Cover Page – Research Project Proposal

FRANK DENVER FERNANDEZ: E113839

1
Table of Contents
1 Introduction................................................................................................................................3

2 Objectives of the study...............................................................................................................3

11.1 Talent Management...........................................................................................................4

3 Theoretical Framework..............................................................................................................5

4 Literature Review......................................................................................................................6

4.1.1 Attraction.....................................................................................................................6

4.1.2 Retention......................................................................................................................6

4.1.3 Employee Engagement................................................................................................6

4.1.4 Restraining factors influencing the practice of talent management.............................6

4.1.5 Talent development process.........................................................................................7

5 Methodology..............................................................................................................................8

6 Results and discussion...............................................................................................................8

7 Conclusion.................................................................................................................................9

FRANK DENVER FERNANDEZ: E113839

2
1 Introduction.
Talent management is a crucial component of organizational success in a cutthroat market. The
ability of firms to compete for talent to be created or maintained is one of the issues in workforce
management. The complicated nature of talent management is influenced by outside forces
including the economy, globalization, mergers, and acquisitions. In the current market, talent
management is essential for corporate success since it enables firms to keep top people while
boosting efficiency. (Ifeoma et al., 2015)

Companies, industries, and organizations lack the personnel and skills necessary to compete in the
global economy. The study looks at how talent management tactics affect an organization's ability
to succeed.

2 Objectives of the study.

The goals of the current investigation are as follows.

4. To recognize the strategic value of talent management.

5. Comprehend its contribution to the success and efficiency of organizations.
6. To investigate the connection between personnel management, recruitment, retention, and
engagement.

FRANK DENVER FERNANDEZ: E113839

3
3 Conceptual review
11.1 Talent Management.
The term "talent management" is ambiguous. It is employed far too frequently and is frequently
utilized to emphasize the "strategic" significance of an HR specialization (recruiting, selection,
development, etc.)

The concept of talent pools is given significant weight in another approach to talent management.
The goal of talent management is to increase productivity in the workplace by standardizing
practices for finding, training, and retaining employees who have the skills to meet the
organization's current and future needs.

FRANK DENVER FERNANDEZ: E113839

4
4 Theoretical Framework
This idea can help future researchers better understand how businesses and people decide
whether to invest in human capital.

Figure 1 – Theoretical Framework

FRANK DENVER FERNANDEZ: E113839

5
5 Literature Review
Develop an integrated proactive people management plan is one of the seven keys to effective
talent management, according to Dell, Hickey, and Lockwood (2002) and Lockwood (2006). A
strong talent management program includes hiring, keeping, developing, and promoting talented
employees. The study also revealed that key employee retention as a personnel management
approach is crucial for offering businesses a competitive edge. The effectiveness of the company
has been considerably influenced through strategic management of human resources. It boosts
the efficiency, productivity, and earnings of the business.

5.1.1 Attraction.
According to a study by Albinger and Freeman from 2000, a company's reputation is a crucial
element in luring top talent. It demonstrates how strongly new hires are drawn to corporations
with a social conscience.

5.1.2 Retention.
Opportunities for career growth, organizational culture, and work-life balance have all been
found to lower turnover rates in an organization, according to research by Stalcup and Pearson
from 2001.
Longterm staff retention provides any firm a positive employer brand, according to a 2003 study.

5.1.3 Employee Engagement.

Employee engagement, in Gibbons' words, is "a higher level of intellectual and emotional
investment in one's work as a result of one's identification with one's employer, one's supervisors,
or one's peers."

5.1.4 Restraining factors influencing the practice of talent management

Despite the significance and advantages of talent management, as well as how extensively these
concepts are advocated in practitioner literature, it is unclear how widely these concepts are
actually put into practice.

FRANK DENVER FERNANDEZ: E113839

6
5.1.5 Talent development process.
Although there are many ways to define the talent development process, it is the process that
encompasses four major categories (Garavan&Carbery, 2012)

1. Recognition (who should be developed?

2. Evaluation (what analytical methods to use to analyze effectiveness?).
3. Organizational Assistance (what support can top management provide?).
4. Design (what competencies to build, at what speed and for how long?).

FRANK DENVER FERNANDEZ: E113839

7
6 Methodology
It uses both descriptive and qualitative research methods. An interview method was employed to
conduct the inquiry due to the nature and breadth of the research. Data is gathered from 25 HR
related managerial staff of 3 different types of various businesses in order to obtain a variety of
viewpoints on talent management and to see whether a given framework is consistent with the
mindset of managers working in different types of Maldivian organizations.

7 Results and discussion.

When talent management strategies and performance are in sync, an organization can gain a
competitive edge and how important employee engagement, retention, and attraction are to the
success of people management and how companies may perform better as a result is elaborated
from results gathered. Results showed a strong and favorable association between effective
personnel management techniques and organizational performance.

FRANK DENVER FERNANDEZ: E113839

8
8 Conclusion.
In today's complex and ever-changing business climate, the ability to attract and retain the best
employees is crucial to a company's continued success and growth.

The findings of the study also demonstrate a strong and positive relationship between talent
management and competitive advantage, performance, and talent status within the organizations.
I will gain a grasp of the talent management idea and its significance from this study. These
findings can be used to improve their talent management procedures.

FRANK DENVER FERNANDEZ: E113839

9