New and Innovative Ways of Working for Strategic Talent Management

This report explores the requirements and benefits of implementing new and innovative ways of working for achieving strategic talent management. It includes a literature review on talent management concepts, innovative ideas, and the need for implementing innovative ways. The case study focuses on Holiday Inn in the hospitality industry.

Research Project
(The need for new and innovative ways of working to
achieve a strategic approach to talent management)
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Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Research questions supported by Literature Review..............................................................3
P2 Research methods and approaches.........................................................................................4
TASK 2............................................................................................................................................6
P3 Primary and secondary research by using appropriate methods............................................6
P4 Analytical tools for data analysis and findings.......................................................................9
TASK 3..........................................................................................................................................16
P5 Communication of research outcomes to the intended audience.........................................16
TASK 4..........................................................................................................................................16
P6 Reflection related with the effectiveness of research methods............................................16
P7 Alternative research methodology and lessons learnt in view of the outcomes...................17
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18
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INTRODUCTION
Talent management refers to the systematic process of managing and retaining top talent
at workplace. In order to achieve strategic approach to talent management, there are some new
and innovative ways that must be following by an organisation (Deery and Jago, 2015). These
are development of job description, development of opportunities, effective compensation etc.
These are effective ways that will be beneficial for an organisation in retention of high-
experienced workers at workplace. this report is based on hospitality industry and Holiday Inn is
chosen hospitality organisation that was founded in 1952 by Kemmons Wilison. Main purpose of
this report is to analysis requirement of innovative and new ways of working for Holiday Inn in
achievement of strategic approach to talent management.
TASK 1
P1 Research questions supported by Literature Review
Research question
 What are the requirements of implementing new and innovative ways of working at
workplace in order to achieve strategic approach to talent management?
Sub-questions of research
 Explain about the concept of talent management at workplace?
 What are the new and innovative ideas that can be implemented by an organisation for
talent management at workplace?
 What is the need of implementing innovative ways at workplace for achieving strategic
approach to talent management?
Research Aim –
Main aim of this project is “To analyse the requirement of implementing new and
innovative ways of working at workplace in order to achieve strategic approach to talent
management.” A case study on Holiday Inn.
Research objectives
 To analyse the concept of talent management at workplace.
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 To identify new and innovative ideas that can be implemented by an organisation for
talent management at workplace.
 To determine the need of implementing innovative ways at workplace for achieving
strategic approach to talent management.
Rationale of the research
Main reason for choosing this topic is to determine the different types of strategic
approaches that helps hospitality industry in management and retention of talent at workplace.
This research is important because it will helps societies, organisation and individual person by
increasing awareness about the benefits of talent management (Frow and et. al., 2015).
Literature Review:
Explain about the concept of talent management at workplace?
According to the Sparrow and Makram, (2015), Talent management is about retention of
good employees within an organisation along with continuous development of their skills and
personality. This is about the development of team that able to work in diverse conditions within
favour of an organisation. The concept of talent management is wide in nature along with has
huge scope towards the development at workplace. All the different activities that help to build
strong team within an organisation covers under the process of talent management like recruiting
from global platform, improving skills through training and development, directing at workplace
etc.
What are the new and innovative ideas that can be implemented by an organisation for talent
management at workplace?
As per the view presented by Rudhumbu and Maphosa (2015), there are many ways that
will be applied by an organisation for the purpose of managing talent. All these defined below
along with contribution;
Training and development: Training and development help in improvement of current
skills and behaviour along with overall personality. This will aid in creation of perception among
the employees that their long term existence further helps to build strengthen professional career.
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Developing positive culture: The development of effective working culture and positive
politics provide the equal opportunity to all for growth according to their performances. This will
help in further growth of high potential individuals to work hard towards being an important part
of an organisation.
What is the need of implementing innovative ways at workplace for achieving strategic approach
to talent management?
According to the Taylor (2018), there are many needs with an organisation for fulfilling with
the aid of implementing innovative ways of talent management. All these are provided below;
Optimum utilisation of resources: The effective management of talent help in completion
of with professionals. These are able to perform work with optimum utilisation of resources that
resultants into high productivity.
Quality work: Performing work with talented employees aid further aid in completion of
work with good quality. This simultaneously helps in customer satisfaction and attainment of
competitiveness in market.
P2 Research methods and approaches
Research philosophy: Positivism and interpretivisim are two types of philosophy. For
performing present study, positivism philosophy has been taken into consideration because it
facilitate in collecting and analysing of quantitative information as compare to positivism
philosophy (Gallardo Gallardo and Thunnissen, 2016).
Research approach: This section is divided into two sub-sections which are inductive and
deductive. Deductive approach has been applied within a study for analysing, finding and
interpreting quantitative information. Inductive approach is not suitable in analysing of
quantitative data.
Research strategies: Case study, observation, market survey etc. are main strategies that
are useful in gathering of information regarding any field of study. For collecting data regarding
talent management, market survey will be used because it helps researcher in gathering of
reliable data from questionnaire.
Research Choice: There are two choice of research selection which is qualitative and
quantitative. For present study, quantitative research will be applied as it facilitate in gathering of
valid data within minimum time period (Gallardo-Gallardo and et. al., 2015).
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Time horizon: Cross-sectional and longitudinal are consider two approaches of time
horizon. Among these approaches, cross-sectional approach will be applied because it helps
researcher in completion of full project in allotted time period. For this, Gantt chart will be used
which are shown as below:
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Techniques and procedures: There are various techniques and procedures of data
collection but according to the current study, questionnaire will be applied because it not
consume more time and also provide valid output for research (Ingram and Glod, 2016).
TASK 2
P3 Primary and secondary research by using appropriate methods
Sampling: There are two types of sampling such as probability and non-probability.
Within a study, probability sampling will be applied for selecting 30 mangers of Holiday Inn.
Main reason for using such type of sampling as it will help researcher in selection of sample in
random basis without taking additional time.
Data collection: Primary and secondary are two methods of data collection. For secondary
data collection, number of books, magazines etc. sources has been used for literature review.
Questionnaire will be applied for gathering primary information about the talent management.
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On the other hand, questionnaire is an effective and useful method because it support in
collecting of quantitative and valid data about the topic (Karatop, Kubat and Uygun, 2015).
Questionnaire will be prepared as below:
Questionnaire
Q1) Are you familiar with the concept of talent management in the workplace?
a) Yes
b) No
Q2) What are the benefits of talent management at workplace of your organisation?
a) Improved employees experience
b) Retain the best employees
c) Succeed over competitors
d) Accomplishment of vision
Q3) What are the ways used for motivating and retaining employees at workplace of Holiday Inn?
a) Recognition and reward
b) Job rotation
c) Training and development
d) Maintaining individual identity
Q4) According to you, what are the advantages of talent management for employees who are working at
workplace of Holiday Inn?
a) Enhance personal skills
b) Boost up confidence
c) Achieve job satisfaction
Q5) What are the new and innovative ideas that can be implemented by an organisation for talent
management at workplace?
a) Detailed job description
b) Collaborate coach-evolve
c) Opportunities for continuous development
Q6) What is the need of implementing innovative ways at workplace for achieving strategic
approach to talent management?
a) Strengthens company’s human capital structure
b) Builds up company’s reputation
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c) Better decision making
Q7) Does new and innovative ways of working helps your organisation in retaining of top talent at
workplace for longer time period?
a) Yes
b) No
Q8) Provide any suggestions to the Holiday Inn is building of talent management strategy at
workplace.
Data Analysis: Content analysis will be used by researcher for analysing quantitative
information regarding the effectiveness of new and innovative ways for working in retaining
talented employees (Krishnan and Scullion, 2017).
Reliability and validity of study: For this section of research methodology, questionnaire
will be followed because it helps researcher in resting of validity as well as reliability of data
within lesser time period.
Research Ethics: There are several principles that should be followed within a study.
These are providing the right to withdraw, protecting anonymity, minimising the risk of harm
etc. These are main principles of research ethics that must be followed for doing current
investigation in ethical manner (Rothaermel, 2016).
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P4 Analytical tools for data analysis and findings
Content analysis introduces as an effective analytical tool that has been applied for
analysing and finding quantitative data. Under this method, different number of themes has been
developed by researcher for analysing quantitative information within lesser time period. Apart
from this, there are some steps will be used for analysing quantitative data such as development
of frequency table, making of effective graphs and interpretation of data (Rudhumbu and
Maphosa, 2015). These steps will be explained as below in systematic manner:
Frequency table
Q1) Are you familiar with the concept of talent management in the workplace? Frequency
a) Yes 20
b) No 10
Q2) What are the benefits of talent management at workplace of your organisation? Frequency
a) Improved employees experience 8
b) Retain the best employees 6
c) Succeed over competitors 9
d) Accomplishment of vision 7
Q3) What are the ways used for motivating and retaining employees at workplace of
Holiday Inn?
Frequency
a) Recognition and reward 7
b) Job rotation 9
c) Training and development 6
d) Maintaining individual identity 8
Q4) According to you, what are the advantages of talent management for employees who
are working at workplace of Holiday Inn?
Frequency
a) Enhance personal skills 10
b) Boost up confidence 10
c) Achieve job satisfaction 10
Q5) What are the new and innovative ideas that can be implemented by an
organisation for talent management at workplace?
Frequency
a) Detailed job description 11
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b) Collaborate coach-evolve 9
c) Opportunities for continuous development 10
Q6) What is the need of implementing innovative ways at workplace for achieving
strategic approach to talent management?
Frequency
a) Strengthens company’s human capital structure 12
b) Builds up company’s reputation 8
c) Better decision making 10
Q7) Does new and innovative ways of working helps your organisation in retaining of top
talent at workplace for longer time period?
Frequency
a) Yes 25
b) No 5
Presentation of graphs and interpretation of data
Question 1: Concept of talent management in the workplace
Q1) Are you familiar with the concept of talent management in the workplace? Frequency
a) Yes 20
b) No 10
Interpretation: Most of the respondents are familiar about the management of talent is
important for an organisation. Remaining 10 respondents are unfamiliar with the concept of
talent management at workplace.
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Question 2: Benefits of talent management
Q2) What are the benefits of talent management at workplace of your organisation? Frequency
a) Improved employees experience 8
b) Retain the best employees 6
c) Succeed over competitors 9
d) Accomplishment of vision 7
Interpretation: There are several benefits of having talent at workplace. 8 out of 30
mangers of Holiday Inn have knowledge as talent management support them in improving
employee’s experience that resulted in improvement of business growth. 6 respondents have
view as managing talent in the workplace support hospitality industry by retaining best talent. 9
participants have knowledge as talent management is effective for an organisation because with
the help of this, they can easily succeed over competitors. 7 respondents have view as
management of talent ay workplace assist an organisation in accomplishment of its long term
vision easily.
Question 3: Ways used for motivating and retaining employees
Q3) What are the ways used for motivating and retaining employees at workplace of
Holiday Inn?
Frequency
a) Recognition and reward 7
b) Job rotation 9
c) Training and development 6
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d) Maintaining individual identity 8
Interpretation: There are many number of ways used for managing as well as retaining
top talent at workplace. 7 mangers said recognition and reward is main ways because it helps
employees by increasing motivational level towards job. 9 respondents have knowledge as job
rotation is effective way for retaining employees who have effective knowledge. 6 participants
have view as training and development are effective and essential way for managing as well as
retaining experienced employees. 8 have idea as maintaining individual identify is more essential
way for retaining employees.
Question 4: Advantages of talent management for employees
Q4) According to you, what are the advantages of talent management for employees who
are working at workplace of Holiday Inn?
Frequency
a) Enhance personal skills 10
b) Boost up confidence 10
c) Achieve job satisfaction 10
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Interpretation: There are various advantages of talent management for employees. For
this, respondents have equal ratio and provide their view regarding the effectiveness of talent
management for workers. These advantages are enhancement of personal skills, achievement of
higher job satisfaction and boosting confidence.
Question 5: New and innovative ideas that can be implemented by an organisation
Q5) What are the new and innovative ideas that can be implemented by an
organisation for talent management at workplace?
Frequency
a) Detailed job description 11
b) Collaborate coach-evolve 9
c) Opportunities for continuous development 10
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Interpretation: In order to implement new and innovative ways of working, there is
requirement of developing some strategies. 11 out of 30 mangers have knowledge as detailed job
description of employees is best strategy because it not creates conflict between employers and
employees. 9 respondents have knowledge as collaborate coach-evolve is best because it
develops collaboration among business managers and employees. Remaining 10 respondents
have view as development of opportunities for continuous development is effective because it
create confidence and motivation among employees.
Question 6: Need of implementing innovative ways at workplace
Q6) What is the need of implementing innovative ways at workplace for achieving
strategic approach to talent management?
Frequency
a) Strengthens company’s human capital structure 12
b) Builds up company’s reputation 8
c) Better decision making 10
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Interpretation: At workplace of Holiday Inn, there is need for implementing new and
innovative ways of working. For this 12 respondents have idea as innovation ways of working
support an organisation in strengthening its human capital structure. 8 have knowledge as it
build’s company reputation and remaining 10 respondents have opinion as new ways helps an
organisation in making of better decision towards achievement of goals.
Question 7: Effectiveness of new and innovative ways of working
Q7) Does new and innovative ways of working helps your organisation in retaining of top
talent at workplace for longer time period?
Frequency
a) Yes 25
b) No 5
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Interpretation: 25 out of 30 mangers of Holiday Inn have knowledge as innovation and
new ways of working Support Company in retaining of high-experienced and talented employees
at workplace. Remaining 5 respondents not have any knowledge about the same.
TASK 3
P5 Communication of research outcomes to the intended audience
Stakeholders: There are different stakeholders that are relevant to the research project are
employees, mangers, government etc. They are main stakeholders but managers of Holiday Inn
are plays an important role in collecting of primary data.
Communicating research outcomes: There are several methods for communicating
outcomes to the stakeholders which are written word, spoken word and the medium e.g. online,
presentation and report. All these are effective methods that will be used for communicating
research outcomes to the mangers (Sparrow, Hird and Cooper, 2015).
Convincing arguments: According to the above findings, it has been determined that talent
management is effective part for an organisation in management and retention of top talent. This
information is related with the secondary data collected for literature review from various
sources books, articles etc.
TASK 4
P6 Reflection related with the effectiveness of research methods
I am happy that I got an effective chance for performing research over talent management
and importance of new and innovative ways for working in retention of top talent. This is a main
aim of this project which has been accomplished by me with the use of research methods. I used
different methods such as positivism philosophy, deductive approach, quantitative research etc.
All these are effective for me in collecting of primary information about the talent management.
For collecting quantitative information, I used questionnaire and make some close-ended
questions that helped me in collecting of reliable and valid data about the topic. It is a main
advantage of using questionnaire within a study. Along with this, by using questionnaire I faced
issue about the respondents’ behaviour towards research questions. I set some questions
according to the topic but as per the respondents these options are different which create
difficulty for me. In order to overcome this limitation I make 1 open-ended question. In this
respondents are free to provide their opinion about the topic.
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P7 Alternative research methodology and lessons learnt in view of the outcomes
Interview as an alternative methodology of research that would be used for collecting
qualitative data about the research. Interview is an alternative of questionnaire that will be used
by researcher if they get another opportunity for conducting this research again. In this method,
researcher will need to make some open-ended questions and collect information from the
respondents. Along with this, by doing this research, I increased my learning about the benefits
of talent management for both organisation as well as employees. I also learnt about the
significance of innovative and new ways for managing talent at workplace.
CONCLUSION
From the above mentioned data analysis and findings, it has been concluded that most of the
respondents are familiar about the role of talent management in the workplace of hospitality
industry. Talent management at workplace have importance for both employees and
organisation. For organisation, talent management support them in accomplishment of its vision,
strengthening human capital structure etc. For employees, talent management assist them in
increment of their skills, boosting up confidence etc. Along with this, different number of new
and innovative ways implemented by hospitality industry for retaining top talent. These
strategies are collaborate coach-evolve, detailed job description and opportunities for continuous
development. These are effective for an organisation in increment of new and innovative way
and retention of high-experienced employees at workplace.
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REFERENCES
Books and Journals
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management.
Frow, P., Nenonen, S., Payne, A. and Storbacka, K., 2015. Managing co‐creation design: A
strategic approach to innovation. British Journal of Management. 26(3). pp.463-483.
Gallardo Gallardo, E. and Thunnissen, M., 2016. Standing on the shoulders of giants? A critical
review of empirical talent management research. Employee Relations. 38(1). pp.31-
56.
Gallardo-Gallardo, E., Nijs, S., Dries, N. and Gallo, P., 2015. Towards an understanding of talent
management as a phenomenon-driven field using bibliometric and content
analysis. Human Resource Management Review. 25(3). pp.264-279.
Ingram, T. and Glod, W., 2016. Talent management in healthcare organizations-qualitative
research results. Procedia Economics and Finance, 39, pp.339-346.
Karatop, B., Kubat, C. and Uygun, Ö., 2015. Talent management in manufacturing system using
fuzzy logic approach. Computers & Industrial Engineering. 86. pp.127-136.
Krishnan, T. N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review. 27(3). pp.431-441.
Rothaermel, F. T., 2016. Strategic management: concepts (Vol. 2). McGraw-Hill Education.
Rudhumbu, N. and Maphosa, C., 2015. Implementation of talent management strategies in
higher education: Evidence from Botswana. Journal of Human Ecology. 49(1-2).
pp.21-32.
Sparrow, P., Hird, M. and Cooper, C. L., 2015. Strategic talent management. In Do We Need
HR? (pp. 177-212). Palgrave Macmillan, London.
Sparrow, P. R. and Makram, H., 2015. What is the value of talent management? Building value-
driven processes within a talent management architecture. Human resource
management review. 25(3). pp.249-263.
Sparrow, P. R. and Makram, H., 2015. What is the value of talent management? Building value-
driven processes within a talent management architecture. Human resource
management review. 25(3). pp.249-263.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
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