ASSIGNMENT 1 FRONT SHEET

Qualification BTEC Level 4 HND Diploma in Business

Unit number and title Unit 6: Management a Successful Business Project (491)

Submission date Date received (1st submission)

Re-submission date Date received (2nd submission)

Student name Nguyen Thi Thu Phuong Student ID GBH18498

Class GBH0910 Assessor name

Student declaration

I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I understand that
making a false declaration is a form of malpractice.

Student’s signature:

Grading grid

P1 P2 P3 P4 M1 M2 D1

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Summative Feedbacks: Resubmission Feedbacks:

Grade: Assessor Signature: Date:

Internal Verifier’s Comments:

Signature & Date:

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Table of Contents
Introduction............................................................................................................................................................... 4
Research project aims and Objectives devised........................................................................................................4
Project planning.........................................................................................................................................................5
Work breakdown structure and Gantt chart..........................................................................................................8
Work breakdown structure..................................................................................................................................8
Gantt chart.............................................................................................................................................................9
Information from data collection.............................................................................................................................9
Conclusion................................................................................................................................................................ 12
Weekly logbook........................................................................................................................................................12
Reference list.............................................................................................................................................................19

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Introduction
This report is written to establish the project aims, objectives and time frames based on the theme of
talents management and the way enteerprises coped with the strategies to attract and retain workers.
Afterwards, a small scale research based on the above topic would also be clarified in order to generate
knowledge to support the project.

The Nike’s case is brought out as the main companies to be examined, and the strategies related to
attracting and retaining employees would be greatly clarified.

Research project aims and Objectives devised

To begin with, in this project, the methods and strategies of recent businesses to counter the needs for new
personnel and new talents to work and contribute at their companies would be brought out; and how
businesses reacted to the emerging issues of high turnover rate and low commitment in the workforce will
be figured out.

This project is aimed at figuring out the main strategies Nike use to attract and to retain their Talents
working for them. In terms of the objective. This project have 2 objectives which are: finding out
strategies to attract/retain talent and provide recommendation for Nike in the future to further enhance
their capabilities in attracting and retaining talents.

Project planning
As to describe the project, the purpose of it is to figure out the connection between companies and its
strategies to attract and retain workers. This is a project that is non-profit and will collect money from
other organizations. The project will invite public figures with high-level of popularity in the public as
well as to offer their opinions on the survey. In order to understand the facts, transparent data will be made
available to operators, managers who works in positions needed for the demand of talent acquisition and
retention strategies at work as they could consult in businesses environment. In addition, the data will be
contrasted with the situation in Vietnam and around the world in order for all to have a multidimensional
perspective. Having read and commented on the best ideas on the subject, based on the data given to be
included in the subject, readers may suggest personal ideas.

Project Scope is one must-said aspects as it plays an indispensable roles whenever a project is brought
out. Scope refers to the specific priorities and criteria needed to complete a project. The term is also used
in running tasks. Defining the complexity of a project correctly helps administrators to measure expenses
and the time taken to finish the job. That's what makes handling distance such a vital aspect of the
business — it saves time and resources. The scope of the project includes all the work required to deliver a
product or service. In short, the scope of the project describes how the mission is to be realized. This
involves identifying and recording the goals, objectives, activities, team leaders, expectations and
achievements for the team. Documentation consists of declaration of intent, declaration of function, and a
description of the nature of the work (Grant, 2019).

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Resources such as project schedules, progress notes and even minutes of meetings are the results of the
project, particularly deliverables. On the other hand, hardware, software, smartphone devices, contracts
or even analysis studies can be the results of commodity deliverables. The deliverables that customers
and stakeholders receive at the project's end are, of course, the product or service, but paperwork also
exists, as noted. These documents, once completed, are deliverables that consumers and collaborators use
to measure project progress or failure. As mentioned above, the resolutions and surounding information
from companies should be deliverable in this project to figure out how enterprises have dealed with the
turnover rate of their employees as well as how to employ new talents. Not only will the key resolutions
be illustrated by this initiative, it will also consist of several relevant material such as meanings, triggers,
implications of gender pay gap, sexual assault and gender divide.

Scope statement also includes technical specifications. The technical specifications are the technical
problems that have to be considered in order to effectively complete a project. In order to carry out a
project, there are things like results, productivity and availability that the project needs to follow (Wrike,
2019). For this project, primary and secondary analysis approaches will be used with the help of
quantitative and qualitative methods to be more precise.

Last but not least in the scope, while Limit and Exclusion should be brought out to explain how it will
benefit companies in general and the project in particular, avoiding any unexpected situations as well as
unforeseen weaknesses to be replicated in the future. These comments single out things that are not within
the project's reach. Pupils will make false assumptions without these statements and place unreasonable
expectations on the project.

In terms of Talent Management, because of the ambiguity surrounding meanings and concepts, as well as
the many assumptions made by writers who write about TM, determining the precise sense of “talent
management” (TM) is difficult.

The milestone and time schedule for this upcoming project can be declared as followed:

- : Deadline for draft proposal

- : Deadline for final proposal

- : Draft findings

- : Research findings

This project duration starts from March 16, 2021 to April 28, 2021.

This study will be scheduled for the first week from March 16 to March 22. Preparatory considerations
should be listed, such as the research purpose, the size of the study with the estimated number of study
subjects and participants, the number of staff required, the project site and budget plan, and so on.

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In the next time from March 23 to March 29, after basically determining the above objectives, it is
expected to organize specifically for the whole program. Finding resources to improve the program will
take place during this time. The mobilized project staff must also look for funding units suitable for the
size of the project, including research program facilities, budget. Standards for communication,
information retrieval, and content will also be implemented. Furthermore, risk factors and contingency
plans are in place to keep the project on track.

The following week, from March 30 to April 4, is the time to begin studying; research will be conducted
from Monday to Friday, in accordance with working hours at offices and offices.

Information from research subjects on the topic will be synthesized and analyzed from April 7 to April
28. These analyses will aid in the selection of the best solution for business applications. Finally, after
implementing the proposal, the research will receive feedback from the organizations in order to provide a
better solution as well as an overall assessment for the entire project.

Resources

A successful project must have the following factors: people, time, and technology.

• People: At least 3 people are needed to implement this project because this project requires absolute
accurate information and tremendous results and outcomes

• Time: This project takes up to 45 days to complete and also to be well-written

• Technology: The current 4.0 technology era is a part that helps project developers find information
easily and easily implement projects. Project implementers need to use modern search tools such as
computers, phones, laptops, etc.

As regards cost, it is projected that this project will take 40 slots of the total course, which to be exact is
statically equivalent to 60 hours. The number of the amount of cash in the project should be about £780, as
an average expense of £ 11 per hour. On top of that, the cost will be compensated at about £ 18 for gases
and consumables. However, a 3-hour job per day during the project duration would be a reasonable
choice, meaning that a further 66 hours would be added to the project, the variable time while doing
research might be fruitful. What I mean by saying is that the project expense will be applied to the £780 in
addition.

Project quality management requires understanding of Quality Management standards. Therefore

incorporating quality management requires controlling systems as well as individuals. Get input from tutor
and make sure the project is completely clear to prevent problems that occur later (Ray, 2018). The
systematic application of quality management (QM) strategies in the quality of the project is likely to be
reflected. Employee provides authorisation documents on this topic and a focus on customers. The use of

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these methods has been closely associated with other elements of QM and also with the quality of goods
(Barad and Raz, 2000).

Communication is a vital part of a project's progress. In reality, most project failures are due to
communication problems, according to the Institute for Project Management (PMI). Project contact
management ensures that this does not happen. It consists of three mechanisms that help ensure that the
right individuals send, receive and comprehend the correct messages. Team teamwork management is one
of 10 main communication skills awareness areas. Throughout the project, the key features are to have
interaction regularly with the subject’s tutors, on top of that, as primary data is mainly used during the
project duration, I strongly believe that communicating with the interviewees in order to profoundly
understand the information collected would likely be a must-chosen options. As method and strategies are
vital issue in this project’s context, main focus for interview should be related to this theme. Possible
threats divided into 5 cases involving the voting session have been expected. First, the Covid-19 epidemic
has returned to Vietnam with its effects. This created misunderstanding between the participants and did
not want to go to a crowded venue. This would bring down the number of participants. The next case is
technical issues that will trigger time delays as anticipated, before and during elections. The third is the
extra costs that can occur because the rental sites are priced differently and are not set at rent time. The
fourth is that corporations should not consent to fund or project proposals that are not important or
relevant to their corporations.

Risks and resources are the mechanism used by project managers to mitigate any future concerns that
may adversely affect the timetable of a project. Risk is any unforeseen occurrence that may impact a
project's personnel, procedures, technology, and resources. Risks are incidents that may occur, unlike
problems that are likely to occur, and you will not be able to predict when. Because of this complexity, the
danger of a project needs serious planning in order to effectively handle them. Risk could occur any time,
anywhere, to be more precise on this project itself, which could be the breakdown of motobike on the
way to school, out of fuel, resources found could have the possibility of uselessness, inefficient or
even purely confidential, and also the shortage of data and the difficulties of accessing them. Some
of the ludicrous explanations for risks might come up during the project as well. Private laptop, private
smartphone for study results and personal vehicle for commuting are tools used for this project.

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Work breakdown structure and Gantt chart
Work breakdown structure

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Gantt chart

Information from data collection

Primary data is information obtained from first-hand sources by a researcher, using techniques such as
surveys, interviews, or experiments. It is compiled, straight from primary sources, with the research
project in mind. Secondary data is research data that has previously been gathered and can be accessed
by researchers. Such data are cheaper and more quickly obtainable than the primary data and also may be
available when primary data can not be obtained at all (Rouse, 2019). And throughout this project, I
decided to utilize all two methods to compile as well as present information related to equality and
diversity in workplace as following reasons. Secondary research is typically easy for researchers as it is
performed at home, in libraries and in other similar locations. It may be overwhelming to go through a pile
of books, magazines, papers, etc., but it may be nice to have a cup of coffee and background music.
Moreover, secondary research is usually cheaper than primary research. As the research is carried out
mostly indoor, it does not usually cost that much. And lastly, due to the advancement of technology,
information is available online. Therefore, research can be conducted instantly (Rahman, 2016). On the
contrary, secondary research may include knowledge that is no longer true and secondary data may not be
specific. It is not addressed in many instances in a way that will specifically meet the needs of the
researcher. With the support from primary data, it meets the specific needs of the researchers. It is up to
date as well. Data gathered in primary research belongs to the researchers or the study sponsored by
organization, and therefore others do not have access to the data but they do. However, collecting primary
data is often time-consuming and difficult. If the research respondents are not supportive, it may become
further complicated, and also if the sample is not big enough, the results of the research may be
misleading. Therefore, the researcher has to select a good research sample (Rahman, 2016).

With qualitative study is exploratory analysis. It is used to gain an understanding of the causes, beliefs,
and motives that are central. It offers insights into the issue or helps to generate ideas for future
quantitative analysis or theories. Qualitative analysis is often used to expose patterns in thinking and
beliefs, and dig deeper into the problem. Qualitative methods of collecting data differ by using
unstructured or semi-structured techniques. Some common approaches include focus groups (group
discussions), individual interviews, and involvement / comments. Usually, the sample size is limited, and
respondents are chosen to fulfill a given quota (DeFranzo, 2011).

Whereas by generating numerical data or data that can be converted into meaningful statistics,
Quantitative Analysis is used to measure the problem. It is used to measure attitudes, beliefs, behaviors,
and other identified variables and to generalize outcomes from a larger population of samples.
Quantitative Analysis uses observable data to formulate evidence in study and to discover patterns.

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Quantitative approaches for collecting data are far more organized than methods for collecting qualitative
data. Different types of surveys (online surveys, paper surveys , mobile surveys and kiosk surveys, face-to
- face interviews , telephone interviews, longitudinal studies) include quantitative data collection
techniques, website interceptors, online polls, and systematic observations (Raimo Streefkerk, 2019).

Talent management is the process of managing resources to help them accomplish their career objectives.
It is an integral part of the HR process that allows an organization to acquire, manage, develop, and retain
critical resources.

In terms of Talent Management in more detailed, because of the ambiguity surrounding meanings and
concepts, as well as the many assumptions made by writers who write about TM, determining the precise
sense of “talent management” (TM) is difficult. Beyond the definitional ambiguity, we believe this is a
problem because, not long ago, Human Resources was responsible for the acquisition, selection, and
management of employees (Lewis and Heckman, 2006). Why is there a change in language, and what
exactly is talent management? In recent practitioner-oriented literature, “talent management” has been
defined as “a mindset,” a key component of successful succession planning, and an effort to ensure that
“everyone at all levels works to the top of their potential.” Several scholars fail to define the term; “Six
Forms You Can” or agree that “there isn't a single coherent or succinct definition”.Nonetheless, Lewis and
Heckman (2006) noted that “good TM is of strategic importance.”Despite this shaky start, we dug deeper
and discovered three distinct schools of thought on TM. Defining talent management as a collection of
typical human resource department practices, functions, activities, or specialist areas such as recruiting,
selection, development, and career and succession management.

The idea of talent pools is the subject of a second approach to talent management. According to these
authors, talent management (TM) is a series of processes that ensures a sufficient flow of workers into
jobs around the company. These methods are often similar to succession planning/management or human
resource planning, but they may also include traditional HR procedures and processes including hiring and
selection. Projecting employee/staffing demands and controlling employee advancement through roles,
mostly through the use of enterprise-wide software systems, are at the heart of these methods. In these
situations, the focus is usually on the internal rather than the external. The first step in talent management
is to develop a solid understanding of the internal workforce, which is characteristic of this approach.
Many Human Resource professionals will be surprised to learn that the issue of ensuring a sufficient flow
of talent into roles while optimizing organizational capital has long been a focus of industrial engineering
and industrial management researchers. These methods, which are commonly referred to as "manpower"
or "workforce" preparation, entail modeling organizational staffing/career flows by coding levels of
hierarchy, rules for entering and leaving a job, and parameters such as costs, expected tenure, and supply
and demand. R.E. has been using the progression of people through positions due to development,
attrition, and other factors programmed into the model (Lewis and Heckman, 2006). Organizational talent
management programs that keep track of employee talents and demand.

A third approach to talent management focuses on talent in general, rather than individual roles or
organizational boundaries. Under this framework, two broad perspectives on talent emerge. The first

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views talent (which traditionally refers to high-performing and high-potential individuals) as an
unqualified good and a resource to be handled solely on the basis of success. That is, regardless of their
particular position or, in certain cases, the organization's specific needs, highly qualified performers
should be sought out, recruited, and differentially compensated. As a result, in comparison to the second
viewpoint described above, organisations are encouraged to control talent performance pools in general
(Lewis and Heckman, 2006).

The benefit of talent management is undoubtedly immearsureable. Ranging from timely available. Since
project demands change on a regular basis, resource planning to meet ad-hoc requirements can be
difficult. The resource management tool gives you full insight into resource profiles and records
information such as experience, skills, credentials, cost, and availability (Mohan and Mansinghka, 2019).
Employees will have their supervisor validate their skills and competencies from time to time before they
are entered into the system. Organizations should maintain a skill inventory prepared for current and
potential ventures in this manner. It enables the company to find the right person for the right project at
the right time and at the right cost. Allocating resources based on their expertise and preferences often
encourages them to remain productive and guarantees project completion on schedule.

Identifying and nurturing employee talents is an essential part of the talent acquisition process. Employee
burnout, disengagement, and schedule overruns will result from allocating over/underskilled resources to
projects. As a result, businesses may use workforce planning software to assign team members to tasks
based on their skills and interests. It has a major effect on employee productivity and motivation (Software
and Palit, 2021).

Strategic recruiting is a crucial talent acquisition initiative that aligns hiring and onboarding with the
company's long-term goals. It focuses on long-term objectives and takes into account potential capabilities
that the workers may need to perform at their best. As a result, making spur-of-the-moment decisions to
achieve strategic business goals will sacrifice efficiency and prove to be very costly. To make informed
hiring decisions, businesses must have insight into the future and pipeline programs. Resource capability
preparation aids in the early detection of ability gaps. It lets employers avoid last-minute scrambling for
qualified employees and recruit the right skill sets to fulfill potential job demands. It is dependent on the
scope and duration of the projects, you can hire a permanent or contingent workforce.

Soft costs such as decreased efficiency, diminished commitment, training costs, and cultural effects are all
included in the price of employee turnover. Employee retention is an important part of talent management,
and it involves things like recruiting the right people, providing good benefits, and providing training and
growth opportunities. If turnover is unavoidable, succession planning is essential to ensure business
continuity. One of their key business goals for survival in a highly competitive and dynamic market is to
build and retain a professional resource pool. Employee turnover is strong, which has a negative impact on
the bottom line.

In a nutshell, talent management is essential to build a stable workforce for any business. It looks into the
development of the organization as a whole. With new job opportunities coming up, developing staff

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potential within the company is essential for business profitability and sustainability. Employees leave an
organization if their job becomes monotonous or the learning activities stop over time. Talent management
focuses on job rotation and encourages the workforce to pick up new skills as per market demand. It keeps
them engaged, motivated and enhances employee loyalty.

Weekly logbook

Name:Nguyen Thi Thu Phuong

Project title: Talent Management

Date: 16/3/2021
Update on weekly research/tasks achieved
In terms of the design for the project, as well as the project plan for costs, duration, time
and milestone schedule, I have completed the introduction and also the basic themes. Some
things, such as efficiency, communication, risk and capital, remain to be accomplished. ·
The Gantt chart has not yet been completed; thus, I believe I can not fulfill all the criteria
for the mission. · I assume I will fulfill all the task specifications for P before the draft
deadline.

Any risks and/or issues identified?

Of course, I found one that I guess it could be more detailed, which is the ability to use Excel, I
was totally ignorant on how to effectively use and misuse the Excel for the greatest performance.
· I supposed the threats are uncertain. But, as soon as I experience any new threats, I should warn
the tutors in order to prevent myself from striking down the project.
Problems encountered

I was really struggling with excel skills, and some of the workplace sexual harassment
information is also strictly confidential, which could lead to a lack of knowledge to clarify the
goals and goals of the project.  I did consult the tutor's advices for the Excel skills as well as the

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second one; but, seemingly, it did not satisfy me at all due to the spare project.
New ideas and change of project direction
In the course of working on a project, i was confused about gender and equality in the
workplace. I have revised the project properly
What have you learned about yourself through your work?
I feel quite confused when faced with challenges. Through this poject, i was able to gain
more skills in handling situations and information searching skills using two methods of
primary data and secondary data.
Next steps for your work
Finding accurate information is an important aspect of the project
Project plan status to date
After some mistakes, I feel that my project is on the right track and is going well.
Tutor Feedback

Name:Nguyen Thi Thu Phuong

Project title:

Date:
Update on weekly research/tasks achieved

I have completed the introduction and also the basic themes in terms of the devise for the project
as well as the project plan for costs, scope, time and milestone schedule. So far , the work has
been partly done  The Gantt chart has been accomplished; However, the WBS is still not
finish yet  Until the deadline of the draft, I do not think that I could complete all the task
requirements for P.

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 Any risks and/or issues identified?
Risks, I had assumed, was unpredictable. But it should be told with the tutors as soon as I
experience some new risks in order to prevent the project from being struck down by myself.

Problems encountered

I had difficulty in parts like: Work breakdown structure and gantt chart

New ideas and change of project direction

In the course of working on a project, I was confused about gender and equality in the
workplace. I have revised the project properly
What have you learned about yourself through your work?
I feel quite confused when faced with challenges. Through this project, I was able to gain more
skills in handling situations and information searching skills using two methods of primary data
and secondary data.
Next steps for your work
The job I 'm going to prioritize is the completion of the Gantt chart and WBS as I think they
play a very important role in the project itself and are fundamentally being used to Excel.
And the rest of the project plan elements too.
Project plan status to date
After some mistakes, I feel that my project is on the right track and is going well.
Tutor Feedback

Name: Nguyen Thi Thu Phuong

Project title: Talent Management

Date:

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Update on weekly research/tasks achieved
I have complete the WBS abd gantt chart for the third P criterian. However, the literature rerview and
related information for appropriate tools have not been pointed out yet, I will reconstruct and finish it on
the last week of the first proposal.

Any risks and/or issues identified?

This weekend, my laptop and my bike broke down simultaneously. This was really demotivated me.
However, I still managed to get school on time and finish what I have to do.

Problems encountered
I did consult the tutor’s advice for the Excel skills as well as the second one; however, seemingly, it
did not satisfy me at all due to the spare project.

New ideas and change of project direction

In the course of working on a project , I was confused about gender and equality in the workplace. I have
revised the project properly
What have you learned about yourself through your work?
The ability in time management is the main foundation for the success of the project, which I
believe I have already conquered. My stamina may be challenged to know whether I can be
under pressure or not when I encounter a problem. This contributed to the fact that after an issue
happened, I could improve and sharpen my ability.
Next steps for your work
Finding accurate information for the last P criteria in this project, which is an important aspect of the
project. But seemingly, applying both Primary and Secondary data seem to be hard
Project plan status to date
After some mistakes, I feel that my project is on the right track and is going well.
Tutor Feedback

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Name: Nguyen Thi Thu Phuong
Project title: Talent Management

Date:
Update on weekly research/tasks achieved
Write project

Any risks and/or issues identified?

At the moment, I have not encountered any risks or issues

Problems encountered
I had difficulty in parts like: Primary data and secondary data

New ideas and change of project direction

In the course of working on a project, I was confused about gender and equality in the workplace. I
have revised the project properly
What have you learned about yourself through your work?
I feel quite confused when faced with challenges. Through this project, I was able to gain 17 more
skills in handling situations and information searching skills using two methods of primary data and
secondary data.
Next steps for your work
Finding accurate information is an important aspect of the project
Project plan status to date
After some mistakes, I feel that my project is on the right track and is going well.
Tutor Feedback

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Name: Nguyen Thi Thu Phuong
Project title: Talent Management

Date:
Update on weekly research/tasks achieved
Project completion

Any risks and/or issues identified?

At the moment, I have not encountered any risks or issues

Problems encountered
I don’t have any difficult

New ideas and change of project direction

I will submit the project to the superiors
What have you learned about yourself through your work?
I feel quite confused when faced with challenges. Through this project, I was able to gain more
skills in handling situations and information searching skills using two methods of primary data
and secondary data.
Next steps for your work

Project plan status to date

After some mistakes, I feel that my project is on the right track and is going well
Tutor Feedback

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Reference list
DeFranzo, S.E. (2011). Difference between qualitative and quantitative research. [online] Snap Surveys
Blog. Available at: https://www.snapsurveys.com/blog/qualitative-vs-quantitative-research/.‌

Minh, T., 2017. Những điều không phải ai cũng biết về thương hiệu Nike. [Online] Available at:
https://news.zing.vn/nhung-dieu-khong-phai-ai-cung-biet-ve-thuong-hieu-nike-post775781.html
[Accessed 4 12 2019].

Rahman, M. (2016). Advantages and disadvantages of primary and secondary research. [online]
howandwhat. Available at: https://howandwhat.net/advantages-and-disadvantages-of-primary-and-
secondary-research/.

Raimo Streefkerk (2019). Qualitative vs. Quantitative Research | Definitions, Differences & Methods.
[online] Scribbr. Available at: https://www.scribbr.com/methodology/qualitative-quantitative-research/.

Rouse, M. (2019). What is secondary data? - Definition from WhatIs.com. [online] WhatIs.com. Available
at: https://whatis.techtarget.com/definition/secondary-data.

Thang, N. 2021. Interview with Phuong, N. 17 March, 2021

Lewis, R.E. and Heckman, R.J. (2006). Talent management: A critical review. Human Resource
Management Review, 16(2), pp.139–154.

Mohan, N. and Mansinghka, A.M. (2019). The effects of low productivity on business growth. [online]
Saviom.com. Available at: https://www.saviom.com/blog/effects-of-low-productivity-business-growth/.

Rao, A. and Mohan, N. (2019a). 10 effective strategies to reduce employee turnover - Saviom. [online]
Available at: https://www.saviom.com/blog/effective-strategies-reduce-employee-turnover/.

Rao, A. and Mohan, N. (2019b). 10 effective strategies to reduce employee turnover - Saviom. [online]
Available at: https://www.saviom.com/blog/effective-strategies-reduce-employee-turnover/.

Software, S. and Palit, P. (2021). Workforce Planning: How to Master it for Business Efficiency. [online]
Resources Library. Available at: https://www.saviom.com/blog/workforce-planning-how-to-master-it-for-
business-efficiency/ [Accessed 25 Mar. 2021].

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