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This research looks at Halfords, a shop in the UK that sells automobiles, bicycles, and a wide range of other leisure-related goods. “In addition, it is a major independent firm that focuses on vehicle operations, maintenance, and other services” (Mupepi, 2017). The goal of this research is to uncover techniques for attracting and retaining employees via the utilisation of talent. Secondary data is often used since operating COVID-19 necessitates keeping social distance.
Aim: The study’s primary aim is to examine Halfords’ challenges in hiring and retaining talented employees in the UK.
Rationale: The research is concerned primarily with how Halfords recruits and screens potential employees. For any company, the issue at hand is a major concern because of the high rate of turnover. There are a lot of people who are constantly changing employment, which is a significant problem for their supervisor. As part of the on-boarding process for new workers, training is often necessary (Narayanan, Rajithakumar, and Menon, 2019). Is the most critical aspect in long-term success and standard of products making the correct recruits. As a result, Halfords has been chosen because it represents professionalism and a top-notch commitment to hiring top-notch personnel, ensuring that customers get the best service possible.
In light of today’s high turnover, it’s correct to conclude that the subject we’ve chosen is one of most pressing concerns facing any organisation. A huge issue is created for the management at Halfords as a result of multiple employees switching jobs repeatedly. “This is attributable to the fact that they have to train new employees on a regular basis. As a consequence, managing a team with a long-term connection becomes more difficult (Pandita and Ray, 2018). As a result, a variety of talent management approaches are used to address this issue in the workplace”. In addition, a number of prior research are also carried out in order to consider a proper study and collect important data. In addition, Halfords may use the findings of this study to enhance HR processes and so keep employees on board for an extended period of time. In this research, a variety of talent management tactics are being used.
The research questions are listed below:
The research objectives for the following research are:
“An engaged workforce is more likely to be committed to the company’s objectives and to perform at a high level. A more keep things to people management and better internal alignment lead to higher customer satisfaction ratings since fewer employees are involved and their requests are handled more quickly (Hongal and Kinange, 2020). As talent management allows companies to carefully and consistently decide on the progress of personnel, it’s essential to keep in mind this benefit”.
The importance of talent management in an organisation’s strategy is something researchers want to highlight and share in-depth knowledge about; thus, they’ve selected Halfords as a study case. In addition, the results of the research will reveal what challenges the organisation has in retaining and developing its employees inside the company. For this reason, a thorough examination of literary forms that gather a big amount of data from a variety of reliable, legal, and ethical secondary sources is required in order to construct an effective and productive study for evaluating a huge number of information (Hongal and Kinange, 2020). As a consequence, students or other academics with an interest in the topic might benefit from the researcher’s results.
The section of the literature review focuses on the collection of accurate data and information related to talent management. A firm’s ability to recruit, onboard, train, motivate, and retain high-performing employees is the primary goal of talent management. In order to improve the efficiency of a business, talent acquisition strategies are used to increase the productivity of the staff. “Talent Management is a procedure for managing an organisation’s ability, expertise, and capability. Human resource managers have a critical role in all aspects of talent management, including hiring, training, recruiting, rewarding, and inspiring employees to do their best job” (Hongal and Kinange, 2020).
Painter-Morland et al., (2019) state that people are already a vital asset in the firm’s attempts to attain its aims and objectives. In this respect, the organisation succeeds in leveraging the power of the human mind to handle a broad wide range of activities and responsibilities. Workplace success is best achieved by bringing together a varied collection of bright individuals (Louis, Sulaiman, and Zakaria, 2022). Businesses can create a competitive workforce by recruiting in-demand skills, engaging in lifelong learning, and measuring and improving performance. Talent management is a way through which a company’s attention may be drawn to itself by attracting the most qualified candidates. In order to ensure that as many individuals as possible work together, a wide variety of activities are provided. According to Zeragia, (2019), an effective organisation is one with the correct balance of personnel. This is more important than just mentioning that the industry has a larger pool of qualified workers.
When it comes to talent management, the ability to persuade individuals from different backgrounds is what matters most. The efforts of people who desire to make a good difference in the world are also a factor. For years, the company’s HR professional focuses on recruiting, expanding, retaining, and so on. From business to firm, the purpose of integrating HR services is different. A Talent Management Company, according to Altinda, irak, and Acar, (2018), also focuses on attracting on a regular basis. Firms are able to retain and recruit new employees because of these multiple activities. This strategy may also be used to keep a job for the long term.
According to Altinda, irak, and Acar (2018), talent management is a sector that has contributed to enhanced efficiency and profitability. As a company grows, it has to be able to attract and retain top personnel, as well as perform the proper tasks and fill the right responsibilities. This is the goal of talent management. In the workplace, talent management can be used to improve the overall performance of the company. In today’s global business market, many organisations are constantly improving their operating systems in order to get a greater foothold. In such a circumstance, talent management is necessary that include such sort of traits in the organisational operating system that foresee a superior and powerful outcome. As stated by Isa et al., (2018), in the context of an organization’s operational system, talent management may improve the motivating environment. It really has aided in bringing together the diverse viewpoints of employees to create a feeling of cohesion. Human resource managers (HR) are regarded to be the major protagonists in such a systematic method in this scenario. On the other hand, several flaws have been discovered in the system of talent management. A common problem in the workplace is a lack of cooperation amongst workers (Mahfoozi et al., 2018). Different individuals in the workplace have varying conceptual mindsets, which might lead to a concept crash. Conflict between the HR and the authorities may occur throughout the process of talent management, which has a detrimental impact on the talent management system. Amidst all of this, talent management is still capable of producing some useful ideas and methods for the firm. The wheels of the workplace move quickly and easily when there is a well-established and widely used talent management system in place. As a result, individuals are better able to perform their job responsibilities and contribute to the overall productivity of their company.
According to Ivana (2020), in order to develop goodwill, any business must engage with a wide range of people. Talent management requires a varied workforce. The HR manager must consider the value of every employee in terms of meeting the company’s goals. All of their hard work will be appreciated, and they will be rewarded accordingly. To name a few examples, flexibility can help with everything from donations to time management to incentives.
The word "talent management" could be used to represent workplace appraisal, according to Shet (2020). In addition, the success of the organisation is largely due to the long-term ties amongst its employees. With less employee dissatisfaction, the organisation as a whole sees a boost in productivity. According to Fleming (2021), this is the most crucial factor. Positive results from the authorities are a good omen. Talent management systems at some firms use casual mail as a means of distributing important computer programmes. Both HR personnel and supervisors are important in today’s business. It is indeed important to note that HR will have a positive impact on the company’s people management approach. Talented people prefer to work for an organisation or in an environment that corresponds with their own values and convictions (Neri and Wilkins, 2019). Despite the fact that they’re well-paid and satisfy the job’s criteria, they nonetheless refuse to work. They may seem ordinary, but they don’t suit the demands of a competent person. This could be a risky assumption to make. Talented workers think they are worth more than that, and they work harder to connect themselves with the company’s aims. To them, having a job that fulfils their specific requirements at work is really important. Companies and CEOs, in general, unable or unwilling to satisfy their needs for individuals that suit this profile. People of the millennial generation are yearning for a work environment that varies substantially from the one in which they grew up (Zeragia, 2019). For most students, going to work and sitting in an office all day isn’t something they want to do. A permissive policy on information sharing, flexible work schedules, and assignments with simple objectives are among the perks they want in a new job. Competent employees would be hard to come by for companies that don’t satisfy at least some of these requirements
According to Thomas (2020), there have been a number of employees that may seek out applicants with low energy levels (2020). They’ll be rewarded with numerous benefits and a rise in strength if they contribute to the formulation of long-term growth plan. In order to maintain their employees on board, many companies cut down on perks that only profit the corporation. It is necessary to address a lot of problems in the company in order to show better working conditions.
In terms of making required adjustments to work opportunities based on employee expectations, it is essential to sustain employees, as Neri and Wilkins (2019) suggest. Team members who are better able to grasp will have a stronger effect on the project’s success. Customers may be quickly reached through email and social media. This could need longer workdays and/or greater advertising costs, so be prepared. As a company, we encourage our employees to apply for positions in which they excel. Employee motivation is essential to the company’s success. In accordance with Maslow’s theory of motivation, firms should take care of their workers’ needs. As a consequence, employees are more productive and willing to stay with the company for longer periods. The attractiveness of people who have been taught on a routine basis may be an important component in improving performance in the workplace, according to Poisat, Mey, and Sharp, (2018). When it comes to this, employees’ talents will be honed quickly and put to use. In many cases, providing extra advantages is a more persuasive argument since it allows for more time for growth. Work-life balance is among the greatest instances of this. In most cases, employees are recognised for their efforts since they have put the time and effort required.
People who get an interest in the market differ significantly from those who don’t, according to Pandita and Ray (2018). Relatively few people are willing to commit to long-term work habits. In order to highlight the organization’s best recruiting efforts, they usually aim to accomplish a task as efficiently as possible. It is imperative that only the worthiest candidates apply for the working group. There are a small number of people that choose not to pay their rent. It is said that the team’s constant work is founded on the notion that the needs of people should be prioritised, as stated by Poisat, Mey, and Sharp, (2018). The company has outlined these events in order to execute the proposition. Several companies are demonstrating a desire to help their consumers enjoy an outstanding experience by making this comment. The vision and aim of an organisation should be established from a vantage point that makes it clear what alternatives are available to the workforce.
There has to be a connection between the philosophical approach and the real occurrences under investigation. Upon completion of the study, a clearer picture of the issue will emerge. Philosophical approaches in science may take a variety of shapes, include "interpretivism," "positivism," "realism," and "pragmatism." If researchers feel that the social environment cannot be explained in terms of beliefs, they are much more likely to use interpretative analysis. In positivism, the opposite of positivism and interpretivism is discovered. According to Žukauskas, Vveinhardt and Andriukaitien?, (2018) the social environment is seen critically. According to a thorough history of science, the kind of research issue influences the choice of research philosophy greatly. “Rather, the realistic scientific theory focuses on positive and interpretative science concepts. People’s perceptions of their social environment are the topic of this section. According to this theory, the research is based on and investigates the interests of the researchers”.
The three methods of research technique are deductive, inductive, and abductive. Students must describe the fundamental differences between inductive, deductive, and abductive research methods in the dissertation’s methodological chapter. Researchers must explain how they arrived at their conclusions by breaking down their statements into a variety of opinions. Making a clear difference among inference and induction is essential for hypothesis testing (Maarouf, 2019). Examining a concept’s long-term sustainability requires the use of both deductive and inductive reasoning. The researchers in this study are employing an inductive approach to data analysis in order to draw conclusions from their findings. It’s important to avoid inducing hypotheses with the language you use. It is termed reductive movement when key concepts move away from broad thinking and more towards deductive cognition. A large sample may be analysed using either technique, or both at the same time. Before the inquiry can begin, questions with thesis goals must be formulated.
Semi-structured interviews were employed throughout the inquiry by the researcher. This semi-structured interview process resulted in the selection of four Halfords managers, including the "Operational Manager, Reception-Desk Manager, Security Manager, and Housekeeping Manager." This group of managers was picked since they are usually at the office and may be contacted at any moment (Robertson and Sibley, 2018). As a result, they are also in charge of the industry’s operations and procurement processes.
The research design offers a solid foundation for further investigation. Finding the right research method is a crucial step in establishing how much knowledge is required for a project. In spite of this, the research design technique incorporates a number of interrelated decisions. Exploratory, descriptive, and informative research may all be included under the same umbrella term "research." An explanatory study’s purpose is to discover the underlying processes that underlie the observed phenomena (Dannels, 2018). These researchers are conducting an examination of its origins and possible impacts. As a result, in situations when no prior analytical study has been conducted, an exploratory design is used to explain a phenomenon without specifying why it happened. We will conduct interviews to Halfords managers to learn about the company’s policies on employee management. The researcher utilised a descriptive approach to investigate the importance of talent management in the organization.
Another crucial aspect of evaluating relevant data and results is data collecting. Depending on the source, there really are two categories of data: main and secondary. Secondary evidence may be an article, website, internet report, or other previously investigated source of information. There are a number of primary data sources in the industry’s operational environment, including surveys and interviews with firm professionals such as executives and back-office staff. Interviews may be used to acquire data for market research purposes. I’ve acquired the most of the material I need to write this post. By interviewing individuals of the study population and reading academic works that throw light on the subject at hand, researchers obtain both primary and secondary data (Harb and Makhoul, 2017). Using a phenomenological approach, this thesis employed a method for analysing qualitative data, therefore the sample was ideal. Methods that centre on the researchers’ own subjective perceptions are known as phenomenological. Qualitative research was employed in this study to gain information on Halfords’ talent management practises.
Analysis of data is a common practise that uses quantitative and other reserach techniques to define, evaluate, condense, retrieve and analyse data. Content, theme, and ethnographic analysis are some of the methods that may be used to analyse qualitative information in addition to typical quantitative statistics. Since the analysis itself grows into an effective and continuous process in which data are collected and processed almost instantly regardless of the use of statistical techniques, it is possible to conduct qualitative research using statistical methods. Researchers in this study used participant answers and primary data from earlier studies to create individuals (Sileyew, 2019). The researcher’s purpose was to arrive at an accurate interpretation of the obtained data in order to achieve the project’s objectives. The pertinent conversations in this sector are difficult to understand because of the absence of in-depth analysis and clear explanations of procedures.
One of the most important aspects of conducting systematic research is taking ethical considerations into account. “The researcher must thus gather data that are original and relevant in order to reach a sound judgement (Barrow, Brannan, and Khandhar, 2021). It is also important to obtain useful information that is connected to presenting facts in a systematic manner. In addition, this research is centred on correct rephrasing, which is deemed proper concentration on various programmes”. Research ethics may be regarded as among the most important considerations. Respondents must agree to partake in the research if they want to be included in the research. At any moment, participants are free to leave the study. The participants are required to provide their informed consent in order to participate. The "Data Protection Act 1998" has been confirmed by the investigator since that time as being correct. For the ideas of informed acceptance to take root in our society, we need researchers who really can think critically, consider their options, and then decide whether or not to participate without any need to provide proper information or promises of participation. The absence of them would be disastrous. It was legally illegal to use foul language in the creation of questions for interviews, surveys, or focus groups (Barrow, Brannan, and Khandhar, 2021). The most important features are anonymity and secrecy. It’s necessary to reference other researchers’ work at various places in a study paper. Because of this, it is essential that all discussions and evaluations be conducted with the strictest degree of neutrality.
Talent management tactics connected to recruiting new employees are also the focus of this research. To get the intended findings, the researcher must pay attention to the relevance of the whole study.
Following section conceptualises a comprehensive semi-structure interview involving four managers of Halfords. These respondents are questioned with 7 objective-relevant questions that are well-emphasised and
Q1. What is your perspective towards talent management within workplace?
Interviewee 1
In general, the talent management system is by far the most effective technique to recruit a big number of competent persons who fit with the corporate culture.
Interviewee 2
Our company’s performance and output may be greatly enhanced and even increased if we are able to properly manage our employees.
Interviewee 3
By developing an efficient talent management system, we would be able to successfully boost human capability and organisational performance throughout our organization’s market activities.
Interviewee 4
“Indeed, the talent management system allows us to cooperate effectively with talented personnel, who also assist our organisation attain market leadership. As a result, we expect to see a rise in overall corporate profits”.
Q2. What are the prospective issues your organisation has suffered?
Interviewee 1
The corporate culture might include a little amount of prejudice, which can lead to a lot of tension among the personnel.
Interviewee 2
Some executives might sense prejudice in the recruiting and selection process since it is not digitalized, which creates a conflict of interest in the workplace.
Interviewee 3
“Lack of job analysis and measurement of candidate’s history during the selection and the recruiting process makes the company a store of inefficient staffs, who are not fit for the task”.
Interviewee 4
Arrogant and discriminatory attitudes among certain workers as a result of receiving preferential treatment from the management and leadership team lead to major problems at work.
Q3. Does issues in talent management is hindering the organisational performance in your respective company?
Interviewee 1
Inadequate recruitment or delays causes significant hindrances which can lead up to losing the potential candidates.
Interviewee 2
Obstacles can lead to lack of sufficient human resources as recruitment obstacles can prevent recruitment of people.
Interviewee 3
It causes delays in recruitment which can cause obstacles in recruitment process and talent acquisition processes.
Interviewee 4
Improper recruitment prospects may lead to decrease in employment efficacy and ineffective development in human resource.
Q4. Have you experienced any recruitment associated issues?
Interviewee 1
“Lacking data verification becomes a huge concern for the company to amass a large number of inefficient personnel inside the business”.
Interviewee 2
“Biasness throughout the interview procedure when the management and the leadership team of our organisation seeking and choosing personnel for our organisational task is offering a possible threat for the workplace culture”.
Interviewee 3
While it is clear that prejudice in the interview process may be a major liability, there are other factors at play, such as prioritising, that can undermine the success of an organization’s culture.
Interviewee 4
Unavailability of digitalized recruiting and selection procedure may hinder recruitment extensively.
Q5. Have possible approaches for resolution have been implemented in your organisation?
Interviewee 1
Yes, my organisation has established a strategic method to deal with these difficulties.
Interviewee 2
Yes, of course, and with the implementation of several strategic initiatives, we have been able to tackle these difficulties very effectively.
Interviewee 3
We have implemented a consolidated CRM system to validate recruiting performance.
Interviewee 4
We have updated our interviewing and talent acquisition techniques to make solutions on the probable concerns
Q6. What are the leadership and managerial approaches for talent management?
Interviewee 1
For the most part, our company’s top executives and managers compensate their most experienced and skilled staff handsomely in order to keep them around.
Interviewee 2
“We have not only begun to pay large amounts salaries, but we also have started to provide some extra compensation or financial incentives to inspire them successfully to continue in our working culture”.
Interviewee 3
Transformative and transactional leadership techniques are preferred by our company’s leadership team for dealing with any kind of critical situation inside the business.
Interviewee 4
“Also, our management team utilise different kinds of effective talent management approaches to maintain and retain the talented employees within the workplace by efficiently motivating them towards their job”.
Q7. What arrangements are implemented for improving recruitment prospects?
Interviewee 1
Rewarding method may recruit more skilled employee inside the company.
Interviewee 2
High quantity of pay or additional cash incentives may successfully attract and promote the retention of outstanding personnel inside the business.
Interviewee 3
Incentives or any other form of additional remuneration might be the finest alternative to keep and manage and recruit bright people inside the corporate environment.
Interviewee 4
Talented individuals are more likely to remain with our company if we provide financial incentives to keep them engaged and motivated.
“Throughout the evaluation of the whole interview session, it becomes apparent that all respondents support the use of different types of strategic measures for the retention and management and successful recruitment of outstanding employees within the workplace culture of Halford’s”. Furthermore, they explicitly forbid the occurrence of biassed behaviour inside the corporate culture, which severely restricts the growth of the organisation and its commercial performance. As a consequence, it is evident that every firm wants to retain on to its best and brightest staff in order to enhance productivity and return on investment. Employees also expect a more rewarding work environment, extensive exposure to the company, and the ability to progress in their careers. “The HR division’s management of talent is a position that contributes to the long-term interests of the organisation and the aims of employees. Good practises in human management minimises unexpected turnover to a minimum. Many creative organisations, through meaningful work, targeting, continual collaboration and quick praise, are constantly investing in employee participation”.
A general consensus among those interviewed is that executing various forms of strategic efforts to keep Halford's finest employees on board and recruit even more unique people is something that they all support. Additionally, they vigorously oppose discriminatory attitudes inside the organisational culture, which greatly affects the organization’s development and success in the market. In order to maximise business efficiency and return on investment, it is clear that any organisation seeks to retain the finest and brightest employees. Additionally, workers need working experiences that are interesting, adequate corporate exposure, and opportunities for professional advancement. A key function of the human resources division is to support the organization's long-term goals and the personal goals of its workers. It is possible to achieve a low rate of unexpected staff departures by implementing excellent people management practises. Employee engagement is a frequent approach in many forward-thinking firms, and it is typically characterised by meaningful work, concentrated efforts, continual cooperation, and timely acknowledgement as a crucial component.
Thus, depending on the analytics done Halford, it might be said, is up against a talent management dilemma. “Due to lack of effective leadership, it may be said that there is great problem created. In order to improve a company's success, good leadership is essential. This is because executives are responsible to retain workers and manage talent in the company towards maintaining longer duration. However, insufficient leadership creates enormous trouble for staff personnel those exist in firm for longer length of time. In addition, a lack of leadership may lead to additional problems, such as a lack of direction and dangerous situations. Hence, this aspect is presenting big difficulty for attaining expected effects at firm. On talent management, this is key difficulty for selecting right emphasis. When managers fail to devote enough time and energy to their workers, they risk losing the ability to motivate and retain their workforce. In this aspect, retaining new candidates may be confirmed at workplace straightforward”. This is a critical point of view when it comes to maintaining long-distance connections.
From the literature, it may be stated that firms are not utilising similar culture. As a result, working in an office with a diverse group of coworkers might be difficult. In addition, they are unable to manage employees in a rational manner. Employees are dissatisfied with their jobs because of the company's dysfunctional culture. It has an impact on the quality of sound communication as well. It takes a lot of work and a lot of misunderstanding inside the firm to maintain long-term employees. At workplace, it is vital to use acceptable type of culture so that all members are feeling cosy with its employment pattern (Beamond, Farndale and Härtel, 2016). “On the basis of competence, it is needed to allocate duties across varied staff. All tasks will be completed in a systematic manner if an optimal plan for managing the talent of various individuals is in place”.
One of the most important aspects of every company, according to secondary sources, is the management of its human resource resources (HR). As a result, the company is able to open up new vistas. Retention of competent personnel serves numerous customers in a methodical manner in regard to verifying effective talent management. It is the biggest strategy in entity that enhances firm profitability and productivity. This is due to the fact that corporate responsibilities will be performed by a lot of personnel, allowing for higher efficiency to be swiftly reached. A company's talent pool may be put to creative use by a variety of managers thanks to talent management. As a result, businesses may more easily implement plans to provide top-notch services to a wide range of customers (Wang, Dang and Lv, 2019). “In connection to implement talent management in company, it can be said that firm need to spend money for recruiting new employees at workplace. In addition to this, firms need to deliver training to staff members that is good for reaching many folks jointly. Talent management also comprises of managing competent workers towards the longer-term connection. It promises that staff members must be happy with great work culture that must be placed in systematic technique”. People’s faith in the organisation will rise as a consequence of this. As a consequence, they are also focused on establishing client loyalty, which is crucial to any organisation. This kind of dedication will strengthen one's will to provide first-rate assistance in an emergency situation.
Analysing more of the literature sources, “it can be stated that different staff members wish for larger wage with talent management within the organisation. There are various businesses in which staff’s members are likewise feel pressure so that it is also creating adverse effect on performance. Halford may impose further pressure on staff employees and not grant such type of remuneration. In this type of scenario, staff’s members are also under pressurised, apprehensive, etc. As a result, people are unable to transmit their own thoughts and perspective, Recruitment methods and structure is one of the major components that generate effect on outcomes. Hence, it is equally arduous to deal with this condition in bigger viewpoint”. Halford need to focus on giving outstanding wage so that staff personnel enjoy ideal remuneration. Halford is also crucial for the long-term retention of skilled employees inside the organisation.
Thus, talent management may be viewed as most crucial component for firm. It assists to build fresh opportunities for the organisation. Retention of competent personnel serves numerous customers in a methodical manner in regard to verifying effective talent management. It is the biggest strategy in entity that enhances firm profitability and productivity. “This is because a large number of people would work together to do corporate duties quickly and efficiently. Furthermore, talent management also assist various managers with using pool of talent in innovative perspective. As a result, corporation may quickly execute to offer great services for their different forms of clientele. In connection to implement talent management in company, it can be said that firm need to spend money for recruiting new employees at workplace. In addition to this, firms need to deliver training to staff members that is good for reaching many folks jointly. Talent management also comprises of managing competent workers towards the longer-term connection. It promises that staff members must be happy with great work culture that must be placed in systematic technique. It will lead in the business to boost degree of confidence among persons. Hence, they are also dealing with loyalty that is most vital component for the organisation”. This sort of dedication will enhance commitment to take fantastic support in urgent situation.
According to the latest study, Halfords’ growth is centred on talent management. For organisations, maintaining long-term relationships with their employees is also a difficulty. When it is absolutely required, corporations fail to put the right people in charge. This is a challenge for the firms in order to preserve long-term market relationships. Effective talent management in an organisation is essential to its success. This is a great method to find new opportunities for professional development at work. This encourages the use of one’s ability to manage long-term partnerships. The market could be successful in reaching the desired results. Although this is the case, it is very difficult to discover the right business talent due to a lack of culture. It is also the manager’s responsibility to cope with these issues by not focusing on perfect eye contact and carefully evaluating each employee. When determining a person’s true ability, it is the most crucial step. A qualitative primary data collection strategy was used to complete the study as a result. Semi-structured interviews involving four Halfords managers were undertaken as a consequence. The four-person team includes a "operational manager," "security manager," "reception desk manager," and a "housekeeping manager.
In order to get the most accurate information, it is crucial to undertake interviews with officials from four different agencies. As per the results, management was aware of it and ready to conduct interviews with the best applicant.
Developing a management approach that serves all Halfords employees is essential. Staff must be guided in order to perform systematic evaluations of efficient operation. Choosing a company that promotes an open culture in which everyone is free to express their opinions and ideas is also critical. It is advantageous if qualified individuals are kept on the job (Hongal and Kinange, 2020). The selected organisation must also have a good corporate culture. They had to rely on poor manufacturing and processing quality as their only recourse. Small and large businesses as well as the highest levels of management may benefit from adopting a culture of open communication to change. The company is chosen to connect the local supply chain with the global supply network. Halfords will take use of the most powerful combination of cloud and mobile devices now available in any industry. The company must spend in the costs of identifying and hiring young individuals on-site when it comes to seeking new employees.
Staff that work together to attain a big number of customers also need to be trained. Talent management also includes the management of long-term engagements with professional professionals. An ideal working environment means that employees are satisfied, and this must be achieved methodically (Pandita and Ray, 2018). Confidence in the firm as a whole is expected to rise. A successful corporation relies on the dedication and hard work of its employees. People will be more inclined to help in times of distress if they see their leaders demonstrating such commitment to the cause. There is a general sense of dissatisfaction among employees about their work schedules as well as the company’s overall culture.
The research was conducted using a qualitative primary data collection to meet the research objectives. A semi-structured interview was generally conducted to obtain results among four Halfords managers to analyse the recruitment strategies and challenges they face in talent retention in the organisation. Therefore, future research could be conducted by gathering feedback in the form of a survey among a larger group of employees of the organization to assess the impact of talent management strategies in the organisation. Also, secondary sources can be analysed in future researches to obtain information as well as a new organization can be chosen to assess the challenges and strategies of talent management in the organization.
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