unit 11 research project assignment talent management

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• Research Methodology
• 1. Introduction Of Research Project

2.4 The Significant Roles of HR in the Talent Management

2.5 evaluation of the strategic implementation of talent management in an organization, 1. introduction of research project.

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1.1 Background of the research

Talent management has become one of the most essential structural elements within an organization(McDonnell etal ., 2017). People are an integral part of an organization’s operational process and contribute their efforts to build a sustainable business. Especially in this extremely globalized world, businesses have become more aware of their business operations and desire to have a constant existence in the relevant industry. Because of the excessive globalization and increasing technological expansion, market competition has increased significantly which leads to the desire for enhancing business performance through effective organizational productivity(Taylor, 2018). The key foundation of a successful business is its employees who put their intellectual property into the organization’s activities and invest their efforts to allow the firm to reach its desired objectives.

A proper team of employees who is highly talented and equipped with all the necessary industrial skills is a significant asset for the firm(Narayanan, Rajithakumar and Menon, 2019). In this research, the entire focus is to bring out the effectiveness of a proper talent management process and how it develops organizational sustainability and adds value to its profile.

Company Background:

The London Hilton on Park Laneis a part of the hotel chain owned by Hilton Inc. The hotel was established in 1953 and located in W1K 1BEUnited Kingdom (Czy?ewska, 2019). It is a five-star hotel that offers excellent services to its clients and has a rich commercial profile because of its service standards. The company is known for its priority for perfection and specifications which leads to client satisfaction. The company has more than 1000 employees approximately who are well-trained to service excellence to their clients.

1.2 Problem Statement

Companies are conscious of their regular performance and are highly critical about their growth which increases their vision regarding their operational standards. Especially in the hospitality industry where service quality decides the entire parameter and excellence of service extensively. Having well-trained employee teams is the major criteria for delivering premium quality service. Especially for luxury hotels such as London Hilton on Park Lane which aims to serve excellently to the clients and rely on their employees to accomplish that objective. Competition has made it difficult for these hotels to maintain its staffs and retain them positively which has become a key concern. Thus, the research will explore the importance to understand the value of a talent management strategy to realize its impact on employee performance which further leads to better organizational performance as well.

1.3 Aim and objectives of your research

The research will attempt to bring out the significant impact of talent management that enables organizations to increase their level of efficiency and enhance their performance. The research will also focus on the importance of HR within the organization to develop the standard of talent management practices and amply organizational value. The entire research will be focused on a specific hotel scenario to effectively illustrate the extent of the significance of the aspect.

The research objectives are:

• To understand the importance of talent management
• To rationalize the influence of talent management on the performance of the company
• To evaluate the role of HR in the talent management process
• To identify the strategic vision behind the incorporation of effective talent management strategy

1.4 Significance of the Research

Talent management is a constant cycle that includes recruitment, retention and strives to motivate high-quality employees to enhance their efficiency individually and engage them within the collaborative process to amply their productivity (Collings, Mellahi and Cascio, 2017). Talent management primarily aims to encourage employees who will commit to the company objectives and dedicate their skills to enhancing the usual organizational performance quality. It is important for hotels to cater to their clients with absolute perfection and create a system that enables the customers to feel the attention they expect. Therefore, talent management is necessary to assure that employees are properly selected and constant improvised to attain that level of professionalism where they will be able to perform more confidently(Sheehan, Grant and Garavan, 2018). It is also important to have a proper talent management system that allows the employees to have the commitment to their company so that they can rely on the employer for individual development also.

1.5 Rationale

Talent management is necessary for this present competitive environment where organizations are thriving to enrich their performance to have a better market profile and recognition which will increase the success of the company. In this scenario, talent management becomes a significant issue that can lead to improved business standard and grow market reputation(Sheehan, Grant and Garavan, 2018). The hotel industry is excessively competitive and companies like London Hilton on Park Lane has been constantly investing their efforts to serve the best to their clients. Considering the competitiveness of the industry it is necessary to pay attention to the talent management aspect to assure that the performance standard remains exactly as it is desired.

2. Literature Review

2.1 Chapter Overview

The chapter of the literature review is tending to gather authentic data and information as a consequence of talent management. In an organization, talent management encompasses all human resource processes aimed at attracting, onboarding, developing, motivating, and retaining high-performing workers. Talent acquisition practices are designed to boost company efficiency by increasing workforce productivity. The Talent Management Process Is the Procedure for Managing an organization's employees' capacity, competency, and strength. Talent Management encompasses all activities aimed at recruiting, developing, retaining, rewarding, and motivating workers to perform better where the human resource manager plays a pivotal role.

2.2 Importance of Talent Management in an Organizational Context

As per the statement of Altinda?, Çirak and Acar (2018), Talent management has been identified as one field that has led to increased efficiency and profitability. The purpose of talent management is to maximize efficiency and employee results, enabling the organization to recruit the best employees, execute the right tasks, and fill the right roles, allowing the business to grow. In an organizational workplace, talent management can help to enhance the performance of the organization. In the global business competitive market, several companies constantly improve the operating system that can get them a better ramification. In such a case, talent management is important that incorporate such kind of qualities in the organizational operating system that forecast a better and strong result.

According to the statement of Krishnan and Scullion (2017), talent management can uplift the motivational atmosphere in the context of an organizational operational system. It has helped to amalgamate the different perspectives of different people in the workplace that brings out a sense of unification. In that case, Human resource managers (HR) are considered as the main protagonist who plays lead roles in such systematic procedure. On the other side, some negative aspects have seen to arise in the talent management system, Conflict among the employees is a critical negative aspect usually seen in the workplace (Collings, Mellahi and Cascio, 2019). In the organizational workplace, different people have different conceptual mindset that can cause the concept crash. Sometimes in the procedure of the talent management conflict can be seen among the HR and the authority that has also negative implication on the talent management system.

However, although with such negative aspects talent management is generate some effective ideas and ways that are abundant for the company. A prolific and standard talent management system accelerates each corner of the wheels of the workplace splendidly (Liu  et al ., 2020). As a consequence, the employees are more efficient and talented in the duties of their corporate place that enhance the business productivity of any industrial organization.

2.3 Impact and Significant Roles of Talent Management on the Organizational Performance

As per the statement of Johennesse and Chou (2017), in an organization talent management is considered as an essential part that can handle the workforce of the company. In the various aspects, it helps to get productivity and profit of corporate culture.

Better recruiting:  The talent acquisition process programmed enables the human resource (HR) department to conduct an internal appraisal of each employee (Glaister  et al ., 2018). Therefore, the agile recruitment process requires improved processes and technologies in talent acquisition that aid in staff preparation, procurement, candidate monitoring, and analytics.

Deeper employee engagement:  In order to increase employee engagement, talent acquisition functionality such as creative success management is critical. Related tactics include conducting fast pulse and quarterly employee involvement surveys and gathering data to quickly link employee engagement to other data. It develops and sustains higher levels of competence and expertise; employee commitment enhances the importance of skill and information use. Talent increases sales and lowers expenses; engagement enables them to do so more effectively and efficiently (Collings and Isichei, 2018).

Better succession planning:  A talent management system is aid in succession planning by visualizing bench power (employees prepared and able to take on advanced roles), mapping talents to available vacancies, and identifying places where new needs will emerge.

Build competitive mindset:  In an organizational workplace, talent management can improve the efficiency of the workers. As well as it can build a competitive mindset among them to stand in the rivalry market. The prolific efficient training from the HR department can enable the employees to take such kind of challenges.

Drive the innovation:  The newest inventions are constantly appearing, regardless of what the business is (Khoreva, Vaiman and Van Zalk, 2017). Perform well in various tasks, specific and not commonly-diverse roles allow workers to learn how to use innovative technologies and approach challenges with creativity.

Enhance the productivity:  Using talent acquisition strategies in talent management is focus on maximizing productivity can make it easier to build a more powerful team. They need to do far more than simply increase the employees’ talent and to assemble an incredible group of innovative and talented individuals as well.

Decrease the turnover rate:  Developing different skills increases a person's commitment to something than just a paycheck; it builds a culture with common experiences. When information is shared and focused on, it is a time-honoured tool for increasing efficiency, increasing competitiveness, encouraging creativity, and, of course, lowering employee turnover.

Opportunities for training and skilling:   Talent management programs make it simple to recognize capacity gaps and encourage management to develop individuals and link them to training opportunities that support business continuity (Khoreva, Vaiman and Van Zalk, 2017).

According to the statement of Painter?Morland  et al ., 2019), alongside these benefits, some drawbacks of talent management are considered as the negative aspect of talent management.

High cost:  Operating a talent management system can be time-consuming, resource-intensive, and financially costly. This is a strain on small businesses, which might lack the funding necessary to enforce such a scheme.

Worker Conflicts:  Multigenerational workplaces face additional difficulties. Businesses of all sizes fail to develop successful recruitment methods that are age-neutral, and rewarding employees of varying ages with diverse motivations can be challenging.

According to the statement of Björkman  et al ., 2017), human resource management (HRM) is a critical component of larger human resource management (HRM) initiatives. Whereas human resource management entails recruiting the best employees and handling them efficiently, developing good management policies and strategies, and creating comprehensive underlying structures to collect data necessary to make rational business decisions.

Recruiting:  The foundation of talent management and HR is hiring the right people (Tamunomiebi and Worgu, 2020). The most effective recruiting processes bolster such efforts by carefully identifying job requirements, using an applicant monitoring system to monitor the interview process's workflow, and carefully evaluating applicants to identify the strongest candidates.

Performance Management:

Once workers are recruited, it is important to have the proper procedures in order to ensure their performance. Human resource analytics and operation technologies such as timesheet management can assist in tracking quality and efficiency. Regular evaluation systems help maintain open channels of contact between managers and employees, enabling employees to get input about what is working well and where they can enhance their results.

Career Management:

Career management can help improve job loyalty while reducing expensive attrition. Employers can gain a better understanding of their workers' talents and desires by using data gathered during annual assessments. With this in mind, it is possible to collaborate with staff to create long-term career goals (Hancock and Schaninger, 2020). In the collaborative working on the management trajectory or an individual contributor with exceptional skills, job management is a vital aspect of talent management and employee satisfaction.

Leadership management:  This is an essential step in the talent management process. If these high-performing, high-potential people are identified, companies must choose the right long-term retention strategy. Frequently, this method necessitates a strong emphasis on preparation, stretch tasks, and mentoring. Therefore, this particular step has an interrelation with the recruiting process and which is hosted by HR (Fatol  et al ., 2020). In the organizational workplace Hr playing a prime role that gives a prolific ramification in talent management. The efficient role of HR is to drive the wheels of the employee performance and it has a positive impact on the overall performance of the organization.

Organizational Strategy:

Activities related to talent management are rarely conducted in isolation. Other than that, strategic recruitment and funding for workforce growth continue with a dedication at the corporate level (Hancock and Schaninger, 2020). The human resources department may play a pivotal role in achieving this goal, from establishing talent viewed as a key objective to deciding where and how that emphasis will be implemented.

As per the statement of Hopper (2020), Talent management is an essential incorporate part of the organization that can boost the performance of the employees as well as the operational system. In that case, some effective strategies can evolve the effectiveness of talent management in a stronger path. As a consequence, some effective models are elaborate below that helpful for the talent management of an organization to strategically expand its operations:

Maslow's Hierarchy of Needs

Maslow’s hierarchy is a psychological motivational philosophy that entails a five-tiered model of human needs, which is often represented as hierarchical layers inside a pyramid with some individual aspects.

Figure1: Maslow's Hierarchy of Needs

Source: (?tefan, Popa and Albu, 2020)

Physiological requirements  - These are the biological necessities for human life, such as air, food, water, shelter, clothes, comfort, sex, and sleep. Without meeting these requirements, the human body cannot work optimally. As a result, the company's management must be considerate with workers' time.

Protection and safety needs  - If an individual's physiological requirements are met, the individual's security and safety needs become apparent (?tefan, Popa and Albu, 2020). These demands can be met by the family and community, but also by the management of the company as part of a talent management process.

Love and belongingness needs  - After medical and protection requirements are met, the third stage of people's desires is psychological, including feelings of acceptance and belonging which are critical to understanding in an organization (Hopper, 2020).

Esteem seeds:  Self-esteem, which encompasses self-worth, achievement, and respect. Maslow divided self-esteem needs into two classifications: (I) self-esteem (dignity, accomplishment, mastery, and autonomy) and (ii) the need for reputation or consideration from others (?tefan, Popa and Albu, 2020).

Self-actualization need:  Maslow's hierarchy of needs begins with self-actualization needs, which include the realization of one's ability, self-fulfilment, personal development, and peak experiences.

In these levels, Maslow's model will assist managers in identifying team members' needs and considering how to address them.

Vroom's expectancy theory of model

According to Vroom's expectancy theory, behaviour is the product of deliberate choices among alternatives to maximize gratification and minimize pain.

Figure2: Vroom's expectancy theory of model

Source: (Gopalan, Bakar and Zulkifli, 2020)

The theory is predicated on the following assumptions:

V (valence):  The perceived magnitude of the bonus or penalty associated with the success. And if anticipation and essential nature are both fine, if the payoff is minimal, the incentive would be small (high) (Thoha and Rasidi, 2020).

E (Expectancy):

Employees have varying standards and degrees of faith in their abilities. Management must ascertain the services, preparation, and monitoring is required by employees.

I (Instrumentality):

Employees are aware that they cannot get what they want, even though a boss has given it. Management has to ensure that reward commitments are kept and staffs are informed (Gopalan, Bakar and Zulkifli, 2020).

According to Vroom, individual employee expectations, essential nature, and valence values combine emotionally to generate a motivating mechanism that causes the worker to behave in ways that provide satisfaction and prevent discomfort.

Hertzberg's two-factor theory

Hygiene factors are necessary to ensure that a worker is not unhappy with his or her work. Motivational factors are essential to ensure employee loyalty and the ability to succeed at a higher level.

Figure2: Hertzberg's two-factor theory

Source: (Siruri and Cheche, 2021)

According to this principle, in order to provide the safest and most efficient workers, it is essential to focus on both hygiene and motivation variables. In order to assist with motivating staff, to ensure they are valued and supported. Provide frequent reviews and ensure that workers appreciate their opportunities for growth and advancement within the organization (Bundtzen, 2021). Avoid workplace frustration; ensure that workers are treated fairly by providing the best working conditions and compensation.

These are some effective theories and models that the talent management of a company can use as their strategic ways to build a proper organizational system.

3. Methodology

3.1 Chapter Overview

The technique of research is a systemic means of solving a specific problem. It is a method about how to carry out an analysis. In essence, scientific methodology is considered as the techniques by which researchers work to explain, understand and anticipate hypotheses(Sahay, 2016). The analysis of a subject by which information is obtained is often described as methodology. It intends to include a research strategy that will involve various essential elements and processes to reach a specific result. A researcher must adopt a methodology for the selected topic. The methodology is chosen based on the subject and according to the objectives of the research(Kumar, 2018). Approaches differ according to the subject and related aspects. Thus, the selection of a relevant and rational methodological approach determines the authenticity of the research findings. This chapter attempts to illustrate various aspects regarding the subject.

3.2 Research approach

A particular approach of research would understand the essence of the subject and how research is performed in such a manner that will help to reach a perfect finding and which are established from each phase' progressive steps. A research approach involves a set of methods, ranging from basic assumptions to systematic information gathering, interpretation and assessment procedures(Kumar, 2018). A research approach assists the researcher to identify the way to conduct the study to obtain genuine facts and to find the best route to conduct the research. This strategy aims for a variety of decisions that need not be particular and particular, but a research approach must be focused on the goals and purpose of the topic, relying on that a research approach may be chosen(Chawla and Sodhi, 2011). Analysis approaches may be regarded essentially to disintegrate assumed assumptions and to develop concrete ideas that are encircled by a large to narrow perceptive fragmentation. There are basically three types of research approaches such as qualitative, quantitative and mixed approach.

A qualitative approach is based on perceptual analysis which involves ideas and observations of themes, words, ideas etc. The quantitative approach involves numeric data analysis and a mixed approach considered both the techniques f integrating perpetual as well as statistical assumptions and analysis to gain a comprehensive understanding of the subject from both perspectives(Chawla and Sodhi, 2011). This research will also be considered the mixed methodical approach to obtain a proper understanding from both the perceptual as well as statistical approach to reach a profound and reliable research finding(Doyle, Brady and Byrne, 2009).

3.3 Research Reasoning

The reasoning is the critical frameworks by which people conclude the relevant evidence they know or interpret(Singh, 2006). The processes of reasoning are difficult to observe and integrate into the analysis, since both the implementation and the end outcome may be quasi and unforeseen. It contains basic steps or comprehensive process descriptions used by the researcher to gather, analyze and understand the data required. Two approaches in research are used by the researcher to gather and analyze data, those are inductive and deductive. In an inductive method exiting literature is not used and it comprises three key stages, for instance, observation, evaluation and the development of a concept(Kothari, 2004). Whereas deductive theory begins with the use of existing theories. Inductive reasoning extends from a particular observation from widened generalization and deductive reasoning does the opposite. 

3.4 Research Philosophy 

The philosophy of research can be viewed as the collection of convictions regarding the ways in which data will be collected, evaluated and interpreted(Goddard and Melville,2004).It is necessary for a scholar to choose the best philosophy to ensure that the whole process of creating information is accurate. The theory of research focuses on source, nature and information development. In basic words, research philosophy believes in how to gather, examine, and use information about a specific phenomenon. The perceptions of the context and the essence of information are used at every point of the analysis process(Saunders, Lewis and Thornhill,2007). The research philosophy reflects the essential beliefs of the researcher and these assumptions form the foundation of the research method. Research philosophy can be categorized according to several divisions in a variety of fields.

Pragmatism is a deconstructionist perspective in research that promotes the use of mixed methods.An independent decision-maker is a subject of a pragmatic analysis in a real-world context(Creswell, 1999). The method of a pragmatic analysis includes the process of defining and interpreting an issue in its broadest sense. This refers to a research inquiry aimed at understanding the problem further and eventually at solving it. Thus, the present research will be conducted through the pragmatic research philosophy.

3.5 Data Collection

The data is gathered and calculated in a given systematic way during the data collection process for addressing hypotheses, assessing observations and evaluating outcomes. The compilation of data provides the analysis of data on variables within different contextual settings(Creswell, 1999). The data collection aspect is common in all fields of research, including physical and social sciences, education, industry etc. While disciplinary methods vary, precaution is always taken to ensure that a data sample is accurate and genuine. It will ensure that all the information is credible and is going to found an authentic finding set which will enable the research to be accurate(Sahay, 2016).

On the other side, inaccurate data will lead to distorted findings and will not meet the research objectives appropriately. In this research, both the quantitative and qualitative data will be collected through a survey and observation of relevant themes from qualitative sources. The survey will be conducted among 25 employees working in the London Hilton on Park Lane. The themes will be collected from different journals and PDFs for perceptual pattern observations.

3.6 Data analysis

Data analysis is the most important factor that allows the researcher to explore multiple dimensions within the theme of the research so that one concrete idea can be developed in the form of an authentic finding. The data analysis process is the integration of activities such as defining, arranging, exploring, interpreting the data collected from various sources(Sahay, 2016). Data analysis is a method by which data is defined and illustrated, condensed and recaptured, and evaluated by the systematic use of logical and/or analytical functions.

Data processing is the mechanism by which the researcher breaks macro-data and extracts micro-fragments of data blocks to achieve a particular understanding of the matter(Kumar, 2018). It helps to obtain logical and reliable information that prevents the possibility of further misunderstanding.While conducting this research the researcher will prioritize an accurate data analysis process so that it can reach the predefined research objectives optimistically.

3.7 Ethical Consideration

One of the most critical elements of research is ethical issues. It is the key factor to remember while a scholar conducts his study process. Ethics is an integral feature of the academic arena in various domains(Kumar, 2018). Research includes many aspects, including different individuals, different ideas, varied sources of knowledge, intellectual properties etc. With a broad range of evidence is also exposed to multiple complications and often disregard. Ethical consideration is a collection of guidelines and criteria that ensure full retention of the accuracy and consistency of the study(Chawla and Sodhi, 2011).The consolidation of different data sources involves diligent compliance with core principles to determine the researcher's authority to use these data sets while respecting the autonomy, security, confidentiality, human right to privacy of the individuals and the data source which are involved within the research arrangement.

The most critical feature of the research is to assure credibility, responsibility, reciprocal regard, and neutrality. A researcher is responsible for ensuring that all the information related to the study is correctly maintained and is not accessible to any immoral people(Chawla and Sodhi, 2011).While conducting this particular research, thorough importance on ethical compliance will be regarded and the research will prioritize the ethical concerns while collecting and storing data sets. The researcher will be liable for the adherence to the standard principles diligently to maintain the reliability of the research.

3.8 Limitations

Though the research is aimed to collect as much information as possible to accomplish the research objectives authentically yet there will be some restraints that might limit the research to the confined shell. The fundamental limitation is that the survey will not be able to understand the thoughts of each of the employees of the hotel. Secondly, the themes will not be able to gain a vast set of ideas that will illustrate much deeper knowledge about the concepts clearly as the themes will also be collected in a limited number which might not suffice the broader aim of the context potentially. 

4. Research Plan

As per the requirement of this particular dissertation, there will be some stages that would be expected in the above mentioned time. The project will start based on a specific topic that has already chosen in this proposal. After the selection of the topic, the aim and objectives of this thesis paper will be required that help fulfil the satisfactory ramification of the researcher as well as beneficial to get an accurate result. Follow the aim and objectives the questions will be set. After this stage, this research paper will follow mix methodology that will help to gather accurate data and information as per the aim and objectives of this paper. After this requirement, this research will construct the prominent data analysis and collection process and based on this get the findings. And, at the end of this research, the researcher will establish a final conclusion of this research.

5. Limitations

In the future steps, there will some limitations will be faced by the researcher while conducting the research stepwise. Following the mixed method as per the requirement of the methodology section the researcher will ask the questions to the respondents within a limit and maintain the proper manner. On the other side, as the qualitative method, the data and information will gather as per the regulation of the copyright pages from the internet sources.

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Exploring Talent Management in Vodafone: A Research Project

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Unit 11 Research Project Assignment Solution

Introduction

The research project assignment solution project is processed over the impact of pay cut for paying high to the great manager. The problem statement that get identified for conducting research study is it is worth to cut pay for hiring Great Managers. Hiring low cost employees and paying higher pays to the managers is the effective concept followed by the management in order to attain the competitive advantage. These managers are effective enough to execute the strategies and other activities in effective manner that helps in achieving the set objectives of the business organisation. The motive behind paying higher payments to the managers is based on their capabilities as they can increase the production level along with the adequate efficiency and effectiveness. They become the key pillars that helps in getting the set objectives as well as competitive edge over their respective competitors.

Is it Worth a Pay Cut to Work for a Great Manager

Literature Review

There is a great need of operational framework in organization. For the success the human resource should be adequate and planned. This needs to make a revision in the existing workforce and remove the hindrances of the process. There should be a right person on each right place to coordinate with the process. In this report we are discussing with the attributes of the managers which will be deployed in the process with the fairly wage cutting in the existing base of workforce (Chatjuthamard, Jiraporn, Tong & Singh, 2016).

An experienced manager can undergo these changes and organizational visions and aims to make the organization successful and prosperous. Our main concentration of this research is related with the wage cutting or economical facilities but running by highly experiences or great managers by paying them great.

For an example, a manufacturing unit is run by several staffs who are having high cost as having high industry experiences. They are paid well but the manufacturing facility is producing just few number of units on a daily basis as the staff are having various disconnects and conflicts of interest (Carrau & Acevedo, 2013).

On the contrary the management put a great manager with a great salary who was having good experience in the field and all the lower staff with a basic salary structure. Now the things changed and manufacturing unit is producing high as compare to the before. There is no conflicts of interests for now (Pletnev & Barkhatov, 2016).

The above case is true and hence the business environment should focus more on the great managers rather than the employee perspectives or trained workforce or labor force. A great manager will automatically develop and generate new ideas to make the work possible in quality and in time. The organization expense on the great manager will turn out to be an investment and make the things versatile and in control with the operations of organization (Shavazi & Shorvarzi, 2014).

Successful managers are managed on their own and hence they are successful in meeting the targets of the company. They focus on the organization need with taking care of the employee management. They are making organization polices and procedures followed with adequacy and transparency and allowing the employees to speak up in the forums and making organization goals and aims successful (Guest & Woodrow, 2012).

There are certain parameters which are important in the organization which are related with the employees attributes. Like attitude, it plays a major factor in the employee for their development. Attitude in the organization comes from clothing, attitude and way of handling things at the store which determines the success of the store. Good appearance impresses the customers at the store and they are convinced to buy products from the stores (Risi & Wickert, 2016).

The employees who wear formal clothes and have good appearance are generally more focused towards their work have better attitudes, also high levels of job satisfaction which creates higher levels of customer satisfaction. The attitude of the employees affects their targets and pay. As the competition between the companies is becoming tougher day by day, the companies need to strengthen themselves in the market in order to stand out in the crowd (Maund, 2012).

The efficiency in high end stores is decided to develop a cohesive team and to unite the employees. The wrong appearance or poor appearance of the employees may hamper the image of the company in the front of customers so it is very important to have good appearance. For e.g. A customer visiting in Store A needs to ask something from the workers/ employee to get an assistance, he will easily recognize the employees from their efficiency and will find it easy to shop in that store whereas in Store B, it will be too difficult for the customer to get an assistance from the employee because it is difficult to recognize the employee to ask for help (Tallo, 2015).

Efficiency supports the attributes of the store too which can be its products, its services, prices charged, layout, location of the store, etc. these attributes determines the success  or failure of the store and efficiency adds up the efficiency to it Efficiency boost up the confidence of the employees because there will be no differentiation between the employees in terms of dresses which also prevent the chances of inferiority complex among the employees (Owen, 2015).

Confident employees are the most important assets of the stores which helps it in getting more sales and success in the market. When efficiency is followed in the companies, the employees cannot deny for fulfilling their duties. They are identified as the employees of the company and they have to fulfill their tasks whatever is asked from them by the customers or the bosses (Scott, 2014).

It is evident from different researches that efficiency increases the job performance; it develops better attitudes for work and promotes higher level of job satisfaction and ultimately higher levels of customer satisfaction. It develops the employees’ morale and confidence and the employees feel that the efficiency increases their credibility because a well-dressed employee is trusted by the customers more easily which helps the customers in interacting with the customers (Scott, 2015).

It also leads to employee retention in the company and promotes the performance of the employees. It brings long term profitability to the store because the employees give their best because of the strong connections with the company and the operations of the company are executed properly (Constantin, 2014).

Efficiency also brings higher levels of loyalty and commitment by the employees towards their job which ultimately translates to higher levels of job satisfaction. A great manager keeps these things tracked and make the employees motivated to achieve the organization goals and guiding them for their career as well (Sweeney & Knudsen, 2014).

A manager is not only responsible for the organization dilemmas and know how process. But they are also open for the personal nature problems of the employees and other associates. This is because the nature of the manager after having a vase experience becomes versatile and they keep a track of the personal activities of the employees as well (Ramazani & Jergeas, 2015).

Now we will take this research to the advantages of the pay cut which will make the process efficient and economic. The pay cut makes the facility effective in terms of the rates and organization saves money which are rather spent on hiring good people or making the development in the process (Moore, 2016).

Pay cuts are evenly distributed and organized by the organization which will make the work not impacted by the several strikes or riots kind of situations. Pay cuts might frustrate the employees working on higher wages or thinking for negative circumstances. They may create the negativity in the environment of the organization (Axelsson, Axelsson, Gustafsson & Seemann, 2015).

Managers working in the organization are working with a motive to earn for themselves as well. They will work keeping a proper track on the operations to make the management successful. But when they are failed to do so the organization thought of keeping a replacement. This will deploy a new manager. A new manage is always been costly for the organization. But new managers creates new energy in the organization with the specialty and experience they are possessing (Beeden, 2014).

Organization gets business with the team coordination. They should not get set back in terms of the facility non performance. It is the greatest bad luck and hard time for any facility in administration to make the process viable and sufficient. The non operations leads to loss and finally firing takes place. For better optimization the organization hire good and great managers to control these situations which can take out the wrong things from the improper order and make the things correct with their wisdom and new costs involved. This makes the organization profitable in a small investment time and make the mechanism smooth and better for future usage (Dodsworth, 2016).

Employees gets disconnected with this in the initial phase. There may be few firings in the employees as well. There may be low production in the initial phase but for a long term this will benefit the organization. The employees will be getting several other motivations which might be related with the non monetary and kinds things which will attract them to retain with the business (Matteson, Musser & Allen, 2015).

Society and Business Development is the last part which will also be developed with this. As a great manager hired will take care of almost everything in terms of the nature, society and development according to the basic standards. In spite of this the corporate social responsibility is also kept in mind for the great managers as they not only work for the organizational development but also for the organizational reputations. The corporate social responsibility includes several entitlements and programs which are related with the blood donation caps, which is a societal affair and having a global recognition. Plantation camps which is again a societal affair and having global recognition. These all the factors are kept under consideration by the great managers. The exercise they provide is the value add to the organization (Loughlin, 2016).

Research Specification

There are two methods that helps in conducting the research study that is deductive method and inductive method. Both of these methods are effective enough to process the research study in systematic manner and helps in attaining the set objectives. But both of these methods are following different pattern in order to process the research study (Noble & Bestley, 2011). Below are the methods discussed such as: -

Deductive approach

It works as an top down approach and more general to more specific. According to this approach firstly researcher select the theory or a topic of interest than set a specific hypothesis in order to get the specific results. In order to meet out the hypothesis observation is gathered in the form of the data. Gathered data get utilised effectively in order to meet out the hypothesis by making confirmation (Noble & Bestley, 2011). This method is more close ended approach with the effect of the narrow nature because it is concerned with the fact of confirming the hypothesis.

(Noble & Bestley, 2011)

Inductive approach

It works as an bottom up approach and move from the observations to more general aspects. According to this approach specific observations are taken into consideration that helps in beginning or detecting the patterns or regularities. With the help of the detection researcher build up some of the hypothesis with the use of the observed data and then in the end get some of the general conclusions. This method is more open ended and explanatory from the beginning itself (Habib, et. al., 2014).

(Habib, et. al., 2014)

Both of these methods are different enough in getting the results and results also are not similar as both are performing over different basis. So in order to process the research study further deductive approach get followed in effective manner that helps in meeting the set objectives and hypothesis of the research study. With the help of this research method research get conducted from top to bottom (Gorard, 2013).

By following the deductive research method researcher set the objectives and hypothesis for research. Then literature review is conducted that helps in gathering the information related to the research topic. Some of the questions set in order to gather the primary data that helps in meeting the set objectives of the research study. With the help of questionnaire relevant information is gathered that get analysed further with the help of different techniques in order to get the results. These analysed data helps in answering the research objectives that helps in executing the research study in successful manner (Gorard, 2013).

Research Approaches

There are two different approaches are there in the form of qualitative approach and quantitative approach that helps in conducting the research study in systematic manner. These approaches are firmly effective as it helps in getting the adequate set of information that meet out the respective research objectives (Creswell, 2014). These approaches discussed as below such as: -

Qualitative approach

This approach is highly focused over getting the quality set of information. The information make inclusion of the gathering data available in the form of secondary data. These set of information is having adequate quality in it because these information already get analysed and evaluated for the purpose of meeting different aspects. Research gather the data from the distinct sources that make inclusion of websites, journals, articles, etc. With the help of these effective sources they are efficient enough to get the required set of information that further utilised in order to meet out the objectives of the research study.

Quantitative approach:

This approach is highly focused over the numerical data as with the help of it adequate set of information is analysed and evaluated. All the data must gathered from the primary sources and with the use of the distinct tools. As primary sources specific population get targeted and tools make inclusion of the interviews, observation and survey. With the help of the adequate tools information is gathered that helps in getting fresh and relevant data that helps in meeting the set objectives of the research study (Yin, 2014).

Both of the research approaches get followed in order to gather the data for the purpose of meeting the set objectives. Distinct and effective information is gathered that helps in answering the set research questions and meeting the objectives as it helps in successful execution of the research study (Toledo-Pereyra, 2012).

Preliminary results

With the use of the literature review set research questions get answered in effective manner that helps in rendering adequate level of information. The answers are made below such as: -

1. Discuss the possibilities of efficiency enhancement with great managers in organization?

There are higher level of efficiency enhancement is made with the great managers in organisation. Great managers are well known for their decision making , strategies, implementation and influencing behaviour that helps in getting the preferable results. Managers make use of their capabilities in using the right and efficient employee at right place that helps in getting their desired results.

2. Analyze the factors of employee motivation and dissatisfaction working with the great or experienced managers?

Great or Experienced managers are effective enough in motivating their employees as they make use of different techniques for executing the work as well as satisfying the need of their respective employees. In order to motivate their employees they are highly focused over paying them some additional monetary benefits, performance appraisals or by nominating them for rewards. Like these managers make use of different motivational methods in order to motivate their employees. They are highly focused over making fair decisions in order to satisfy their respective employees as fair decisions put positive impression over their employees.

3. Evaluate the goals and aims achievement of organization with the active and great managers?

Organisation set different goals and aims for a specific period of time and in order to attain them they hire managers. Active and great managers are effective enough in meeting the set goals and objectives with the help of their respective employees. If they do so successfully then organisation easily make higher payout to them. Active and great managers are highly focused over efficient and quality work from their employees that helps in getting desired results. These kinds of managers are highly beneficial for the organisation as they help in getting the desired results as well as contribute in getting the competitive edge over their competitors.

Results and Discussion

With the use of the questionnaire huge data is gathered and as per the available time period it is not possible to analyse whole data. In context to this adequate sample is taken into consideration that get used for analysing and evaluating the gathered information for extracting adequate set of information. 20 responses are taken out from the whole gathered responses and get analysed below such as: -

Table 1. Working under experienced manager is always been a fun?

Majority of the employees are agreed that they enjoyed a lot while working with experienced manager as they help them out in understanding the things in most easiest manner.

Table 2. Great manager leads to great quality?

Majority of Employees in the survey are agreed with the statement that great managers results into great quality as they make use of their experience and other features in order to execute the strategies that helps in getting adequate and favourable results.

Table 3. Atmosphere provided by the great managers involves efficiency and effectiveness?

The employees in the survey majority of them are highly agreed with this statement that great managers create adequate environment that enhance the efficiency as well as effectiveness of the employees that get reflected over their work as they attain adequate returns.

Table 4. Do the tough time is easily accessible under professional demeanours?

Yes the tough time is easily accessible under the professional demeanours and it is highly favoured by the employed in survey program. According to them experienced professional make use of their experiences as well as set of knowledge in order to deal with the adverse or pressurised situation. They come up with effective solution that get followed by everyone in order to perform positively in high pressurised situation.

Table 5. The pay outs to the experienced managers will be slightly higher side as compare to the lower level teams?

The majority of the employees are agreed with the statement that managers pay out are high enough as compare to the lower level employees. And the reason behind this is they manage all the processing, develop short term strategies in order to meet out the long term goals and many others aspects in order to meet out the set organisational goals. They make use of the different tools and techniques in order to execute the processing and helps in attaining the competitive advantage over their competitors.

Table 6. Managers make the quality and organizations dynamic and dimensional?

Employees are highly agreed with the statement that great managers add value in the organisation in making it dynamic as well as dimensional. With the effect of the great managers employees make use of different tools and techniques in order to execute the activities and helps the organisation in getting their set targets as well as increase their overall efficiency.

Table 7. Managers are definitely needed to monitor, control and guidance?

Employees or the respondents in the survey program stated that yes managers are definitely needed for monitoring, controlling and guidance as all three aspects are necessarily required for the purpose of attaining the organisational goals and objectives. Managers need to monitor the activities in order to make the processing in systematic manner, with the help of controlling they are effectively monitor the activities as employees are performing as per the set procedure or not, if not then they need to take corrective actions and with the help of the guidance managers make their employees understand about the way of processing the activities in effective manner. So all three features are essentially needed in order to attain the competitive advantage.

Table 8. Supporting managers are the best guide to career and life?

Most of the employees are agreed with the statement that it is beneficial for them as well as for their career to render adequate support to their respective managers. With the help of support they become efficient enough to execute the activities. Every manager require adequate support from their team members as managers can guide them, and employees need to execute the plans and make use of guidance in order to attain their set targets.

Table 9. Participative management involvement makes employee happy and satisfied?

Employees are highly agreed with the statement that participative management involvement effectively make them happy and satisfied as their managers effectively and actively participate with them while processing the activities or assigned tasks. With the effect of it they get adequate level of motivation or encouragement that their manager is actively perform different set of activities with them in order to achieve their set targets.

Table 10. It will be dishonesty if a manager having extra credentials are not paid well?

The majority of the respondents stated that yes it will be dishonesty if the managers are not paid well even they have extra credentials. Extra credentials are the effective measures that helps them in making them great managers from normal managers. With the effect of these credentials they effectively handle adverse as well as pressurised situation, make their employees understand about the need of the process and help them in getting the desired results. After all this they can't get paid adequately then they get de-motivated and can't perform with overall capabilities.

Limitation of the Research

Limitations are such factors that are not in the control of researcher. Limitations are such barriers that adversely affect the processing the of the research study and may lead towards unfavourable results. There are various aspects fall under the head of the limitations that include time period (which is limited in order to conduct the research study), finance (the amount of available finance is very low), tools and techniques (basic tools and techniques are available in the form of questionnaire and survey evaluation method that helps in gathering information and analyse them) inadequate response made by the target population and many more. The majority of qualitative information can't get easily generalised as it get made over the larger population and can't implied over the small population.

There is effective need of following the research study is systematic manner and make adequate as well as effective use of the available resources in order to complete the research study well on time in order to get the desired favourable results. These are effective limitations that impact the overall processing of the research study and divert the processing of research study towards negative results. The above discussed factors are effectively affecting the progress of the research study if researcher can't take proper care of these.

It is concluded that the research study is processed and executed successfully. In order to start the research project adequate problem get indentified that helps in processing the research study in effective manner. Adequate data is gathered in context to the problem identified that helps in getting adequate knowledge for resolving the problem. It become essentially important that helps in satisfying the different aspects related to the research study. For processing research study further deductive research method is followed as it helps in processing research study in systematic manner. Qualitative and quantitative method is followed for the purpose of data gathering that get utilised for meeting the research objectives. In order to gather the data from the primary source survey is organised with the use of questionnaire. The responses get analysed further that helps in extracting adequate set of information that meet out the research objectives. In order to process the research study systematically action plan is prepared and followed in effective manner that helps in successful execution of the research study.

Recommendations

The gathered data get analysed in effective manner and it get utilised for making adequate set of recommendations and these recommendations are as follows such as: -

• Management need to take care of their employees as they need to revise their salaries in such a manner due to which they didn't get de-motivated.
• Management need to introduce effective measures in order to motivate their employees that helps in motivating them after pay-cuts.
• They need to revise the salary structure for their new hires so that they get hired over low prices.
• For existing employees they need to assign them additional roles and responsibilities that justify their existing salary structure. Adding responsibility to the employees helps in motivating them and successful and efficient employee attain the future growth.
• Management need to remain fair while making decisions as it also helps in motivating their employees.
• Management need to focused over employees as well as manager because if they prefer only one of them then another will create problems. Like if employees get ignored then they might go for strikes and other adverse activities that harm the processing of the business organisation.
• Management pay the higher amounts to the managers but also need to take care of their respective employees by rendering adequate monetary benefits that helps them in motivating them.
• After deducting the pays management need to arrange adequate and sufficient non-monetary benefits that helps in satisfying the need of employees.
• Management need to develop adequate strategies in order to satisfy their employees such as get together programs, team parties and many other factors in order to satisfy and motivate their employees.
• Axelsson, R., Axelsson, S.B., Gustafsson, J. & Seemann, J. 2015, "Great expectations - introduction of flow managers in a university hospital: Flow Managers in a University Hospital", , pp. n/a.
• Beeden, R.J., Turner, M.A., Dryden, J., Merida, F., Goudkamp, K., Malone, C., Marshall, P.A., Birtles, A. & Maynard, J.A. 2014, "Rapid survey protocol that provides dynamic information on reef condition to managers of the Great Barrier Reef", vol. 186, no. 12, pp. 8527-8540.
• Carrau, G.R. & Acevedo, F.L. 2013, "A Synoptic Vision on Responsibility Directors and Managers of Corporations", , no. 34, pp. 123-149.
• Chatjuthamard, P., Jiraporn, P., Tong, S. & Singh, M. 2016, "Managerial Talent and Corporate Social Responsibility (CSR): How Do Talented Managers View Corporate Social Responsibility?", vol. 16, no. 2, pp. 265-276.
• Constantin, I. 2014, "What should we learn from great leaders", , no. 19, pp. 139.
• Creswell, J.W. 2014, 4th edn, SAGE Publications, Thousand Oaks.

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Research Project - Talent Management Assignment Help

Unit 11 Research Project - Higher National Diploma in Business

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.

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.

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Unit 11: Research Project

Introduction.

This unit is assessed by a Pearson-set assignment. Students will choose their own project based on a theme provided by Pearson (this will change annually). The project must be related to their specialist pathway of study (unless the student is studying the general business pathway). This will enable students to explore and examine a relevant and current topical aspect of business in the context of the business environment and their chosen specialist pathway.

The aim of this unit is to offer students the opportunity to engage in sustained research in a specific field of study. The unit enables students to demonstrate the capacity and ability to identify a research theme, to develop research aims, objectives and outcomes, and to present the outcomes of such research in both written and verbal formats. The unit also encourages students to reflect on their engagement in the research process during which recommendations for future, personal development are key learning points.

On successful completion of this unit students will have the confidence to engage in problem-solving and research activities which are part of the function of a manager. Students will have the fundamental knowledge and skills to enable them to investigate workplace issues and problems, determine appropriate solutions and present evidence to various stakeholders in an acceptable and understandable format.

Learning Outcomes

By the end of this unit a student will be able to: 1  Examine appropriate research methodologies and approaches as part of the research process. 2  Conduct and analyse research relevant to a business research project. 3  Communicate the outcomes of a research project to identified stakeholders. 4  Reflect on the application of research methodologies and concepts.

Essential Content

The importance of developing methodical and valid propositions as the foundation for a research project.

Rationale – the purpose and significance for research question or hypothesis.

The value of the philosophical position of the researcher and the chosen methods.

Use of Saunders's research onion as a guide to establishing a methodological approach.

Conceptualisation of the research problem or hypothesis.

The importance of positioning a research project in context of existing knowledge.

Significance and means of providing benchmarks by which data can be judged.

Key theoretical frameworks for research.

Advantages and limitations of qualitative and quantitative research approaches and methods.

Research has distinct phases which support a coherent and logical argument. This includes using secondary research to inform a primary, empirical, study.

The importance of gathering data and information (qualitative or quantitative) to support research analysis.

Selecting sample types and sizes that are relevant to the research.

Considering sampling approaches and techniques including probability and nonprobability sampling.

Research should be conducted ethically. How is this achieved and reported?

Research should also be reliable (similar results would be achieved from a similar sample) and valid (the research measures what it aimed to measure).

Using data collection tools such as interviews and questionnaires.

Using analytical techniques such as trend analysis, coding or typologies.

Who are they?

Why would they be interested in the research outcomes?

What communication method do they expect?

Consideration of different methods of communicating outcomes (e.g. written word, spoken word) and the medium (e.g. report, online, presentation). The method and medium will be influenced by the research and its intended audience.

No matter what the method/medium, all research should be convincing and presented logically where the assumption is that the audience has little or no knowledge of the research process.

The importance of developing evaluative conclusions.

Difference between reflecting on performance and evaluating a research project. The former considers the research process; the latter considers the quality of the research argument and use of evidence.

Reflection on the merits, limitations and potential pitfalls of the chosen methods.

To include reflection in action and reflection on action.

Considering how to use reflection to inform future behaviour and future considerations.

Avoiding generalisation and focusing on personal development and the research journey in a critical and objective way.

Learning Outcomes and Assessment Criteria

Recommended Resources

COSTLEY, C., ELLIOT, G. and GIBBS, P. (2010) Doing Work Based Research: Approaches to Enquiry for Insider-researchers. London: SAGE.

FLICK, U. (2011) Introducing Research Methodology: A Beginner’s Guide to Doing a Research Project. London: SAGE.

GRAY, D. (2009) Doing Research in the Real World. 2nd Ed. London: SAGE.

SAUNDERS, M., LEWIS, P. and THORNHILL, A. (2012) Research methods for Business Students. 6th Ed. Harlow: Pearson.

This unit links to the following related units:

Unit 11 Research Project Assignment Sample – BTEC-HND-LEVEL 4

The goal of this assignment is to engage learners in sustained research in their pathway of study. It enables the learners to assess and explore a relevant and recent topic of interest that relates to the business environment and their pathway of study.

This management assignment enables students to present their ability and capacity to identify a research theme, research objectives, and goals and demonstrate their skills in written and verbal formats.

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On completing the task, students will get motivated to participate in research and problem-solving activities, which is the task of a company’s manager. It helps students develop the skills and merits needed to resolve workplace issues. Make the right decisions and present evidence to the stockholders of the company in an acceptable format.

Assignment solutions of HND Research Project

Culture refers to the set of values that creates a direct impact on the behavior of people. An organization recruits people from different cultural backgrounds that work together and contribute to accomplishing organizational goals. Henze stated that caste and creed determination creates issues in retaining talents in an organization for long periods. So, an organization needs to maintain cultural diversity by implementing effective HR strategies.

This unit reviews the significance of maintaining cultural diversity in the effective running of an organization.

LO1: Suitable research methodologies and approaches

Two companies made a deal of six years where Tesco got the rights of mineral water distribution in Ireland and the UK. Marketers realize that the company is not doing justice as its main focus should be on fruit juices, as opposed to the distribution and selling of mineral water. It necessitates the formation of a marketing plan to increase the likelihood of the success of the brand.

It’s purely mixed research as it incorporates both qualitative and quantitative research with the help of its secondary and primary databases. The collected data gets analyzed to reach conclusions and plan marketing strategies for the company to achieve its goals and objectives.

Objectives and goals of the research

Goals: The main goal of the research is to identify the scope of the mineral water industry in Ireland and the UK, and to find out strategies to ensure the success of the organization.

Objectives : it can be described as a combination of goals needed to get the task done within the timetable. The main objectives of the research are as follows

• To recognize the target market of mineral water in Ireland and the UK.
• Keep a track of the success of flavored water In Ireland and the UK.
• To assess the customer feedback on flavored water in the UK.

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Literature review

Market research refers to the activity that includes the collection of data related to customer needs and expectations. It helps the organization to recognize the opportunities and take proper measures, evaluate action needed to identify the target audiences. It also promotes decision-making activity on future activities.

Market research takes place in two phases including primary and secondary research, wherein data gets collected and analyzed in multiple methods.

Companies launch new products and services to meet the expectations and demands of consumers. Not all succeed in pleasing consumers, as there is a lack of proper planning in the marketing strategies. Market research is one such tool that ensures the success of the product in the market by matching the needs of consumers with the product features. Market research incorporates follows the process that deals with identifying target customers and products, determining the strategy, and present its USP.

Philip Kotler, the marketing expert, proposed several marketing theories. Theories include Marketing Mix or the 4Ps of marketing. Kotler stated that a marketing mix is a combination of variables that influences the consumer’s response. These four variables identify and analyze the USP of a product or brand.

Analyze and conduct research that’s important for a business research project

Introduction: It is the most important segment of research that includes all the techniques and methods used in the report. Students should know that the onion research method is used in the research.

Research theory: Saunders proposed the onion research theory that’s being used in market research. The onion theory states that research gets conducted in steps or sequence, in a stepwise process just like the layers of an onion.

Research philosophy refers to the ideology of the research. It is based on reality, which implies that it is more over-optimism or positivism.

Research technique: It is the third phase of the research that emphasizes the approaches followed in the research. Some of the research approaches are as follows:

Quantitative technique: in this Research approach data gets collected in the Mathematical fawn and gets analyzed by statistical methods.

Qualitative technique: in this research method data is collected and analyzed in detailed and descriptive form.

Research tactics : it is the fourth stage of market research that States the techniques and strategies used to carry out the research.

Research choices : it tells about the choices made in the research process that might include a mixed approach that’s a combination of the quantitative and qualitative approach in which data gets collected.

Research procedures and techniques: every scientific management research includes sampling theory. In this case, a random sampling technique is used to collect and organize data. Here, the sampling size is 100.

To carry out the research, data gets collected from secondary and primary sources. The company collects primary data from questionnaires filled by potential consumers of flavored water, while secondary data gets collected from articles, journals, and websites. It collects data from the potential consumers of TESCO, as these people purchase products from the company. Thus, they form the target market for purchasing flavored water.

Ethics : The Company conducts market research considering the ethical standards. Words included in the research should not harm the sentiments of people.

Validity and reliability of research: Data collected, analyzed, and used in the market research is reliable and valid, as it gets referenced.

Time frame : It is a graphical representation of the time needed to complete the project. It includes the set of activities needed to complete within a timetable for the successful completion of the project.

How tools like interviews and questionnaires ease data analysis.

Data Analysis helps to collect quality evidence that answers all the questions that are raised. Data collection helps organizations to deduce valuable information important to make insightful decisions.

Information should get collected such that it becomes easy to make informed decisions And Draw factual inferences. At the end of the section, students will understand why a proper data collection method is important to achieve goals and objectives. We will first start with the definition of Data Collection and then move onto the data collection procedures.

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What is data collection?

Data collection refers to the process of analyzing and collecting specific information needed to Point out solutions to relevant questions and assesses the result. Data collected is subjected to hypothetical testing that explains the outcome of a phenomenon.

Hypothetical testing eliminates baseless assumptions while forming propositions from the basis of logic.

For the data collector, there are several outcomes of Data that get analyzed or collected. However, the key purpose of Data Collection is to position the collector, So that he can make proper predictions of future trends and opportunities.

• Data gets collected in two forms such as primary and secondary data.
• The primary data gets gathered by the research from sources.
• Secondary data gets analyzed by someone other than the user.

What are the Categories of Data Collection

Before moving on to the data collection methods and strategies, it is imperative to know the technology of data collection.

Data collection falls under two categories: primary data collection and secondary data collection.

Primary data collection refers to the process in which raw data gets collected from sources. Here, data gets collected by the researcher for a specific purpose. Primary data collection gets further categorized into qualitative and quantitative analysis.

Quantitative Research

Quantitative Research incorporates the process of collecting and assessing graphical or numerical data. The research follows the Quantitative approach to make predictions. It discovers and accesses the patterns.

Quantitative Research finds its application in chemistry, psychology. It gets used in biological sciences, economics, marketing, and even sociology.

Quantitative analysis helps to find out solutions to the following queries:

• How did the global temperature change in the past five years?
• Does pollution affect the prevalence of rare species?
• Does working from home boost the productivity of quarantined employees?

Quantitative research Methodologies

Experts use Quantitative analysis for correlation, experimental and descriptive research.

• A descriptive study provides you with a summary of study variables.
• Descriptive research provides you with the relationship between variables in your study variables.
• Descriptive research finds out whether a cause-and-consequence relationship exists between your study variables.

Qualitative Research

Qualitative Research involves analyzing non-numerical data (e.g. video, text, and sound, audio). Either gain insight into the problem or produce new ideas for market research.

Qualitative Research finds its application in sociology, health sciences. It gets used in history, education, and even anthropology.

• How do adults feel about a healthy diet in the UK?
• How do social media affect teenagers in the UK?
• How can educators integrate social issues into education?

Qualitative research Methodologies

The qualitative analysis makes use of a couple of data collection strategies. Some of the Qualitative research Methodologies are as follow:

• Discussion: ask questions or in a one-to-one communication setup.
• Observation: Record your realizations or things that you might see, hear in detail.

M1: Limitations and Pitfalls of the data collection strategies and methods

This section compares and contrasts the most popular data collection strategies and techniques.

Data Collection Procedures

Interview: An interview is an interaction between the interview and interviewee. The company conducts interviews either in a face-to-face conversation or through video conferencing apps and tools.

Merits of data collection through interviews

• Accurate information and screening: The interviewee can’t provide vague or false information about his age, gender, creed, or caste.
• It allows the interviewers to ask additional and follow-up questions to understand motivation, attitudes, etc.
• It allows the interviewers to gather raw tone, voice, and word choices, which provides them with detailed information and makes insightful decisions.

Demerits of data collection through interviews

• It is expensive as it requires staff to perform a staff member to take the interview.
• The quality of data assessed and collected relies on the ability of the interviewer to collect data.
• It is a time-consuming process that relies on a series of activities including transcription, reporting or organizing, etc.

Questionnaies and surveys

For the last twenty years, the use of online surveys and questionnaires to collect data skyrocketed.

Merits of data collection through surveys and Questionnaires

• Online surveys offer ease of data collection and analysis. With an online survey, it becomes easy for the researcher to reach hundreds or more respondents at a time.
• Online surveys are easily accessible and can be conducted through online channels like websites, mobile apps, and emails.
• An online survey is cost-effective in comparison to other data collection procedures.
• The online survey makes it easy to analyze and present data with diverse data visualization processes.
• It eases the collection of a wide variety of data that includes values, opinions, and attitudes.

Demerits of data collection through Questionnaires and surveys

• Respondents may not give honest replies, as there are people who participate in surveys to get the survey reward.
• As there is none to explain the survey, respondents might misunderstand or misinterpret the survey questions.
• Some questions will likely remain unanswered, and participants might not remain fully engaged till the end.

Focus Study

A Focus study includes a group of selected audiences that discusses a particular topic. Individuals take part in a group discussion and try to influence each other during the discussion. A moderator leads the focus group.

Merits of data collection through focus study

• Focus study makes it easy to measure the perspectives of the participants on the services and products offered by your company.
• It allows the moderator to identify the perspectives of people participating in the focus study.
• The moderator gains a detailed understanding of the non-verbal responses of the participants like facial expressions or body language.

Demerits of data collection through focus study

• Focus groups are more expensive when compared to online surveys.
• Moderators can create an impact on the outcome of outcomes of group discussions.
• When the subject matter is sensitive, participants may not give honest responses.

From the research conducted on flavored water and consumer responses, it can be concluded that companies have taken innovative plans for customers and provide them with the new taste of an existing drink. Collected from the data collected, one can find that flavored water is an effective presentation to the world, but it is yet to capture the hearts of the consumer. Perhaps it is because the product lacks the beneficial aspects. From the data collected, it’s observable that the company took up a nice initiative in marketing flavored water. It is healthy for both kids and adults.

This project enabled us to meet the objectives and aims of conducting market research. It lets you find out whether the flavored water has succeeded in creating an impact on customers or not.

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Unit 11 Research Project Assignment Help

Introduction.

Culture is considered as values that direct behavior of people. Company hires people with different culture those who work together and contribute well in accomplishing goal of business unit. Gender discrimination creates issue for the organization in retaining talent in workplace for longer duration (Henze, 2020). This is important for the firm to manage cultural diversity by implementing effective HR practices. This can aid firm in gaining success in market. Current study will review literature on importance of managing cultural diversity,. It will conduct primary research and will analysis the data. Study will highly research methods that are chosen for this investigation and will give justification for these methods.

P1 Research proposal

            Equality and diversity can be defined as approach that is used by companies in which firms give respect to each employee without looking at their age, gender, race, culture etc. Equality act 2010 indicates that this is responsibility of employer that to treat all its staff members equally. Every employee in business unit needs to get equal pay and equal promotional opportunity. If person is being discriminated at workplace then individual has right to raise their voiced against this discrimination. Managing culture diversity is the great approach that helps firms in gaining trust of its talented workforce and helps the organisation in gaining more business opportunities (Thapa, 2020). Managing culture diversity works as key element for managing workforce in significant manner.  This aids the enterprise in raising productivity of firm and retaining staff in the organisation for longer duration. There are many companies where women are facing discrimination. These women are not considered as equal as man in the business. Man managers saw these female employees as less productive. Though these female workers are spending the same time in the organisation, putting same efforts and giving the same results as man employees’ are giving but still they are not being promoted. This demotivate them and affect their moral as well. This is responsibility of employer that to make effective human resource policies so that such kind of discrimination can be eliminated and every person can get equal respect and right in organisation (Skaggs, Kmec and Bae, 2020).

            The reason of carrying out this investigation is that this is the burning issues. Hotel industry is treating their female candidates unequally. These women are not getting rights to get promoted because managers think that these female employees are unable to handle their work and family properly. This is the major causes which are affected hotel industry to great extent. Hence researcher has taken this topic so that causes can be found and proper solution to resolve that issue can be suggested (Scott, 2020). Furthermore, scholar studied organisational behaviour hence have knowledge about this subject area. This knowledge has raised interest of scholar in this topic and individual has chosen this topic for further investigation. There are many authors those who have conducted their studies on the same subject in past. By this way scholar can get huge ideas that would be easy to carry this investigation hence availability of resources is another reason behind selection of managing cultural diversity topic.

Significance

            This study will be beneficial for companies where high level of discrimination is present and employees are unable to perform their job well. This study will encourage companies to find strategies to resolve that matter. Furthermore, this will improve workplace performance and retention of employees in Hilton hotel because company would get ideas to manage cultural diversity in significant manner (Al Muqarshi, Kaparou and Kelly, 2020).

            “To analysis the importance of managing cultural diversity at workplace: A study on Hilton Hotel”

• To understand the conceptual framework of cultural diversity
• To identify impact of gender discrimination on overall performance of company
• To find out strategies to manage cultural diversity in Hilton hotel and eliminating gender discrimination in Hilton Hotel

Research questions

• What is the meaning of cultural diversity?
• To what extent gender discrimination has impact over company’s performance?
• How company can manage culture diversity and can eliminate gender discrimination in business unit?

Proposed research methods

            Researcher will apply interpretivism research philosophy; human being will be involved to gain insight detail about managing cultural diversity. Scholar is going to apply primary and secondary both data collection sources. Individual will use questionnaire as primary source and books and journals as secondary source for analysing research problems deeply and finding answers of research questions. Furthermore, thematic analysis tool will be applied; as this investigation would be qualitative hence scholar will prepare themes and will represent data through graphical manner (Thunø and Ifversen, 2020).

Research Plan

Literature Review

            As per the view of Bradley, (2020) culture diversity is result of believes, values of employees. In the globalised era it has become essential for firm to hire people from different culture. These diverse workforces share their innovative ideas and perform well in the firm. This aids the firm in enhancing workplace productivity to great extent. There are many companies that are considering gender, race, age etc while recruiting people and giving them promotion. If people are being hired on the bases of their race, gender then it demotives other and deserving candidate fail to get equal development opportunities. BATCH, (2020) argued that cultural diversity needs to be maintained but if it is not managed then enterprise can face issue of conflicts at workplace. Lack of respect, high level of discrimination always creates difficulty for the employees to perform their duties in significant manner. Discrimination makes the employees negative and restricts their workplace performance as well.

            According to Henze, (2020) companies are required to make effective written policies in order to manage diverse culture workforce in significant manner. Written policies indicate that if any kind of discrimination is taking place in business then company has right to take strict action against the person.  There should be non-discrimination laws and fair compensation policies. This strategy would motivate all members and they will be able to work better. This will help organisation in retaining talented staff members in the firm for longer duration. Thapa, (2020) argued that providing sensitivity training is great strategy that can help business in giving respect to values of other culture people. This will help in eliminating discrimination in organisation.

            As per the view of Scott, (2020) culture diversity brings innovative ideas in the firm as all the people with different culture share their new ideas through which firm can improve its current practices and can gain competitive advantage. This make employees feel that firm is giving respect to its employees hence they will be loyal and committed towards the workplace. Culture diversity management gives benefit to organisation in enhancing reputation of firm in market, as employees will be loyal and they will serve to consumers well. This will enhance satisfaction level of employees and they will give good reviews about the firm. This would result in generating high profit in the business unit. By hiring diverse workers firm can conduct operations under the legal direction which helps in eliminating future complexities and sustaining in market for longer duration. Workplace culture diversity management encourage workers and they feel happy. By this way these people work hard so that company can accomplish its goal successfully. Al Muqarshi, Kaparou and Kelly, (2020) stated that in order to reduce employee turnover firm is required to improve culture diversity practice so that employee feel satisfied and work for longer duration in business unit. Otherwise enterprise will have to spend huge cost on recruitment. There is need that talented staff work in firm effectively hence this is duty of managers to eliminate discrimination and measure performance of each person on the bases of their performance rather than gender or race. Companies those which are making efforts to hire pool of diverse candidates always get advantage of earning high profit and gaining competitive advantage. Firm become able to utilise skills of diverse workforce in effective manner that supports in understanding clients better and serve them according to their needs. This is the best way through which business can sustain in market for longer duration.

P2 Primary and secondary research

            Primary research is considered as type of research in which data is collected by the scholar own self.  Individual go directly to population and observe their behaviour or ask questions to them. This is considered as best toll as individual can get fresh detail about subject area and can answer research questions in significant manner. There are various methods that can be used by scholar in order to conduct primary research such as questionnaire, survey, interview etc. All these are able to give realistic information about cultural diversity at workplace and its importance (Sovacool, Del Rio and Griffiths, 2020). Primary data contains high cost as researcher needs money or travelling, software application etc. All such things enhances financial burden of scholar. It also requires huge time to gather such primary details. On other hand primary data always help investigator in getting actual and current facts that enhances quality of study to great extent. These details are highly related with current subject only hence scholar becomes able to reach to desired end research and accomplish research aim greatly.

            Secondary research is another type of research in which secondary data is being applied to conduct any investigation. These secondary sources are books, journals, internet articles, etc. All these material give insight detail about subject area and aids the scholar in answering research questions easily (Rajasinghe, 2020). These details are already available for every one hence scholar can finish study in less time. Furthermore, less cost incur in secondary research. But secondary studies uses out dated data and old information that sometimes is different from current organisational situation hence quality of findings can get affected.

P3 Research methods and consideration of cost, access, ethical issues

            Research methodology is the tool that is applied by researcher to carry an investigation in systematic manner.

• Research philosophy: Present study took assistance of interpretivism philosophy. Involvement of theories has helped scholar in developing understanding about research area and knowing more about the cultural diversity and its importance to business. Application of interpretivism supported in involving human being and enhancing subjective view related to topic (Khairuldin and et.al 2020).
• Research design: In order to conduct this research scholar has considered descriptive research design. This is the best tool that has supported individual in describing each objective deeply and gathering theories related to topic. Descriptive design makes this study simple and effective. By this way theoretical view point is being developed which supported in answering research questions in significant manner.
• Research approach: Researcher has considered inductive approach, this is most effective in qualitative studies. Present research on managing cultural diversity is qualitative in nature hence scholar has applied inductive method. Scholar has gathered material, observed that data and developed theory (Trimmer, 2020). This theoretical developed is most effective in evaluating details and answering research questions in significant manner.
• Data collection: This is another element of research that always supports scholar to gather insight detail about subject area. Scholar has applied primary and secondary both data collection sources. Questionnaire is used for gathering primary information. This questionnaire has supported in collecting current factual and highly related data. On other hand researcher has also applied secondary data sources such as journals, books, internet article. This has supported person in developing understanding about subject area and answering research questions in significant manner (Frost and et.al., 2020). Implementation of primary and secondary sources has helped investigator in reaching to end results and finding answers of research questions.
• Sampling: In order to conduct study on managing cultural diversity scholar has used random sampling method. This is simple and effective method that is applied in qualitative studies. The main purpose of considering random sampling is to eliminate biasness and involve people randomly so that generalised answers can be collected. Researcher has involved 25 employees of Hilton hotel as sample. They have participated in this investigation and given answers of questions (De Groot and Spiekerman, 2020).
• Data Analysis: Present study considered thematic analysis technique, this is so effective method and most suitable as well. This has helped scholar in preparing themes and graphs. Interpretation is done on the bases of graphical presentation. This graphical presentation clearly show the importance of managing cultural diversity at workplace

This is responsibility of researcher that to ensure completion of entire research project within allotted budget only.  Cost and expenses are highly depended upon how lengthy is research project. Present research on managing cultural diversity is interesting topic. Scholar has to invest some amount to carry this study. Buying stationary items, transportation, gathering material etc. all will incur cost to project (DATTA, 2020). Cost of this research project is 1000 USD. In this budget scholar would manage entire activities properly and will finish this project within set deadline.

 This is important element that has an impact over quality of entire research. Study will access all relevant sides and website that researcher is authorised to use. Individual has not used any unauthorised site without taking permission. All the quality material related to managing cultural diversity is involved in this research that supported scholar in answering all research questions properly (De Groot and Spiekerman, 2020).

Ethical issues:

This plays significant role in research, Individual has taken prior permission from all participants through consent letter; this letter is sent to them on their email address. They have read all guidelines and have signed it. Furthermore, investigator has involved human being into this research. In addition, study has not harmed any individual’s feeling as all people are given respect and are given right to skip questions. Data confidentiality is maintained and data related to this study is not shared with others. Researcher has taken care of dignity of all members that has helped in developing trust between scholar and human participants.

P4 Findings or Data Analysis

Theme 1: Working length in firm

Interpretation : From the above table it is identified that 10 out of 25 respondents are working in Hilton between 1-2 years. 8 participants have replied that they are in business from more than 5 years. From the above data it can be interpreted that Hilton hotel generally have employees between 1-2 year old. Workers do not retain in firm for longer duration.

Theme 2:  happy with work culture of company

Interpretation : 10 out of 25 respondents have replied that yes Hilton has happy culture where employees receive rewards and attractive pay scale. On other hand 12 out of 25 participants have said that firm does not have happy culture because high level of gender discrimination is presented which demotivate people and they leave their job soon.

Theme 3: extent Hilton hotel prioritize inclusion of cultural diversity in its employees

Interpretation : 13 out of 25 answerers have answered that to some extent Hilton prioritize inclusion of cultural diversity. On other hand 8 out of 25 participants have replied that company does not considered inclusion of cultural diversity. 4 answerers said that to great extent hotel is considering this cultural diversity. From the above data it can be interpreted that organisation is not considering the element of culture diversity to great extent. Female candidates are being discriminated at workplace as they do not get equal chance of promotion and getting high rewards.

Theme 4: company has effective HR policies to foster inclusion of equality at workplace

Interpretation: 15 out of 25 answerers believed that company does not have effective HR policies. On other hand 8 people said that yes hotel has great HR polices. It can be interpreted that Hilton hotel needs to take care to foster inclusion of equality at workplace and need to make effective HR policies otherwise it will not be able to sustain in market for longer duration. There is needed to make changes in HR policies in order to manage cultural diversity in the firm in effective manner. In the absence of it firm would face issue of survival and it would not be able to gain competitive advantage.

Theme 5: female candidates of company are treated fairly within firm

Interpretation : 10 out of 25 respondents have replied that they are disagreed that female candidates of company are treated fairly. 6 answerers have said that they are strongly agreed that company is treating its employees fairly. From the above data it can be interpreted that Hilton hotel is not giving equal rights to each employees. Men and female candidates are treated differently. Female does not get much chance of promotion or to work as manager in the hotel.

Theme 6: Gender discrimination impact on employees performance

Interpretation: From the above data it is found that 20 respondents are agreed that gender discrimination impact on their performance. Whereas 4 participants said that it does not impact on performance. It can be interpreted that gender discrimination demotivate candidates and individual fail to utilise their skill well. This impact on their working performance to great extent.

Theme 7: Company needs to work on its culture diversity practices

Interpretation : 18 respondents have viewed that Yes Company is required to improve its cultural diversity practices. Most of the people believe that Hilton does not have adequate cultural diversity polices. Gender discrimination is present at high level hence firm need to eliminate this issue in order to retain talented workforce in business for longer duration.

Theme 8: cultural diversity gives benefit to Hilton Hotel

Interpretation: 8 respondents believe that cultural diversity can help company in raising motivational level of workers. 7 answerers answered that this reduces conflicts at workplace as people feel happy hence they all work together without any issue. 6 participants said that it enhances employee retention at workplace. From the above table it can be interpreted that cultural diversity is helpful in motivating people and raising their workplace performance.

Theme 9: strategies can be implemented by Hilton hotel to manage culture diversity

Interpretation: From the above data it is found that 7 respondents believed that effective HR policies can help in managing cultural diversity at workplace in significant manner. 6 respondents said that gathering feedback from employees make them feel valued that can help in giving equal rights to each person and improving culture of business unit.

P5 Research outcome

            Results indicate that cultural diversity plays significant role in the success of organisation. Companies are required to ensure giving equal opportunities to its employees without looking at gender. Female and male both employees of organisation are assets of firm hence they need to be treated fairly. Poor HR polices and ineffective recruitment enhances gender discrimination in the enterprise. There is need to take serious action in order to eliminate this issue otherwise Hilton hotel may get fail to sustain in market for longer duration. Companies are required to retain its talented workforce and for that entity will have to ensure improving its recruitment practices. It needs to hire candidates by looking at their capabilities. Managers need to give equal chance of promotion to every person so that individual feels motivated and pout best efforts to show their capabilities (BATCH, 2020). This would improve productivity of company and firm would be able to gain competitive advantage. Hilton needs to follow equality law carefully and needs to design effective HR policies that will help in managing cultural diversity at workplace in significant manner.

P6 Effectiveness of research methods

            Researcher has used interpretivism research philosophy that was suitable and effective as well as scholar becomes able to involve theories of cultural diversity and involved human being that has raised subjective view point about topic. Involvement of this method helped scholar in knowing experience of employees at workplace and how they feel about culture diversity. By this way factual information gathered by researcher which supported in achieving research objective (Rajasinghe, 2020). Furthermore, questionnaire was used as primary data collection source. This was so effective method because all the questions were related with actual culture diversity practices applied in Hilton. By this way respondents have shared their view points that has helped scholar in interpreting data in significant manner. By this way research questions are addressed properly and meaningful valid conclusion is drawn. In the absence of primary data scholar would not be able to know the actual condition of hotel in term of culture diversity management.

P7 Alternative research methods and lesson learnt

            Researcher could have use positivism philosophy, individual could frame hypothesis and can test these hypothesis. This would have supported the person in getting more authentic and tested results that would be more effective to draw valid conclusion and answering research questions in significant manner. Furthermore, researcher could have use SPSS to analysis data. With the help of correlation individual would be able to know relationship between gender discrimination and employee performance. This testing would help in answering research questions in most effective manner (Sovacool, Del Rio and Griffiths, 2020).

            While working on this project I have learnt that gender discrimination can impact on moral of person and individual fails to perform better at workplace. I learnt that research methods need to be applied properly otherwise it can turn the results.  I would have to understand the nature of research and accordingly methods need to be implemented. This can give better results. Furthermore, this study has improved my communication and research skill. Earlier to this I was not able to interact with others properly but now I am able to manage interaction properly.

            From the above research it can be concluded that cultural diversity is important tool for gaining success in the market. If companies are able to manage this cultural diversity problem then it would give benefit of retaining talented workforce in the firm for longer duration. Enterprises need to ensure to make effective HR polices so that it can treat its workers well. Working efficiency need to be evaluated purely on the bases of performance of person rather than gender, race, culture.

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Impact of Talent Management Strategies on Organizational Success

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