Effective Talent Management Strategies in Martin Randall Travel

This research explores the effective talent management strategies in Martin Randall Travel. It discusses the importance of attracting, retaining, and developing the best employees and highlights strategies such as job description, candidate cultural fit assessment, and continuous training and development opportunities. The project includes project planning, execution, findings, and performance review.

Research

Table of Contents
Topic of the research is “Effective talent management strategies in Martin Randall Travel”. ......3
INTRODUCTION ..........................................................................................................................3
Activity 1 Project Planning/Management .......................................................................................3
Project aims and objectives ........................................................................................................3
Project management plan ...........................................................................................................4
Work break down structure and Gantt Chart .............................................................................4
Activity 2 Project Execution ...........................................................................................................8
Activity 3 Project Findings .............................................................................................................9
Activity 4 Performance review .....................................................................................................12
Reflection..................................................................................................................................12
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

Topic of the research is “Effective talent management strategies in Martin
Randall Travel”.
INTRODUCTION
Talent management is defined as dedication of organisations in attracting, retaining and
developing best employees and candidates within the market. The talent management
encompasses through different organisational strategies designed for helping organisations to
enhance potential of employees. There are various strategies used by companies to have effective
talent management (Armstrong, and Taylor, 2020). These includes understanding the power of
job description, assessing candidate cultural fit and providing continuous training and
development opportunities. The Martin Randall Travel must consider the following talent
management strategies - Power of job description - This is an essential strategy for success of the company. A
concise description outlines form the work that is expected from the candidates. Assessing candidate cultural fit - An important part for managing talent is to create right
job descriptions. There are different ways by which a candidate can be assessed (Greene,
2018). These includes tone of voice, passion, language, personal values, etc.
 Continuous training and development opportunities – Training of employees includes
developing potential among employees. As an employer, it is necessary to conduct
meetings on regular basis for improving skills and abilities of an individual.
Activity 1 Project Planning/Management
Project aims and objectives
The aim of the project is “to analyse effective talent management strategies in Martin
Randall Travel”.
The objectives of the project are -
 To understand the concept of talent management
 To know various strategies for talent management strategies

Project management plan
Scope
This is known as what is scope of the research
topic. Effective talent management is necessity
for all employees of Martin Randall as it will
help in providing effective services to
customers (O’Connor, and Crowley-Henry,
2019). In this way, this company will be able
to make more profits.
Cost
Cost is defined as the amount of money needed
for completing this project work. The cost of
this project is £35000.
Risk
Risk is uncertain event or condition which is
occurred while conducting project. The risk in
doing this project work is low as this project
will include respondents of the company and
there is no negative impact on project due to
this.
Quality
Quality of this project is very good and this
project has positive impact on the all
employees (Stewart, and Brown, 2019).
Duration The duration for this project is 6 Months.
Resources
Different resources needed for completing the
project work includes good respondents,
employees of Martin Randall company, human
resource management of the company, etc.

Work break down structure and Gantt Chart
The work break down structure is defined as the representation which includes division
of project work into small activities (Akter and et.al ., 2019.). The presentation for the present
research is given below -
Gantt chart is a model of representation of all project activities and it includes assigned time
frame for that particular activity (Armstrong and Taylor, 2020.). By using this, investigator has
the opportunity to analyse the implementation of project activities within time frame. Gantt chart
for the present report is given below -

Research methodology
Research methodology is defined as the various ways used by investigator for collecting
data and conducting researches. There are basically two types of ways by which data is collected
by the investigator (Asplund, 2019). Data collection is defined as the process for gathering
measuring information for developing research outcomes. The two different type of data
collection are mentioned below –
Quantitative: This is a method that is associated with numeric data and analysis. This
provides accurate analysis and outcome for the research. Along with this, it is also referring to
process in which researcher gather data that is measurable in nature. With the help of this,
researcher can easily take right and accurate decision. In context of this, it includes various
aspects or sources such as survey, questionnaire, observation, interview and many more. All
these are directly contributing in drawing a valid conclusion at the end of the research.
Qualitative: This is a method which is related with a method in which researcher will be
using a non-numeric form of data so that research can be completed and outcomes can be drawn
in a more effective way (Aziz and et.al., 2019). This is a method which is helping in studying of
human behaviour according to different situations.
Primary Data: This is all about collection of data for the first time and making
interpretations from this data. Under this, data is gathered from first hand data that help them in
improving the chances of attaining positive results outcomes. Mainly, it includes different
sources such as questionnaire, survey, observation, interview and many more. All these are the
effective methods to gather relevant data and information that support is attaining measurable
outcomes in an effective manner.

Secondary Data: This is known as the way by which data for doing research is collected
by an existing source. Data collection is done through various sources like journals, newspapers,
online sites, various magazines, etc.
The present research includes qualitative analysis and both secondary as well as primary
data is used for doing this research.
Sampling: In the present research, random sampling method has been chosen by
investigator for finalising respondents from the population size. For this research for research 30
respondents are chosen for filling up the questionnaire. This questionnaire includes various
questions related to effective talent management. The questionnaire for the present research is
mentioned below -
Activity 2 Project Execution
Questionnaire:
Questionnaire which is an research instrument which consisted the no. of questions for
the major purpose of collecting important kind of knowledge and information from the
respondents (Balcerzak, 2019.). In context of respective project the major source is to collect
necessary information by using questionnaire that come under primary source of information.
Q1 What are the changes which take place after implementation of the
talent management strategies within the organisation?
Frequency
Positive 20
Negative 10
Q2 What are the major benefits an organisation avail by implementing
the talent management strategies within the organisation?
Frequency
Higher level of employee motivation 10
Competitive advantages 10
Sustainability in market 10
Q3 What are the barriers which occurs in front of organisation while
talent management strategies adopted by organisation?
Frequency

Not proper involvement of employees 15
High occurrence cost 5
Rigidity of employees 10
Q4 What are the major solutions adopted by organisation in order to
gain competitive advantage?
Frequency
Adaptation of training and development 10
Change management 10
360 performance appraisal 10
Q5 Give recommendation to Martin Randall Travel in order to improve their
performance while talent management strategies adopted by organisation?
Activity 3 Project Findings
Q1 What are the changes which take place
after implementation of the talent
management strategies within the
organisation?
Frequency
Positive 20
Negative 10
Interpretation:
Positive Negative
0
5
10
15
20
20
10 Column B

Talent management strategies is one of the most important for an organisation to
acquire one of most talented personnel within the organisation. Talented personnel is very
crucial for an organisation to gain one of most potential outcomes as motivated personnel
give one of their best efforts. In that regards 20 respondents give positive remark that it is
very much essential to recruit one of most talented personnel in organisation.
Q2 What are the major benefits an
organisation avail by implementing the
talent management strategies within the
organisation?
Frequency
Higher level of employee motivation 10
Competitive advantages 10
Sustainability in market 10
Interpretation:
Talent management strategies and tactics proved very much beneficial for
organisation as it helps to bring higher level of employee motivation, enables to gain
competitive advantage and build sustainability in the marketplace. In that regards all
respondents give equal remark for all the attributes as it bring all major advantages with
them.
Q3 What are the barriers which occurs in
front of organisation while talent
management strategies adopted by
organisation?
Frequency
10
10
10
Higher level of employee
motivation
Competitive advantages
Sustainability in market

Not proper involvement of employees 15
High occurrence cost 5
Rigidity of employees 10
Interpretation:
In an organisation there are various kinds of barriers occurs while talent management
strategies and tactics implemented within the organisation. The major kinds of barriers occurs
that are not proper involvement of employees in change, high level of occurrence cost and
rigidity of change that hampers the self interest of employees as well as organisation in order to
remain always competitive in marketplace. In that regards 15 respondent state that not proper
involvement of people is one of major problem.
Q4 What are the major solutions adopted by
organisation in order to gain competitive
advantage?
Frequency
Adaptation of training and development 10
Change management 10
360 performance appraisals 10
15
5
10
Not proper involvement of
employees
High occurrence cost
Rigidity of employees

Interpretation:
While changes occur within the organisation it is very much potential to adopt some
crucial kinds of tools and techniques. In context of the Martin Randall Travel while talent
management strategies and tactics adopted within the organisation, they have to provide training
and development to their employees that proved beneficial for organisation. Another strategy is
to adopt changes by using change management and adaptation of 360 performance appraisal that
crucial for organisation. In that regards the respondents give equally remark positively.
Outcomes
As per evaluation of the secondary sources it has been evaluated that talent management
is one of the important process that used to manage workforce at working area that directly
contributes improving the possibilities of attaining set goals and objectives in an effective
manner. In context of this, company also get various benefits like Higher level of employee
motivation, competitive advantage and many more that directly contributes in enhancing the
productivity level of company and its employees as well. Thus, it is crucial for business
organization to effectively manage their talent so that they easily attain their target without any
kind of issues and barriers. An appropriate management of employees is beneficial is making
overall performance more effective and productive as well. Apart from this, as per primary
sources, there are various challenges such as Not proper involvement of employees, High
occurrence cost, Rigidity of employees and many more. All these are negatively impact over the
company and its workers performance. For resolving this, company also use various alternative
ways like Adaptation of training and development, Change management, 360 performance
appraisals and so on. With the help of this firm can easily overcome from the issues and
10
10
10
Adaptation of training and
development
Change management
360 performance appraisal

challenges. It may contribute in establishing positive and healthy working environment that
motivate workers to accomplishing their targets in a stipulated time frame.
Q.5 Major strategies in front of organisation for talent management strategies?
To manage talent within the organisation there are no. of strategies and tactics that are
providing training and development to the employees, great job description and many more.
Activity 4 Performance review
How well did the project go? The project goes good as it proved beneficial in
accumulation of necessary knowledge and
information.
What changes or developments took place
which went differently from the initial project
management plan?
The major changes in team of people, duration
and funds that are major factors in front of
people in order to remain competitive.
How good were your project outcomes? Project outcomes are very much good as it
proved beneficial to organisation in selection
one of best strategy for talent management.
Was the project useful for the hospitality
organisation?
Respective project proved beneficial for
hospitality organisation as it directly related
with serving consumer which requires talented
personnel.
Does it support the way that an organisation
can perform in a sustainable way?
Yes it support positively the way organisation
perform as all employees give one of their best
efforts.
Did you learn anything from the project
management process?
I learn a lot of things from respective project
such as team management and communication
within them.
How valuable is the project management
process as a tool for supporting your own
learning or performance?
Project management process proved very much
beneficial as it helps to go on a systematic path
by following various works and activities in

proper manner.
Reflection
While doing the project, I was satisfied as I did the project nicely and outcomes of this
project were satisfactory. This project helped me a lot in developing skills for conducting
projects in future. When I was doing this research, I got chance to talk to various people. This
helped me to develop my communication skills. Also, I developed research skills which will help
me in conducting good and strong researches in future. I am a very positive person and while I
was doing this project, there were times when I get demotivated as things were not into place.
My positive nature helped in overcoming all hurdles and achieving the objectives of the project.
This project is useful for hospitality organisation as it provides information on how to have
effective talent management within the company. The PDP helped in knowing the cost, scope,
quality, risk, duration, etc. In this project, knowledge of both secondary as well as primary data
was enhanced. The PDP is an effective tool which is helpful for supporting own learning and
performance. This project increased my knowledge about effective talent management within
the travel and tourism company. It is essential for me that I have to grab more knowledge for
doing effective researches in future.
Recommendation:
 From the above project it has been recommended that project manager have to use the
valid knowledge and information that helps in crucial decision-making. It also helps in
taking appropriate decision.
 Further Project manager have to put one of best efforts to encourage employees so that
they can give one of their best efforts in organisational development.
 Manager of business organization needs to provide better training and development
programmes to its employees so that they can easily improve their performance and make
them able to execute their targets in an effective way.
 Company should analyse workers performance at the time of job activities in order to
provide them better leading to enhance their efficiency level. With the assistance of this
company can easily improve their performance at market place.
 Manager needs to communicate with their workers and provide them comfort zone to
share their issues with manager. This can be reduce the chances of arising issues among

workers at working area and at the same time also build positive and healthy relation
among them.
CONCLUSION
From the above report it has been concluded that talent management is one of most
important part of an organisation as it helps in gaining competitive advantage and sustainability
within the organisation. There are various kinds of strategies and tactics to manage the workings
of personnel so that they can give one of their best efforts in organisational development
positively. With the help of research organisation can be able to collect necessary knowledge
and information for taking decisions in context of employees.

REFERENCES
Books and Journals
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practice. Kogan Page Publishers.
Asplund, K., 2019. When profession trumps potential: The moderating role of professional
identification in employees’ reactions to talent management. The International Journal
of Human Resource Management, pp.1-23.
Aziz, M. and et.al ., 2019. The influence of employer value proposition in talent demand towards
talent shortage in the Malaysian Islamic banking institutions: A SEM
approach. Management Science Letters. 9(6). pp.843-850.
Balcerzak, T., 2019. Global aerospace industry risks. Zeszyty Naukowe. Transport/Politechnika
Śląska.
Feng, W. and Zhang, L., 2019. Study on Solutions and Roadmap of Sustainable Development of
Creative Design Industry In China. In Practice and Progress in Social Design and
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Greene, R.J., 2018. Rewarding performance: Guiding principles; custom strategies. Routledge.
O’Connor, E.P. and Crowley-Henry, M., 2019. Exploring the relationship between exclusive
talent management, perceived organizational justice and employee engagement:
bridging the literature. Journal of Business Ethics. 156(4). pp.903-917.
Pant, J.J. and Venkateswaran, V., 2019. Exploring millennial psychological contract expectations
across talent segments. Employee Relations: The International Journal. 41(4). pp.773-
792.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. Wiley.