7CO04 Project Proposal v1.1
7CO04 Project Proposal v1.1
7CO04 Project Proposal v1.1
Detail below your general area of interest (which area of HR/OD/L&D practice are you
interested in exploring, and what is it about that area that interests you?)
The general area of interest I have for this module is reward / retention via Talent
Management. Organisations recognise that employee retention is a key component of
organisational success and stability. The shortage of talent is becoming one of the biggest
challenges for many organisations and thus retaining employees is definitely on the agenda
for HR professionals and business leaders, perhaps now more than ever given the COVID-19
pandemic, the UK’s EU Exit and associated issues.
In considering your area of interest, what is it that you want to find out through your own
research? (Think about the type of questions you hope your research will allow you to
answer and note these below).
I would like to identify problem areas and provide methods which will help to retain key
talent via the implementation of new successful talent management and retention
strategies. I would like to focus on specific areas, e.g. compensation / rewards, employee
commitment and motivation, organisational culture and management practices.
The overarching aim of this study will be to determine the relationship between employee
retention / attraction and talent management practices among employees at SAFed. How
can SAFed be an employer of choice in the trade association sector?
I plan on being able to make recommendations for SAFed to better implement talent
management practices in order to enhance engagement and reduce staff turnover. Practical
outcomes for the business could be to develop a remuneration strategy to retain their top
talent which could improve organisational performance and employee engagement and
retention.
What type of data will you need to enable you to answer your research questions? How
will you obtain this data? (Consider the logistics of obtaining the data as well as what raw
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data you may already have available that you could use)
I will need both qualitative (face to face interview etc.) and quantitative (staff survey etc.)
research methods, reliable data which could include books, academic journals and
publications and online resources. No doubt time pressure may well be a potential barrier to
gaining this data as colleagues are always busy!
There is currently no existing data on any of these issues are no annual satisfaction survey is
undertaken, there are no exit interviews. I will interview recent leavers (there are only 2!)
and also conduct a staff survey which will consist of driver questions and engagement
questions. I will supplement this will some face-to face interviews which will focus on areas
such as What attracted you? Why do you stay?
Ahead of this there will need to be some specific actions that I will need to undertake. For
example, obtaining approval from the Chief Executive and then some comms around the
study and what I am undertaking this. I foresee no problems with this as the staff are
amendable and (on the whole) happy. However, I will include a consent statement in the
survey and gain consent for 1-to-1 interviews.
An issue around this project and gathering data is the small number of staff. This could
affect outcomes and conclusions based on the data. A small sample size may make it
difficult to determine if a particular outcome is a true finding.
Consider the general areas of interest you have outlined (e.g., leadership, engagement,
retention, wellbeing etc). Note below how these constructs have been defined in the
academic/professional journals. Remember to make a note of the authors. Write some of
these definitions below. (You have access to journals through the CIPD website – EBSCO).
Recruitment: recruitment and selection is a HRM practice that unfolds in several phases,
which all matter for the outcome of the process. N.B. The CIPD like to define recruitment as
the sourcing of candidates, selection starts after that)
Løkke et al. (2023) Recruitment and Selection in the Public Sector: Do Rules Shape
Managers' Practices?
Reward: A total reward strategy – a mix of extrinsic (financial rewards and benefits) and
intrinsic rewards (personal development and working environment) – encompasses all the
elements of the triangle.
Suff, P. and Reilly, P. (2008)
Going the Extra Mile The relationship between reward and employee engagement
https://www.employment-studies.co.uk/system/files/resources/files/mp79.pdf
FEEDBACK
Proposal feedback
Craig, this is a good start. Clearly strategic in nature. The business case could be made a
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little tighter and the project is still a bit vague and very broad. You need to take your
thinking and planning to the next level of detail before making a start.
Louise Hill
3rd August 2023
12th September
Accepted Further work needed
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