Human resource management institute
BA (Hons) in HRM
Unit no: 8
Assignment Title: Business project
Assignment by:
Dinali Samarasinghe
Due Date:
20/ 01/ 2021
Submitted on:
Word Count:
3500
Abstract
Talent management in a global organization is more complex and demanding than national
business, and few major global corporations have risen to the challenge. This paper focuses on
the way in which organizations should engage in talent management in order to obtain and
retain the best available talent for the success of their organization. The objective of this report
is to analyze and retain employees by managing their talent at HSBC. The sample size was
taken as 20 out of a total population of 50. This report also takes into account the impact of the
talent management program on employees.
Acknowledgement
This assignment will not be possible without the help and guidance of my lecturer Ms.Thrisara
wickrmasinghe and Ms. Sandra rosayro. They explained the module perfectly .so that is the
reason behind this successful case study.
I take this chance to thank head of collections and line manager in HSBC where I work and the
supervisors and staff, my friends who were with me and support to complete this mini research.
And I would like to thanks each and every one who was behind this success throughout this
report making period.
Table of contents
Contents
Abstract...................................................................................................................................... 2
Acknowledgement...................................................................................................................... 3
Table of contents ....................................................................................................................... 4
List of figures/ tables .................................................................................................................. 5
Chapter 01 ................................................................................................................................. 6
Introduction ................................................................................................................................ 6
Introduction to the company ....................................................................................................... 9
Project management plan .........................................................................................................10
Work Breakdown Structure (WBS) ............................................................................................12
Gantt chart ................................................................................................................................17
Chapter 02 ................................................................................................................................19
Research Modules.................................................................................................................19
Quantitative research ............................................................................................................19
Qualitative research...............................................................................................................19
Mixed method ........................................................................................................................19
Population of study ................................................................................................................20
Types of Data ........................................................................................................................22
Data collection technique.......................................................................................................23
Questionnaire ........................................................................................................................23
Chapter 03 ................................................................................................................................24
Data analysis and presentation .............................................................................................24
Primary data analysis ............................................................................................................24
Questionnaire analysis ..........................................................................................................25
Chapter 04 ................................................................................................................................29
Recommendations.................................................................................................................29
Conclusion ............................................................................................................................30
Chapter 05 ................................................................................................................................30
Reflective report ....................................................................................................................30
Reference list ............................................................................................................................31
List of figures/ table
List of tables
Table 1.1 – project time
Table 1.2 - project communication plan
Table 1.3- project risks
Table 1.4 - Gantt chart
Table 2.1- advantages and disadvantages of primary data
Table 2.2- advantages and disadvantages of secondary data
List of questioner analysis tables
Table 3.1
Table 3.2
Table 3.4
Table 3.5
Table 3.6
Table 3.7
Table 3.8
Table 3.9
Table 3.10
List of figures
Figure 1.1- Challenges faced by an organization in the Process of Talent Management
Figure 2.2 – Sampling methods
Chapter 01
Introduction
Talent management is a continuous process that involves attracting and retaining high-quality
employees, developing their skills and continually motivating them to improve their performance.
The primary goal of talent management is to create a motivated workforce that will stay with
your company in the long run. The exact way to achieve this will be different from company to
company. (Valamis, n.d.)
Talent management is not just a simple human resource key term that will come across. It is
also committed to hiring, managing, developing and retaining the most talented and excellent
employees in the industry. In fact, talent management plays an important role in the business
strategy as it manages one of the company's most important assets—its people.
That is why companies should make an effort to manage employees effectively to help them
develop their skills and capabilities in order to retain them.
Here are some of the reasons why companies should invest in talent management.
 Attract top talent Strategic talent management gives organizations the opportunity to
attract the most talented and skilled staff available. It creates an employer brand that
could attract potential talent and in turn, contributes to the improvement of the
organization's business performance and results.
 Increase the performance of employees. Using talent management will make it easier for
companies to identify which employees are best suited to work that can lead to fewer
performance management issues and grievances. It will also ensure that the company's
top talent stays longer.
 Hold on top talent. Well-structured on-boarding practices create a higher level of
retention that saves the company's recruitment and performance management costs in
the long run.
 Improve the performance of business. Talent management helps employees to feel
engaged, qualified and motivated, enabling them to work towards the company's
business objectives, which in turn increases customer satisfaction and business
performance.
(Writer, 2018)
Impact on business environment



Strategic Workforce Planning: Proper work force planning contributes to organizational
performance. It is a fully integrated organizational process involving proactive planning
to avoid talent shortages and panic recruitment. With proper planning, HR provides the
right talent with the right skills at the right time. In other words, Target Planning can be
called directly. Phenomenon is set to manage and develop people in a way that helps
the organization.
Recruitment: HR needs to successfully attract and recruit key market talent for current
and future organizational needs. Through an integrated recruitment, assessment,
evaluation and hiring process, people are brought into the organization.
Retention: An organization should be aware that its valuable employees are engaged
and satisfied with the organization's strategies, planning, etc. In order to avoid any kind
of dissatisfaction among talented employees, the organization needs to make concerted
efforts to identify and support the needs of the most critical talent.
Initiatives for Talent Management
Managers have a key role to play in ensuring that there is effective personal development of
candidates who have been selected for various positions within the organization. There is a
need to develop a long-term association between the organization and its employees.
Successful talent management initiatives are needed to achieve and retain effective employee
motivation within the company. Some of the key talent management initiatives that can be
undertaken by HR managers within the organization are listed as follows:
Establishing and maintaining the personal identity of employees.
Ethical and effective rewards and recognition strategies for all employees.
Offering sufficient opportunities for all employees to grow and develop within the
organization.
Achieving an effective role in the design of selected candidates within the organization.
Establish an effective job rotation of selected candidates within the organization.
Establish effective training and development of all employees, including new candidates
who have recently joined.
Formulate effective succession planning for all positions within the organization for the
selection of suitable candidates in the future.
The roles and responsibilities of all employees should be flexible so that employees find
it interesting to carry out their day-to-day professional activities effectively without getting
bored.
Challenges faced by an organization in the Process of Talent ManagementBusiness establishments may face various challenges in the process of managing talent at both
national and global levels. The key areas of challenge faced by an organization in the field of
talent management are listed as follows:
Recruiting the right talent is a major challenge for a company due to
economic phenomena, such as financial downturns, which lead to an
increase in the number of global job cuts.
•A company must retain the best talents and let the others go
•You may be shuffled by the different positions of the job in the top management
leadership
•the recruitment process can be extremely costly, as each of the interviewer's
cost centers for the company and the business needs to pay for the different
recruitment processes under such an unfavorable economic condition.
Training and development of new candidates, as well as existing employees, is a
major challenge for a company.
•If the organization is unable to provide training and development to employees on an
ongoing basis and is successful in updating its knowledge and skills, the productivity of
employees will not be increased over a period of time and this could have a negative
impact on the organization.
The retention of talented employees is a key challenge for the organization
•When a company has to reduce employees' overheads, which are considered to
be non-essential in a short period of time, this situation creates a scenario of
lack of motivation among employees who are retained by the company.
Developing and nurturing effective leadership capabilities in business at a time of
crisis is a major challenge for the organization.
One of the main objectives of the HR should therefore be to identify and develop
talent and train them for future leadership positions.
(White, 2019)
Figure 1.1- Challenges faced by an organization in the Process of Talent Management
Introduction to the company
HSBC Sri Lanka is a banking and financial services company in Sri Lanka and a licensed
commercial bank under the supervision of the Central Bank of Sri Lanka. It is the largest and the
oldest bank in Sri Lanka. HSBC opened its doors in Sri Lanka in 1892; only 27 years after its
first offices were established in Hong Kong and Shanghai. From the outset, the company
maintained an international outlook, while its activities focused on trade finance.
Vision
“We aspire to be one of the world’s great specialist banking groups driven by commitment to our
core philosophies and values”
Mission
Through an international network linked by advanced technology including a rapidly growing e
commerce capability, HSBC provides a comprehensive range of financial services: personal
financial services; Commercial banking; corporate, investment banking and markets; private
banking; and other activities.
Values
 Dependable
 Open to different ideas and cultures
 Connected to customers, communities, regulators and each other
Organizational culture
At HSBC people span many cultures, communities and continents, and we are committed to
facilitating their growth and enabling them to thrive both inside and outside the organization.
Our learning programs equip our employees with the skills to progress in their careers and be
ready for the future. Through our charitable partnerships and volunteering opportunities, we
encourage them to share their skills and create a positive impact in society.
Number of employees
400
Operations





Develop software and applications to improve HSBC’s customer experience
Manage the bank’s IT systems, infrastructure and support
Run customer operations and help manage change across the bank
Implement major strategic transformation programs
Provide professional services such as procurement and real estate management
Project management plan
Project nameWhat talent strategies do the best companies use to attract and retain people.
Project aims –
The aim of this project is to study the best talent strategies used by the HSBC for talent
retention.
Project objectives  To identify the impact of talent management on employees.
 To identify the impact of talent management on business environment
The project cost/budget –
 Researches time - The researcher allocates one and half months to order to do the
activities and the findings was started by selecting organization and distribute questionnaire
to them take the response and analyze it.
 Money – Cost for internet, A4, printout, stationaries.
Project time and milestones –
Start day
29/11/2020
Questionnaire development
05/12/2020
Data collection
15/12/2020
Data analysis
22/12/2020
Project submission
20/01/2021
Table 1.1 – project time
Project quality –
 Researcher collect the all the data to one on one conversation with the staff and describe
everything to them with the native language.
 Check everything is up to the standards compared with the guide.
Project communication plan –
Below individuals helped providing information to the research.
Ms. Thrisara Wickramasinghe
Lecturer
Ms. Sandra Rosayro
Lecturer
Justina Kumar
Line manger
Glen perera
Head of collections
Mindula Dissanayake
colleague
Table 1.2 - project communication plan
Communication process between the company and the researcher
 Questionnaire
 Phone calls
Project risks
Risk
Probability
Impact
At the beginning the researcher
did not had the exact
accessibility to the
organization.
Medium
Medium
Personally contact the line
manager and described
everything to her and get the
access.
Difficult to find a organization
there is more than 50 workers
working
Medium
Medium
Selected researches own
workplace
Not easy manage the research
and work
Medium
Medium
Planed the work and work up to
date according to the plan
Table 1.3- project risks
Project resources





Lecturers
Employees in HSBC
Laptop
Mobile phone
Stationeries
Mitigation
Work Breakdown Structure (WBS)
Week 1 - (29th November 2020 – 04th December 2020)
Finalizing the project aim & objectives
Finalizing the
organization
(HSBC bank)
Finalizing the
business activity
30th November
2020
27th October 2019
Finalizing the
aim and
objectives
1th December
2020
Comparing
the current
issues in an
organization
Comparisons
on different
organizations
to select the
most suitable
one.
Call up and
contact the
organization
to confirm if
they will let
out relevant
information.
Confirming
the most
effectively
used
business
activity at
LNP.
Designing the
initial stage of
the PMP
Creating WBS
& GANTT
chart
1st and 2nd
December 2020
03rd December
2020
Identifying
the initial
stages and
setting
Allocating
activities
with time
frames for
week one.
Creating an
aim in
collaboration
with the firm
Developing
objectives
and
questioneris
to fit with the
project aim.
Completing
the tasks
assigned
for the
week.
Week 2 - (5th December 2020 –11th December 2020)
Finalizing Questionnaires
v
Finalizing
the
Questionnaires
Distributing the
questionnaires the
HR manager and
the staffs
Collection the
questionnaires in
the organization
10th December
2020
th
4 November 2019
Comparing
different
Questionnaire
s with others
5thNovember 2019
Analyzed the
staffs to given
my
questionnaires
Analyze the
questionnair
es and the
answers
Continuing the
WBS & Gantt
chart.
10th and 11th
December 2020
Week 3 & 4 - (12th December 2020 –25th December 2020)
Producing a first draft of findings
Drafting the initial
stage of the project
report.
Collecting the Data
13th and 14th
November 2019
12th December 2020
Drafting the
sample design and
literature review.
16th and 17th
November 2019
Drafting a sketch of
the data gathered.
15th November
2019
Gathering data from
the annual report.
Drafting the
Questionnaires
18th and 19th
December 2020
20th and 21st
November 2019
Calling up an
interview with the
collections head
22nd -25th
December 2020.
Analyzing the
Questionnaires
25th November
2019
Continuing the
WBS & Gantt
chart.
15th December
2020
Week 5 & 6 - (26th December 2020 –8th January 2021)
Data analysis & Drafting conclusions
Drafting the
findings
28th November
2019
Drafting
Questionnaires
Finding
3rd -5th January
2021
Analyzing the
findings 26thth -1st
January 2021
Analyzing the findings
according to the
developed objectives
and aim
th
6 January 2021
Drafting the
conclusions
2nd January 2021
Pointing out
conclusion
points
7th-8th January
2021
Continuing the
WBS & Gantt
chart.
2nd- 3rd
January 2021
Week 7 - (9th December 2020 – 16th January 2021)
Completing the research
Discussion of
findings
13th -20th December
2019
Analyzing the
findings and
drawing up
conclusions
12th -14th
January 2021
Stating
recommendations
/improvements
Final amendments
of the Research
Finalize the WBS &
Gantt chart.
10th January 2021
11th -12th January
2021
9th January 2021
Final
adjustments of
the research
project
15th January
2021
Gantt chart
November December
Time Allocation
Deciding on
research topic
Deciding what type
of organization to
select and do the
research
Get permission from
the selected
company to do the
research
Inform all the
individuals that
responsible for
company main
tasks
Developing
questionnaire
Referring some
documents about
the topic given
Finalizing the
questionnaire
Getting permission
from the supervisor
Distributing the
questionnaire
Discuss the
questions with the
employees
Distributing the
questionnaire by
printed papers.
4th week
1st
2nd
3rd
week week week
January
4th
1st
2nd
3rd
week week week week
Collecting the
questionnaire
Collect back the
answer sheets back
from the employees
Thank for the
opportunity that
company provide to
the researcher
Writing the
report
Start to write the
research report.
Start analyzing
data.
Discuss with the
supervisor getting
advice
Draw a sketch plan
of the report
Developed WBS
and Gantt Chart
Analyze different
and do the
mathematical
calculations
Complete the
remaining chapters
and finalizing
Submit research
Report
Table 1.4 - Gantt chart
Chapter 02
Research Modules.
There are 3 techniques and approaches used to do the research in order to collect data. There
are the main approaches for research design.
 Quantitative research
 Qualitative research
 Mixed research
Quantitative research
This used numerical data to do the research. In this method data are analyzed using
mathematical and statically correct. Quantitative research do not use depth questions.it mostly
used the closed ended questions. The main advantage of this is this approach is highly reliable
and accurate. (DeFranzo, 2011)
 Example – Surveys
Secondary data
Qualitative research
This is mainly works with non-numerical data, which beliefs in social science. Qualitative
research studies the social life through the target population. His researches is different by the
people to people and how they react. This research mostly uses open- ended questions.
Qualitative researchers are not very reliable and not highly accurate as quantitative research.
And also cannot be reliable as it can be bias. (QuestionPro, 2018)
 Example – In-depth surveys
Observations
Mixed method
This is a mix of qualitative and quantitative research. In this research the researcher used this
method to show the data. Because in this research the questions is based on number based
questions and also the questions based on personal beliefs.
 Example
1. Number based question – How long have you been working for this
organization?
2. Question based on personal beliefs - Does your workplace employ a diverse
range of people?
Population of study
Population: - After identifying the unit of analysis, then the researcher must identify the target
population, the group of people that the researcher wants to draw a conclusion about once the
research study is finished. Identifying the target population requires specifying the criteria that
determine which individuals are included and which individuals are not included. In other words,
what characteristics must an individual have to be included in the target population? The
researcher might consider the following characteristics for an educational research study
(J. Salkind, n.d.)




Gender
Age
Type of school
Special educational needs
Sample population:- Most of the times researcher cannot reach the full population because
there are over hundred or thousand employees in the company therefore researches use target
population where the researcher take a certain in the population which has a common feature
which makes it easy for the researcher. And the target result which is known as sample
population. In this research the sample population is 20 individuals as these 20 individuals has
common feature in the same organization it makes it easy for the researcher.
Sampling methods:- this is the method used to gather information about the subgroup of the
population .this helps to get information using the sample population rather than using the entire
population.there are different types of techniques that can be used.
1. Probability sampling techniques.
2. Non probability sampling techniques.
1. Probability Sampling: This sampling method that selects random members of a population
by setting a few selection criteria. These selection parameters allow every member to have
the equal opportunities to be a part of various samples.
2. Non-probability Sampling: This sampling method is reliant on a researcher’s ability to select
members at random. This sampling method is not a fixed or pre-defined selection process
which makes it difficult for all elements of a population to have equal opportunities to be
included in a sample.
Simple
random
sampling
Cluster
sampling
Probability
sampling
methods
Systematic
sampling
Stratified
random
sampling
sampling
methods
Convenience
sampling
Judgmental
or purposive
samling
Non
probability
sampling
methods
Snowball
sampling
Quota
Sampling
Figure 2.2 – Sampling methods
Types of Data
Primary data:Primary data means the raw data (data without fabrication or not tailored data) which has just
been collected from the source and has not gone any kind of statistical treatment like sorting
and tabulation. The term primary data may sometimes be used to refer to firsthand information.
Sources of primary data







Personal investigation
Through investigations
Questionnaires
Local resources
Through telephone
Through internet
Through social media
Advantages and disadvantages of primary data
Advantages
Collect data specific to the problem under the
study
Disadvantages
Researcher has to contended with all the
hassles of data collection
Guaranteed quality about collected data
All the data have to be accurately and in the
format required in
Easy to add additional data during the
research period
Cost of obtaining the data is often the major
expense in studies
Table 2.1- advantages and disadvantages of primary data
Secondary data:Secondary data is Data which has already been collected by someone, may be sorted,
tabulated and has undergone a statistical treatment. It is fabricated or tailored data.
Sources of secondary data
1.
2.
3.
4.
5.
6.
Government organizations
Semi government organization
Journals
Newspapers
Articles
Internet
7. Advantages and disadvantages of secondary data
Advantages
Disadvantages
The data that need is already there
Researcher cannot decide what is collected
Less expensive
Obtaining additional data is not easy
Less time required
Researcher is not responsible for the data
Table 2.2- advantages and disadvantages of secondary data
Data collection technique
There are many ways of collecting data including observations, case study, questionnaire,
interview, experiments and many more. The data collecting technique is mostly depends on the
type of the research regarding equality and diversity is conducted through primary data
collection which is questionnaire. (Gill et al., 2008)
Questionnaire
Questionnaire is an instrument for collecting data, which almost always involves asking a given
subject to respond to a set of oral or written questions.
Advantages of questionnaire








Inexpensive
Practical
Fast result
Scalability
Comparability
Easy analysis
Validity and reliability
No pressure
With considering all the advantages and effects researches use this method to collect the data.
Data analytical tool
Data Analysis. Data Analysis is the process of systematically applying statistical and/or logical
techniques to describe and illustrate, condense and recap, and evaluate data. We can analyze
data by using tables, histograms, pie charts, line graphs.
Ethical consideration of study
There are many ethical issues that may need to be considered when undertaking research.
Often ethics issues will have to be weighed against each other when designing and presenting
research.



Researcher have to protects the privacy of the employees
Researcher have to restrict some data of the company because their policies and
regulations
Researcher have to take care of the all the information that he published on the report.
Chapter 03
Data analysis and presentation
There are two types of data analysis and presentation a primary and secondary data analysis
1. Primary data analysis
2. Secondary data analysis
Secondary data analysis
Secondary data analysis is the data that analyses and collected by others this is also other
researcher that was collected by the researcher.






Newspaper
Journal articles
Annual reports
Bank reports
Previous statements
Primary data analysis
The data that collected by the researcher all by herself using questionnaires, interviews and
surveys. The researcher send the questions to the employees and once he got the all the
responds researcher used summarizes version of the data collection to further take a step
forward the assignment the summarizes version of the Google form consists of line charts and
pie charts. Because of this researcher can easily analyze each responds more comfortably.
Questionnaire analysis
2. I think talent management helps to identify the strength and weakness of employees?
Out of 20 people 15 people strongly agreed that talent management helps to identify the
strength and weakness of employees. 4 employees have agreed with the above statement. And
1 person has disagreed.
talent management helps to identify the
dtrength and weaknesses of employees
strongly agree
Agree
Disagree
Strongly disagree
5%
20%
75%
Table 3.1
3. What changes have taken place in the organization as a result of Talent Management?
Most of the employees have selected the change in motivating strategy and equal number of
employees has selected Restructure of organization or individual objectives and Making
changes in dissatisfaction areas
60%
50%
40%
30%
20%
10%
0%
Series 1
Table 3.2
4.
To what extent is Talent management motivating the environment?
15 employees have says it’s highly motivating and 5 says fairly motivating
To what extent is Talent management
motivating the environment
Highly motivating
Fairly motivating
Neutral
De motivating
20%
80%
Table 3.3
5. Talent management helps to win co- operation and team work?
18 employees say that talent management frequently helps to win co-operation and team work.
Talent management helps to win cooperation and team work
Frequently
Occasionally
10%
90%
Table3.4
Rarely
Never
6. I am satisfied with the banks overall talent management
Every employee is satisfied with the banks overall talent management. And 11 of them are very
satisfied with it.
I am satisfied with the banks overall talent
management
Satisfied
Vey satisfied
Dissatisfied
Very dissatisfied
42%
58%
Table 3.5
8. I am satisfied with the support you are receiving from the management team during the
course of your work?
Everyone said yes
satisfied with the support you are
receiving from the management team
during the course of your work
Yes
No
Table 3.6
8. Level of importance of the following elements in achieving employee satisfaction
Level of importance of the following
elements in achieving employee
satisfaction
100%
80%
60%
40%
Agree
20%
Neither agree nor disagree
0%
Financial
Seminars,
rewards or training and
bonuses and
exams
salaries
Team
building
activities
Assured job
security
Disagree
Table 3.7
9. Does HSBC offer environment friendly facilities at the work place?
Table 3.8
Yes
No
20
0
10. Level of importance of the following elements in achieving long term employee satisfaction
importance of the following elements in
achieving long term employee
satisfaction
100%
80%
60%
40%
20%
0%
Agree
Neither agree nor disagree
Disagree
Table 3.9
11. Talent Management is always ready to invest in my continuous education
Talent Management is always ready to
invest in my continuous education
Agree
Strongly agree
Neutral
Disagree
Satrongly disagree
10%
35%
55%
Table 3.10
Chapter 04
Recommendations
1. This work place employee is freely given their reply to researcher questionnaire
and company give the full help to the researcher to his work on the time and
correctly.
2. This workplace uses the best talent strategies to motivate employees.
3. Frequently talent management helps to win co-operation and team work.
4. Every employee is satisfied the banks overall talent management strategies.
5. Every employee is satisfied with the support they receive from the management.
6. Almost all the employees agree with the elements in employee satisfaction. They
are satisfied the financial rewards and bonuses and salaries they receive.
7. Almost all the employees agree with the seminars, training, and exams and team
building activities they have every month.
8. Everyone on the staff says that there are environment friendly facilities at the
work place.
9. Everyone is satisfied on the elements in achieving long term employee’s
satisfaction. Most of the employees were agreed with training and development.
10. Most of the employees think there selves are responsible for talent management
and its employee’s engagement in HSBC.
11. Some new employees have disagreed with some statement s but overall
everyone was satisfied with the workplace talent management strategies.
Conclusion
The research about what talent strategies do the best companies use to attract and retain
people is successfully done with the use of both primary and secondary data analysis. the aim
of this research is to find out how the HSBC act to the talent management strategies in the
workplace and how this effect on the employees .the organization I choose had the best talent
management strategies and they all were treated equally among all employee therefore they
were no need to impose any such laws into the organization, the higher position and the pay
gap was same to all the employee in the organization and they always recognized each
person’s talent and awards them and encourage them to do better always the employee in the
organization was from various regions in Colombo and from various belief they had no
discrimination at all and they all worked together with coordination and cooperation.
Chapter 05
Reflective report
The main problem while the research is been done is the time management because the
researcher has to allocate time with her workplace. There was a tight work schedule for the past
two months and research couldn’t manage time properly and was hard to get engage with other
employees as well. And she overcomes it by take a half day leave from her workplace and to
finish it.
The researcher also learnt how to work on a research more ethically and be professional and
leant that talent management is very important to every organization in order to retain and
attract people.
Log book and performance review template
Both have been attached.
Reference list
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