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Unit 6 Managing a Successful Business Project Assignment Sample

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Unit 6 Managing a Successful Business Project Assignment Sample

P1 Devise project aims and objectives       

Aim 

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Aim of the study is to evaluate talent management approaches for recognising and developing talented people in Unilever delivering a positive impact on productivity and performance. 

Objectives 

The objective of the Talent management (TM) strategies in the company that can be used to attract and retain people are: 

  • To manage talent in the business by the leaders and managers under the responsibility of Human Resource Management conducting training and development programs in Unilever
  • To determine competency and skills of employees that can Trigger exercise of talent management 
  • To improve employee experience delivering direct impact on satisfaction and high ROI increasing business performance
  • To focus on Employee development with the integration of good talent management strategies in the Unilever focusing on corporate learning and compensation management
  • To retain top talent for the best performance management in the company organised with performance reviews and career aspirations in Unilever

The study is performed on the consideration of Unilever company in order to integrate talent management approach for better employee development and business performance.   

P2 Produce a project management plan   

Aim 

Aim of the study is to evaluate talent management approaches for recognising and developing talented people in Unilever delivering a positive impact on productivity and performance. 

Deliverables 

The deliverable of the project includes intangible assets such as software documentation in order to accomplish talent management strategy in the working environment. 

Time

The complement of the project is determined with a duration of 80 Days of planning creating accomplishment of activities by the team members in the company to review performance management of employees based on training and development ideas. 

Quality

The quality of the project is maintained with the three vital steps as quality planning, quality assurance and Quality Control (Emblemsvåg, 2020). Talent manager of the company who will be looking after the maintenance of project quality in terms of maintaining proper scheduling of activities and employee feedback.

Communication

Effective communication in the project would help in delivering the accomplishment of tasks within the given deadline without any delay. Accommodation of both online and offline training will be made in the project in order to enhance conversation among team members using social media applications, email, message and face to face meetings. 

Risk

In the project, risks can be determined in terms of technological, resource, time table and budget. Determination of incomplete funding facilities can be observed due to lack of financial assessment. However, the project could deal with governance, operational, strategy, and performance risk. 

Resources 

Basic allocation of resources is mandatory in the study to understand by HRM gaining employee feedback and delivery of employee performance activities (Mladenova, 2019). The Talent acquisition and retention strategy would be beneficial which requires different programs such as compensation, career development, talent management and culture. 

Milestone Timeline and project delivery 

Task

Timeline

Duration

Project Initiation

10-01-2021 to 20-01-2021

 

10 days

Project Planning

21-01-2021 to 10-02-2021

 

20 days

Project Execution

11-02-2021 to 25-02-2021

15 days

Project Control

26-02-2021 to 15-03-2021

20 days

Project Closeout

16-03-2021 to 31-03-2021

15 days

Table 1: Milestone schedule 

(Source: Created by author)

Milestone schedule has been planned that initiates the significance of specific information according to planned and actual completion of project dates. The project duration has been shown the timeline of 80 days visualising the accomplishment of each task with the respective duration of time. It has measured the life cycle of the project to reach the ultimate goal that includes budget, data input, resources, deliverable and external reviews (Lipke, 2017).

Activities

Duration

Project scope statement

2 days

Work breakdown structure

5 days

Breakdown of work packages

3 days

Project dependencies

5 days

Scheduling of budget

3 days

Identification of risk

2 days

Resource allocation 

3 days 

Project milestone

 3 days

Choosing the TM software 

 2 days 

Determine competency and skills

 2 days 

Conducting primary and secondary research

 10 days

Total 

40 days

Table 1: Project timeline

(Source: Created by author)

An efficient project timeline includes dependencies, duration and activities with respect to a given date (Zwikael, Chih, and Meredith, 2018). A chronological list of events has been presented in order to accomplish within the given outline of 40 days using the timeline software such as MS Project.


 

P3 Produce a work breakdown structure and a Gantt chart     

 

1.1.      Project Initiation

1.1.1.            Evaluation & Recommendations

1.1.2.            Development of Project Charter

1.1.3.            Deliverable of Submitting Project Charter

1.1.4.            Review of Project Sponsor

1.1.5.            Approval of the project

1.2.      Project Planning

1.2.1.            Creating project Scope Statement

1.2.2.            Determining Project Team

1.2.3.            Develop Project Plan

1.2.4.            Submission of Project Plan

1.2.5.            Approval of Project Plan Milestone

1.3.      Project Execution

1.3.1.            Verifying and Validate talent resource Requirements

1.3.2.            Designing TM System

1.3.4.            Procurement of Software

1.3.5.            Development of talent team

1.3.6.            User Training

1.3.7.            Feedback from training

1.4.      Project Control

1.4.1.            Project Management

1.4.2.            Meetings of Project Status

1.4.3.            Risk Management process

1.4.4.            Update of Project Management

1.5.      Project Closeout

1.5.1.            Auditing Procurement

1.5.2.            Lessons Learned by employees

1.5.3.            Update talent system

1.5.4.            Formal Acceptance of process

1.5.5.            Keeping files

Table 1: Work breakdown structure

(Source: Created by author)

Work breakdown structure in project management has delivered hierarchical composition for the execution of work by the team member in order to accomplish the goals and objectives (Burghate, 2018).  In the execution of a talent management project, the structure is determined with the effective stages of project management planning such as monitoring, reporting, controlling, planning and execution. It has simultaneously broken larger projects into smaller components to lead to easier team productivity. 

Figure 1: Gantt Chart

(Source: Created by author)

Gantt chart is made for a visual representation of all tasks outlining their order and activities according to the duration of the project (Nurre and Weir, 2017). It involves a project management tool that assesses timescale during and planning accommodating different types of Scheduled activities. The initiation of stars step by step has been delivered in the Gantt chart showing the development of studies from the initial date of 10 January 2020 to 31 March 2021.

P4 Carry out small-scale research by applying primary and secondary research methods

Explanation of the method applying primary and secondary approach

In the collection of the data, it has chosen the primary and secondary data collection method in the study. Data collection method has included a qualitative approach to get accurate results. The data collection process primary data has been collected to get response from the different sources (Harsch and Festing, 2020). In the data collection method, it has conducted the primary qualitative data approach method and the secondary qualitative data method. In this approach, it has conducted an interview with the two managers of Unilever which has found different kinds of results. Moreover, in the primary qualitative approach, it mainly focuses on the four questions which have analyzed the several factors of the talent management in the company. On the other hand, secondary data collection methods have been chosen using thematic analysis in which three themes are developed based on talent management acquisition within Unilever.

Primary data analysis

Interview date

interviewee

Duration

focus

Question

14/04/21

Manager 1

1 hour

Responsibilities of the human resource management in training and development program

Focusing on the retention of the talent by applying performance management

1. What is the basic responsibility of the HR in the training and in the development process?

2. What is the process to retain the talent in the organization?

17/04/21

Manager 2

1 hour

Impact of the talent management in the performance of the business

3. What is the impact of talent management in the performance and productivity of the business?

4. What is the proper strategy that a company can apply in the talent management of the business?

Table 1: information

(Source: self-developed)

 

Question

Manager 1

Manager 2

1. What is the basic responsibility of the HR in the training and in the development process?

“HR teams have a greater involvement in the talent management process. It conducts training and different programs to make improvement in the productivity level.  In the training process it focuses on involvement of the HR team in the management which mainly focuses on the proper management in the business. 

“Yes! HR teams conduct different kinds of training programs and seminars where it focuses on the development of the firm. Proper implication of the training process can develop self learning which will make a valuable impact on the productivity level of the study.  

2. What is the process to retain the talent in the organization?

“It uses different kinds of processes which can help in the analysis retention of the business. Generally it conducts proper performance management in the business to retain the organizational talent” 

“Well! Companies take different kinds of processes in the retention of talent. In the proper talent management it generally focuses on the proper implication of the management that develops the activity of the talent”  

3. What is the impact of talent management in the performance and productivity of the business?

“Fresh talent has an impact on the productivity of the business. It increases the productivity margin and develops the performance level of the employees.”    

“Not every talent management can help in the productivity level. It generally takes different kinds of effort in the performance management of the business. It focuses on the proper utilization of the talent in increasing the productivity margin in the business.” 

4. What is the proper strategy that a company can apply in the talent management of the business?

“Companies can apply different kinds of strategy for the proper implication of the talent management in the business. It is better to develop the HR team and need to start several training processes which can make a valuable impact.”

“Yeah! Developing the employee retention strategy and proper management in the HR can develop the employee that can make development in the business.

Table 2: interview

(Source: self-developed)

 

Analysis of the result

In the conduction of the interview, it has found different kinds of results from the answer which can help in the analysis of the result. According to Mohammed (2018), proper analysis of the research method can make a valuable impact on getting the result. The study has found different kinds of findings in the part of the business which has found different types of results.  

 

Question

Analysis

1

From the first question it has been found that the HR team has a valuable impact on the proper talent management. The proper implication of the human resource in a business can develop talent management. As per the responses, it has gathered the information about the process of making development. Proper training and seminars can help in making development.

2.

In this response, it has basically focused on the retention of the talent in a company. Proper performance management and utilization of the talent can develop the productivity level (Taylor, 2018). As per the response, it has found that the proper implication of strategic management can develop the productivity margin of the business. Proper implication of the strategy can help in the retention of the talent. 

3

This response has found that talent management helps in the productivity level. According to the manager 2 talent management does not make an impact on the productivity level all the time. Sometimes, it also has a negative impact. In the talent management, it focuses on the usage proper performance management in the business that can help making development of the firm (Narayanan, Rajithakumar and Menon, 2019).   

4

In the part of the response, it focuses about the strategy that is used in making development. According to two managers, it focuses on the training and development process of the employee. Response has also shed a light on the proper management of the HR that has taken a valuable impact on the productivity level of the business. 

Table 3: data analysis

(Source: self-developed)

Secondary data analysis      

Theme 1: Talent management help to attract and retain talent 

Talent management describes effective opportunities for right people to be hired in the company based on capabilities and responsibilities. It provides development of skills and motivation for employees to be engaged with the time and money. Small business would require talent management and initiatives for the involvement of employees adjusting financial activity. Different processes in the industry help in delivering attributes to the existing work force in terms of detainment, development, onboarding and recruitment. Effective strategies can be covered by the companies such as maximized talent investment, development of recruitment process, right budget and open mind (McDonnell et al. 2017). The business will be covering her opportunity benefiting the company with right candidates by offering suitable salaries and compensation. Encouraging the workplace Culture by the HR manager will help the candidate to grow further in the organisation based on experience and qualifications. 

Theme 2: Develop and Retain Top Talent

Development and retention of top talent in the world evolution is important due to increased globalisation and rise of artificial intelligence. Supportive management and development opportunities in the businesses can be entertained using user centred design principles. It would help in ensuring a successful understanding of an effective employee development mindset. Possible personalized training has created a learning environment in order to gain insights on employees using fundamental principles (Mitosis, Lamnisos and Talias, 2021). It has created full job opportunities for employees based on developing confidence and comfort zones. Different learning experiences can be maintained with the top factors such as adaptability, experience level and tenure of employees.  The requirement of employees can be fulfilled with the best level of control by HRM in order to increase growth opportunities based on different learning areas. Regular feedback from employees is important in creating valuable aspects of job opportunities for improvement (Collings, Mellahi and Cascio, 2019). Management of time is critical for the employee development process in order to save opportunities according to the level of involvement and realistic expectation.   

Theme 3: Retailer study reveals the importance of talent development 

According to the study of Retail Industry, it has been evaluated that new talent management has been admired in the organisation based on different techniques such as financial rewards and incentive, brand Association, training and development opportunities. Talent management export has revolutionized the growth of online shopping with the first cutting and improved efficiencies. Increased customer experience and customer choice have been evaluated in the retail companies of the UK to determine the development of the workforce and employer brand (retailtechnology.co.uk, 2021). The retailer has understood the talent management imperative that can effectively focus on the improved competitive position of the organisation in the Talent market. Increased workforce diversity has been entertained with effective development and retention strategies to enhance positive business performance that can recover economically. According to the survey given under the importance of talent development, it has been demonstrated that development of leadership is important in the company to monitor future supply of critical talent. 

Evaluate the accuracy and reliability of primary and secondary research methods 

Reliability of the primary data collection method can be observed in the research in order to collect data from direct sources (Bjärkefur, de Andrade and Daniels, 2020). The data collection has been done using qualitative methods conducting interview sessions with the research process. The information has been compared with the secondary data in order to measure the accuracy of the result. Accuracy of primary data can be observed using the collective objective of the original source. The Comparison of secondary data has been made to measure the authenticity of the research within the data collection process.  Reliability of Secondary data can be observed with the support of valuable information made using relevant sources coming from different articles, journals and websites (Hennink, Hutter and Bailey, 2020). The validity of secondary sources can be maintained using generalisation and interpretation of original information. With the help of thematic analysis, talent management approaches databases have been gathered maintaining credibility and transferability of collective data. 

P5 Present the project and appropriate recommendations        

Appropriate selection of Tools and techniques have been evaluated using secondary and primary data collection methods supported with interview session and thematic analysis. According to the effective data collected from the research, it has been demonstrated that a project management plan is encouraged with the high Expectations of workers for career advancement opportunities and work-life balance. Identification of smart hiring strategies can be recommended to the Talent manager or HR professional of the company maintaining a value proposition with a unique selling point. Employee focused culture can be motivated in the data collection strategy because it will help in assessing future development focusing on non-monetary retention awards (Kravariti, 2016). The employers focus for the employees should be based on increased involvement of compensation determining great social connection. Business professionals should encourage social media attention to get enhanced links of candidates to connect them directly. Increased selection of candidates would help in discriminating the issue of organisational culture in the work environment (Maylett and Wride, 2017). Evaluation of talent management strategy will focus on productivity and profitability of the business based on Corporate learning and compensation management. 

P6 Communicate proper recommendations 

Justification of the collected Tools and techniques has been made using the appropriate conduct of research with the help of primary and secondary data collection method. The research has evaluated the form of data using qualitative analysis in which integral station has developed an effective idea for the effective talent management strategy in the company. The responses collected by the managers have evaluated basic interpretation of talent management culture in the company which can influence employee development process. The recommendations can be given for the HR team and talent manager of Unilever to develop full training and development process in the work environment that can develop hidden talent of employees. Moreover, the identification of talent management strategy in the company would reflect better performance and productivity in the business (Meng et al. 2016). The development of the questionnaire has been basic for the Interview session in which managers have been fully supportive for delivering answers in order to modify competency and skill of employees. The authenticity of data has been evaluated with the support of secondary data collection method. The theme has presented basic factors of talent management strategies such as national, organisational and cultural factors. Powerful establishment of the project management plan has been encouraged with the thematic analysis that has improved employee experiences in the company delivering a direct impact on business performance with ROI. The importance of talent management has been focused which shows the high turnover of the company based on talent acquisition management (Pandita and Ray, 2018). It can be concluded that the secondary study has forecasted accurate and reliable data with the basic inclusion of previously collected data in the study.

 

P7 Reflect on the importance of researching to meet stated objectives

Affective evaluation of the study has determined that the learning and performance of individuals should be measured, delivering value to the project. I have determined learning opportunities for the project wherever it is accessible. The project management plan for Unilever is successful in order to develop a talent management strategy in terms of integrating top talent candidates. Patterns of the research have been maintained using primary and secondary data collection methods in which I have indicated the importance of talent management and its benefits to the company. The learning and development opportunity has been experienced during the study. Evaluation of scope, risk, time, quality, resource cost and communication have been made integrating the talented employee retention study.  

I have performed primary and secondary data analysis for the execution of answers with direct and indirect resources for the better evaluation of the study.  Primary analysis has helped me together direct responses of employees without any limitation and boundary of resource accessibility. The study has been conducted using processes in order to avoid physical interaction. My opinion has been developed after the evaluation of the project collected from different interview responses of managers. It can be determined that accomplishment of the project management plan has been supported with great response from managers that can develop competencies and skills of employees in the company. In the case of secondary data analysis techniques, I have made a selection of thematic analysis that has helped to support authentic and reliable content for achieving the aims and objectives of the research.

From the given study, I have evaluated the positive aspects of talent management that need to be developed in the company based on project deliverables. With the help of successful components such as the Gantt chart and project timeline, I have monitored and increased my analytical skills of project accomplishment. The quality of research is increased due to the integration of reliable and accurate data in the data collection method. Project management plan development communication and time management skills which are contributed to the research maintaining robust and ethical evidence. Interpretation of employee retention strategies has developed the ability to understand the death level based on recording behaviour and feelings.  

References

Bjärkefur, K., de Andrade, L.C. and Daniels, B., 2020. iefieldkit: Commands for primary data collection and cleaning. The Stata Journal20(4), pp.892-915.

Burghate, M., 2018. Work breakdown structure: Simplifying project management. International Journal of Commerce and Management3(2).

Collings, D.G., Mellahi, K. and Cascio, W.F., 2019. Global talent management and performance in multinational enterprises: A multilevel perspective. Journal of management45(2), pp.540-566.

Emblemsvåg, J., 2020. On Quality 4.0 in project-based industries. The TQM Journal.

Harsch, K. and Festing, M., 2020. Dynamic talent management capabilities and organizational agility—A qualitative exploration. Human Resource Management59(1), pp.43-61.

Hennink, M., Hutter, I. and Bailey, A., 2020. Qualitative research methods. SAGE Publications Limited.

https://www.retailtechnology.co.uk/news/2929/retail-industry-should-take-stock-of-talent-issues

Kravariti, F., 2016. National and Organisational Cultural Impact on Talent Management's Implementation: Case Studies from Greece (Doctoral dissertation, University of Manchester).

Lipke, W., 2017. Forecasting schedule variance using earned schedule. PM World Journal6(2), pp.1-9.

Maylett, T. and Wride, M., 2017. The employee experience: How to attract talent, retain top performers, and drive results. John Wiley & Sons.

McDonnell, A., Collings, D.G., Mellahi, K. and Schuler, R., 2017. Talent management: a systematic review and future prospects. European Journal of International Management11(1), pp.86-128.

Meng, F., Wang, X., Chen, H., Zhang, J., Yang, W., Wang, J. and Zheng, Q., 2016. The influence of organizational culture on talent management. Journal of Chinese Human Resource Management.

Mitosis, K.D., Lamnisos, D. and Talias, M.A., 2021. Talent Management in Healthcare: A Systematic Qualitative Review. Sustainability13(8), p.4469.

Mladenova, T., 2019, May. A project managment system for time planning and resources allocation. In 2019 42nd International Convention on Information and Communication Technology, Electronics and Microelectronics (MIPRO) (pp. 1299-1303). IEEE.

Mohammed, A.A., Hafeez-Baig, A. and Gururajan, R., 2018. Talent management as a core source of innovation and social development in higher education. In Innovations in Higher Education-Cases on Transforming and Advancing Practice (pp. 1-31). London: IntechOpen.

Narayanan, A., Rajithakumar, S. and Menon, M., 2019. Talent management and employee retention: An integrative research framework. Human Resource Development Review18(2), pp.228-247.

Nurre, S.G. and Weir, J.D., 2017. Interactive Excel-based Gantt chart schedule builder. INFORMS Transactions on Education17(2), pp.49-57.

Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of their impact on talent retention. Industrial and Commercial Training.

retailtechnology.co.uk (2021). Talent management expert, Matthew Parker, discusses the key talent issues facing the retail sector and how technology can help overcome these challenges.

Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.

Zwikael, O., Chih, Y.Y. and Meredith, J.R., 2018. Project benefit management: Setting effective target benefits. International Journal of Project Management36(4), pp.650-658.

 

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