will be able to improve the process of hiring more skilled and educated employees which will result in achieving greater results. However, as opined by Al Aina and Atan (2020), the organisation can access accurate data which leads to smart decision making in business. Employee engagement increases and also improves the cultural connections within the organisation. This allows in maintaining good and long-term relations as well as decreases the amount of business turnover. The managers of the organisation can give empowerment to their employees and motivate them for focussing on their personal goals.

As stated by Painter-Morland et al. (2019), if the organisations do not adopt proper strategies of talent management then there will be many negative impacts. Conflicts will arise among the workers which will not help the organisation for functioning smoothly. It will be difficult for keeping the employees of the organisation motivated for the fulfilment of long-term goals and objectives. The resources, time and financial costs of the business may become high which can lead to an increase in the level of turnover for the organisation. Nevertheless, according to Negrão, GodinhoFilho and Marodin (2017), highly qualified and skilled employees may not be hired correctly by the organisation and hence the goals and objectives will not be met successfully. The organisation will not grow and develop in the industry and compete with other competitors in the market. The productivity of the organisation can be reduced as it concentrates on getting more output from low input. There will be a lack in the leadership because of not being able to provide proper training and development to the employees. These are barriers and create problems which do not let the organisation achieve success in the field of growth and development.

2.9 Literature Gap
In this research, the talent management strategies and their impact on the organisations have been subsequently discussed. However, in this literature review, the recruitment processes and the different methods of talent scouting and selection process of talents has not been discussed. Similarly, the development of a talent database during the recruitment process was not discussed in the literature review. The different rewards and appraisal system that are used for motivating the employees of the organisation as well as for talent management strategies of the organisation was not discussed. The reward and compensation as well as penalty system motivates the employees and acts a source of retention of talents for the companies.

2.10 Summary
Talent management is very important for an organisation to achieve success in the future as it helps them to increase the growth for better functioning of the business operations. Every organisation must properly implement the strategies of talent management to gain more competitive advantages and better outputs for earning greater profits.

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3. Carry out independent primary research

Design, implement, collect and critically analyse data. For example, using a survey/questionnaire/interview or other primary research technique collect data and then present and analyse findings. Present your findings using visual illustrations e.g. bar charts/pie graphs/tables.

Your report will include the critical analysis of data and the advantages and disadvantages of the research methods and approaches taken to data collection.

Solution:

Chapter 3: Research methodology

3.1 Introduction
This section discusses the various research methodologies used for the completion of the research.

3.2 Research onion
The research framework shows the different steps and stages that are followed while conducting the research project in a successful manner (Saunders et al., 2007). The first layer of the onion depicts the research philosophy, which is followed by research design, and approach. This is followed by the data collection method and the data analysis procedure. After that, the sampling size and the sampling method are shown, which is followed by the ethical consideration, and the research timeline.

3.3 Research philosophy
It is defined as the beliefs by which a researcher gathers data, and analyse it later on. It is of three kinds, positivism, interpretivism, and realism (Ryan, 2018). In this research project, positivism philosophy has been chosen.

Justification
While choosing the positivism philosophy, the researcher has gained creditable data and facts on the talent management strategies on the company from various observable phenomena (Ryan, 2018). Apart from that, the positivism philosophy also focuses on various casualties and law-like generalisations.

3.4 Research design
It is stated as the procedure by which the analysis of the collected data is conducted (Atmowardoyo, 2018). It is of three types such as explanatory, exploratory, and descriptive. In this study, the researcher has opted for descriptive research design.

Justification
The primary reason behind the selection of the descriptive design is that it identifies various elements of the research topic in a significant manner, and it also categorised them based on the underlying principles (Atmowardoyo, 2018).

3.5 Research approach
It is described as the fundamental plan by which a researcher accomplishes the research aim while assessing the research problem. It is of two types, such as deductive approach and inductive approach (Tuffour, 2017). The researcher has selected the deductive approach in this research study.

Justification
With the selection of the deductive approach, the researcher has gained sufficient guidance to the data collection and analysis, as it commences with a hypothesis-driven by theories (Tuffour, 2017).

3.6 Data collection
It is defined as a process by which a researcher gathers data to accomplish the aim and objectives of the research (Moser and Korstjens, 2018). Primary data and secondary data are the two types of data collection. In this case, both the primary and secondary data have been collected. Primary data have been gathered by a survey, and secondary data have been obtained by creating thematic analysis while researching different academic sources such as books, journals, websites, and others.

Justification
The selection of the survey has been beneficial for the researcher to obtain statistical data on the impact of talent management strategies on the company (Moser and Korstjens, 2018). On the contrary, the secondary data have helped obtain factual and real data of the organisation.

3.7 Data analysis
It is described as a process by which vast ranges of raw data are transformed into readable data (Johnston, 2017). It is of two types, qualitative and quantitative. In this research project, both the qualitative and quantitative have been taken by the

researcher.
Justification
The use of quantitative data analysis has helped the researcher to gain significant insights from the statistical data obtained from the survey, whereas the qualitative data analysis has been helpful for the researcher to understand various aspects of the talent management strategies of the company, and its impact on its performance (Johnston, 2017).

3.8 Sample size and sampling method
It is defined as a process by which a certain number of populations are considered for research from a large number of populations. It is of various types such as probability sampling, non-probability sampling, snowball sampling, random sampling, and many others (Etikan and Bala, 2017). In this research project, the random sampling method has been selected. The selected sample size is 20.

3.9 Ethical consideration
Proper maintenance of ethics has been maintained throughout the study. Consents have been taken from the participants before the survey. There has been no manipulation of the data obtained from the survey. Proper credit has been given to all the academic sources that were researched for collecting the secondary data. Data Protection Act of 1998 has been followed (Carey, 2018).

3.10 Research timeline

3.11 Summary
There has been a detail discussion on the different research methodologies used for the conduction of the research project.

4. Communicate outcomes - Report

Develop a report that provides valid and justified recommendations for the business organisation based on the analysis of the research both primary and secondary. Your findings and outcomes must be based on the research proposal objective/s and refer back to this in drawing your conclusions.
Finally critically reflect on how you have conducted the project, the lessons learnt and the alternatives you would consider in the future with recommendations for actions to be taken forward.

Chapter 4: Data collection and analysis

4.1 Introduction

In this section, ranges of data are collected by a survey and by certain thematic analysis. The gathered data are analysed properly.

4.2 Primary data collection- survey

1. Do you think that talent management strategies help an organisation to create a competent workforce?

It has been found from the figure that most of the respondents opined that talent management strategies are significant for creating a competent workforce.

2. Do you agree that the management of a company must implement talent management strategies to offer a healthy working condition for the employees?

It has been known from the figure that half of the respondents believe that proper implementation of the talent management strategies creates a healthy working condition within a company.

3. Do you agree that the implementation of the talent management strategies in Kantar has been beneficial in providing an excellent working condition?

It has been known that most of the respondents felt that the healthy working condition has not been obtained on Kantar due to the implementation of talent management strategies.

4. Do you agree that the management of kantar has opted for potential talent management strategies?

It has been seen that 6 out of 20 respondents claimed that the management of Kantar has taken proper strategies of talent management.

5. Do you agree that the management of Kantar has been successful in the case of implementing talent management strategies?

It has been observed that most of the employees disagreed that the management has succeeded in the case of implementing talent management strategies.

6. Do you think that Kantar has issues in case of implementing talent management strategies successfully?

It has been found that half of the respondents claimed that there are issues within Kantar regarding the implementation of the strategies of talent management.

7. Do you think that talent management strategies influence the process of an organisation?

It can be said that more than half of the respondents opined that talent management strategies create an influence on the working process of an organisation.

8. Do you agree that Kantar has brought significant changes in its working process by implementing significant talent management strategies?

It has been observed that majority of the respondents said that Kantar has failed to bring significant changes in its working process by implementing talent management strategies.

9. Do you think that the adoption of proper talent management strategies impacts on the revenue of a company?

It has been found that 13 out of the 20 employees claimed that talent management strategies impact on the revenue of a company.

10. Do you think that the management of Kantar must give more focus on its talent management strategies?

It has been observed that 14 out of 20 respondents said that the management of Kantar must think about its talent management strategies.

4.3 Secondary data collection

Theme 1: Impact of talent management strategies on the working environment of Kantar

The adoption of effective talent management strategies uses to create a positive influence on the employees of an organisation (Al-Hussaini et al., 2019). In Kantar, talent management strategies used to enhance the skill of the organisation. As a result of that, a competent workforce is created, which creates a healthy working environment where employees support each other in a significant manner (Kantar, 2021). In the case of the Relx, talent management strategies use to attract potential talents within the market (Relx, 2021). This accounts for the increase in productivity of the company, and it has benefited the company in case of creating an excellent environment in the workplace.

Theme 2: Assessment of the implementation of the talent management strategies by the management of Kantar
In the current competitive world, organisations are giving prime focus on different strategies of talent management so that they can create a potential workforce (Abazeed, 2018). In the case of Kantar, the management has taken the strategy of assessing the cultural fit of a candidate (Kantar, 2021). This has helped the organisation to understand a candidate in a significant manner. The management of the GlobalWebIndex has opted for providing continuous training and development opportunities as one of their potential talent management strategies (Globalwebindex, 2021). This has been helpful for management to gain an ample number of skilled employees. In the case of Kantar, the management has always given a strong focus on the detail evaluation of the employees so that he/she can easily get accustomed to the culture of the company.

Theme 3: Influence of the talent management strategies on the working process of Kantar

The adoptions of the proper talent management strategies use to offer an excellent working process within an organisation as it uses to increase the competence of the employees (Al-Hussaini et al., 2019). Due to this, the management of Kantar has succeeded in conducting an excellent work process because of the enhanced commitment of the employees. As a result of that, the organisation has succeeded in having revenue of £2.84 billion in 2019 (Kantar, 2021). However, there have been certain issues in case of the implementation of the talent management strategies such as lack of investment, the inefficiency of the managers, and many others. In the case of GlobalWebIndex, the management has successfully incorporated the talent management strategies, and that has been a cause of motivation for the employees. This has impacted on its revenue as the company has achieved revenue of £19.8 million in 2019 (Globalwebindex, 2021).

4.4 Analysis
From the vast range of data, it can be said that the adoption of talent management strategies is highly beneficial for an organisation. It has been known from the survey that an impact has been created on the working condition of Kantar due to the adoption of talent management strategies. This has been backed by the secondary data where it has been seen that a competent workforce has been created due to adopting different talent management strategies, which has been responsible for creating an excellent working condition. The survey data shows that the management of Kantar has taken potential strategies of talent management. This has gained backing from the secondary data where it has been known that the assessment of the cultural fit of the employees is one of the strategies of the organisation.

It has been known from the survey that the management of Kantar has taken better strategies but they have not become so successful and failed in case of implementing talent management strategies. As a result of that, they need to give more focus on the aspect, which has also been opined by more than half of the respondents. It has been known from the secondary data that lack of investment and inefficiency of the managers are the fundamental issues of Kantar regarding the adoption of talent management strategies. This has been known statistically from the survey where the majority of the respondents claimed the issues regarding talent management strategies. It has been known from the survey that the proper adoption of talent management strategies impacts the revenue of a company. This has been backed by the secondary data where Kantar made revenue of £2.84 million in 2019 whereas its competitor GlobalWebIndex gained revenue of £19.8 million.

4.5 Summary
In this section, ranges of data have been collected by a survey and by certain thematic analysis. The gathered data have also been analysed properly.

Chapter 5: Conclusion and Recommendation

5.1 Conclusion
In this report, the effectiveness of talent management and the strategies of talent management in Kantar have been discussed. Retention and hiring top talents are very important for Kantar as talented people can increase the company's productivity with their ability. A survey has been conducted in the current study help to analyse the effectiveness of talent management system in Kantar. From the discussion, it has been identified talent management strategies significantly help the organisation to create a competent workforce. The discussion also helps to learn that the management of a company must implement talent management strategies to offer a healthy working condition for the employees.

5.2 Linking with the objectives

Objective 1: To find out the impact of talent management strategies on the working environment of Kantar
The first objective of the research is about the impact of talent management strategies on the working environment of Kantar. This particular objective is linked with data collection and analysis question 3. From the data analysis, it has been found that most of the respondents felt that the healthy working environment has not been obtained on Kantar due to the implementation of talent management strategies. Hence, this objective has been justified with the findings. Also, it has been found from the literature review that effective talent management strategies enhance employee skills and efficiency which lead organisations towards its success. Therefore, this objective has been met.

Objective 2: To assess how talent management strategies are implemented by the management of Kantar
The second objective of the research is about how talent management strategies are implemented by the management of Kantar. This particular objective is linked with data collection and analysis question 4. From the data analysis, it has been found that 6 out of 20 respondents claimed that the management of Kantar has taken proper strategies of talent management. Hence, this objective has been justified with the data findings and met with the survey question. Moreover, it has been found from the secondary analysis that Kantar gives profound focus on culture, where employees can be accustomed and work better. Therefore, by considering the point of view of employees, Kantar has not implemented adequately their talent management strategies. Hence, this objective has been met.

Objective 3: To evaluate how talent management strategies impact the working process of Kantar
The third objective of the research is about how talent management strategies impact the working process of Kantar. This particular objective is linked with data collection and analysis question 8. From the data analysis, it has been found that majority of the respondents said that Kantar has failed to bring significant changes in its working process by implementing talent management strategies. This objective has met with the survey question. Furthermore, it has been found that Kantar customised their talent management strategies to increase the competence of their employees. Due to the competition, employees try to perform better, which enhances the working process in Kantar. Thus, this objective has been met.

5.3 Research limitations
In this research project, both the primary and secondary data have been collected. Primary data have been collected by conducting the survey; however, interview has not been taken in this research. The collected data will be more accurate if the interview would have been conducted in this research. Also, the time of completing this research was also short. If the time would be more, then the findings and the data would have been presented in a better way.

5.4 Future scope of the study
This study has mainly focused on the strategies and effectiveness of talent management on Kantar. The primary data collected through surveys. In the future, further research can be conducted by interview to collect more accurate data. The survey has been conducted with 20 people; therefore, in the future if the research will conduct with more people then more accurate responses will come.

5.5 Recommendations

There are some recommendations that have been provided that would help to the implementation of the talent management strategies in Kantar.

More investment in talent management: Lack of investment in talent management is a major issue for Kantar. More investment in talent management will attract more talented employees to the organisation. By giving reward and prizes to the existing employees of the company can motivate them to work more creatively within the organisation. Hence, their performance of employees as well as Kantar will also increase.

More efficient management: Inefficient management is one of the major issues in Kantar, which affects badly on their talent management system. More effective management will motivate their existing candidates to retain on their organisation. Thus the company needs to hire efficient and qualified managers who are expertise in talent management system so they can attract and retain their talented employees to their organisation, which will tend Kantar towards its success.