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Introduction Of Managing A Successful Business Project

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Ability the board is the consistent cycle that advances in drawing in and holding high gifted and capable workers, fostering their abilities and continually urges them to improve their exhibition. This examination point has wide degree in current and future situation on the grounds that a large portion of the organizations are embracing ability the executives’ procedures and will receive in future.This examination task will go about as reference project for all organizations which will execute ability the board methodologies in future. M&S are one pf the leading retailer in the UK market which are working in retail industry sand providing all the product and services from the retail industry. In this exploration task will examine about effect of ability the executives’ procedures that utilization by Marks and Spencer to draw in and hold workers in the organization (Mupepi, 2017). The report will include the research on the given topic and explain the rank of talent administration in workplace. Working in development through the research methodology and increasing the data analysis to know the ground knowledge for the same.

P1 Aims and Objectives


“To analyse talent management strategies that are used by businesses to be able to retain and attract people. The study is on: (M&S) Marks & Spencer”.


  • To comprehend the topic of talent management.
  • To evaluate the maintenance of people in Marks & Spencer by implementing talent management strategies for the long run.
  • To analyse the issues which the company is having by adopting to Marks & Spencer’s talent management strategies.
  • To recommend methods and strategies for the company to overcome the issues which they are having.

Research Questions

  • What do you mean by talent management?
  • What are the ways to evaluate the maintenance of people in Marks & Spencer by implementing talent management strategies for the long run?
  • How to analyse the issues which the company is having by adopting to Marks & Spencer’s talent management strategies?
  • What are the recommend methods and strategies for the company to overcome the issues which they are having?

P2 Project Management Plan

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

Aims and objectives of Project:


“To analyse talent management strategies that are used by businesses to be able to retain and attract people. The study is on: (M&S) Marks & Spencer”.


· To comprehend the topic of talent management.

· To evaluate the maintenance of people in Marks & Spencer by implementing talent management strategies for the long run.

· To analyse the issues which the company is having by adopting to Marks & Spencer’s talent management strategies.

· To recommend methods and strategies for the company to overcome the issues which they are having.


Talent management works on the development of office and it increase the process of development in professional to increase the retention rate and develop business performance for the company M&S. Talent management increase the process of future development in business for the company and increase the performance. (Collings, Mellahi and Cascio, 2019).


Communication models used by the organization like, Communication code scheme, linear communication models, the interactive models etc. and modes like emails, messages etc. These are used by the organization to increase the overall process of communication in workplace and develop a better working.


Human Resources: HR are working on development of resources so that the company does not get shortage of people and have option when needed.

Physical Resources: Physical resources like infrastructure, product, services etc. are need to be developed to increase more audience and connect with more people.


M&S are working in creating online database to increase safety procedures.


Cost is upon the ways the research is being done by the researcher. Different methods used different amount of money in the process.


The given timeline is the deadline for the time which is 11 week to completed the research.


 There are different risk in the workplace on which the project management works as it is working on development and need proper formation process to increase busienss(Begari, 2017). 

M1 Comprehensive analysis

As everything is discussed in the above project management plan. It is essential for the organization to work according the plan and create a better impact on the overall business (Zygouritsas, 2020). This can lead to increase in performance and develop overall process of development. The Aim and objectives are provided in the research project and the monitoring is being done on the process of WBS and Gantt-chart. The overall impact on the business and the aim and objective to be achieve from the process of plan in management.

P3 Work breakdown structure and Gantt Chart

Gantt chart:
















Collection of Data

Data Analysis

Conclusion and Recommendation

Submission and Final Report

Break Down Structure

The WBS provide the information into the structure the research is being done on the project. It reflects the ways in which the overall project management is being done in different structure. It provides the understanding in how the work is being formulated and created in different time of weeks (Yu and et.al., 2020). Both the WBS and Gantt-chart are providing the understanding of the research topic to be done in a way to represent the overall process of understanding. Introduction is being done in 1st week then the following task are done to complete the research within the 11-week given.

D1 Critically analysis

The advantages of the research are that it will help in understanding the topics and creating a better process of development of knowledge in business for M&S. developing of knowledge for the topic and creating an understanding for the talent management. The disadvantages are that it took time and a lot of investment in doing the research.



Examination approach allude to the cycle wherein all the exploration is being done and the interaction of examination and information investigation, impediment are being found by the analyst.

  • Research Type: there are different type of research in the research type. Qualitative and Quantitative research methods to work on the given topic. It is essential for the business to develop ways to increase the research and provide the development in research topic details. Working on the research the research will use the qualitative research methods to provide the theoretical data presentation in research.
  • Research Approach: Research approach refer to the approaches made by the researcher while working on the research and developing all the necessary process to increase details of business research on topic. There are two type of approach one is inducive and the other one is deductive research approach.Because this is a qualitative study, the inductive methodology will be used. Qualitative studies reveal information about human beliefs. (Ørngreen and Levinsen, 2017).
  • Research Philosophy: Research philosophy provide the in-dept knowledge of the organization and develop the research explanation. It is of two types positivism and interpretivism. Realism is referring to realistic and interpretivism are the interpretivism in the philosophy. The researcher will do the interpretivism philosophy in research.
  • Data Collection: Data collection refer to the process of providing the collection of data on the given topic. There are two type of data collection which can eb done. One is primary and the other one is secondary research. The primary research refers to the first-hand research and on the other hand the secondary research refer to the second-hand research. The researcher will do primary research in the given topic.(Snyder, 2019).
  • Sampling: data sampling is a way in which the data are being sampled and it is vital for the research. It is done in different ways but the research done the simple random sampling of data sampling in the given topic. This help in finding the random data for the given topic and help in getting true information in workplace’s
  • Data Analysis: the data analysis is done in the thematic way and it is essential for the researcher as using this method help in getting the theoretical knowledge for the same topic and help in explanation of better research. The research is done in the qualitative manner which help in developing a theoretical explanation of data.
  • Ethical Consideration: Ethical consideration provide the declaration of the process of working by the researcher in the proper ethical way of representation of data. (Attia and Edge, 2017). It is essential for the researcher to provide the true data and does not use the false data. This provide the ethical declaration form from the researcher to respondents to fill which provide that the information is valid and true.
  • RM Limitations: working in the given timeline and utilise the researches and the time limitation and working in given time to make the research complete.
  • Validity and Reliability: Validity and reliability refer to the process of development of valid information from the researcher and the reliable data which the researcher is providing on the given topic. It is vital for the investigator to provide the necessary information with the proofs and reliable sources(Mohajan, 2018).

M2 Primary methods applied

The project management is done and the primary methods which are applied in the research are the questionaries and interviews in the research on 30 respondents to get a better understanding of the topic and develop a better knowledge on talent management.


P5Analysis and Data collection

The first theme is that talent management methods are critical to the company's growth.

Q:1 Do you observe that the implementation of talent management strategies within an organization can lead to success?


a) No


b) Yes




Interpretation:According to the above-mentioned pie chart, only 4 employees out of 30 responded that talent management methods are not vital for the company's performance. They believed that implementing talent management techniques necessitated HRM management competence, and that by doing so, the business would be able to reap the benefits of implementation. However, they lacked any rational evidence to back up their claim.While 26 participants agree with the above-mentioned fact that talent management techniques assist companies in adopting all ethical business practises, which in turn attracts fresh talent and encourages existing employees to stay with the company and perform honestly office.Talent management strategies are crucial to the company's performance, according to the overwhelming majority of responders.

2: Since implementing talent management practises, Marks and Spencer has had promising benefits.

Q:2 What is the changes and difference which Marks & Spencer has gained after the adoption of talent management strategies?


a) Productivity of organization increase


b) Staff competitiveness is high


c) performance of employee surge


d) Above all




Interpretation:It very well may be determined that available of thirty members just three representatives answered that Marks and Spencer have acquired positive effect after appropriation ability the executives’ systems that is increment worker's efficiency proportion in the work environment. They accepted that Marks and Spencer are one of the great effective organization since it generally offers need to its clients and representative’s prosperity. In this way, it generally takes drives to offer worth to the staff and client’s sentiments. Ability the board techniques i.e., enlist just right gifts and so on upholds Marks and Spencer to draw in right abilities for the assigned posts. Then again, 1 member remarked that Marks and Spencer have empowered to hold exceptionally aggressive staff in the organization with the help of ability the board systems. In final 25 workers said that Marks and Spencer have accomplished number of positive effects after selection of ability the executives’ procedures i.e., profoundly aggressive staff, increment representative's usefulness just as upgrade organization's presentation in the business market. It tends to be deciphered that organization has acquired advantages.

Theme 3: Following the implementation of personnel management practises, Marks and Spencer acknowledges generational differences and provides equal opportunities to employees of all ages.

Q:3 Is there is a balance of respect and opportunities of all different age groups which are present in the company by using the right talent management strategy?


a) Yes


b) Not sure


c) No




Interpretation:According to the above-mentioned pie chart, 28 communicators quickly responded that Marks & Spencer respects the generation gap and to provide equal opportunity for the employees of all ages after implementing talent management measures.They considered Marks and Spencer to be a highly valuable corporation among other successful businesses that strive to maintain a balanced input-output ratio. While Marks and Spencer employ a variety of talent management practises, including equal opportunity for all genders. As a result of this, the company experiences more beneficial effects on its corporate culture, such as the ability to sustain the health of a diverse staff. Furthermore, the company's business performance improves as a result of this.Just a single up-and-comer couldn't help contradicting above satiated actuality and said that Marks and Spencer can't offer equivalent freedom to expanded labour force for long time on the grounds that this ability the executives’ systems require high association of HRM practices and understanding degree of staff then, at that point organization can acquire positive effect on its business. However, the applicant didn't have any proof to demonstrate explanation.

Theme 4: M&S management has implemented talent management strategies in order to retain and attract employees.

Q:4 What are the measures and strategies of talent management which have been taken by Marks & Spencer to retain and attract individuals in the corporate?


a) Description of Job


b) Development &trained


c) continuous improvement Opportunities


d) Abovell option




Interpretation: It is assumed that only two representatives out of 30 responded to the above highlighted fact that Marks and Spencer's management has implemented a detailed set of working duties system to attract and retain qualified personnel in the organisation.They claim that perhaps the itemised expected set specified tasks approach is the most effective method of implementing initiatives in hiring qualified candidates for allocated positions from of the group.As a result, Marks and Spencer has become known as one of the most valuable companies in terms of employee perspectives. Marks and Spencer, on the other hand, has implemented a training and development plan to recruit and retain exceptional people, according to two employees.They believed that everyone wants to be supported for improving their personality wherein they perform their operations.The remaining 26 respondents stated that Marks and Spencer had applied all of the aforementioned talent management practises. As a result, it is possible to attract and retain highly trained and talented employees, and these techniques assist the company in establishing a highly dependablevariety in the marketplace.Founded on the popular of responses, it can be assumed that the organisation has used all of the aforementioned techniques in order to sustain talented employees' productivity.

Themes 5 The challenges that Marks and Spencer have faced since embracing personnel management practises.

Q:5 According to you, what are the issues which the business faced after adapting talent management strategies in the company?


a) Compensation demands


b) Increase turnover of employee


c) a and b


d) None




Interpretation: According to the results, 5 employees out of 30 said Marks and Spencer had a substantial staff turnover problem after implementing talent management practises. They believed that talent management techniques should always direct companies to retain only highly competent employees and improve their workplace engagement.Marks & Spencer's administration is always focused on ensuring that each employee is highly competent and up to par, which can put pressure on staff, causing them to leave the job. However, they lacked evidence to back up their claim. However, Marks and Spencer have faced all of the aforementioned challenges in its business, according to the remaining 29 members.The reason behind this is that Marks and Spencer's staff is unable to manage talent plans successfully, and they do not make individuals feel at ease, which causes them to get frustrated with their jobs. These are the primary causes of the problems that M&S has encountered.

Theme 6: Marks and Spencer can be proposed solutions to the concerns that have been identified.

Q:6 What are the recommendation and solutions for Marks & Spencer for solving their problems?


a) 360-degree feedback strategy


b) All of them


c) Effective leadership


d) Implement effective HRM practices




Interpretation: It was discovered that out of 30 employees, three said that Marks and Spencer must pursue a strong initiative procedure so that it can effectively negotiate all recognised difficulties.According to them, excessive employee turnover is a result of management's ongoing demand on employees to become exceptionally talented after implementing talent management approaches.As a result, it is critical for Marks and Spencer's executive to implement a good coaching technique in their daily operations so that they may better understand the demands of their employees.On the other side, 24 participants believed that if Marks and Spencer implement all of the above-mentioned techniques into its processes, it will be able to effectively resolve all of the highlighted challenges, resulting in beneficial organizational performance.

P6 Findings

It’s been determined that Marks and Spencer have had a variety of positive effects on its business as a result of using people management practises. The basic goal of talent management is to generate highly competent and motivated employees who will help the organisation stay in business for a long time.The findings of the research are that it is proving the information for the talent management and its crucial impact on the business which need to be developed in increasing overall results. Talent management helps the business in increasing the objective and also retaining the best of the candidates in the workplace for a longer period of time. It can be concluded that Marks and Spencer recognise generational differences and offers opportunities to people of all ages. It indicates that talent management solutions assist Marks and Spencer in implementing fair workplace policies, which allows the organisation to retain highly competent employees.As indicated by the view, Marks and Spencer's administration needs to utilize different range of abilities, like compelling initiative hypothesis and 360-degree input strategy, to successfully adapt to high staff turnover issues.


It is vital for an organisation to have the greatest techniques to increase and utilise talent management, as well as the desk should always strive to provide the best use of talent management. recommendation to increase the retention rate through different methods of increasing the rewards and remuneration in the workplace So that they may save money on training and education and use employees who have been working hard for years, they would stay in the organisations and strive for the growth. The tools and techniques for retention in the workplace by giving the rewards and promotion in the organization and increasing the retention rate of business.

M3 selection tools and techniques

The tools and techniques are that it helps in understanding the actual market knowledge about the topic of talent management in the workplace and it is essential to get the best knowledge form primary research(Kahila-Tani, Kytta and Geertman, 2019). Face-to-face interview, focus group, in-depth interview, online surveys are used.


P7 Reflection

Working on the project when I was going zeroing in on the ability the executives’associations, I understand that itcrucial associations to have utilization of their human asset and the ability which they are consuming in their associations. I feel it’s vital to keep up the ability the board cycle in the association and it is significant for the associations do use the most ideal approaches to expand their ability the executives so they can upgrade the functioning society and furthermore help the association in accomplishing the general targets and objectives. At the point when I held a ton of representatives, I understand a positive effect in the Marks and Spencer and it is additionally helping in giving the best administration so the representatives who are held work harder and the maintenance interaction incorporates a great deal of ways where I need to take choices as indicated by the requirements and needs of the circumstances and the issues the workers are confronting. it is vital to comprehend the issues which workers are confronting so we can keep up.

Working on this I understood the writing, I saw that it is vital to have the ability the executives at Marks and Spencer so they can assess their administration affect and can expand a great deal about the cycle of how the administration of ability can be worked in the advancement of Marks and Spencer and how these systems can be made to build the presentation of the associations for a more drawn-out timeframe. while doing the exploration approach I did subjective examination over quantitative exploration in light of the fact that subjective exploration gives a social conviction and understanding of the necessary working. At the point when I centered under technique, I pick the examination approach of the inductive methodology in light of the fact that the exploration is done in the subjective information and in subjective information the methodologies incorporate inductive because of the human convictions, deductive methodology is utilized in the quantitative information of portrayals including mathematical information portrayals. Exploration on thirtydefendants of the associations and I feel it’s vital to comprehend by and large comprehension about the ability the executives for better of the association. I did essential information assortment interaction to discover a ton of exploration on the point to track down the best utilization of ability the executives thus that it can help other. Diminish and individuals who need to comprehend the ability the board in a superior manner. there are a great deal of impediments while doing the examination and I did all the exploration in the given limit assets including the restricted timeframe and assets which I will get an additional a general decent portrayal of the examination to clarify the better of ability the executives at Marks and Spencer. It is fundamental for them to foster an interaction of expanded preparing and maintenance measure by making new techniques of advancement and improvement in working environment

M4 learning and performance

The self-learning are the development in understanding more about the process of research and understanding the time management proves while working on the project topic (Dumfordand Miller, 2018). The research is providing the understanding of management skills and developing better resources to create an impact on topic knowledge. It is helping in creating a better process of knowledge (Galli, 2018).

D2 Positive and negative

The positive factors are that working on the talent management is helping in understanding the workplace better and creating ab better process for M&S. it is crucial for the company to develop talent management strategies to increase in the overall results. The negative is he limited time and working on the topic for the given company need more time to increase better results.


According to the findings, talent management is critical for Marks & Spencer in order to achieve all of the organization's objectives and goals, as well as improved results for the future. It is critical for businesses to use the talent management method for an extended length of time.It is reasonable to infer that informing administration is critical in the M&S abilities the board is required due to the extreme lack of kinds of constancy in the collecting, which has an effect on the affiliation's planning and enhancement costs.


Books and Journals

Attia, M. and Edge, J., 2017. Be (com) ing a reflexive researcher: A developmental approach to research methodology. Open Review of Educational Research4(1), pp.33-45.

Begari, V.K., 2017. Quality Plan for a Construction Project. International Journal of Automatic Control System. 3(2). pp.8-21.

Collings, D.G., Mellahi, K. and Cascio, W.F., 2019. Global talent management and performance in multinational enterprises: A multilevel perspective. Journal of Management, 45(2), pp.540-566.

Dumford, A.D. and Miller, A.L., 2018. Online learning in higher education: exploring advantages and disadvantages for engagement. Journal of Computing in Higher Education. 30(3). pp.452-465.

Galli, B.J., 2018. Change management models: A comparative analysis and concerns. IEEE Engineering Management Review. 46(3). pp.124-132.

Kahila-Tani, M., Kytta, M. and Geertman, S., 2019. Does mapping improve public participation? Exploring the pros and cons of using public participation GIS in urban planning practices. Landscape and urban planning. 186. pp.45-55.

Mohajan, H.K., 2018. Qualitative research methodology in social sciences and related subjects. Journal of Economic Development, Environment and People, 7(1), pp.23-48.

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

Ørngreen, R. and Levinsen, K., 2017. Workshops as a Research Methodology. Electronic Journal of E-learning, 15(1), pp.70-81.

Snyder, H., 2019. Literature review as a research methodology: An overview and guidelines. Journal of Business Research. 104. pp.333-339.

Yu and et.al., 2020, September. Riser Integrity Management Plan for Lingshui 17-2 Project. In The 30th International Ocean and Polar Engineering Conference. International Society of Offshore and Polar Engineers.

Zygouritsas, N., 2020. Data Management Plan.

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