Talent Management in Service Industry

This research project focuses on talent management in the service industry, with a case study on TUI tourism company. It explores the importance and ways of talent acquisition or retention, benefits of staff retention, ways of recruiting the best talent, problems faced in talent management, and ways to increase staff retention. The study aims to identify the significance of talent retention and provide effective strategies for talent management.

Research Project
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Table of Contents
INTRODUCTION...........................................................................................................................3
Aim and objectives......................................................................................................................3
LITERATURE REVIEW................................................................................................................4
Benefits of staff or talent retention in an organization................................................................4
Ways of recruiting the best talent in an organization..................................................................5
Problem companies face while managing talent..........................................................................6
Ways to increase staff retention in an organization.....................................................................7
RESEARCH METHODOLOGY.....................................................................................................8
DATA Analysis.............................................................................................................................11
CONCLUSION..............................................................................................................................23
REFLECTION...............................................................................................................................24
REFERENCES..............................................................................................................................26
APPENDIX....................................................................................................................................27
Questionnaire.............................................................................................................................27
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TOPIC: Talent management in service industry
INTRODUCTION
Talent management is a process of selecting, hiring and retaining the best talent within an
organization in order to improve business value and accomplishing goals. Talent management is
one of the main and critical task which is not limited to selecting the best workforce but also
motivate them and identifying ways to retain them with the company for the long run (Scullion
and et.al., 2016). By an effective talent management, companies of travel and tourism like TUI
can take several benefits like competitive advantages, increasing sales, improving brand image
etc. Talent management is known as the key of the success of an organization. For an effective
talent management, manager or employers of an organization require several skills by which they
can influence and motivate employees to retain or stay with the company for the long run.
Companies face some problems in talent management which needs to be solved in a timely
manner.
Background of the study
This present study is based on TUI which is an Anglo German multinational travel and
tourism company. It important for this company to satisfy customers' needs and it can be
possible when it has skilled workforce. This present study is going to show some advantages and
requirement of retaining skilled workforce along with ways. Further, it will also show effective
ways to select and recruit the best employees as it is the important function of talent management
(McDonnell and et.al., 2017). Lastly, it will discuss effectiveness of research methodologies in
conducting research.
Aim and objectives
Aim
“To identify importance and ways of talent acquisition or retention in company. A case
study on TUI tourism company.”
Objectives:
 To identify importance or benefits of staff or talent retention in an organization.
 To identify effective ways of recruiting the best talent in an organization.
 To discuss some problems companies have to face while managing talent.
 To suggest some ways of retaining skilled workforce within the company.
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Research Questions:
1. What are some benefits which TUI can have by talent retention?
2. What is the best way of recruiting the best and talented people at workplace?
3. Which problems companies face while managing and retaining talent within business?
4. Which techniques and ways can help TUI in retaining skilled workforces with them?
LITERATURE REVIEW
Benefits of staff or talent retention in an organization
As per the Manogharan, Thivaharan and Rahman, (2018). Talent and skilled workforce
retention in an organization can have several advantages as by retaining skilled workforce
company can bring innovation in business. Skilled workforce are more likely to bring creativity
which can allow companies in satisfying customers needs. Satisfied customers are more likely to
stay with the company which can improve image and productivity as well. So, it can be said that
talent retention can give several advantages like becoming market leader, improving engagement
of employees and improving working environment.
In addition, Pandita and Ray, (2018) stated that talent retention in an organization have
several advantages and benefits to company as by retaining talent as well as managing them in an
effective manner they can attract customers to the great extent because skilled workforce in an
organization focus on their functions and work in an effective manner which reduces errors and
improve their productivity. When they focus on their function effectively then they are more
likely to provide qualitative and unique features of products and services to them which satisfy
customers' needs and allow them to retain with the company. Increase customers and employees
retention rate in an organization improve image of the company in the market. Improved image
and brand directly help companies in becoming the market leader as well as taking competitive
advantages. They also said that talent management like effective hiring, recruitment, retention
process allow companies to develop consistent performers. Because talented workforce have all
informations of company like purpose, objectives, strategies and others, and they take interest in
knowing more which allow them to perform better in the company. When company make an
effective use of talent management strategies and satisfy their needs then employees are more
likely to help managers in planning for the future for expanding business.
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For more supporting this view Matongolo, Kasekende and Mafabi, (2018) said that an
effective talent management structure builds more trust in the company because talent
management structure is built on ideas as well as needs of employees as what they want. When
companies consider their needs and try to fulfil them then it allows both employers and
employees to tighten their bond in the company. Succession planning and talent management
lead to a streamlined as well as structured vision of the company. Improved loyalty and trust
among employees also allow companies and employees to build good customer support and sales
team as well. So, overall it can be said that by using effective strategy and structure of talent
management companies can accomplish all its pre determined goals.
Ways of recruiting the best talent in an organization
There are several ways of selection and recruitment but identifying the best talent and
recruit them with company is one of the main aims of using recruitment strategies. As per the
Pandita and Ray, (2018) one of the best way of recruiting the best talent and employees is
internal recruitment or filling vacant post within organization. Companies do not have to invest
time in searching employees. In addition, it is also stated that by approaching existing employees
who have worked with the company before but have left now, can also be the best way of
recruiting talent workforce. By doing so company can employ skilled workforce and it can also
save their time and cost as well. There are several other benefits of using this strategy and way of
talent management as by doing so company can reduce its recruitment and training cost
Employees are aware about all policies and way of working of the company, so they do not
require training as like new employees. Other main benefit of using internal recruitment strategy
is it can increase morale of employees and motivate towards working more effectively. It helps
them out in improving their performance and getting promotional and other benefits.
Other best way of attracting as well as recruiting the best talent according to Robert
Richardson and Alexander Gabbin, (2016) within an organization is attracting passive job
seekers with recruiting marketing. For attracting talent and passive job seekers there is
requirement for HR to take a page from marketing's play book and adopt some effective and the
best practices of recruitment marketing. There are several strategies and ways of recruitment
marketing and one of the common and the best ways of this recruitment marketing is GE
(General electric). This way innovates in the home automation and industrial internet of things
spaces. By doing so, business model rely on hiring as well as recruiting the top technical talent in
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company. Social media, content marketing are ways of reaching to skilled tech professionals and
students directly and make them able or agree to retain with the company for the long run. So, it
can be said that by making an effective use of advanced technology and digital marketing
company can attract as well as recruit the best talent by reviewing their person specification and
resume.
Problem companies face while managing talent
There are some factors which can create several problems in talent management or
related functions like identifying talent, recruitment, selection and retain them with the company.
According to the Krishnan and Scullion, (2017) one of the main factors is ineffective recruitment
and ineffective organizational culture. Inexperience or lack of skills of using technologies in
talent management by leader and manager can also create problems in attracting the best
workforce. Lack of knowledge can lead ineffective recruitment and increased staff turnover rate.
This staff turnover rate direct affect brand image of the company. In addition, Zhang and et.al.,
(2020) in the context of unappealing company culture it can be said that younger employees
expect and seek for unique and different working environment than elders and predecessors used
to follow. Nowadays, workers do not want to sit on their desk, completing their duties and go
home after completing duties and at the end of the workday. As they look for those jobs who can
offer them perks like open communication policies, flexibility, relaxation, activities rather job
duties etc. For fulfilling needs of talent and younger workforce companies require changing their
working culture and environment and if they fail to fulfil anyone of these requirements then they
find difficulties in getting skilled workforce. It is believed that younger employees as compare to
older are more likely to bring innovation and creativity within an organization so, they need to
focus on attracting and managing talent and it is the main problems.
According to the Stokes and et.al., (2016) higher total compensation demand is one of the
main problems which companies face while managing talent. In this context it is stated that when
employees do not get fair compensation then they directly talk and speak up about their
situations to employers. One of the main factors of employees retention and job satisfaction is
pay and when they find that company is not paying them according to their worth and
qualification then they leave company. It is one of the main problems which HR department face
and for solving this problem they need to focus on this area to satisfy employees along with
keeping costs low. At the time of deciding employees retention, HR needs to evaluate and decide
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that which employees are worth keeping and who are not. As per the evaluation they can
increase pay for talent workforce and also satisfy employees needs. But still it can be said that
keeping retention and other costs low and motivating employees to stay with the company for the
long run is the most difficult task for HR in talent management.
Ways to increase staff retention in an organization
Recruiting talent workforce is not an easy task but encouraging and influencing them to
retain or stay with the company is the main task and it is the main key of the success. There are
several ways by which TUI can retain their skilled workforce such as providing financial and
non financial rewards as per requirement of them Alhmoud and Rjoub, (2019). Employees
require motivation for performing activities and rewards like promotional opportunities, bonus,
performance appraisal, celebration of success and appreciation motivate and make employees
feel valued. All workers have some requirement and purpose of doing jobs like financial and non
financial. By identifying needs of each employees company can provide them either financial
motivation such as incentive, performance appraisal, rewards and others. Effective pay and
financial motivation is one of the best ways of satisfying employees needs and also retaining
them with the company for the long run. BY providing non financial motivation like celebrating
success of employees, appraising them, treating them in an effective manner and others are best
ways of retaining employees. So, by rewarding as per the needs, companies can increase staff
retention rate.
In addition, Wakabi, (2016) stated that it is important for HR to identify reasons and main
root cause of staff turnover as why employees are leaving company. By identifying reasons they
can choose appropriate ways of retaining them. They also stated that there are some common
causes which increases staff turnover rate such as: ineffective pay, lack of motivation, work
pressure, ineffective and working environment. So, in this regard it can be said that company
needs to develop some effective strategies which can improve working environment where
employees of all level can work in an effective manner. Rather, job duties, company can provide
flexible, part-time working, activities which can change their mood. By promoting team working
companies can motivate and influence employees to stay with the company.
Cohen, (2017) When employees work in a team and share common goal they are more
likely to interact with each other which improve their relation and it creates friendly and
effective working environment. At the time of work load, employees share their work and also
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help each others in solving their problems. This team working can also allow employees to
reduce their errors, improve productivity and perform activities under pressure in an effective
manner. So, it can be said that team working can help company in not only retaining employees
or top talent but also in improving overall productivity and performance as well.
RESEARCH METHODOLOGY
In the context of research methodology which is an important part of research, it can be said that
it refers specific procedure which is being used by researcher in order to identify, selecting and
analysing informations for completing study successful about topic. For all functions like
analysis, selection and identification, research methodology is being divided into several
elements which are being discussed below in a detailed manner.
Research types: Qualitative and quantitative are 2 types of research which shows a form
of collecting informations. Collection of data in numerical form is known as quantitative and
non-numerical form of data is known as qualitative. For this study, researcher will focus on
qualitative research. By gathering non-numerical data, researcher focuses on collecting
information in words and other forms for following qualitative research It helps them out in
getting relevant information to the topic and accomplishing goals. By following this type they
can also understand human behaviours (Peng and et.al., 2016). On the other hand, in numerical
form of information, researcher follows quantitative research type which allow him to get actual
data or information related to talent management and specific topic. Selection of the type of
research is the main difficult task and it all depends upon the nature and purpose of the topic.
This study is all about talent management which has great scope so, researcher selects qualitative
type.
Research approaches: Inductive and deductive are 2 research approaches whose
selection is depended upon the type of research. Inductive is suitable with qualitative and
deductive is suitable with quantitative. For this scholar will use inductive or will generate new
theory for collecting relevant data. In inductive approach, researcher generate new theory which
consists of information related to the topic. By generating a new theory researcher can get
information related to the topic such as talent management and its all aspects which can allow it
to accomplish its goals and also increasing its knowledge. On the other hand, in deductive
research approach, researcher develop an existing theory or those theories which are already
generated. This theory and approach is less effective as compare to inductive because in this type
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or approach of research, scholar d not generate new theory as only it develops an existing theory.
So, one of the main reasons of scholar of selecting inductive approach is it increases its
knowledge and other main reason is it is suitable with qualitative type of research (Woiceshyn
and Daellenbach, 2018).
Research philosophies: Research philosophy also required to be followed after
identifying research approach because selection of philosophy depend upon research approach.
Researcher philosophy is a belief about the way in which informations about phenomenon
required to be collected, analysed and used as well. There are mainly 2 research philosophies
such as: positivism and interpretivism. Researcher in positivism philosophy believe that reality
and facts are stable, and they can easily be observed from an objective viewpoint. Researcher can
make prediction on the basis of an existing and previously observed realities. On the other hand,
realism philosophy believe that for understanding reality in a complete manner, there is
requirement of subjective interpretation of elements. It is all related to natural environment as it
does not work upon prediction. For this present study of talent management, interpretivism
research philosophy will be selected because it is suitable with selected inductive research
approach also this philosophy is related to natural science rather predictions.
Data collection: Data collection is the main key of the success of research study as
without collecting data researcher cannot even complete research study. Primary and secondary
are 2 form of data collection as in primary type, researcher collect first-hand data and in
secondary type, he collects second hand data (Apanasevic, 2018). For this study scholar will
mainly focus on primary data collection by questionnaires. In the context of primary data
collection it can be said that it refers new data or informations which are never being used before
by anyone. By collecting such data, researcher can increase his knowledge and can also make
study successful. Gathering new data which never being used before allow researcher to make its
study effective and accurate. There are some sources available from where they can collect first
hand data such as: questionnaire, survey, interview and others. On the other hand, secondary data
collection refers second hand data which may be used before by other researcher for conducting
research on the same topic. There are chances of making study same as like others and as
compare to primary data collection, secondary data collection are less likely to have ability to
make study successful. Some sources from which researcher can collect second hand data or
information include: books and journals, articles and others.
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Data analysis: For making collected data accurate, this step is being followed For
qualitative research, qualitative data analysis is being used and for quantitative, quantitative data
analysis is being used. This research is qualitative so, researcher will use thematic analysis as
qualitative data analysis tool. After collecting data it is vital and important for researcher to
complete this step and make use of data analysis tools. As like main research type, there are 2
types of data analysis such as qualitative and quantitative. Qualitative data analysis tools are
being used by scholar for analysing non-numerical or qualitative data. Whereas, quantitative data
analysis tools are being used for analysing and moulding quantitative or numerical data or
informations (Friese, 2019). Researcher believes that data which they gather either from primary
or secondary data collection have some errors and lack of accuracy as sometimes, selected
people do not provide accurate informations due to fear of something and someone. So, it is
important for researcher to identify inaccuracy of data and make them suitable or accurate with
study. So, for this main purpose or making study successful, researcher make use of qualitative
data analysis tool for making non-numerical data accurate. Thematic analysis tool is one of the
best qualitative data analysis tool.
Sample: In qualitative research this element plays an important role. Sample refers target
people or participants which are being selected by researcher in order to ask questions and
getting information or answers of all those questions. A procedure of selecting target people as
participants in data collection or analysis part is known as sampling. There are 2 types of
sampling in which researcher select target people such as random and non-random. In random
sampling method, target people or participants are being selected randomly as there is no specific
criteria of selecting them. On the other hand, in non-random sampling method, people are being
selected non-randomly or researcher create specific criteria like age of selected people, specific
experience, education, gender, race and others. For this study researcher will select random
sampling method (Etikan and Bala, 2017). One of the main purpose of choosing this method or
type is it makes target people feel valued when they are being selected randomly and also
motivate them to provide accurate answers. Whereas, when people are being selected non-
randomly or on some bases then it de-motivates those people who are not being selected so, for
eliminating bias random sampling is often preferred. 30 employees of TUI are being selected as
sample for getting information.
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Ethical consideration: Ethics refers moral principles which need to be followed by
researcher while conducting research and also after completing research. It allows him to make
study successful, accurate and effective. Ethics also help researcher in identifying difference
between the wrong and the right. By knowing the difference between the right and the wrong act,
researcher can eliminate errors in research study which can improve his image. When study is
being conducted in an ethical manner then it motivates participants and viewers to support
researcher in making his study successful. There are some codes of ethics related to the research
by which scholar can make study ethical and successful such as:
 To not force participants about taking participate in research study and providing
information.
 To provide equal and fair opportunities to all participants and involved members in
sharing their views.
 To make participants believe that they will not be judged and their personal information
will be kept safe and secure and will also not be shared with anyone.
 To not share information of company with anyone and making confidentiality.
 To promote values, trust, mutual respect, fairness and accountability.
 To follow all guidelines and norms of implemented policies related to conducting
research.
 To not hurt anyone in any manner and providing accurate information to participants and
company for whom researcher conduct study.
So, from the above discussed all ethics it can be said that scholar can complete this study on
talent management and support TUI by telling them effective ways of managing talent and
accomplishing all pre determined goals.
DATA Analysis
Theme 1 Talent retention within an organization is important
Question 1: Do you think talent retention within an organization is important?
Options Respondents
Strongly agree 15
Agree 10
Disagree 3
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Strongly Disagree 2
Total 30
Figure 1 Talent retention within an organization is important
Interpretation: From the above graph it has been analysed that, 30 out of 15 participants
strongly agreed that talent retention within an organization is important, 10 of them simply
agreed to the question. However, 3 of them disagreed that talent retention is not so important
within an organization and in fact, 2 of them strongly disagreed to the question. It from this it has
been analysed that it is important for organizations to focus upon talent retention as it helps them
in providing various kinds of benefits and also helps in sustaining within the competitive
environment in which they operate.
Theme 2 Some benefits that talent retention can provide to an organization
Question 2: What are some benefits that talent retention can provide to an
organization?
Options Respondents
Enhance creativity within organization 7
Bring improvement within productivity 8
Improve employee engagement 7
Improve working environment 7
Others 1
Total 30
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Figure 2 Some benefits that talent retention can provide to an organization
Interpretation: From the above graph it has been analysed that, there are various kinds of
benefits that are provided to organizations because of talent retention. All the respondents gave
five different answers. 7 of them said that creativity within organization is enhanced, 8 of them
said that improvement within productivity of organization and employees is improved because of
talent retention, 7 respondents said that employee engagement within the company is improved,
7 of them said that working environment of the organization is improved and only one of them
gave a different answer to the question.
Theme 3 Importance for organizations to adopt appropriate method of recruitment for talent
retention
Question 3: Do you think it is important for organizations to adopt appropriate method
of recruitment for talent retention?
Options Respondents
Strongly agree 15
Agree 9
Disagree 6
Strongly Disagree 0
Total 30
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Figure 3 Importance for organizations to adopt appropriate method of recruitment for talent
retention
Interpretation: From the above graph it has been analysed that, 30 out of 15 respondents
strongly agreed that it is extremely important for organizations to adopt appropriate method of
recruitment for talent retention, 9 of them simply agreed to the question, but rest all the 6
respondents did not agree to the question and simply disagreed to it. But none of them strongly
disagreed to it. So from this analysis it is clear that it is important for companies to adopt a
proper and appropriate recruitment method so that they can retain talented workforce within the
organization.
Theme 4 Effective ways of recruiting the best talent within an organization
Question 4: What are some of effective ways of recruiting the best talent within an
organization?
Options Respondents
Internal recruitment 10
Referral from existing employees 9
Social media marketing 7
Others 4
Total 30
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Figure 4 Effective ways of recruiting best talent within an organization
Interpretation: From the above graph it has been analysed that, 30 out of 10 participants said
that internal recruitment is the best way of recruiting talent, 9 said that referral from existing
employees is the best way. However, 7 of them said that social media advertising is the best way,
whereas, only 4 of them said that there are other methods that can be adopted by organization for
recruiting talented employees.
Theme 5 Talent retention can provide competitive advantage to organizations
Question 5: Do you think talent retention can provide competitive advantage to
organizations?
Options Respondents
Strongly agree 8
Agree 15
Disagree 5
Strongly Disagree 2
Total 30
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Figure 5 Talent retention can provide competitive advantage to organizations
Interpretation: From the above graph it has been analysed that, 30 out of 8 respondents strongly
agreed that talent retention can provide competitive advantage, 15 of them agreed to the
statement. Whereas, there were 5 respondents who disagreed that that talent management cannot
provide competitive advantage and in fact, 2 respondents strongly disagreed to the statement.
Theme: 6 talent management consider as an approach in the service industry.
Question 6: Do you think talent management consider as an approach in the service
industry?
Options Respondents
Strongly agree 11
Agree 10
Disagree 7
Strongly Disagree 2
Total 30
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Interpretation: From the above graph it has been analysed the concept of talent management
which is mainly considered an important factor within service industry there are type of
advantage that are provided to organizations. Each and every respondent share their view point
and opinion about the talent management. In this way, it has identified that maximum employee
agree with the statement. All the respondents gave five different answers. 11 of them strongly
agree, 10 of them agreed, 7 respondents said disagree and 2 of them strongly disagree. In this
way, it become easier for identifying their view points.
Theme: 7 Service industry prefer to hire talent candidate for business growth and development.
Question 7: Do you think that service industry prefer to hire talent candidate for
business growth and development?
Options Respondents
Strongly agree 15
Agree 10
Disagree 2
Strongly Disagree 3
Total 30
Interpretation: From the above graph it has been analysed that service industry prefer to hire
talent candidate for business growth and development. Because they always tried to increase the
revenue of business which can be possible when talent people dedicated towards goal and
objective.
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There are type of advantage that are provided to organizations. Each and every
respondent share their view point and opinion about the talent management. In this way, it has
identified that maximum employee agree with the statement. All the respondents gave five
different answers. 15 of them strongly agree, 10 of them agreed, 2 respondents said disagree and
3 of them strongly disagree.
Theme: 8 talent management will improve the business performance as well as efficiency in
marketplace
Question 8: Do you think that talent management will improve the business performance
as well as efficiency in marketplace?
Options Respondents
Strongly agree 15
Agree 8
Disagree 5
Strongly Disagree 3
Total 30
Interpretation: From the above graph it has been analysed that service industry prefer to hire
talent candidate for business growth and development. Because they always tried to increase the
revenue of business which can be possible when talent people dedicated towards goal and
objective. In this way, service industry has taken advantage for managing the business operation
and function. Each and every respondent share their view point and opinion about the talent
management. In this way, it has identified that maximum employee agree with the statement. All
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the respondents gave five different answers. 15 of them strongly agree, 10 of them agreed, 2
respondents said disagree and 3 of them strongly disagree.
Theme: 9 service industry will be adapting the talent management policy to control the flow of
business operations.
Question 9: Do you think that service industry will be adapting the talent management
policy to control the flow of business operations?
Options Respondents
Strongly agree 10
Agree 13
Disagree 5
Strongly Disagree 3
Total 30
Interpretation: From the above graph it has been analysed that service industry will be adapting
the talent management policy to control the flow of business operations. By adopting this policy,
it should be maintained the flow of information from one department to another. It provides the
facility whereas handling the complex situation or condition in proper manner. In this way,
service industry has taken advantage for managing the business operation and function. Each and
every respondent share their view point and opinion about the talent management. In this way, it
has identified that maximum employee agree with the statement. All the respondents gave five
different answers. 10 of them strongly agree, 13 of them agreed, 5 respondents said disagree and
3 of them strongly disagree.
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Theme: 10 Talent management gain more valuable insight on individual learning within service
industry.
Question 10: Do you think that Talent management gain more valuable insight on
individual learning within service industry?
Options Respondents
Strongly agree 10
Agree 13
Disagree 5
Strongly Disagree 3
Total 30
Interpretation: From the above graph it has been analysed that Talent management gain more
valuable insight on individual learning within service industry. Service industry always focused
on the talent management processes which motivating the other staff members towards the
business goal and objective. In this way, manager can assign the task of each member on the
basis of their quality and skilled. So as they can easily identify the certain problem or issue
during task executions. Therefore, service industry has taken advantage for managing the
business operation and function. Each and every respondent share their view point and opinion
about the talent management. In this way, it has identified that maximum employee agree with
the statement. All the respondents gave five different answers. 10 of them strongly agree, 13 of
them agreed, 5 respondents said disagree and 3 of them strongly disagree.
Theme 11. Main factor which can create barriers in talent management
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Question 11: According to you which factor can create problems in successful talent
management?
Options Respondents
Poor leadership 8
Ineffective recruitment strategy 12
Lack of motivation 10
Total 30
Interpretation: On the basis of above graph it can be said that managing talent in not an easy
task as there are several factors which can create problems and barriers in successful staff
retention and management. Out of 30 employees of TUI, 8 employees believe that poor
leadership is one of the main factor according to them because after selecting workers, leader is
the one who guide and motivate them and ineffective in this can lower morale of employees. 12
or majority of employees stated that ineffective recruitment policy is the main problem because
21
Strongly agree
Agree
Disagree
Strongly Disagree
Total
0
5
10
15
20
25
30
Column B

talent management mainly start from this. Whereas, 10 employees said that lack of motivation to
employees is other main problem as it becomes reason of increasing staff turnover rate.
Theme 12: Recommend some strategies or ways to managing talent within an organization?
Interpretation: In this open-ended question, all selected employees of TUI were being given
fair and equal chance of providing suggestions and sharing their views regarding talent
management. In the context of strategies, some employees said that by providing financial and
non-financial rewards to employees as per their requirements and needs, employer can motivate
them and can make them able to stay with the company. Other employee interpreted that they
believe that by providing effective and friendly working environment to employees company can
attract and also manage talent. In this context they also said that younger employees want to
work in an environment where they can feel safe and have colleagues with whom they have
friendly relation because it reduces stress and motivate them to work more effectively. So, along
with rewards, effective pay and effective working environment talent can be managed in an
organization.
CONCLUSION
From the above study it has been summarized that conducting research played an
important role s it allows researcher and companies in accomplishing their goals related to
specific topic on which they need to conduct study. It has been summarized that talent
management which include: identification, attraction, selection, retention and motivation of
employees played a vital role because it is one of the main key of the success. Skilled workers or
management of talent allow companies to get work done from them and accomplishing all goals.
One of the main benefit of talent management is company can take competitive advantage
because talented employees are more likely to bring innovation and creativity within an
organization which allow them to make their products and services unique. When customers get
unique features of products and services then it attracts them towards company and also allow
them to stay with the company for the long run. So, it has shown all benefits which company can
have by managing talent within its business such as increasing customers' retention rate,
competitive advantages, improve productivity, sales and revenue as well. Further, it has also
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shown some challenges and problems which companies face while recruiting and retaining
employees within business because of poor leadership, ineffective recruitment strategies, lack fo
finance by which they cannot pay effectively to employees and others.
Further, this study has shown increasing importance of all elements of research
methodology as how it makes scholar able in gathering and analysing information related to the
research topic and making study successful. By developing Literature and gathering views of
different authors, researcher help company in accomplishing their goals and making them know
the best and effective way of talent management without hurting others and also getting hurt
itself. Lastly, this study has shown some effective strategies from data analysis and discussion
part in which different people shown different strategies by which companies can retain and
motivate their talented workforce such as: rewards, effective pay, effective working conditions
etc.
REFLECTION
On the basis of conducting above study I can say that it allowed me to know better ways
of conducting research on the topic of talent management. By conducting above research I got to
know so many new and effective things which increased my overall knowledge about research
conducting and talent management as well. I learned so many things and one of the main
important thing which I learned and got to know that talent management is not only related to
retaining and motivating employees but it starts from identification and selection of talent
workforce. I also identified that talent management is the main key of the success of any type of
business as talented workforce help companies in meeting their goals when they are being
satisfied by employers. Employees' satisfaction is vital if company wants to increase staff
retention rate and for motivating some strategies are being identified which include: rewards to
employees, providing perks to them such as flexibility, part-time opportunities, an effective pay
and others. I also got to know that companies face some problems in retaining their skilled
workforce because nowadays, younger employees seek for attractive perks like bonus, working
breaks, activities which can make their mood fresh, effective working environment and others
and if company fails in providing one of these perks then it has to face problems in retaining
them. I also found that for making research successful ethics play an important role because it
allows researcher in identifying that what are right acts and what are wrong acts. Elements of
research methodologies also help scholar in gathering, using and analysing information related to
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the topic on which he conducts research and accomplish pre-determined objectives. I also got to
know that different people have different perceptions about same topic and by gathering
information from them researcher know different things about topic. So, overall I can say that
talent management is vital for success of company.
REFERENCES
Books and journal
Alhmoud, A. and Rjoub, H., 2019. Total rewards and employee retention in a Middle Eastern
context. SAGE Open. 9(2). p.2158244019840118.
Apanasevic, T., 2018. Primary data collection: Approaches of service providers towards mobile
payments.
Cohen, A., 2017. Organizational Commitment and Turnover: A Met A-Analysis. Academy of
management journal.
Etikan, I. and Bala, K., 2017. Sampling and sampling methods. Biometrics & Biostatistics
International Journal. 5(6). p.00149.
Friese, S., 2019. Qualitative data analysis with ATLAS. ti. SAGE Publications Limited.
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.
Manogharan, M.W., Thivaharan, T. and Rahman, R.A., 2018. Academic Staff Retention in
Private Higher Education Institute--Case Study of Private Colleges in Kuala
Lumpur. International Journal of Higher Education. 7(3). pp.52-78.
Matongolo, A., Kasekende, F. and Mafabi, S., 2018. Employer branding and talent retention:
perceptions of employees in higher education institutions in Uganda. Industrial and
Commercial Training.
McDonnell, A. and et.al., 2017. Talent management: a systematic review and future
prospects. European Journal of International Management. 11(1). pp.86-128.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Peng, W. and et.al., 2016. A qualitative study of user perceptions of mobile health apps. BMC
public health. 16(1). pp.1-11.
Robert Richardson, C.P.A. and Alexander Gabbin, C.P.A., 2016. Recruiting the best. Journal of
Accountancy, 222(2), p.44.
Scullion, H. and et.al., 2016. Talent management. Employee Relations.
Stokes, P. and et.al., 2016. Managing talent across advanced and emerging economies: HR issues
and challenges in a Sino-German strategic collaboration. The International Journal of
Human Resource Management, 27(20), pp.2310-2338.
Wakabi, B.M., 2016. Leadership style and staff retention in organizations. International Journal
of Science and Research, 5(1), pp.412-416.
Woiceshyn, J. and Daellenbach, U., 2018. Evaluating inductive vs deductive research in
management studies. Qualitative Research in Organizations and Management: An
International Journal.
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Zhang, X. and et.al., 2020, January. Developing Fairness Rules for Talent Intelligence
Management System. In Proceedings of the 53rd Hawaii International Conference on
System Sciences.
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APPENDIX
Questionnaire
1. Do you think talent retention within an organization is important?
 Strongly agree
 Agree
 Disagree
 Strongly Disagree
2. What are some benefits that talent retention can provide to an organization?
 Enhance creativity within organization
 Bring improvement within productivity
 Improve employee engagement
 Improve working environment
 Others
3. Do you think it is important for organizations to adopt appropriate method of recruitment for
talent retention?
 Strongly agree
 Agree
 Disagree
 Strongly Disagree
4. What are some of effective ways of recruiting the best talent within an organization?
 Internal recruitment
 Referral from existing employees
 Social media marketing
 Others
5. Do you think talent retention can provide competitive advantage to organizations?
 Strongly agree
 Agree
 Disagree
 Strongly Disagree
6. Do you think talent management consider as an approach in the service industry?
 Strongly agree
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 Agree
 Disagree
 Strongly Disagree
7. Do you think that service industry prefer to hire talent candidate for business growth and
development?
 Strongly agree
 Agree
 Disagree
 Strongly Disagree
8. Do you think that talent management will improve the business performance as well as
efficiency in marketplace?
 Strongly agree
 Agree
 Disagree
 Strongly Disagree
9. Do you think that service industry will be adapting the talent management policy to control
the flow of business operations?
 Strongly agree
 Agree
 Disagree
 Strongly Disagree
10. Do you think that Talent management gain more valuable insight on individual learning
within service industry?
 Strongly agree
 Agree
 Disagree
 Strongly Disagree
11. According to you what is the main factor which can create barriers in talent management?
 Poor leadership
 Ineffective recruitment strategies
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 Lack of motivation
12. Recommend some strategies or ways to managing talent within an organization?
…..........
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