The impact of talent management on the role HR in the travel and tourism sector

This research explores the impact of talent management on the role of HR in the travel and tourism sector. It examines the concept of talent management, the main role of HR in talent management, and the impact of talent management on HR in the travel and tourism sector. The research aims to provide a better understanding of talent management and its effects on HR in the industry.

Research Project

EXECUTIVE SUMMARY
The research is based on impact of talent management on role HR in the travel and
tourism sector. Talent management is related to determining the systematic process to
determining vacant position, hiring suitable person that can able to perform the organisational
activities in an effective way. The aim and objectives has been developed effectively so that
investigation can be conducted effectively and gain the positive outcomes. Literature review part
has been conducted by using the secondary method and meet with the objectives. Methodology
is a main part of research and it provides the techniques and methods to conduct an investigation
effectively. There has been questionnaire developed to collect the information from using
primary method of data collection. For analyse the data, thematic analysis has been used by
making themes and interpretations. The conclusion has been developed on the basis of whole
report and the recommendations are for the improvement areas. At last, there has reflection and
the alternative methodology part discussed. Reflection is all about explaining the experience at
the time of conducting an investigation and alternative methodology stated about the performing
research methodology in future by applying correct methodology.

Title: The impact of talent management on the role HR in the travel and tourism sector.
INTRODUCTION
Overview of Research
Talent management refers to process through which the business organisations recognise
as well as develop talented candidates those have positive impact on company and also their
productivity level (Alferaih, Sarwar and Eid, 2018). It is related to managing ability and
competency of employees in an organisation. The talent management is related to attracting best
people from sector but this is a continuous process that consists sourcing, hiring. Developing
and also sustaining them to meet with organisational needs. It helps in improving value of
business and make this possible for organisation an to reach at their objectives.
Background of Research
Talent management is defined as the unified strategy that designed to assess a an
organisation to make this possible to use human capital now and in future to meet vision of
company. It gives more return from talent through developing attractive culture of company that
encourages commitment In context to talent management, HR plays a necessary role. HR
encompasses hiring right people, creating management policies and developing an integrated
underlying systems to collect data that requires to make the strategic decisions of business.
Travel and tourism industry is concerned with travelling of people for business, staying in
destination and returning. This has broader scope, covering the travel objectives and the
durations (Bharwani and Talib, 2017). In this, hiring process skills and talent which related to
travel sector is necessary with the work experience. Only experienced candidate with proper
abilities can handle many persons at similar time for the purpose of coordination of travel related
activities and handle the job in successful manner. Motivating employees in travel and tourism
sector is necessary for business, giving better opportunities for travel agents is helpful in
maximising profit of company. Rewarding the staff members on basis of performance can
handled through human resource to developing skills effectively. Trailfinders is travel firm in
United Kingdom and it has 37 travel centres in UK. This company motivate its employees by
providing them training and also give them rewards so that they can perform better.

Rationale of Research
Present report is based on impact of the talent management on the role HR in travel
and tourism sector. This report helps in give proper understanding about talent management
concept and the main role of human resource in travel and tourism sector in a detailed
manner. It helps in provide proper understanding regarding specific concepts in a effective
way (Burke and Hughes, 2018). It aids in enhancing core competencies as well as
knowledge of an investigator so that this can conduct any research activities in future.
Research Aim
The aim of this investigation is “To determine impact of talent management on the role
HR in the travel and tourism sector.” A study on Trailfinders.
Research Objectives
 To examine concept of talent management within 2 months.
 To identify the main role of HR function in talent management by reviewing T&T sector
within 3 months.
 To analyse impact of talent management on the role HR in travel and tourism sector
within 4 months.
Research Questions
 What is concept of talent management?
 What is the main role of HR function in talent management by reviewing T&T sector
within 3 months?
 What is impact of talent management on the role HR in travel and tourism sector within 4
months?

LITERATURE REVIEW
An author will conduct a literature review of published information from secondary
sources. An overview of previous literature as well as information derived from using secondary
sources like internet sources, journals etc. Past literature review allows to perform research from
all relevant aspects. Proposed research emphasized on determining impact of talent management
on Human Resource role within travel and tourism sector. The literature review part help in give
effective opportunities to give information from different perspectives of authors ( Gibson and
Parkman, 2018).
Concept of talent management
Elizabeth Quirk (2019) said that Talent management is an integrated process of assuring
that company has continuous hiring productive people in right job at right time. It is combination
of the standard human resource practices for an instance hiring, selection and the career
development. This has capacity to form main part of process of leading and managing the people
to meet with organisational objectives and make improvement in efficiency level. It is conscious
as well as deliberate approach that mainly to attract, develop and also sustain people with
aptitude in order to meet with current and the future organisational requirements. Talent
management consists person and organisational development to modify environment (Baum and
et. al., 2016).
The talent management consists creation and also maintenance of the organisation
culture. It is related to determining talent of employee and use this and also sustaining similar
talent in order to compete with same firm. Trailfinders company is taking steps to effectively
manage talent and also build their own brand of employers. There is a need to Trailfinders to
create an appropriate strategy and also make efforts to attract the best pool of available
applicants and support current employees. In context to this, talent management aids in automate
core processes and also helpful in capture data for making the better decisions ( Gibson, 2017).
There is talent management system that can aid staff members to feel engaged through
empowering workers and managers in order to interact with professional career progression of
employees and motivate them to invest in company through give them routine work that meet
with business objectives.

Main role of HR function in talent management by reviewing T&T sector within 3 months
According to viewpoint of Dennis Uba Donald (2014) it has been stated that in
Trailfinders, HR is responsible for the activities which spanning wide area of core functions. It
has large number of various functions in company consisting recruitment, performance
management, appraisal etc. The main objective of human resource function is to enhancing
organisational productivity and increasing the organisational performance. Talent management
has the emerged as main strategic process in company. It is necessary to attain strategic
objectives as well as assure long term success of business. Increased corporate competitiveness
has transformed regular process of the human resource hiring in talent acquisition. Human
resource helps Trailfinders company to attain high performance and motivate through assuring
staff members to have place to go if they are dealing with work- related problems. Travel and
tourism is most developing sector because it generates goods, employment, services and
investments. In context to travel and tourism industry, HR function aids in hiring and trained the
staff members so they can perform tourism operations and also also deal with visitors.
Role of the HR in talent management related to travel and tourism sector is enchantingly
being realized. There is requirement to mobilise human resource with aim to able them for
participate in task of the organisational development. In this sector, main role of human resource
function is to make improvement in capacity of human resource by learning and the performance
at person, people and organisation level ( Kokt and Strydom, 2014). Another role of human
resource is to making the working environment positive. In this, agent will spent majority of time
by communicating with consumers and also discussing cost with cruise airlines and hotels so that
will require the adequate equipments. So, there is a need to travel and tourism organisation to
provide positive working environment to travel agents so they can work effectively and deal with
visitors. On the other hand, hiring the large number of qualifies and talents employees helps in
communicate with the clients.
Impact of talent management on the role HR in travel and tourism sector within 4 months
According to Susan Horner (2017) Talent management is defined as procedure to attract,
develop and also sustain more potential performers from outside and within company. This is
continuous process of the internal development and sustainability and external hiring and
selection. It is considered as implementation of integrated strategies which designed to increase
the workplace growth by developing procedure for attracting, retaining and use people with

required capabilities and also aptitude to meet with current as well as future business
requirements. In travel and tourism sector, talent management develops positive impact on HR
functions. It is identification of the main positions which contribute to competitive benefit of
company, high performing appointees and develop talent pool employees. In order to attain the
competitive benefit, HR function in travel and tourism industry focus on hiring well educated
and trained staff members so they effectively and also focus on achieving set objectives with in
mention time period. The travel and tourism industry use different strategy in Trailfinders
company that aids in minimising attribute rate for improving the employee retention and
performance of company as staff members are satisfied and also motivated. These advantages
company in a manner that the talent management allows company to plan potential candidate to
be successful future leader. On the other hand, training, morale and staff retention is key of
industry which helps a Trailfinders organisation to enhancing productivity level ( Law and et. al.,
2015). In travel and tourism sector, quality of consumer services as well as staff responsiveness
has direct affect on image. The HR function of travel and tourism sector executing talent
management programs that needs planning and understanding organisational components which
work unison to conclude positive outcomes.

METHODOLOGY
Methodology refers to systematic analysis of the methods which applied to area of study.
This is system of the methods mainly used in specific study area. This consists specific
techniques which mainly adopted in research process for purpose to collect and examine the
data. It defined techniques which mainly used to gather data in specific research area. This part
of research is explained through Saunders et al. (2007). This defined stages which should be
covered when conducting an investigation. When views from outside, each onion layer explains
detailed research process stages. Stages included in the research onion mention below:
Research Philosophy
This is explained as set of the beliefs which concerning nature of reality that investigated.
It can varied on goals of an investigation that can in attaining goals ( Ly, 2018). Interpretivism
and positivism philosophies are mention below:
Positivism philosophy- This come up with the research hypothesis and questions which
can be examined and measures. In this, information can be analysed and defined by using this
philosophy. This uses the research questions which can be tested and helpful in search
explanation through using accepted knowledge of people (Quikr, 2018).
Interpretivism philosophy- This philosophy consists investigators to interpret
components of study and also integrates human interest in to it. Its main focus on the meaning
and also employ several methods to reflect different issues (Baum, 2015).
In present research, there will be interpretivism research philosophy used because it
understand the particular area and related with high validity level.
Research Approaches
Inductive and deductive are two different terms that second layer of research onion
consist. Previous layer of onion has impact on this and it is necessary to know and and also its
limitations ( Murray, 2017). Research approaches are given below:
Deductive approach- It develops hypothesis on pre- existing theory and develop research
approach to testy this. This can be suited to positivist approach that permit developing of the
hypotheses to accept probability level (Belias and et. al., 2017).

Inductive approach- This permits to develop theory rather than adopt pre- existing one.
There is not any structure that inform the data collection and formed research focus after data
collection (Bratton, 2018).
This report is based on inductive approach because data can be analysed and use
significant patterns to inform generation of outcomes effectively.
Strategies
These explains how an investigator intends to carried out work. This consists number of
various approaches like action research, surveys, systematic literature review, case study etc. It
helps in conducting the business by using the effective strategy. Among all these strategies,
survey is one of the most effective strategy because it is economical in nature and helpful in
gather reliable data ( Nzonzo and Chipfuva, 2013). This include sampling representative
proportion of population. This is mainly used to observe to contributing variable between various
data.
Choice
It is fourth layer of research onion and aids in know whether this is better to combine the
qualitative and quantitative methodology. It consists mono, multi and mixed methods of research
choice. In conducting this investigation, mono method will be used because it is using the
specific method. Among qualitative and quantitative, qualitative method will be chosen because
it gives relevant and accurate information related to specific area (Du Plessis, Douangphichit and
Dodd, 2015).
Time horizon
This explains necessary time for completion of project work. It defined time period to
complete research and researcher set the time of the basis of set activities in an effective manner.
For this, Gantt chart is an effective way to complete the research activities within particular time
period. It is used for planning the project of all the sized and effective way of showing work
schedule that should be done on particular day ( Sheehan, Grant and Garavan, 2018). Gantt
chart is helpful in begin and end the project dated in simple manner.
Analysis and Data Collection
It is a last layer in research onion. This research contribute significantly to study the
validity as well as reliability of study. Data collection and the analysis is dependent on

methodological approach which used. This layer explains data source, research design, sample
size etc. The collection of data is from the primary or secondary sources (Elbaz and Haddoud,
2017).
Primary data collection- This is explained as data collected from first hand. It can be
done through use of many instruments such as written interviews, questionnaire others
(Hellmeister and Richins, 2019).
Secondary data collection- it is derived from work and also opinion of the other
investigators ( Sirkova, Taha and Ferencova, 2016).
In conducting this investigation, primary data collection method will be used because this
provide the fresh or new information. In this, questionnaire will be developed through researcher
because it is an easy way to gather data and information from large population.
Sampling
It is systematic process of choosing subjects for examination as well as analysis. There
will be 40 respondents chosen through researcher by using random data sampling method. The
chosen respondents are employees because they have the full knowledge about business area and
functions of company. Major reason to using this sampling method that this consists generation
of large size samples ( Vasquez, 2014).

RESULTS/FINDINGS
QUESTIONNAIRE
Name:
Age:
Gender:
Q1) Do you have proper understanding regarding talent management?
a) Yes
b) No
Q2) What are the benefits of talent management Trailfinders?
a) Retaining the top talent
b) Better Hiring
c) Understanding Employees Better
Q3) Does talent management develop positive impact on productivity in Trailfinders?
a) Yes
b) No
Q4) What is the main role of HR function in talent management?
a) Recruiting
b) Performance management
c) Leadership development
Q5) Does talent management develops positive impact on role of Human Resource in the
travel and tourism industry?
a) Yes
b) No
Q6) What is positive impact of talent management on the role HR in travel and tourism
sector?
a) Hiring qualified employees
b) Enhance morale
c) Employee retention
Q7) Does Human Resource function impact on the productivity of Trailfinders
organisation?

a) Yes
b) No
Q8) What are the different talent management practices used by Travel and Tourism
industry?
a) Talent acquisition
b) Talent Identification
c) Talent Development
d) Talent Deployment
Q9) What are the main issues travel and tourism Trailfinders face in talent management?
a) Encouraging passion
b) Embracing new interests
c) Giving engaging work
Q10) Recommend some ways by which organisations of travel and tourism can overcome
from talent management issues.
Data Sheet
Q1) Do you have proper understanding regarding talent management? Frequency
a) Yes 30
b) No 10
Q2) What are the benefits of talent management Trailfinders? Frequency
a) Retaining the top talent 15
b) Better Hiring 10
c) Understanding Employees Better 15
Q3) Does talent management develop positive impact on productivity in
Trailfinders?
Frequency
a) Yes 29
b) No 11
Q4) What is the main role of HR function in talent management? Frequency

a) Recruiting 12
b) Performance management 16
c) Leadership development 12
Q5) Does talent management develops positive impact on role of Human
Resource in the travel and tourism industry?
Frequency
a) Yes 25
b) No 15
Q6) What is positive impact of talent management on the role HR in
travel and tourism sector?
Frequency
a) Hiring qualified employees 25
b) Enhance morale 10
c) Employee retention 5
Q7) Does Human Resource function impact on the productivity of
Trailfinders organisation?
Frequency
a) Yes 22
b) No 18
Q8) What are the different talent management practices used by Travel
and Tourism industry?
Frequency
a) Talent acquisition 10
b) Talent Identification 10
c) Talent Development 10
d) Talent Deployment 10
Q9) What are the main issues travel and tourism Trailfinders face in
talent management?
Frequency
a) Encouraging passion 15
b) Embracing new interests 10

c) Giving engaging work 15

Q1) Do you have proper understanding regarding talent management? Frequency
a) Yes 30
b) No 10
Q2) What are the benefits of talent management Trailfinders? Frequency
a) Retaining the top talent 15
b) Better Hiring 10
c) Understanding Employees Better 15
13
a) Yes b) No
0
5
10
15
20
25
30
30
10
Column B

Q3) Does talent management develop positive impact on productivity in
Trailfinders?
Frequency
a) Yes 29
b) No 11
14
a) Retaining the top talent
b) Better Hiring
c) Understanding Employees Better
0
2
4
6
8
10
12
14
16 15
10
15
Column B

Q4) What is the main role of HR function in talent management? Frequency
a) Recruiting 12
b) Performance management 16
c) Leadership development 12
15
a) Yes b) No
0
5
10
15
20
25
30
29
11
Column B

Q5) Does talent management develops positive impact on role of Human
Resource in the travel and tourism industry?
Frequency
a) Yes 25
b) No 15
16
a) Recruiting
b) Performance management
c) Leadership development
0
2
4
6
8
10
12
14
16
12
16
12
Column B

Q6) What is positive impact of talent management on the role HR in
travel and tourism sector?
Frequency
a) Hiring qualified employees 25
b) Enhance morale 10
c) Employee retention 5
17
a) Yes b) No
0
5
10
15
20
25
25
15
Column B

Q7) Does Human Resource function impact on the productivity of
Trailfinders organisation?
Frequency
a) Yes 22
b) No 18
18
a) Hiring qualified employees
b) Enhance morale
c) Employee retention
0
5
10
15
20
25
25
10
5
Column B

Q8) What are the different talent management practices used by Travel
and Tourism industry?
Frequency
a) Talent acquisition 10
b) Talent Identification 10
c) Talent Development 10
d) Talent Deployment 10
19
a) Yes b) No
0
5
10
15
20
25 22
18
Column B

Q9) What are the main issues travel and tourism Trailfinders face in
talent management?
Frequency
a) Encouraging passion 15
b) Embracing new interests 10
c) Giving engaging work 15
20
a) Talent acquisition
b) Talent Identification
c) Talent Development
d) Talent Deployment
0
1
2
3
4
5
6
7
8
9
10
10 10 10 10
Column B

21
a) Encouraging passion
b) Embracing new interests
c) Giving engaging work
0
2
4
6
8
10
12
14
16 15
10
15
Column B

DISCUSSION OF RESEARCH FINDINGS
Under this, discussion is based on the primary and secondary data. In primary
investigation, data has been gathered by through questionnaire and analyse through graphs,
interpretation and themes. On the other hand, findings through secondary method are based on
literature review.
On the basis of primary method
THEME 1: Understanding regarding talent management
Interpretation 1: From above graph, this has been examined that there are 30
respondents and they said that they have proper knowledge related to talent management. Other
than this, there are 10 remaining respondents which do not have any information regarding given
area.
THEME 2: Benefits of talent management Trailfinders
Interpretation 2: As per mention graph, there are some benefits of talent management in
company. 15 respondents said that talent management helps in retaining staff which is
experienced and perform activities effectively. It helps in provide the benefits to Trailfinders
company. 10 respondents said that the talent management aids Trailfinders in hiring well
talented and experienced employees so they can perform effectively and accomplishing set
objectives within given period of time. According to 15 remaining respondents that talent
management assist in understand employees and their opinions in better way.
THEME 3: Talent management develop positive impact on productivity in Trailfinders
Interpretation 3: There are 29 respondents and according to them talent management
develop the positive impact on productivity of travel and tourism industry. They said that, it
helps in hiring the well qualified staff members and also retain for long period of time. In this,
Talent management helps Trailfinders in implementation of integrated approaches aimed
primarily at increasing employee efficiency through enhanced processes to attract, create, retain
and optimize people with the required skills to meet current as well as future business needs. 11
remaining respondents are disagree with this.
THEME 4: Role of HR function in talent management
Interpretation 4: HR plays a necessary role in the talent management. According to 12
respondents that HR role in the talent management is recruiting. Better recruiting processes
support the efforts through explaining job description. 16 respondents are agree with
22

performance management. After hiring employees, this is necessary to have right process to
manage them. Service solutions and HR technology in areas like attendance can assists in track
performance. 12 respondents are agree with leadership development because it is main part of
talent management. Leaders need to sustain the employees for long period of time.
THEME 5: Positive impact of talent management on role of Human Resource
Interpretation 5: According to 25 respondents that the talent management develops the
positive impact on Human Resource role in travel and tourism industry. In this, HR hire the
employee which can determine the needs of tourists, provide them better facilities and many
other things. Remaining 15 respondents are disagree with mention statement.
THEME 6: Positive impact of talent management on the role of HR
Interpretation 6: According to mention graph, this has been examined that talent
management impacts positively on role of HR in travel and tourism industry. There are 25
respondents which said that hiring the qualified staff members helps in develop the positive
impact of talent management on HR role. 10 respondents said that enhance morale is helpful in
sustain the employees for long period of time so that that the productivity of company can be
enhanced. 5 respondents remaining respondents are agree with retention.
THEME 7: Human Resource function impact on Trailfinders productivity
Interpretation 7: Human resource function is a backbone of company and plays a
necessary part in enhancing productivity of business effectively. There are 22 respondents which
said that human resource function in Trailfinders develops positive impact on the organisational
productivity. Its main focus on hiring the talented employees, give them training, performance
appraisal so that the productivity of company can be improved or enhanced. There are 18
remaining respondents disagree because the human resource function develops negatively impact
on productivity of company. Poor HR management can have negative impact on productivity. In
this, unproductive workers are not engaged in their responsibilities and duties.
THEME 8: Talent management practices used by Travel and Tourism industry
Interpretation 8: Talent management is regarded as business strategy that will aids in
sustain exceptional staff members. For better talent management, each aspect of hiring and
develop the staff is impacted in a positive manner. There are 10 respondents which said that
talent acquisition is main practice that tourism industry should be used. This is concerned with
searching and also acquiring the skilled employees for organisational requirements. 10
23

respondents are agree with the talent identification because identifying the right talent helps in
conducting business activities effectively. There are 10 respondents which are agree with the
talent development. It is related to developing knowledge, abilities and skills of employees to
attain goals and succeed. Remaining 10 respondents said that talent deployment practice should
be adopt through travel and tourism sector because it is drawing on the identified talent in order
to fill the required workforce gaps.
THEME 9: Issues travel and tourism Trailfinders face in talent management?
Interpretation 9: The travel and tourism organisations face some issues related to talent
management. There are 15 respondents which said that encouraging the passion because talented
people want to be work with Trailfinders company and in environment that helps in suit values,
expectations and attitudes. They would not settle for job because this pays well and capable of
meeting job needs. These attitudes may be dangerous of average employee. 10 respondents are
agree with embracing the new interests. Remaining 15 respondents said that providing the
engaging work arise problem related to talent management. In relation to this, talent employees
would not tolerate boring job for the long time period.
On the basis of secondary method
Talent management
This has been analysed that the talent management is preparation of company's requisite
human capital and planning to meet with needs. This is mechanism by which Trailfinders
businesses find and cultivate talented people which develop positive effects on organizations and
development. It can be seen as variation of the standard human resources activities for the
recruitment, selection and career development of a person. It is an important part of the core
practices surrounding the management of human resources.
Role of HR function in talent management by reviewing T&T sector
From the literature review, it has been stated that HR plays a necessary role in an
organisation and provide high experienced employees to travel and tourism sector so that they
can deal with the tourists in better way and also give them positive experience. human resource
role in the travel and tourism industry related talent management is being enchantingly realized.
There is a need to organize human resources in order to allow them to take part in the
organizational development challenge. In this, role of human resource is to improving human
resource capacity with the help of learning and developing the positive working environment.
24

Impact of talent management on the role HR in travel and tourism sector
This has been examined from above discussion that talent management develops positive
impact on HR role in travel and tourism industry. Talent management is implementation of
integrated strategies aimed primarily at improving the growth of the workforce by development
processes to attract, sustain and also use people with necessary capabilities as well as the ability
to meet with the current and future business requirements. In regards to this, travel and tourism
sector is using different company strategy that helps to reduce attribute levels to increase
employee retention and company performance as workers are satisfied as well as motivated.
25

CONCLUSION
It has been concluded that talent management is necessary part of company and HR plays
a main role in talent management. This has been examined that the talent management develop
impact on the role of Human Resource. Travel and tourism is growing sector and give
contribution in GDP of country. This has been studied that HR function essential role in the
talent management like hiring qualified and experienced employees, increase motivation, long
time sustainability and others. Impact of the talent management on HR role has been discussed
properly.
RECOMMENDATIONS
Present investigation is based on impact of talent management on the role HR in travel
and tourism sector. In context to this, there are some recommendations mention below:
 Human resource function of Trailfinders should hire the talented and well experienced
employee that can able to perform the business operations effectively.
 Travel and tourism organisations should give the training to employees so that their skills
and competencies can be improved and also provide them better experience to them.
 Travel and tourism sector should adopt the talent acquisition as the talent management
practices because through this, it can search as well as acquiring the skilled employees
for company so that they can meet with the labour requirements.
REFLECTION AND ALTERNATIVE METHODOLOGY
Reflection
This research is based on impact of talent management on the role HR in travel and
tourism sector. To conduct present research, I am happy because this provides me the range of
valuable insights. In this, I learned regarding the talent management and the main hole of HR
effectively. From this, my capabilities and skills has been enhanced effectively. I learned
regarding the techniques through which in- depth information analysis can be done. Other than
this, I faced some problems concerned to data collection as well as time. I was not able to gather
information from using authentic sources and manage the cost properly. To overcome from this
issue, I consult with my supervisor and take guidance regarding data collection. To manage the
money, I used to develop money management plan and divide activities accordingly. It helps me
give proper guidance so I can not face problem in future while conducting an investigation.
26

Alternative methodology
I used the Questionnaire methodology in this research for gathering the information and
data related to role of social media and its impact on organisational performance. Other than this,
Interview is an alternative research methodology that can be used. This method is effective in
gathering as well as interpreting data that will helps in gaining the in- depth information and data
regarding particular field. This is helpful for me in getting positive conclusion. Through using
interview method, researcher can obtain detailed information and perception, feelings and
opinions of interviewees. On the other hand, the present research methodology will help to an
investigator in giving the direction in future and getting the positive outcomes effectively.
27

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