Impact of Talent Management on HR at Savoy Hotel

This research project focuses on the impact of Talent Management role on Human resource at The Savoy Hotel. It aims to analyze the concept of Talent Management in the hotel industry and evaluate its impact on HR strategies. The study also aims to recommend ways to improve the Talent Management role in HR at The Savoy Hotel.

RESEARCH PROJECT
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Table of Contents
CHAPTER ONE : INTRODUCTION.............................................................................................3
Research Aim and Objectives......................................................................................................3
Aim..............................................................................................................................................3
Objective......................................................................................................................................3
Introduction/Background to the research.....................................................................................3
Research Question (s)/Hypothesis...............................................................................................3
Limitation of the study.................................................................................................................4
CHAPTER TWO: LITERATURE REVIEW..................................................................................4
THEME 1: Concept of Training and Development.....................................................................4
THEME 2: Concept of Human resource Management................................................................5
CHAPTER THREE: RESEARCH METHODOLOGY..................................................................5
REFERENCES................................................................................................................................6
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CHAPTER ONE : INTRODUCTION
Research Aim and Objectives.
Aim
Impact of Talent Management role on Human resource: A study on The Savoy Hotel.
Objective
 To analyse the concept of Talent Management in hotel industry.
 To analyse the Human resource management at Savoy Hotel
 To evaluate the impact of Talent Management role in HR in The Savoy hotel.
 To Recommend ways in which the Talent Management role in HR strategies can
improved role in HR at The Savoy Hotel.
Introduction/Background to the research
Talent management refer to the process of developing the talent in the organization. It is
important and one of the crucial factor for the organization in retention of the talent within the
business. Talent management role in Human resource is wide as it provides the best of the talent
through different factors including promoting of talent within the boundaries of the business so
that they can retain the employee for a longer period. The Savoy Hotel is a luxury hotel located
in the Strand in the city of Westminster UK (Fletcher, Alfes and Robinson, 2018). It is opened on
6th of august 1889. It was the first in the group of Savoy hotels. It is a hotel chain of Fairmont
hotel and Resorts. The house of Savoy is the ruling family of the Savoy, they are descended from
Humber 1 Count of Sabaudia. The hotel is providing the luxury facility to their customer and
clients and are providing the service of 267 rooms in the hospitality to clients.
Research Question (s)/Hypothesis.
 What is the concept of Talent Management in hotel industry.?
 What is the concept of Human resource management at Savoy Hotel?
 What are the impact of Talent Management role in HR in The Savoy hotel?
 What are the ways in which the Talent Management role in HR strategies can
improved role in HR at The Savoy Hotel?
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Limitation of the study
The limitation of the research is that its creating a lot of issues due to the limited time and
resources the researcher get while doing the research. The topic includes different respondents
and it is crucial for the researcher to make sure that they are providing the research will
reliability and valid source of data for the given topic in the methodology they are doing (De
Sousa Sabbagha, Ledimo and Martins, 2018). The research is done in the given time and
resources to provide the best of the information on the given topic by the researcher. Working on
both the primary and secondary source of data collection make things complicated in the limited
time but the researcher had done a great work in the research to provide the knowledge about the
given topic in the research project. The limitation of the sample size and the formation of the aim
and objective on their given topic to understand and explain the topic in the best way. The
previous studies and the lack of limited research area for the research.
CHAPTER TWO: LITERATURE REVIEW.
THEME 1: Concept of Training and Development
() suggested that, Talent management refer to the process of developing the resources of talent
and increasing the retention rate in the organization. It is very crucial for the organization to
make sure that they are developing a proper procedure of identification if talent in the
organization so that they can get better result in the business. Working in the hospitality industry
it is crucial for them to make sure that they are developing new strategies in the business to
increase their talent management in the business to achieve better result in the organization. As
per the view of Lei, Basit and Hassan, (2018) Talent management works to help the human
resource in understanding the importance of retention in the business so that they can reduce the
cost of hiring in the business and increase the efficiency of the performance by retaining the
candidates who are working good to improve the performance of the business. Talent
management need to be developed in the hospitality industry as the main aim of the hospitality
industry is to provide the customer service and make sure that the customer are getting satisfied
from the services the hotel is providing. To provides the best of the customer experience to the
client, it is important for the business to provide them with the best employee who took their job
as a responsibility and add a better impact on the business of the organization.
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THEME 2: Concept of Human resource Management
Accourding to the Weerasinghe, (2017) Human resource management refer to the process of
providing the best of human resources in the organization. They work in the organization to
include new hiring of employee and full fill the requirement with the human resources in the
business to achieve the desire goals of business. Human resource management works to develop
the process and operation of the business and provide the resources of human according to the
required position the job is offering.
As per the view of Liu AND ET.AL., (2020) It helps the human resource management to
understand the requirement of the business and make the interview and hiring process of the
business including the recruitment and selection to get the best candidate for the desired role. To
increase the overall performance of the business it is important for them to make sure that they
are developing the working of the resources by providing them training and development to
increase performance and achieve better results. Human resource make the policies of the
business so that there are no conflict in the business take place and no issues can be occurred in
the business during future. They allot the paper work and make sure that all the necessary criteria
are matched with full government policies when they acquire the candidate for the job they are
offering in the market.
THEME 3 : - Impact of Talent Management on the role of HR at Savoy hotel.
As per the view of Pandita and Ray, (2018), it is important for the organization to make sure that
they are developing strategies to increase the working in the business and also provide the talent
retention in the organization. The role of talent management in the HR is that they need to guide
and provide the information as for which position the hr need to find the applicant for the job. It
is crucial for the talent management to provide the information in the organization so that HR
can get a better knowledge about the place and its requirement in the business to full fill. There
are a lot of working in the organization to develop and also to increase the working in the
business by developing the retention rate to increase and making strategies so that they do not
leave the organization. If the Talent management of the organization provide the information to
them and tell them that the employee is working harder than the HR can provide rewards and
compensations to the employee to increase working in the business and develop. Organization
need to understand that they also need to provide the appreciation to the employee and HR need
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to develop strategies to provide them that they are crucial for the organization and organization
rely on them.
CHAPTER THREE: RESEARCH METHODOLOGY
Research Methodology.
Research methodology refer to the procedure or the technique the researcher used to in
the research to evaluate the information on the given topic of impact of talent management role
on Human Resource.
Research type: Research type refer to the process in which the researcher is doing the research
on the given topic. There are two type of research, Qualitative and quantitative. Qualitative
research refer to the non-numerical form of presentation on topic and on other hand the
quantitative research refer to the statistical presentation of data. The researcher will be doing the
qualitative research type to present the human belief on the given topic. It also helps in
understanding the attitude and save money as well.
Research approach: There are different type of research approaches in the methodology,
inductive and deductive. Inductive approach refer to producing of new theories and process by
the end of the research of observation. Deductive approach are the one that associate with
scientific investigations. The researcher will choose the inductive approach as it help in
understanding of ground theory and also allow flexibility. It attends closely and support the
generation og the new theory.
Research philosophies: Research philosophies are of different type, interpretivism and
positivism philosophies of the research in the methodology. The researcher has choosen the
interpretivism research philosophies for the given topic to do the research because it provides the
human interest in the study.
Data Collection: Data collection are of two type primary and secondary. The researcher will
choose both type of research data collection to analyse the topic in a wider context. Both process
of data collection method will help in understanding the topic on wider knowledge. Primary help
in finding fresh data on the other hand secondary help in getting knowledge from second hand
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data. The researcher had done both type of research in the process of methodology to provide
more data on wider scale of knowledge.
Data Analysis: Data analysis is the process of extracting the collected data in the business for
the research by the researcher on the given topic. Data analysis are of different type which
include the thematic and SPSS. Thematic type of data analysis are used in the qualitative
research and SPSS is used in the quantitative research. Researcher has done the analysis of data
on the thematic analysis because it provides the quantitative data. It is usually applied to text and
interview which are done in the quantitative research.
Data Sampling : The researcher will choose 20 managers as respondents and has chosen simple
random sampling to provide a no conflict and also eliminate the biases.
Limitation: the limitation of the research are the time and resources in which the research need
to provide the best of the knowledge on the impact on role of hr.
Ethical consideration : - Ethical consideration refer to the process of providing the information
and showing the reliability of the data and knowledge the researcher is providing. It shows the
ethical form which provide the validity and reliability of the data that the researcher does not
force people to provide collection of data. It proves that the information are true and not fraud.
CHAPTER 4 : DATA ANALYSIS
Theme 1: Do you feel that your organization process or help in increasing the talent of the
organization ?
Do you feel that your organization process
or help in increasing the talent of the
organization ?
RESPONDENTS
YES 12
NO 8
TOTAL 20
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Interpretation: It can be interpretation from the above chart that it is very crucial for the
organization to process and help to increase the talent in the organization. Majority of the
respondents have agreed and said yes to the question. It is crucial for the talent management in
the organization to increase working in business and develop the organization.
Theme 2: Is there any performance management process in the organization?
Is there any performance management
process in the organization?
RESPONDENTS
YES 13
NO 7
TOTAL 20
8
YES NO
0
2
4
6
8
10
12
12
8
Do you feel that your organization process or help in increasing
the talent of the organization ?
Column B
Illustration 1: Do you feel that your organization process or help in increasing the talent of the
organization ?

Interpretation: It can be interpretative from the above pie chart that the majority of the
respondents agreed that there are tools of the performance management in the organization. It
helps in developing understanding about the issues the organization is facing and take action
accordingly.
Theme 3: What are the issues HRM are facing at the organization?
What are the issues HRM are facing at the
organization?
RESPONDENTS
Lack of development 7
Low retention rate 5
Working environment 8
TOTAL 20
9
13
7
Is there any performance management process in the
organization?
YES
NO
Illustration 2: Is there any performance management process in the organization?

Interpretation: It can be interpretative that the majority of respondent agreed that issues which
the HRM are facing in the organization are working environment. It is crucial for them to
develop a working environment at business.
Theme 4: What are crucial role of HR ?
What are crucial role of HR ? RESPONDENTS
Policies maker 4
Training and development 6
Learning and development 7
Company success 3
TOTAL 20
10
Lack of development Low retention rate Working environment
0
1
2
3
4
5
6
7
8 7
5
8
What are the issues HRM are facing at the organization?
Column B
Illustration 3: What are the issues HRM are facing at the organization?

Interpretation: Pie chart explain and interpretate that the role of the HR is different and
majority of the respondents agreed that the learning and development are important in the
business.
Theme 5: Do you believe that feedbacks and performance are crucial for the employee? Give
answer according to the rating( Rate in term of important where 1 is least and 5 is most
important)
Do you believe that feedbacks and
performance are crucial for the employee?
Give answer according to the rating( Rate in
term of important where 1 is least and 5 is
most important)
RESPONDENTS
1 Rating 2
2 Rating 3
11
4
6
7
3
What are crucial role of HR ?
Policies maker
Training and development
Learning and development
Company success
Illustration 4: What are crucial role of HR ?

3 Rating 5
4 Rating 6
5 Rating 3
TOTAL 20
Interpretation: It can be interpretative from the above graph that feedback and performance are
crucial for the employee and majority of respondent gave 4 star rating to this and it shows that
the managers are providing the feedbacks and performance.
Theme 6: What are the performance review period in the organization to find appraisals?
What are the performance review period in
the organization to find appraisals?
RESPONDENTS
Weekly 1
Monthly 5
12
2
3
5
6
3
Do you believe that feedbacks and performance are crucial for
the employee?
1 Rating
2 Rating
3 Rating
4 Rating
5 Rating
Illustration 5: Do you believe that feedbacks and performance are crucial for the employee?

Six-Month 6
Annually 8
TOTAL 20
Interpretation: Majority of the respondents agreed that the organization have the annually
appraisal in there working. It is crucial for the HR to make sure that they are giving the
appraisals in the business.
Theme 7: HR managers are required to collect the data to support there claim on performance
review. Kindly mark your level of agreement to the statement.
HR managers are required to collect the
data to support there claim on performance
review. Kindly mark your level of
agreement to the statement.
RESPONDENTS
Highly Disagreed 1
13
Weekly Monthly Six-Month Annually
0
1
2
3
4
5
6
7
8
1
5
6
8
What are the performance review period in the organization to
find appraisals?
Column B
Illustration 6: What are the performance review period in the organization to find appraisals?

Disagreed 1
Neutral 5
Agreed 6
Highly agreed 7
TOTAL 20
Interpretation: It can be interpretative from the above graph that majority of the respondent
highly agreed that the HR manager are required to collect data support to give performance
review.
Theme 8: How flexible is your performance management tool? (Rate in term of important where
1 is least and 5 is most important)
How flexible is your performance
management tool? (Rate in term of
RESPONDENTS
14
1
1
5
6
7
HR managers are required to collect the data to support there
claim on performance review.
Highly Disagreed
Disagreed
Neutral
Agreed
Highly agreed
Illustration 7: HR managers are required to collect the data to support there claim on
performance review.

important where 1 is least and 5 is most
important)
1 Rating 2
2 Rating 2
3 Rating 8
4 Rating 6
5 Rating 2
TOTAL 20
Interpretation: It can be interpretative that the majority of the respondents gave the 3 rating as
there organization flexibility in performance management tool. It is important for the
organization to make sure that they are developing strategies in there working so that they can
get a better management tool in the working.
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1 Rating 2 Rating 3 Rating 4 Rating 5 Rating
0
1
2
3
4
5
6
7
8
2 2
8
6
2
How flexible is your performance management tool?
Column B
Illustration 8: How flexible is your performance management tool?

Theme 9: How often you carry out the performance review at the workplace to provide better
information?
How often you carry out the performance
review at the workplace to provide better
information?
RESPONDENTS
Ongoing 3
Monthly 2
Six-month 10
Annually 5
TOTAL 20
Interpretation: The majority of respondents agreed that the organization provide the better
performance wit the review at workplace to provide the better information. It is crucial and the
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3
2
10
5
How often you carry out the performance review at the
workplace to provide better information?
Ongoing
Monthly
Six-month
Annually
Illustration 9: How often you carry out the performance review at the workplace to provide
better information?

organization develop policies in the workplace to increase the performance of working in
organization.
CONCLUSION AND RECOMMENDATION : -
It can be concluded from the above presentation of the graph and research that it is crucial for
them to develop strategies which include the working of the organization and increase the overall
development into the Human Resource management. It is crucial for the organization to increase
the strategies and develop working to get better response in performance. The role of HR is
important and it is crucial for the HR to develop the training and development which can further
help in increase productivity.
 To recommend it is important for them to develop the tools of performance management
in the workplace and do the regular review of the performance in the workplace.
 To recommend that HR should taker initiate to develop the working in organization and
allow others to increase performance and retention rates of business.
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REFERENCES
Books and Journals
Okechukwu, W., 2017. INFLUENCE OF TRAINING AND DEVELOPMENT, EMPLOYEE
PERFORMANCE ON JOB SATISFACTION AMONG THE STAFF. Journal of
Technology Management and Business. 4(1).
De Sousa Sabbagha, M., Ledimo, O. and Martins, N., 2018. Predicting staff retention from
employee motivation and job satisfaction. Journal of Psychology in Africa. 28(2).
pp.136-140.
Fletcher, L., Alfes, K. and Robinson, D., 2018. The relationship between perceived training and
development and employee retention: the mediating role of work attitudes. The
International Journal of Human Resource Management. 29(18). pp.2701-2728.
Pham, N.T., Tučková, Z. and Jabbour, C.J.C., 2019. Greening the hospitality industry: How do
green human resource management practices influence organizational citizenship
behavior in hotels? A mixed-methods study. Tourism Management. 72. pp.386-
399.
Johnson, K.R., Park, S. and Bartlett, K.R., 2018. Perceptions of customer service orientation,
training, and employee engagement in Jamaica’s hospitality sector. European
Journal of Training and Development.
Sarker, M.A.R. and Ashrafi, D.M., 2018. The relationship between internal marketing and
employee job satisfaction: A study from retail shops in Bangladesh. Journal of
Business and Retail Management Research. 12(3).
on-Okae, B.L. and Mushi, R.J., 2018. Employee turnover in the hospitality industry using
Herzberg’s two-factor motivation-hygiene theory. International Journal of
Academic Research in Business and Social Sciences. 8(1). pp.218-248.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis
of their impact on talent retention. Industrial and Commercial Training.
Liu AND ET.AL., 2020. Talent management and the HR function in cross-cultural mergers and
acquisitions: The role and impact of bi-cultural identity. Human Resource
Management Review, p.100744.
Weerasinghe, G., 2017. Impact of talent management on employee retention: A study carried out
on travel agency in Sri Lanka.
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Lei, K.Y., Basit, A. and Hassan, Z., 2018. The impact of talent management on job satisfaction:
A study among the employees of a travel agency in Malaysia. Indonesian Journal
of Applied Business and Economic Research, 1(1), pp.1-19.
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APPENDIX
1. Do you feel that your organization process or help in increasing the talent of the
organization ?
 YES
 NO
2. Is there any performance management process in the organization?
 YES
 NO
3. What are the issues HRM are facing at the organization?
 Lack of development
 Low retention rate
 Working environment
4. What are crucial role of HR ?
 Policies maker
 Training and development
 Learning and development
 Company success
5. Do you believe that feedbacks and performance are crucial for the employee? Give
answer according to the rating (Rate in term of important where 1 is least and 5 is most
important)
6. What are the performance review period in the organization to find appraisals?
 Weekly
 Monthly
 Six-Month
 Annually
7. HR managers are required to collect the data to support there claim on performance
review. Kindly mark your level of agreement to the statement.
 Highly Disagreed
 Disagreed
 Neutral
 Agreed
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 Highly agreed
8. How flexible is your performance management tool? (Rate in term of important where 1
is least and 5 is most important)
9. How often you carry out the performance review at the workplace to provide better
information?
 Ongoing
 Monthly
 Six-month
 Annually
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