Managing Successful Business Project Assignment Help Sample

Introduction

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The purpose of report is to develop business cases by conducting small-scale research talent management (TM) theme “What talent strategies do the best companies use to attract and retain people?”. The following report will conduct research by using primary and secondary sources with the support of detail and appropriately informed project management plan. the talent management is essential part of modern organisations and this research will focus on the best practices of talent management to improve the TM initiatives of organisation. The findings and reflective practices will be presented in the report. The selected organisation for conducting small scale research on talent management is GlaxoSmithKline plc (GSK). 

Company background: 

GlaxoSmithKline (GSK) is a public limited organisation headquartered in London in pharmaceutical, biotechnical and consumer goods industry. The Organisation was established in year 2000 and operates worldwide with approximately 99000 employees (GSK, 2021). The GSK operates with values including integrity, currency, respect and patient orientation. 

PROJECT PLANNING

Project aim: 

The aim of this small-scale research is to identify the best practices utilised by GSK and other organisations for supporting talent management in business. The talent management is an important part of local and international organisations to achieve effective sustainability and four which is this research is important. 

Project Objectives: 

• To identify the best practices of talent management using by GSK and other companies

• To conduct primary and secondary research for evaluating best talent strategies

• To identify the values and benefits created by talent management for addressing human resources aspects

• To recommend talent management practices and strategies for supporting best talent in business.

Research questions: 

1. What TM initiatives are practicing by large organisations in global trading system?

2. What are the best talent strategies to create benefits for human resources management in businesses? 

3. What areas of good practices can result in efficient talent management within organisations? 

Project management plan- 

The project management plan refers to the formal document that plays important role in defining detailed aspects of a project. It includes the goals and scope of project along with budget and timeline and the strategies to achieve deliverables (Wang et al, 2017). A PM plan is essential in project management to keep the project on set path. 

 

Gantt chart-

 

Project scope- 

The goals of this small-scale research project are to conduct research on talent management in order to identify the best practices and talent management initiatives perform by best organisations globally. The project is supposed to be completed in 12 weeks and accomplishing the tasks defined in project management plan. The project will focus on collecting data from both primary and secondary sources in order to develop reliability and applicability of results in different situation and context. The project will utilise different methodologies and strategies to keep project on track from initiation to execution and planning to completion. 

Project details-

Project initiation: The initiation strategy of this project is to conduct feasibility analysis in order to ensure the appropriateness of project to achieve goals. the project will be started by defining aim and objectives of research and other activities will be determined in project management plan and implementing research methodologies (Jovanovic and Beric, 2018). 

Project planning: The planning stage of this project will focus on setting clear expectations and defining milestones along with effective and continuous. Reporting or documentation of each information will support the project to manage risk and communicate project progress and expectations clearly (Tereso et al, 2019). The documentation throughout project life cycle will also support in evaluating outcomes and making recommendations. 

Project execution: 

The strategic approach of project execution is to outline the project task and developing relevant representatives to create accountability. For executing the project, the consultation and approval is it taken from reporting manager and senior management in order to support that talent management initiative in GSK.

Work break-down structure- 

The work breakdown structure (WBS) can be defined as the deliverable oriented document that divides project into smaller components for creating effective management and development of sections (Nawaz et al, 2019). The WBS of this small-scale research is divided into 4 parts which includes project initiation, planning, project execution and closure. Each section is divided into smaller parts which is based on project management plan or Gantt chart. The purpose of this structure is to efficiently represent the organised project processes and subdivisions to make project easily manageable. The WBS (below) act as a guideline in the project to keep it on track. 

CONDUCTING PRIMARY AND SECONDARY RESEARCH  

Primary Research: 

The primary method of collecting data refers to implementing strategies like questionnaire and interviews for collecting data from relevant population (DeJonckheere and Vaughn, 2019). The data for this research will be collected by using small questionnaire that will be provided among 20 employees (sample) of GSK. The collection from primary sources supports researchers in recording reliable and valid information by observing the behaviour and the results of questionnaire although primary source includes challenges such as lack of initiative and improper responses from sample. 

 

Secondary Research: 

The secondary source of data collection can be defined as the collection of information from already published to documents in the form of journal articles or news articles on relevant topic (Sherif, 2018). The peer-reviewed journal articles will be accompanied this research to understand the talent management initiatives of organisations from expert view to make appropriate judgements. However, the secondary method includes challenge of varying information due to differences in author’s perspectives. 

Other organisations performing talent management initiatives: 

According to Jose (2019), Talent management required to be process with business culture in order to create effective recruitment and acquisition process four best employees in organisation. The GSK has integrated information technology for improving the talent acquisition and developing the business by improving recruitment practices. Talent management practices supports global organisations like GSK to develop adaptive nature which results in continuous success by understanding external changes and using them for growth. The talent management also creates a competitive advantage for organisations and improves sourcing and employment brand along with technology and innovation. Talent management within global organisation results in satisfying employees and retaining them for longer term. 

Following Green (2021), Unilever believes that talent management is important for organisation because it contributes in earnings and business sustainability. Unilever has developed culture of organisation which supports talent mobility at internal level. The CEO of Unilever has stated that for resolving the friction between internal and external marketplace for talent it is essential for organisation to focus on employee learning for smoothed HR functioning and satisfied employees. the best strategy to acquire talent and return it within an organisation is to create the sense of lifelong learning and opportunities continuous attraction and motivation for employees. The development of career management plan and growth opportunities are effective strategies of talent management utilising by Unilever. 

The global organisation 'Sainsbury' focuses on achieving sustainable development goals to create employee engagement for building successful business. The organisation focuses on providing equal and dignified opportunities for all employees and career fulfilling practices by developing long run skills (Sainsbury’s, 2021). The organisation also focuses on employee engagement by implementing feedback tools and it is continuously focuses on achieving employee satisfaction as a talent management strategy. Whereas, another organisation Aviva has introduced ‘war room’ to support the employees along with happiness campaign for improving physical and mental health of employees. The purpose of Aviva behind implementing happiness campaign is to cultivate satisfaction and reducing anxiety and depression from employees due to personal and professional issues (ETHRworld, 2021). Employee wellbeing initiative of Aviva is supporting employees and their families to create work life balance and live a healthy life with required resources such as medical supplies. 

Analysis of Research conducted

Results from primary source (short questionnaire)

From primary data collection it is identified that the sample size is quite aware of talent management practices processing in GSK. The questionnaire hey you informed that employs understand the importance of talent management at workplaces and the employees at GSK has the right to provide feedback and raise your voice against two issues. The primary research also resulted that GSK utilizes a different talent management strategy such as a job recognition and job rotation and provides skill tutorials which plays important role in supporting overall HR regarding development of skills and retaining staff. The employees of GSK believe that GSK is quite competent with talent management practices and it also allows employees in decision making process but not all the time. organisation has several talent management strategies including career opportunities, training tools and rewarding system. 

Results from secondary research: 

It is identified that a different organisation at global level utilising different methods and initiative of talent management which is a supporting their continuous growth and market expansion in international trading facilities. However, the specific initiatives offer organisations like Unilever and Sainsbury are unclear whereas the talent management with information technology by GSK and employee campaign of Aviva are specific initiative resulting in effective talent management. 

Evaluation of research method used: 

The two types of research methods has been utilised in this research including primary and secondary method. The advantages of using primary research method includes customisation according to the requirements and it provides reliable outcomes (Williams et al, 2017). However, it is time consuming and sometime expensive process because it includes long procedure of interviewing each candidate. Primary research method also allows updated data collection and provide accurate themes to analyse it accordingly. However, the selection of appropriate audience and sample size is a challenging process and it also creates inefficiency of time management. 

The secondary method is considered to be low-cost than primary research because the data is collected from already published and freely available database. Although there is objectivity in research with the secondary sources as it creates complexity in small projects (Sherif, 2018). The secondary research is easy because the data is easily accessible but not reliable and updated always. The secondary data collection allows information gathering from variety of sources which increased them applicability of results but there are chances of biased information in in articles and lack of specification according to the requirements. 

Recommendations and justification: 

The study of Meyers (2020), Illustrated that talent philosophies has important role in achieving prevalence relationships and perceived team practices within organisation. GSK is recommended to integrate different type of talent philosophies such as exclusive/stable, exclusive/developable, inclusive/stable and inclusive/developable. The GSK should implement talent philosophies because it will support the organisation to explore employee’s perspective and improving their engagement in decision-making processes that will result in better performance and talent management. 

The GSK is recommended to implement artificial intelligence as disrupted method for improving the efficiency and leading positive changes in talent management. The AI is recommended for talent management in GSK because it is unlike traditional methods of recruitment and provide more accurate and efficient predictions regarding work context to behaviour. the artificial intelligence will also support the organisation to create social economic inclusion and create a diversity to achieve effective talent management (Chamorro-Premuzic et al, 2019). GSK is also recommended to first educated the candidates in order to obtain their consent regarding artificial intelligence and invest in the optimised tum for achieving fairness as well as accuracy in TM. It will increase the role of employees in decision-making process within an organisation and support the better competency of TM in GSK. 

GSK is recommended to invest in developing higher professional skills and qualification of managers and leaders to create constant talent management and providing higher remuneration to satisfy employees. The investment in professional qualification will support the organisation to motivate employees and manage talent in more efficient way and it will create commitment of leadership and relationship competence (Ferreiro-Seoane et al, 2021). GSK is recommended to utilise actor team practices such as personalized guidance and employee development program and coaching method, etc. This will increase the engagement of employees in business and facilitate the risk-taking behaviour for achieving better innovation within business (Mwawasi, 2021).  

REFLECTIVE PRACTICE 

In my opinion, project plan is an important part of research projects because it includes some guideline for process to conduct an efficient project. the project plan of this research also played important role in processing the research however it can be more detailed. The process utilises in research project including research methodology and data analysis supported me towards personal and professional development as it will inform me regarding the importance of talent management which I will utilise, as a manager in my future designation. This project taught me about the research to understand a specific theme and analyse the data from primary and secondary sources which has developed my researching skills. 

I have also developed a critical thinking and identified the issues and benefits arises in context of talent management within global organisations. This practices and developed knowledge will surely support me in my prospect and has developed me personally and professionally. I believe that I have performed well to achieve the objectives set for this project as I have researched and analysed the different talent management initiatives using by best organisations globally and also provided justified recommendations that will improve the implementation of TM initiatives in GSK. However, I have face do some challenges during this project such as identifying appropriate article or informative source to provide reliable and updated information regarding the talent management initiatives of large organisations. The selection of appropriate sources has consumed my time and for addressing the challenge I have focused more intensely. Overall data collection and analysis gone very well and I have learnt the importance of talent management in business by project completion. 

Conclusion- 

It is concluding that the respective research project is essential to improve the implementation of TM strategies and initiative at GSK. The research project has comprised different sources for data collection which create a reliable outcome and the recommendations are based on valid sources and justified framework. It is identified that pm initiative at GSK and other organisations has competency but it requires improvement to achieve better satisfaction and sustainability of TM in business. It is concluding that the integration of talent philosophies and technology like artificial intelligence in business will improve the excellence of managers to improve training and the sustainability of employees resulting in effective TM. Organisations has to work on business culture and HR structure to achieve positive response of employees towards career opportunities and performance appraisal. 

 

References- 

Gsk. 2021. [Online] We are a science-led global healthcare company with a special purpose to improve the quality of human life by helping people do more, feel better, live longer. Available at: https://www.gsk.com/en-gb/about-us/ [Accessed on: 8 September 2021]

Tereso, A., Ribeiro, P., Fernandes, G., Loureiro, I. and Ferreira, M., 2019. Project management practices in private organizations. Project Management Journal, 50(1), pp.6-22.

Jovanovic, P. and Beric, I., 2018. Analysis of the available project management methodologies. Management: Journal of Sustainable Business and Management Solutions in Emerging Economies, 23(3), pp.1-13.

Nawaz, A., Waqar, A., Shah, S.A.R., Sajid, M. and Khalid, M.I., 2019. An innovative framework for risk management in construction projects in developing countries: Evidence from Pakistan. Risks, 7(1), p.24.

DeJonckheere, M. and Vaughn, L.M., 2019. Semistructured interviewing in primary care research: a balance of relationship and rigour. Family Medicine and Community Health, 7(2).

Jose, S., 2019. Innovation in recruitment and talent acquisition: A study on technologies and strategies adopted for talent management in IT sector. International Journal of Marketing and Human Resource Management, 10(2), pp.1-8.

Green, D. 2021. [Online] How Unilever has created a culture of internal talent mobility. Available at: https://www.linkedin.com/pulse/how-unilever-has-created-culture-internal-talent-mobility-david-green [Accessed on: 8 September 2021]

Sainsbury’s. 2021. [Online] Skills and opportunities for all. Available at: https://www.about.sainsburys.co.uk/sustainability/better-for-everyone/skills-and-opportunities [Accessed on: 8 September 2021]

ETHRworld. 2021. [Online] Aviva India introduces ‘war room’ to support its employees and their families. Available at: https://hr.economictimes.indiatimes.com/news/trends/employee-experience/aviva-india-introduces-war-room-to-support-its-employees-and-their-families/83006449 [Accessed on: 8 September 2021]

Williams, I., Harlock, J., Robert, G., Mannion, R., Brearley, S. and Hall, K., 2017. Decommissioning health care: identifying best practice through primary and secondary research: a prospective mixed-methods study. Health Services and Delivery Research, 5(22).

Meyers, M.C., van Woerkom, M., Paauwe, J. and Dries, N., 2020. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562-588.

Chamorro-Premuzic, T., Polli, F. and Dattner, B., 2019. Building ethical AI for talent management. Harvard Business Review, 11, p.2019.

Ferreiro-Seoane, F.J., Miguéns-Refojo, V. and Atrio-Lema, Y., 2021. Can Talent Management Improve Training, Sustainability and Excellence in the Labor Market?. Sustainability, 13(12), p.6645.

Mwawasi, S.M., 2021. Analyzing the Influence of Selected Talent Management Practices on Employee Discretionary Work Behaviours in Organizations. Journal of Human Resource Management, 9(3), p.64.

Wang, X., Ren, A. and Liu, X., 2017, August. Researching on quantitative project management plan and implementation method. In AIP Conference Proceedings (Vol. 1864, No. 1, p. 020176). AIP Publishing LLC.

Sherif, V., 2018, May. Evaluating preexisting qualitative research data for secondary analysis. In Forum: qualitative social research (Vol. 19, No. 2, pp. 26-42). Freie Universität Berlin.

 

Appendices-

Appendix 1: Performance Review 

 

Appendix 2: Project Log-book