Talent Management Assignment Help, Diploma in Business

Qualification - Higher National Diploma in Business

Unit Name - Managing a Successful Business Project

Unit Level - Level 5

Unit Number - Unit 6

Assignment Title - Talent Management

Learning Outcome 1: Establish project aims, objectives and timeframes based on the chosen theme;

Learning Outcome 2: Conduct small-scale research, information gathering and data collection to generate knowledge to support the project;

Learning Outcome 3: Present the project and communicate appropriate recommendations based on meaningful conclusions drawn from the evidence findings and/or analysis;

Learning Outcome 4: Reflect on the value gained from conducting the project and its usefulness to support sustainable organizational performance.

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Scenario:
You are employed as an assistant within the professional development team of an organization. You have been asked to conduct a small-scale project in form of an investigative project. To look for what issues and challenges may arise out of the said topic (in below) in your mentioned organization and what measures could be taken to resolve them. A business case for management on how to improve employee retention through recommended initiatives. The business of the said organization can be for all types of business nature, e.g. retailing and wholesaling etc. Beside the investigation of a good practice within the business, a collating employees' feedback is involved. Therefore, either interviews or questionnaire will be launched and designed respectively.

This report is proposed to be presented to your managerial board as a business case with simple power-points. Moreover, a reflection upon the project in relation to your own personal and professional development is also facilitated with the project.

What talent strategies do the best companies use to attract and retain people?

Solution: Project Planning

The context towards exploring and developing a project management plan will analyse the final document will define how a specific project is going to be carried out in the best possible manner. The process will explore and develop the required outline related with quite a few significant parameters that will outline the scope, budget, timeline along with the deliverables of the project, where it will prove to be quite essential towards keeping the project on the right track(Armstrong and Taylor, 2020). The concept will be the same for the current Scenario, where a proper project management plan will be implemented to explore the strategies related to talent management used by the companies to attract and retain people(Noe, Hollenbeck, Gerhart and Wright, 2017). Sainsbury is the company chosen over findings, and based on the selected Scenario, the outline of the proceedings will be explored towards developing the required strategic approach for talent management.

Brief outline of the Scenario
There are quite a few points that need to be discussed over the selected framework with the view towards stating the scope, purpose along with the objectives of the selected project by exploring the required project management planning during the process. Nevertheless, to accomplish the project objectives, there are quite a few steps that need to be analysed and explored to address the best talent management strategies for Sainsbury. The primary objective will be to identify and address the issues and challenges, which the management of the selected supermarket giant need investigating along with taking the best alternative methods. It is one of the mandatory frameworks that will relate to the context to define the improvement process of employee retention based on proper recommendations(DeCenzo, Robbins and Verhulst, 2016). Hence, the subsequent part of the study will define and initiate the steps required to develop the best possible talent management process for Sainsbury.

Exploring the best and required talent management context
The role of the Human Resource Management makes a considerable amount of impact to explore the required talent management proceedings and operational activities that will allow the employees of Sainsbury to contribute something valuable for the growth of the organisation. There are quite a few steps that need to be explored in the required manner to develop the best possible talent management procedure related to the context of the present Scenario(Mondy and Martocchio, 2016). The defined perspectives of proper talent management will work as a part of the business strategy that will allow the management of Sainsbury to retain exceptional employees. Nevertheless, for effective talent management, every aspect of HR management such as recurring, hiring and developing employees need to affect positively(Nankervis, Baird, Coffey and Shields, 2019). The goal with the view towards exploring and defining the required talent management process will allow developing a superior workforce, which will develop and accomplish long term goals and objectives(Michael, 2019). Nevertheless, to explore the required talent management process, the following steps need to be followed by the management of Sainsbury to get the best out of the proceedings are discussed as follows:
• Developing a clear job description to relate and identify the skills, abilities and experience required from an employee whether fresher or experienced(Vaiman, Sparrow, Schuler and Collings, 2018).
• Selecting the appropriate employees by going through an effective talent management procedure that has superior potential and most importantly fits the organisational culture needs to be explored in the best possible manner.
• Providing an ongoing process towards relating the context of coaching, mentoring and feedback towards making the employees feels about the values of the organisation(Johennesse and Chou, 2017).
• Providing and going through the required promotional and carrier development activities will explore and analyse the context for Sainsbury to develop the required opportunities for the employees within a system that will include proper career paths, succession planning along with providing the required job tanning opportunities will uplift the context for appropriate talent management(Berger, 2020).

Analysing the critical components of talent management procedure

There are quite a few points that will explore opaquely in order to define the required proceedings about how proper talent management will be executed by Sainsbury to accomplish the determined outcome, which is discussed as follows:
• Exploring the required strategic employees planning
• Analysing talent acquisition and retention
• Defining the required performance management objectives
• Working on a proper career development along with executing proper succession planning

Project Initiation, Planning and Execution (Talent Management for Sainsbury)
Based on the overall discursions the project initiation stage will be developed that will relate the areas with the view towards working with the proper project management life cycle as it involves the process with the view towards defining the required initiation process(Collings, Mellahi and Cascio, 2017). Nevertheless, the following steps need to be followed to execute the defined strategic approach adequately are discussed as follows:
• Detailed descriptions of the identified problems need to be addressed
• Developing the list of alternative solutions where the role of the HR department will make a considerable amount of impact
• Analysis of the business benefits about how the potential talents will be managed and executed for contributing something valuable for the organisational growth
• Descriptions of the preferred alternative solutions by addressing the fundamentals of the critical talent management procedure (discussed above) by fulfilling the leading project planning's in the best possible manner.

Time Framework (Gantt chart)

Reflection

The present section of the findings will develop a reflective analysis that will gain values towards conducting the project along with its usefulness towards supporting sustainable organisational performances. From my understandings, I feel that talent management is one of the dynamic as well as a continuous process that involves in the direction towards attracting and retaining highly skilled employees, where Sainsbury will have the potential to accomplish long term business growth. Therefore, the primary purpose with the view towards developing the required talent management procedure will allow motoring the workforce who will stay with the company over the long run(Taylor, 2018).

Based on the defined perspectives, it will prove to be quite crucial to reflect the project plan, process and outcomes with the line manager along with the possibilities of challenges that might arise. With the help of selected project management I feel that the organisation will not be able to develop the required workforce for the business management but at the same point of time will be able to focus on the future perceptions of the business. Measured over the selected context, I feel that Sainsbury will be able to identify the required areas in which further improvement is needed such as succession planning, skill development and most importantly, proper talent management. The process can be further included with the help of the selected project management planning that needs to be considered at a top propriety level that needs to be undertaken towards accomplishing the talent management along with development procedure(Collings, Mellahi and Cascio, 2017). I want to represent all the crucial points with my line manager along with exploring the crucial and defined areas about how the fundamentals of the selected project will explore in the defined areas of talent identifications along with its retention towards exploring the required skill development process for Sainsbury in the best possible manner.

The outcome of the selected project will allow me to develop and uplift my management skills, which will allow meto work at different business conditions, whether favourable or unfavourable. Learning, along with exploring the defined aspects of human resource management, maintains an integrated framework of organisational proceedings. On the other hand, the process will allow me to known the values, personality, needs, habits, emotions, strengths and weakness, which will define the areas towards building self-awareness(Berger, 2020). The process will allow me to stay all the time to motivate and will enhance my skills and abilities to take corrective decisions in certain unfavourable business situations. Going through the best decision making context will allow me to explore the required business skills that will allow me to explore proper project management planning, problem-solving abilities, along with effective networking.

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Conducting small scale research: quantitative and qualitative research

Quantitative research data findings

A survey had been done where 30 employees working in different departments of Sainsbury's have participated which were listed here:

1. Is there any specific talent management initiative in your organisation?

It is evident from the outcome of this survey that employees are mostly aware of the existence of talent management initiatives in the company. Thus, it becomes clear from the survey result that the importance of talent management is recognised by the employees.

2. What have talent management strategies been formulated in your organisation?

Results of the survey revealed that 12 out of 30 employees consider that talent management strategy should be formulated as a part of the continuous training program to train the employees and according to 7 employees it should be a part of career development programs for the purpose of future career development of the employees.

3. What is the purpose of talent management strategies in your workplace?

As per the survey, 11 out of 30 employees think that the implementation of a talent management strategy at the workplace is important for attracting, involving, and retaining high-quality employees. According to 9 employees, it is important for enhancing the performance as well as retaining the employees. It is followed by 6 employees who consider that using talent management initiatives at the workplace help to develop high-level managers from mid-level employees, whereas 4 employees think that it is essential for developing specific skills in employees.

4. Does your workplace have a budget for talent management?

It has also been revealed from the survey that 18 out of 30 employees consider that a separate budget has been formulated by Sainsbury's for the purpose of talent retention and management.

5. How far do you agree talent management is important in your organisation?

This survey has helped to understand that a strong consensus about the importance of talent management in the company exists in the employees as 18 out of 30 employees strongly agree with the importance of this initiative.

6. How far do you agree that your work helped to manage the pool of talent?

As per the survey 20 out of 30 employees strongly agree with the fact that Sainsbury's has been successful in managing the pool of talent. 6 employees also agree with the fact that Sainsbury's has been able to manage talent efficiently.

7. How far do you agree your workplace considers talent management as a top HR priority in your organisation?

As the survey reveals, 19 out of 30 employees strongly agree with the fact that HR department of the company considers talent management as a priority, and adequate focus is given through various activities to manage talent.

8. In your opinion, what is the impact of talent management strategies in your workplace?

Results of the survey revealed that 12 out of 30 employees think that talent management strategies adopted by the company help in reducing the rate of attrition. In comparison, according to 9 employees, it helps in improving the overall performance of the organisation.

9. How far do you agree talent management needs to be promoted in your organisation?

A strong consensus has been seen to exist where 28 out of 30 employees have agreed on the importance and beneficial aspect of the promotion of talent management in the company.

10. How far do you agree on talent management help in managing better performance in your workplace?

As revealed from the survey result, 23 out of 30 employees believe that talent management initiative help in boosting the performance level at the workplace.

Qualitative research questionnaire:

1. How do you plan the talent management to obtain effective outcome from HR in the organisation?
Manager 1: I always focus on the proper responsibility allocation to the team so that their talent can be nurtured and grow with new experiences.
Manager 2: I believe in the empowerment of the workers to manage their skill. However, the motivational program also influences them to gain encouragement to maintain their skilled performance.

2. Why do you think that talent management is highly important for the organisation?
Manager 1: talent helps an organisation to regulate the situation either known or unfavourable. In case of new technology implementation talent management helps to capture the training and make the performance highly effective to uplift the promotion.
Manager 2: regular talent management secures the competitive advantage of the organisation to perform in a better manner and keep a good relationship. It also helps to increase job satisfaction among the employees and generate the scope of employee retention.

3. What are the strategic considerations for talent management in the organisation?
Manager 1: Talent management in the organisation is conducted through different award and promotion offering to perform in the best way. Moreover, for identification of hidden talent interaction in general meeting is conducted that helps to increase the recognition of existing talents and utilise those for organisational benefits.
Manager 2: In order to manage talent different training product in a formal manner induces the effectiveness of managing and retains the skill. Moreover, regular monitoring and appraisal process make the employees conscious of their effective performance that can generate organisational values.

4. What are the required improvements according to you can make talent management in a better way?
Manager 1: identification of gaps in the implemented strategy and through communication development of idea can induce the potentiality of the talent management practice.
Manager 2: prevention of biased activity and control on the policy as well as activity of the management can retain the talented individuals for effective practice for their strategic improvement.

5. What is your assumption towards the impact of talent management practice in the organisation?
Manager 1: Impact of talent management has a substantial positive impact on the organisation because it helps to take an effective decision. As per the trend change, acceptance is a major need which is produced to make the organisation that can satisfy the success intension.
Manager 2: Human resource in an organisation plays a vital role; therefore, it helps to strengthen the performance of the organisation to compete with rival companies based on market demand. Thus naturally impact of talent management is highly effective.

Data analysis:
The above descriptive information from the managers of the organisation reflects that HR talent management is a major need for the organisation to develop their value in the market. After recruitment of human resource identification of their hidden talent makes an organisation profitable by the application of the talent in their required area. On the other hand, the manager exhibited that retention of the talented human resource secures the skilled culture of the organisation by empowering others and handle critical environment by applying their ideas. In this context, Collings et al. (2019) stated that planning in a proper way makes an organisation to manage the existing talent and nurture the talent that can focus on the satisfaction of the employee towards their job too. In Sainsbury, the supervisor and departmental head perform for the effective implementation of the talent management process. It allows them to conduct regular observation, data collection, assessment and issues to generate strategies that can fulfil the objective for organisational benefits to control talent of HR. It has been identified that strategic development by the organisation is performed by the interaction process that can significantly develop a value for decision making and arrangement of skill development programs for the effective result.

Conclusion:
It can be concluded that talent management can be handled by Sainsbury to retain their employees by offering them training, motivation and sports empowerment. It has been identified that the success in the organisation for the talent management can gain by identification of lacking in the planning and settles improvement process to maintain the sustainability of the human resource. Sharing the importance of skilled performance for the employees for their benefits allow making a decision for the organisation to prevent the lacking and allow the organisation to perform for the effective way. Finally, the implementation of the management strategies and acceptance by the employees are also observed to generate favourable environment so that it can allow achieving success in the retention of talent in Sainsbury to beat the market competition.

Recommendations:

Development of talent management group:
Considering the most talented people from every department development of a talent management group for decision making and planning implementation can induce the practice of such practice. The organisation can offer some open post for talent hunt in such cases, and thorough evaluation of the particular performance without any empowerment can make the group stronger to achieve success (Krishnan and Scullion, 2017).

Talent nourishing workshop:
Sainsbury can develop a monthly or weekly workshop for the employees to share their ideas and performance towards a particular situation. Moreover, team performance control process can be discussed and maintained in the organisation by the strategic application. Moreover, change management process and idea developing in the gap regulation practice can also deal in the workshop that can provide a comfort zone for the organisation to increase suitability that can promote the significance (McDonnell et al. 2017).

Offering mentoring position:
Talented employees can be awarded top-performing individual and can allow holding the designation for mentoring the other workers to develop their skill so that it can be effective and influential for talent management and job satisfaction (Claus, 2019).

Data preservation:
Performance data enlisting help Sainsbury to satisfy their talent management process. Evaluation of progress of the employees after empowerment or after recruitment without empowerment increases the value to cover the decision effectively making process. It increases the value that can allow the organisation to preserve talented HR for its aim fulfilment (Pandita and Ray, 2018).