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Contents
AKNOWLEDGEMENT 5
ABSTRACT 6
Key terms 7
CHAPTER 1 8
INTRODUCTION 8
1.1 Background 8
CHAPTER 2 18
2.5.4 Rewards 23
27
29
Figure 1: 30
2.16 HYPOTHESIS 31
CHAPTER 3 32
RESEARCH METHODOLOGY 32
3.4 Population 38
3.8.1 Questionnaire 44
Structured Questionnaire 44
Unstructured Questionnaire 44
3.8.2 Hypothesis 45
CHAPTER 4 47
Data Analysis 47
4.3 Regression 48
4.3.1 Anova 49
4.3.2 Coefficients 49
4.4 Descriptive 50
CHAPTER 5 51
5.1 Conclusion 51
5.2 Recommendations 51
REFERENCES 53
APPENDIX 60
QUESTIONNAIRE 60
AKNOWLEDGEMENT
While doing this research we have learned so many things, these all the things that we
have learned will surely help us in the future. We are very much thankful to
MUHAMMAD ALI JINNAH UNIVERSITY who provided us this platform where we can
prove ourselves and also thankful to our teacher who supported and guided during this
during this research. Special thanks to our teacher ABDUL WAHAB KHAN for his
encouragement, constant support and supervision. He helped and pushed us for the
best. We are grateful to him; he give us a platform to do the research; below his
ABSTRACT
literature for understanding the deep relationship between talent management and
organization performance.
The quantitative approach has; been used and the data has been composed from the
complete the survey. This study results in positive direction and indicates the positive
have studied in this study which are talent retention, talent attraction, t&d, and talent
identification.
This study provides the insights that how TM is significant for society and how it helps
Key terms
INTRODUCTION
1.1 Background
The strength of the organization is HR and it is considered very important. The most
One of human resource development measures is talent management all around the
world that; successful organizations; takes which includes the organization to retain
and recruit experienced talented employees to boost performance. They should pay
In addition, the war for talent was proclaimed in the 1990s; and the key roots of talent
strengthening of the culture and values of the organization, the capacity for employee
The unique talents of their workforce are not maintained, rewarded and effectively
developed by most of the organizations. This thing results in that, the employees try to
change from one organization to another, to see that from which place they belong.
Such organizations are likely to try HR with a high degree of competence and
expertise. Due to the lack of a real talent management system in place. HR is seeing
the essence of talent management. Not only does it increase; their productivity, but it
also increases their motivation, job satisfaction and there is also a high staff retention
rate when employees' talents are recognized. Human Resources roles such as
succession planning, performance evaluation, t&d and recruiting and selection aim to
recognize, if not advance, the role of talent management. To make employees more
efficient, effective and motivated to stay at work, the talent management process
involves every HRM practice. In 2019, research was conducted in Bangladesh in that
research authors come to know about “various HR activities and training programs in
the organizations which ensure career path for performance to perform more
goals; the performance of the organization is the analysis of the performance of the
company. The performance analysis of the company compared to the objectives and
pointer that measures how fit and originality achieves its objectives. The performance
assets is the organization which involves HR, capital and physical for the benefit to
performance, but this cannot be done without employees. The powerful impact of t&d
not only on the skills and knowledge of employees, but also on the commitment of
The most developed and vibrant sector of Pakistan is the Pakistan’s manufacturing.
Pakistan, out of 759 there are 25 multinational companies. 70% of finished medicine
exposed to confident market advances over the previous period of time. By investing in
their research department, this sector is thriving year after year. (Abbirahman, &
requirements and the international guidelines. Despite being a new entrance to the
global market, exports from Pakistan's Pharmaceutical Organization have crossed US$
pharmaceutical organization is now able to export 5 times its export vision. US $ 500
million is their target for exports by 2020. By providing drugs and medicines to millions
story. Most vibrant and much developed sector of Pakistan is Pakistan manufacturing.
(Foster, 2015).
Pakistan Pharmaceutical industry is very forward and vibrant industry. There was no
not only providing the medicines with in the country but also it is well set to take on
the ability of its companies to compete for talent is the single biggest challenge in labor
Resources Management is searching for the need to handle talent. This study will
addition, a further challenge is to explore how talent retention, talent identification, t&d
and talent attraction work as variables in talent management are interlinked with
reflecting the performance of the organization. Along this we will identify the loop hole
that is organization not providing training to employees or not mentoring them or not
responsibilities to employees within their role would be given by the training and it will
also boost their confidence and this confidence will affect their performance in the
organization and this will be effective for the organization. Employees on top of
changing industry standards and are competent will help the organization to become a
strong competitor and can hold the position of the leader. The researcher inspects the
The study found that t&d has significant positive relationship with employee retention
by using the data from 1191 employees from 7 organizations. The same survey was
done by the Pakistan’s banking sector in which the results were that the significant
The researcher recognizes that the effects of incentives, employee benefits and
Nahashon, 2015). Training and incentives both have a significant impact on the
pharmaceutical organization. This is how the training provided to the staff of the
pharmaceutical organization.
organization.
in pharmaceutical organization.
pharmaceutical companies?
pharmaceutical organization?
The analysis will promote the human resource specialists of the pharmaceutical
sector to understand and identify the importance of the role of talent management to
enhance the performance of the organization. The explanation behind TM is that the
industry is run by workers, they are the ones who make profit by using business assets
to manufacture goods and services that people need. The implication is that better
people in the organization will perform better, and that is the rationale behind TM for
attracting, developing, and using the best intelligence to achieve greater business
organizational efficiency. On the basis of these claims, the researcher aims to define
2017). However ,A survey by Human Capital Institute’s and Aberdeen Group found
that studied out of 170 companies , 57% said that they were unable to attract the
companies’ chief concern was the issue of challenges in applying succession planning
also CIPDs (2012) learning and development survey found that about 75% of
This research will help the human resource managers to judge the effects on
This research study will assist HR managers in evaluating the effect of talent
management on employees ' performance. The outcome may help managers rethink
their talent management strategies which may help HR managers add more resources
across in practice and highlight in literature. For this purpose, the pharmaceutical
opportunities and constraints with regard to TM. The first objective of this research is to
limitations, to identify the success of TM practices and systems, and relate their
used by organizations. The research also aim to propose a set of practices that based
person, developing the skills and abilities of the individual required for vacancy, and
The idea of talent management was born from World War 2. When the McKinsey
Consulting Group declared human resources "War for Talent" at the end of the 1990s,
the strategic importance was realized. Talent management act as an anchor for the
success of the organization in three factors of talent management, and these factors
are the creation of careers for employees, development and reward plan, it will helps to
ensure quality of work and leads to better performance (Rabbi, et.al, 2015).
and to keep employees motivated to stay within the company to minimize turnover. It
refers to various practices and policies which let employees to be committed with
organization for longer period. There are two categories of retention, one is intrinsic
and the other is extrinsic, and the intrinsic includes non-monetary rewards that help to
satisfy the psychological needs of employees, while the extrinsic rewards include
monetary rewards that help to meet the physiological needs of employees. Extrinsic
It represents the stages that start with opening or providing one or more job positions
and ends with the new engagement for organizations, it attracts employees. Talent
acquisition elements include recruiting and quality, workplace identity, employee value
needs the organization to use different methods to find and select an employee who
fits into the culture of the organization and the value of the organization (Karuri, &
Nahashon, 2015). Recruitment of talent pools is the first and important task, the talent
pool is a group of potential or talented candidates that will lead the organization to
The systematic learning of attitudes, concepts, knowledge, roles, or skills that results in
training has become an important part of talent management; it ensures the skilled,
competent and motivated employees. Through training, orientation programs and
organization.
Skill enhancement process for managerial jobs. In this competitive business era, talent
counseling or further activities for make and organization competent and increase
organization and opens or finds potentials for future. According to (Tatoglu, 2016), it is
becoming vital to identify pool of talent for future leadership and growth. Talent
One of the limitation of this study is the limited generality of the results, Due to time
and cost limitations, a common sample technique will be used large number of sample
gives the accurate results. The data which provided by an organization is considered
the sample size of study remains to 150 questionnaire and last one is lack of time
Due to the unexpected situation of Karachi, Corona virus vacations are given so that
CHAPTER 2
The analysis of the literature review related to these research variables is provided in
pharmaceutical organization. First of all, it will cover the literature review of the
After the study of McKinsey, a concept regarding Talent management has raised in the
late 1990s “War of talent”, which took the importance of attaining talented people to
motivates retains, and develops the people for now and till in the future (Armstrong,
and talent deployment in the organization. (Kahinde, 2015)This means that the
organization systematically identifies key positions within the organization that play a
separate role in development and gives the organization more strength to face rivalry,
retention so growth of its staff, companies need to establish and incorporate talent
management strategies that (Gardner,, 2016) play a key role in closing the gap
between the talents expected and the existing talents required to achieve their
objectives (Blackman, & Kennedy, (2019) claimed that talent management practices
are conducted during the life cycle of employees. Furthermore, (Agbaeze, Monyei, &
Agu, 2017) This has suggested that talent acquisition is all about having skilled staff
with the best expertise and abilities to execute vital roles with a view to achieving the
HR roles.
Selection of candidates for potential leadership, not for a particular job Succession
Selection, is the future career selection of recognized talent based on their abilities,
preparation is to test the capabilities of current human resource and link them to the
future need. (Agbaeze, Monyei, & Agu, 2017). This relies on the developmental
systems of human workers to train heirs for vital roles. By the end of the day, the key
goal is to build good leadership structures and to reduce the instability in terms of
retention.
For both people and organization development is very much important, as workers with
suitable expertise and capabilities can boost the comparative position of the company
and enhance the capacity to respond to a changing climate. Growth and schooling are
separate terms. (Blackman, & Kennedy, (2019). You may train workers to respond to
statement forms a huge challenge for the organization (Mathis & Jackson, 2011)
(Armstrong & Taylor, 2014) describes growth as "a mechanism that enables people to
change from a current state of understanding and ability to a future state in which
higher abilities, expertise and skills are needed. According to CIPD (2006), the
methods and relationships. Therefore, (Armstrong & Taylor, 2014) specified that the
Education: The development of the abilities, principles and expertise required in all
aspects of life other than knowledge and skills specific to those fields of practice.
Training: a structured transformation of actions by learning experiences, techniques
and training that allows individuals to achieve the degree of knowledge, skill and ability
Getting and supporting the most suitable workers would allow companies to minimize
costs while delivering an improved outcome. In fact, the cost of inappropriate recruiting
practices can be between 20% and 200% of the annual wage, in fact to the effect of
replacing the wrong candidate and recruiting and preparing the next employee (Foster,
2015).describes attractiveness as the processes that are observed. It aims to build the
identity of the company and, through recruiting methods, it has a significant influence
(Tyson, 2014), the following processes consist of an efficient and structured recruiting
process:
There are two approaches for internal and external procurement, so it is important to
consider how positions should be filled internally due to their positive effect on
companies.
2.4.3 Recruiting policy
There are 3 main rules to remember that are, in terms of hiring decisions, the degree
Purplish content is used under such circumstances, such as job title, to attract the
This requires comparing, studying and taking decision to disagree or agree hiring the
The final step in the recruiting process, which involves notifying a good individual as
Madan, & Srivastava, (2015) claims that retention is essential because it will lead to
poor output in otherwise successful units. Good retention strategies can influence the
policies are developed to guarantee that individuals are dedicated members of the
company. The consequence of these rules is a flood of talent that generates and
maintains talent pools (Armstrong & Taylor, 2014). According to Madan, & Srivastava,
(2015) workers remain or leave jobs for a variety of reasons, such as workplace ties,
business and corporate factors, regional global problems and other causes. In
addition, there are other elements acting as retention drivers these include:
Organizations with specifically defined goals and with managers and personnel
in particular workers with a view to enhancing their financial and career paths.
There are many activities that can improve success, such as supportive partnerships,
equal rights, job stability and job-life balance, input, and career growth and
development.
consolidation, lead to a low degree of jobs. Retaining and increasing the degree of
2.5.4 Rewards
Wages, Incentives and Performance: better wage or overtime is the key reason why
workers leave jobs and move to another workplace, so it is crucial for employers to
have affordable and equal incentives that complement workers ' skills.
Individual development incentives ranked first among the reasons why workers have
procedures, and approaches used to assess job duties and incentives, all impacts of
jobs.
Training and growth has generated a great deal of attention in the form of recruiting of
prospective workers and the advancement of existing employees (Alias, Noor, &
Hassan, 2014). The growth aspect, described by Berthon et al as being one of the
for career growth and flexible work conditions are future advantages that workers find
most relevant when evaluating the employer. In addition, a study by found that the
commitment of the business to job growth was more appreciated by candidates with
strong work experience when considering workplace marketing signals (Alias, Noor, &
Hassan, 2014). It also noted that businesses with a strong talent management spend
workers are paid by the employees of the company. Therefore, T&d are also closely
This theory is about labor management, it explains the relationship of employees with
Maslow theory of need is the one of the theories of motivation, according to his theory
there are five stages of needs, one need satisfies than it raises to other. The more
organization plan and manage this hierarchy the more it leads to satisfaction of
continuing needs, the talented employee within the organization knows the benefit of
return of training while the organization also complement with training allowances to
encourage the employees to work cheerfully. This theory gives transparent image of
which helps to increase the profit and performance of an organization. This theory
elaborate that organizations should not only engage employees but also sharpen their
attention on the fact that that fairness and equity within the organization.
The scope of talent management is divided into four components: talent attraction,
talent identification, t&d and retention. Each component plays an important role in
talent management and helps to improve the performance of the organization and
succession planning in order to improve the satisfaction of the organization and its
employees. The four categories that shape talent management are a process for an
With the challenges which every organization may face now or in future, organization
must prepare their selves for future challenges and prepare strategic recruiting
Organizations must develop a learning environment for an organization which will allow
which is fair, allowing for continuous mentoring and coaching for feedback, and
The decisions regarding to the human resource goals and human resource practices
made by dominant decision makers which includes supervisors and top management
that determine the overall strategy of an organization. The talent management includes
the external and internal factors and the norms, values and interests of organizations
(Thunnissen, 2016).
In last few years talent management is under the attention and become important for
reveals that organizations are busy in managing talent for better performance and to
be financial stable for being competitive. In his study, it indicates that organizations
should move their human resource away from administration. The conceptual model of
talent management shows the relationship of its components with the performance of
an organization. The definitions of talent may vary from culture to culture and other
individuals as those who has potential and power to increase the future value of an
According to Son, Park, Bae, Chihok (2018), these individuals have exceptional skills
and technical abilities in specific areas of their field. They are leaders who have the
potential to improve and improve performance in both the present and the future.
However, the definitions are narrow and focus on specific human resource
Adewale, and Adeniji, and Salau, and Falola, Hezekiah, (2016), see talent
If the organizations wants to win a war of talent and are willing to increase
performance, then they need to keep finding and nurturing the peoples who have
potentials and these extraordinary people must develop capacity and new approaches
and Adeniji, and Salau, and Falola, Hezekiah, (2016), In order to retain and attract
talent, there are two main reasons: firstly, to ensure that organizations attract and
retain talent management; and, secondly, to ensure that talent management is carried
out in the field in which employees work. Talent is seen as a lever for organizational
success, has been cleared to many organizations, and instead of being distant from
capital, organizations are far away with talent. Talent management is becoming critical
because of the complex business environment, it has been observed that the way
people are managed and developed at work has been the primary factor in the growth
Organizations evaluate the effective organizational policies which reflects the culture
work within the organization to managing the talented employees for organizational
growth. When talent of an employee’s recruit successfully then the human resource
and Adeniji, and Salau, and Falola, Hezekiah,(2016), states that measurement of
physically active, spiritual wellness and personal influence. High performance of any
from the assumption that strategic problems within organizations are complex and
tensions, contradictions and paradoxes, the managers are responsible for identifying
searching of contradictions within the organizations in the field and attempts to identify
and acquire balances which helps to trade of between two contradictory forces.
isolation, the variables of talent management plays important role in increasing the
attractiveness, talent identification, t&d, they all work together in order to increase the
organizational policies and environment also effects the performance while the
success of the company, but there is a lack of significant relationship, but its variables
2017).
organization. This in turn helps to motivate and retain the effective workforce within the
important factor in management research and the most important indicator, managers
understood that organization is successful only if it achieve its goals effectively and
efficiently. Thus, the organizational theories which supports and follows the idea of an
organization that attain the performance, in this context high profit is the one of the
Source Adapted from Wageeh A. Nafei (2016). The Impact of Talent Management on
Organization’s performance.
2.16 HYPOTHESIS
CHAPTER 3
RESEARCH METHODOLOGY
A research design provides a substructure for the collection of data and analysis of
data. Research design indicates decisions about the scope of aspects of research
process and priority being given to that, the research design helps to implement the
research method and the analysis of data (Bell, Bryman, Harley, 2018).
Research design clarifies the processes necessary for gathering information, it helps to
design the study which assist to test the hypotheses and answer the feasible research
A research designs can help to study business problems, to simplify the understanding
An exploratory research is useful when little data or theory is available for research to
develop a hypothesis and researchers may find difficulties to formulate the statement
of the problem. In other words when researchers know little about an opportunity or
problem, it designates to find new patterns, relations, idea, themes and many other
(Hair, 2015).
problems, this type of research normally used to identify the related track to gain
additional insights before developing any approach or define the entire problem
inputs or tentative results which helps in further research and use as determinant for
A descriptive research design use to define the data that describes the characteristics
of research topic, and the hypotheses provided from this theory helps to determine or
specifically designed for answer that (Hair, 2015). The main purpose of the research is
to define the characteristics or function of study, this research assumes that the
researchers has relevant knowledge for problem or situation but this research
conducts after researcher gain grip on problem or situation (Zikmund, 2013). This
research requires the clear identification of six Ws of the research i.e. who, when,
what, where, why and way, until the acquired information has defined clearly.
Descriptive researchers usually includes but not limit to these following methods:
Secondary data
Surveys
Panels
It includes the stream of information from variety of population elements only once. It
In single cross-sectional there is only one sample of information and respondents and
acquired only once. While in multiple cross-sectional there are two or more samples of
information and respondents and acquired only once but information from different
These designs have fixed samples and measured repeatedly on same variables, and
This research is a form of definitive analysis, the main objective of which is to examine
the cause and effect of the relationship of variables in the sample. For example, the
(dependent) of a relationship/study
Causal research helps to find conclusions that when one thing happens then other will
This study is based on descriptive research and the reason behind the nature of type
study is that hypothesis has been developed and it helps to measure the
different methods can be used like survey, secondary data, panel, observational and
other data. This research based on surveys and secondary data which will helps to
analyze the problems and understand the developed hypothesis, that how talent
management and its variables i.e. talent retention, talent identification, talent attraction,
Deductive approach used to enables the purpose of research from general to specific,
not includes the shaping of hypotheses. It intends to achieve objectives during the
research process and it starts with research questions. It observes first then creates
patterns and then ends with theory (Saunders, Lewis, & Thornhill, 2012).
It essentially uses the secondary data to obtains concepts or models, it uses for
collecting qualitative data and it does not focuses on testing hypotheses (Bell, Bryman,
2015).
This study is based on deductive approach which helps to enable the research to be
specific and helped to develop theoretical framework. Hypotheses has been used and
specific conclusions will be made. It helps to analysis and prove or reject the
hypotheses that either the made hypotheses are true or false. This approach will helps
to test the validity of hypotheses which need to be accepted or rejected during the
research process.
A research method is a technique for collecting data, research methods are linked with
methods in study or research. It is required for the collection of data to analyze the
information for better understanding and reveal new information (Bell, Bryman, Harley,
2018).
There are different types of research methods for the collection of data and analyze
the information;
This research strategy is quantifiable of data collection and analysis, it highlights the
deductive approach to analyze the relationship between the research and theory. In
this research the testing of hypotheses intensified (Bell, Bryman, Harley, 2018).
This research measured by statistical analysis, it also useful for understanding the
reasons like what, how, when and why. It helps to expose the patterns and
relationships in study (Gray, 2020). The tools or techniques which are helpful in this
The qualitative research focuses on qualitative data like words, images etc rather than
quantifiable data and for collection and analysis of data it highlights the inductive
approach and intensified the creation of new theories rather than testing hypothesis
(Bell, Bryman, Harley, 2018). It useful for interpretation of data and helps researchers
to understand the complex concepts, and gain better understanding. The tools which
are useful for this research are interviews, focus groups, observations and document
it collects and analyze the data and also integration of quantitative data. The tools or
techniques used for this research includes the properties of both i.e. some of
qualitative which are focus groups and interviews, and of quantitative which are
experiments and surveys (Bell, Bryman, Harley, 2018). It provides the better
This paper is based on quantitative research as the purpose of this study is to analyze
companies in Karachi, and this data will be collected through surveys and
the results or answer of respondents and questionnaires will be screened, it will help to
test emphasized hypotheses and analyze the relations of hypotheses with theory.
3.4 Population
For this research the particular audience or person chosen for this study is the real
owner of the research called. the target population. The target population is workers in
the Pakistan Pharmaceutical organization who work on different designations and have
This study paper used the sample size of 200 in which data would be obtained from
the respondents with the aid of a questionnaire. Sample size is a concept used to
describe the amount of participants from the statistics that would be gathered with the
help of the survey scale so we consider the value of the individuals that represent the
whole demographic and who we aim for a particular analysis. The large amount of
sample sizes provides reliable data, but the procedure can be difficult and time
consuming and would raise costs more than expectations. Either small amount of
sample give instant results, but the data will not be realistic.
In order to address study concerns, it is unlikely that researchers will be able to gather
data from all situations. There is therefore a need to select a sample. The whole set of
cases from which the sample of the researcher is drawn in the population called. Since
researchers do not have time or resources to analyze the population as a whole, they
use sampling techniques to reduce the number of cases (Gill, Johnson, & Clark, 2010).
Sampling methods are an important element in the practice of research. When the
incorrect methods are used in analysis, the end findings may be influenced. Test is a
subset of the population and the method of choosing a test is defined as the number of
sampling items in the sample is the size of the sample, and there are two methods that
help to obtain the sample, based on the needs and the scale of the sample (Robert.
Groves, 2010).
Probability sampling means that any item in the population has an equal probability of
being included in the survey. One approach to random sampling would be if the
researcher were to first create a sampling frame and instead use a random number
generation computer system to select a sample from the sampling frame (Wilson,
2010). Probability or random sampling is the most impartial, the probability or random
sampling is more non-biased, but can be the most expensive study in terms of time
A simple random survey implies that each person in the population has the same
chance of being included in the study. Disadvantages associated with simple random
sampling include a full frame (a collection of all units in the community as a whole)
required; and in some research, such as personal interview surveys, the cost of
obtaining a sample may be large if the units are geographically broadly dispersed.
Systematic sampling is that every nth situation is picked after a random start. For
from your study. Its simplicity is the advantage of this sampling technique.
Stratified sampling is where the population is classified into strata (or subsets) and a
random sample is taken from each subset of the population. The subgroup is a regular
object set. Subgroups may focus on the size of the organization, age, gender or
profession (to name but a few). Stratified sampling is also carried out where there is a
great deal of variance within the population. The goal is to conclude that every
Cluster sampling is when the whole community is separated into clusters or groups.
Eventually, a random survey of such clusters is made, both of which are included in
the final study (Wilson, 2010). Cluster sampling is useful for researchers whose
samples are scattered across wide geographical regions because it saves time and
Choose the cluster classification for the sampling frame, such as the form of
Non-probability sampling is also correlated with the development of case studies and
focused on small samples and are meant to examine a specific world occurrence
rather than statistical inferences as opposed to the wider population (Wilson, 2010).
the basis of specified characteristics, such that the final sample would have the same
technique among students, because it is cheap and simple to use relative to other
sampling techniques (Zikmund, 2013). Convenience sampling also tends to resolve
many of the research-related limitations. For e.g., using families or relatives as part of
choices. That is when the study incorporates cases or samples in the survey as they
encourage and empower other cases to engage in the study, increasing the size of the
penetrated due to their concealed nature, e.g. private societies and secret professions
(Kothri).
purposes. The target sample is a non-probability objective sample chosen on the basis
of the characteristics of the population and the purpose of the study. Purpose sampling
In which the factors are contrasted to each other. Comparative technique includes
many types:
Paired comparison in which a paired comparison was made, in which two variables
were chosen by the respondents. The rating of the respondents rates the specified
Constant sum is a scaling technique in which the frequent sum of units helps to
Requires three main forms, such as Likert scaling, semantic differential scaling, where
the respondent can strongly disagree on the specified 5 options to strongly agree on
their interpretation. Staple scaling that the respondent assess the target through
experience and value is often referred to as a unipolar ranking and the range of the
In the Likert Scale, the researcher submits several statements and asked the
statements by choosing each of the choices from the five alternatives. In order to do
so, the researcher asked the respondents to encircle a number reflecting the most
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
The tool used to analyze, measure and collect data related to your research is a
should be reliable and valid. Researcher should know that hoe the variables are
framework of the study. Researcher should gather the data which is related or suitable
for the topic. It should contain clear instructions to use the instrument. There are many
1.Questionnaires
2.Hypothesis
3.8.1 Questionnaire
population from which information is sought.”(Pandey, Mishra, 2015). The most used
data gathering device is the questionnaire in research. To secure the responses of the
used to secure answers which are filled by the respondents. Different types of
Structured Questionnaire
written in this questionnaire. It also helps to validate any prior hypothesis, checks
Unstructured Questionnaire
basic structure questions are used in this questionnaire. There are more open ended
3.8.2 Hypothesis
Hypothesis is a statement briefly accepted as valid in the light of what is known at that
time about a phenomenon, and used as a basis for action in the quest for new
evidence, when the hypothesis is fully formed, it can take the form of facts, concepts
and theories. (Pandey, Mishra, 2015). Some of the conceptual elements that are in the
framework of the study are involved in the hypothesis. There is a tentative relationship
between two or more variables. Hypothesis is based on future verification not on the
past information or facts. For the verification of hypothesis, research activities are
designed.
Analysis design is the tools that we are using in pour research. The tools are Ms Word,
power point, SPSS, different software and application etc. Some other Analysis tools
Reliability
Analysis of variance
Analysis of co-variance
Correlation method
Regression analysis
Reliability
Whether or not you get the same answer by using an instrument to measure
something more than once is referred by reliability. Simply we can say that reliability is
Analysis Of Variance
The tests t or Z determines that there is a difference between two random samples.
The researcher uses the F test to see that if the sample is different from one another to
a greater proportion than the test score is different from their own sample, this means
Analysis of Co-Variance
Extension of the study of variance is used to check the importance of the discrepancy
between changing the initial mean variations in the population and the means of final
experimental results by taking into account the association between the dependent
Correlation Method
Correlation.
Regression Analysis
We do regression analysis to predict the phenomenon or relationship between different
CHAPTER 4
Data Analysis
Interpretation: In this table the relaibilty test of 130 respondents and the results shows
4.2 Correlations
Interpretation: Spss software help us to annlyse the results with the help of table of
4.3 Regression
4.3.1 Anova
Interpretation: If significance value of Anova table is less than 0.05 it means that
variables are fit for the study or another terms variables are significant.
4.3.2 Coefficients
Interpretation: If the significant value in coefficients table is less than 0.05 it means that
H0 will be rejected and if the significant value in coefficient table is 0.05 or higher than
4.4 Descriptive
Standard deviation of this chart is the highest which is (0.72165). Other variables also
have standard deviation but talent attraction is the highest which indicates that role and
5.1 Conclusion
This study conclude that talent management plays a very important role in enhancing
Pakistan and the variables of the talent management has their role as per as
Talent retention as one of the variable of talent management has great impact on
talent or employees with the organization and along this t&d which is also an important
variable has great impact as it helps in training the employees for work requirements
Findings of this study strongly supports the all variables of talent management that the
talent retention, t&d, somewhat of on talent attraction but it’s not working much on
talent identification, it is also has impact as it helps to find or identify the talent from the
crowd.
5.2 Recommendations
This research recommends that there is a need for organizations to understand the
same in an organization.
This study also recommends that certain policies should be adopted to support and
order to explore the full and effective potential of their employees to improve
performance. This will ensure that the pharmaceutical industry has competent and
qualified employees who can share the same vision and thus work towards the
This research has many limitations. Size of its sample and scope is the primary
limitation of the study and the second limitation is that if the study had included other
companies then the results from pharmaceutical industry might have been obtained.
Future work should focus on why organizations should recognize specific groups that
are of interest to that particular organization and how they can do so. In addition, the
opportunities, t&d and identifying the talents of these employees on both the
effective performance.
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APPENDIX
QUESTIONNAIRE
ROLE OF TALENT MANAGEMENT IN ORGANIZATIONAL PERFORMANCE IN THE
PHARMACEUTICAL SECTOR
Research Questionnaire
Demographic Information:
1) Gender:
Male
Female
30– 40 1 – 3 years
40– 50 3 – 5 years
4) Designation:
5) Company Name:
_____________________________________________________________________
_________
Questions Strongly Agree Agree Neutral Disagree Strongly Disagree
TALENT ATTRACTION:
b)I believe the recruitment industry should come together to promote the sector as a
career of choice.
c)Employee could be attracted and recruited even through the limited supply of skilled
e)The recruitment process in the organization succeeds in attracting the best talent.
a)My organization has stated policies on the number and type of training the
b)I am aware of the number and type of training that my organization is planning for
TALENT RETENTION
A)I feel valued or get rewarded / appreciated for my work by the organization.
B)I believe that loyalty is important and feel a sense of moral obligation to remain.
D)I believe that talent retention helps in development or improve / increase the
ORGANIZATIONAL PERFORMANCE
improve performance.
to for help.