Importance of Talent Management in Organizations

This research project focuses on the application of talent management in the service industry as a strategic approach to enhance productivity and business success. It explores the role of HR in talent management, challenges faced in the hospitality sector, and ways to overcome them. The research aims to develop a better understanding of talent management and its impact on HR in the hospitality sector.

Research Project

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Produce research proposal.................................................................................................3
P2 Research methods and approaches....................................................................................7
TASK 2............................................................................................................................................8
P3 Primary and secondary research using appropriate methods............................................8
P4 Apply analytical tools to analyse research findings........................................................10
TASK 3..........................................................................................................................................19
P5 Communicate research outcomes....................................................................................19
TASK 4..........................................................................................................................................19
P6 Reflect on the effectiveness of research methods...........................................................19
P7 Consider alternative research methodologies..................................................................19
REFERENCES..............................................................................................................................21

TITLE: The application of Talent Management in the service industry as a strategic
approach on productivity and enhancing business/organisation success.
INTRODUCTION
Talent management refers to systematic procedure of determining vacant position,
developing skills and hiring suitable person to match position and also sustaining to attain the
long term business goals. HR encompasses recruiting right person and also managing in an
effective manner, creating better policies and also designing the integrated system to collect data
required for making better strategic decisions (Al Ariss, Cascio and Paauwe, 2014). Hospitality
is wider area category within service sector that consists food service and drink, lodging, theme
parks, cruise line and some of the additional areas within travel and tourism sector. The
hospitality managers is to hire the talent staff which represent brand significantly.
TASK 1
P1 Produce research proposal
Overview of Research
Talent management is explained as methodically strategic and organised process of
getting right talent and also help them to develop optimal capabilities to keeping the objectives
of organisation in mind. In this, attract the top talent having strategic talent management that
gives company opportunities for attracting skilled and talented staff members. This develops
employer brand which could attract the potential talents and contribution to make improvement
in business performance of organisation. In Sheraton Hotel, main role of HR in talent
management is to hire the talented employees, provide them training and sustain them for long
time period (Cascio and Boudreau, 2016). In hospitality sector, Quality of staff and services
which they give impacts directly on customer experience. To make the business succeed, hotel
require to attract, create and also sustain the accountable, competent staff members so that they
can motivated and engaged.
Rationale of Research
Reason to conducting the present research is to get the knowledge regarding talent
management and its impact on the role of HR in hospitality sector. Present report helps in give
the information and enhance skills of a learner so that better understanding can be developed and
able to complete whole research activities in an effective manner. From getting the knowledge

and enhance skills, researcher can able to perform all the research activities and also remove
hurdles for getting positive outcomes.
Research Aim
The aim of research is “To develop impact of talent management on HR role in the
hospitality sector”.
Research Objectives
 To examine concept of talent management.
 To determine role of HR in talent management in context to hospitality sector.
 To identify the challenges faced by HR in talent management in hospitality industry.
Research Questions
 What is concept of talent management?
 What is the role of HR in talent management in context to hospitality sector?
 What challenges faced by HR in talent management in hospitality industry?
LITERATURE REVIEW
Talent management
According to opinion of Cora Llamas (2020) Talent management is concerned with
management of employee working in company. It is not only related to hiring the people but also
includes training, motivation and development to its employees. It is also a bigger concern for
the company to retain its employees, especially talented ones, because the company has invested
much in them. For example, if Sheraton hotel wants to hire a talented candidate then it needs to
attract candidates by offering handsome amount, or something which go beyond his expectation
which forces him to join and stick with the company. But hiring of employee is not a full-fledged
job, it also includes the work related to an exit of employees. To achieve the growth and success,
it is talented employees which help an organisation in achieving its goal (Cerdin and Brewster,
2014). Whereas hiring a candidate for wrong place would result into problems because neither
the organisation nor the employee will be satisfied with his own productivity.
Role of HR in talent management in context to hospitality sector
As per opinion of Karim Ansari (2020) The work of HR in talent management is to
understand requirements of people and also fulfil them. They need to listen, solve and act upon
their grievances from its employee. The role of talent management in Sheraton hotel is also to

analysis the expectation of employee from this organisation and helps him in achieving those
expectations. Other than this, there are some roles of HR in talent management given below:
Recruiting- Recruiting is the main basic purpose of HR. The HR performs the
recruitment process by inviting the candidates through sending them applications for job,
handling interviews, selecting the candidate which suits best for the job, finally place him in the
organisation. Relating to hospitality sector, the HR will send the invitation to candidates who
wants to pursue their career in hospitality sector and have some degree or course related to this
sector (Vaiman, Haslberger and Vance, 2015).
Career management- Every employee come into an organisation with some
expectations regarding his career. Correct mapping of career growth of employee gives
satisfaction and motivation to them. By matching long-term plans of an individual with
organisational goals can prove to be a great merit for both the parties (employee & organisation).
HR team plays a very crucial role by understanding a person career plan and making it in
relevance with the organisation comprehensive goals. They can ask employee about what their
future plans regarding hospitality business and can help them in mapping the directions for
achieving those goals (Tafti, Mahmoudsalehi and Amiri, 2017).
Challenges faced by HR in talent management in hospitality industry
According to viewpoint of Andrea Berg (2020) Human resource function have the many
tasks to complete bit hiring and sustain the employees is more complex. There are some issues
faced through HR related to talent management in the hospitality sector given below:
Attrition- It is related to loss of employees in an organisation due to natural process.
Natural process includes- retirement, personal health issues, elimination of a position, personal
issues, and the like. In case of attrition, an employer does not fill the vacant post left by the
former employee (Swailes, Downs and Orr, 2014). In regard with example, Sheraton Hotel, such
attrition is harmful as the employees are actual face of the brand as it is they who constantly
interact directly with customer base. According to the statistics regarding turnover rates, the
hospitality sector has the highest rates of turnover. This creates a lot of hard work for HR to cope
up with the loss.
Training & Development- In hospitality sector, Sheraton Hotel giving training to
employees are very necessary as they are true face of the company (Collings, 2014). For well
trained and well prepared work force providing training and orientation programme to them is

very much necessary. It is the mere duty of HR to provide them all with the same. The HR is
responsible in handling such programmes and making sure of its success. Training and
developing employees is a high responsibility on HR shoulder which they have to full-fill.
P2 Research methods and approaches
This part of research is considered to be one of key process that can determined, chosen,
process and also examine information that available for the subject under consideration.
Saunders's research onion was created through Saunders et. al. (2007) to explain stages by which
an investigator should pass while developing effective methodology. Under this, there are
different layers included in research onion given below:
Research Philosophy- It is set of the beliefs concerning reality nature that being
investigated. This can varied on research objectives and better way to attain the research
objectives. There are interpretivism and positivism two different types of research philosophies.
In present investigation, positivism research philosophy has been used because this philosophy
comes with the developed research questions and also analyse them ( Davis and et. al., 2016).
Research Approaches- It is second layer of research onion and includes the wider
assumption to the detailed data collection method and interpretation. Two different kinds of
research approaches are inductive and deductive. In present research, deductive approach has
been used because this begins with hypothesis development on the basis of literature review that
researcher observed (Meyers and Van Woerkom, 2014).
Research Strategies- Research onion recommend strategies which can consist
experimental research, surveys, interviews, case study etc. In conducting the present
investigation, survey has been used because it is time saving method and less costly. Through
using this method, researcher can able to collect data from large sample size.
Research Choice- In this layer of research onion, Qualitative and quantitative are two
different research choices. In present report, Quantitative Research method has been used
because it gives the better results accuracy (Elegbe, 2016).
Time horizons-

Data collection- Primary and secondary are two different methods of data collection. In
conducting the literature review, secondary method will be used. In conducting the primary
research, there will be questionnaire used because this will help in give relevant information.
Research sampling- Non-probabilistic and probabilistic are sampling methods. In
conducting present investigation, probabilistic method will be used by considering the random
sampling because this gives the equal chance to respondents or give them equal propriety.
Through using this method, 40 respondents will be chosen and they are managers because they
are well aware about the HR policies and the talent management at workplace (Horwitz and
Budhwar, 2015).
TASK 2
P3 Primary and secondary research using appropriate methods
Primary and secondary both methods are help in conducting a research in systematic
manner. Primary method is a main concern in present research because in this researcher
developed questionnaire by considering the different questions. There are some considerations
given below regarding project:
Cost- In research, cost is a main factor that help in completing an investigation
effectively. This is a responsibility of researcher to arrange the money and develop plan so that
research activities can be attain significantly (King, 2015).
Access- To collect the information from different sources, researcher should have the
access so that there will be no issue arise regarding data collection. Investigator should assure
that data collection is research should be authentic and reliable (Krishnan and Scullion, 2017).
Ethical consideration- Success of an investigation depend on sources which are being
used through research and also ethical consideration. It is necessary for an investigator to include
the ethical principles for an instance confidentiality, informed consent, authenticity etc. to
perform in investigation ethically (Mazur, 2014).
QUESTIONNAIRE
Name:
Age:
Gender:

Q1) What is the importance of talent management in an organisation?
a) Attract top talent
b) Employee motivation
c) Improve business performance
Q2) In what manner, talent management impact on hospitality sector?
a) Negative
b) Positive
Q3) What are the main responsibilities of HR in an organisation?
a) HR Administration
b) Talent management
c) Workforce management
Q4) What is the main role of HR in talent management in context to hospitality industry?
a) Recruiting
b) Performance management
c) Career management
Q5) Does talent management impact negatively on HR in an organisation?
a) Yes
b) No
Q6) What are various talent management practices need to be used hospitality sector?
a) Talent Development
b) Talent acquisition
c) Talent Deployment
Q7) What issues HR manager face in hospitality sector regarding talent management?
a) Training & Development
b) Lack of leadership
c) Attrition
Q8) What are the different ways to overcome from the talent management issues in
hospitality sector?
a) Develop diverse talent pools
b) Embrace new work equation
c) Simplify talent processes

Q9) Recommend ways through which hospitality sector can enhance its growth rate and
sustain customers.
P4 Apply analytical tools to analyse research findings
Data sheet
Q1) What is the importance of talent management in an
organisation?
Frequency
a) Attract top talent 15
b) Employee motivation 17
c) Improve business performance 8
Q2) In what manner, talent management impact on hospitality
sector?
Frequency
a) Negative 12
b) Positive 28
Q3) What are the main responsibilities of HR in an organisation? Frequency
a) HR Administration 10
b) Talent management 16
c) Workforce management 14
Q4) What is the main role of HR in talent management in context
to hospitality industry?
Frequency
a) Recruiting 20
b) Performance management 12
c) Career management 8
Q5) Does talent management impact negatively on HR in an
organisation?
Frequency
a) Yes 30
b) No 10

Q6) What are various talent management practices need to be
used hospitality sector?
Frequency
a) Talent Development 25
b) Talent acquisition 10
c) Talent Deployment 5
Q7) What issues HR manager face in hospitality sector regarding
talent management?
Frequency
a) Training & Development 15
b) Lack of leadership 15
c) Attrition 10
Q8) What are the different ways to overcome from the talent
management issues in hospitality sector?
Frequency
a) Develop diverse talent pools 20
b) Embrace new work equation 10
c) Simplify talent processes 10

THEME 1: Importance of talent management in an organisation
Q1) What is the importance of talent management in an
organisation?
Frequency
a) Attract top talent 15
b) Employee motivation 17
c) Improve business performance 8
Interpretation: It has been stated that talent management is necessary for company. There are
15 respondents which said that talent management helps in attract the top talent so that they can
able to perform the organisational activities in an effective manner. According to 17 respondents
that employee motivation is most necessary in talent management because motivation helps in
enhancing the competencies of employees so that they can perform in better way and sustain
them for long time period. 8 respondents are agree with make improvement in business
performance.
THEME 2: Talent management impact on hospitality sector
Q2) In what manner, talent management impact on hospitality
sector?
Frequency
a) Attract top talent
b) Employee motivation
c) Improve business performance
0
2
4
6
8
10
12
14
16
18
15
17
8
Column B

a) Negative 12
b) Positive 28
Interpretation: According to mention graph, talent management impact on the hospitality
industry in positive and negative manner. 12 respondents said that talent management impact
negatively on the hospitality industry because this involves more cost and arise issues in
leadership. On the other hand, there are 28 remaining respondents which said that talent
management positively impact by hiring the right talent.
THEME 3: Main responsibilities of HR
Q3) What are the main responsibilities of HR in an organisation? Frequency
a) HR Administration 10
b) Talent management 16
c) Workforce management 14
a) Negative b) Positive
0
5
10
15
20
25
30
12
28
Column B

Interpretation: In a firm, HR plays a necessary role. There are 10 respondents which said that
HR administration is main role of HR and this consist core requirements such as benefits
administration, employee data management and payroll. 16 respondents are agree with the talent
management as this consists process concerned to retention, recruitment, people development.
According to 14 respondents that Workforce management is main role of the HR because in this
HR forecasting, scheduling. Budgeting and some other tasks concerned with attendance as well
as time.
THEME 4: Role of HR in talent management in context to hospitality industry
Q4) What is the main role of HR in talent management in context
to hospitality industry?
Frequency
a) Recruiting 20
b) Performance management 12
c) Career management 8
a) HR Administration
b) Talent management
c) Workforce management
0
2
4
6
8
10
12
14
16
10
16
14
Column B

Interpretation: In relation to hospitality sector, 20 respondents said that main role of HR is to
recruiting the talent employees so that they can work effectively. If organisation will hire the
talented employees then they will focus on their work and attaining the objectives within given
time period. As per viewpoint of 12 respondents that HR manager analyse or measure the
performance level of employees so that they can perform in better manner. 8 respondents are
agree with the career management because company also focus on the career of employees.
THEME 5: Talent management impact negatively on HR
Q5) Does talent management impact negatively on HR in an
organisation?
Frequency
a) Yes 30
b) No 10
a) Recruiting
b) Performance management
c) Career management
0
2
4
6
8
10
12
14
16
18
20
20
12
8 Column B

Interpretation: As per the opinion of 30 respondents that talent management impact on the HR
in negative manner at workplace. Sometimes, human resource manager is enable to provide
training to HR and lack of the leadership is also a issue for company. Other than this, 10
remaining respondents are disagree with given statement.
THEME 6: Talent management practices need to be used hospitality sector
Q6) What are various talent management practices need to be
used hospitality sector?
Frequency
a) Talent Development 25
b) Talent acquisition 10
c) Talent Deployment 5
a) Yes b) No
0
5
10
15
20
25
30
30
10
Column B

Interpretation: Under above mention graph, this has been stated that there are different talent
management practices which hospitality industry require to be used. According to 25
respondents that talent development is main talent management related practices that helps in
developing the talent and employees at workplace. 10 respondents are agree with the talent
acquisition because this it is related to searching as well as acquiring the skilled labour for
organisational requirements. 5 respondents are agree with the talent deployment. Because it is
procedure of drawing on the identified talent in order to fill the workforce gaps.
THEME 7: Issues HR manager face in hospitality sector regarding talent management
Q7) What issues HR manager face in hospitality sector regarding
talent management?
Frequency
a) Training & Development 15
b) Lack of leadership 15
c) Attrition 10
a) Talent Development b) Talent acquisition c) Talent Deployment
0
5
10
15
20
25
25
10
5
Column B

Interpretation: In hospitality sector, human resource manager face the different issues. There
are 12 respondents which said that lack of training and development is main issue because it
demotivated the employees and not able to perform well. 15 respondents are agree with the lack
of leadership because leader is unable to guide employees. 10 remaining respondents are agree
with attrition.
THEME 8: Ways to overcome from the talent management issues
Q8) What are the different ways to overcome from the talent
management issues in hospitality sector?
Frequency
a) Develop diverse talent pools 20
b) Embrace new work equation 10
c) Simplify talent processes 10
a) Training & Development
b) Lack of leadership
c) Attrition
0
2
4
6
8
10
12
14
16 15 15
10
Column B

Interpretation: As per mention graph, hospitality sector find the different ways to overcome
from issues regarding talent management. There are 20 respondents and as per their opinion that
develop the diverse talent pools is necessary because this helps in connect the people of different
place with each other and also develop the innovation. 10 respondents are agree with embrace
new work equation. Remaining 10 respondents said that company need to simplify the talent
processes.
TASK 3
P5 Communicate research outcomes (350)
For a researcher it is very much potential to evaluate the research outcomes in order to
reach at the potential conclusion. From respective research it has been evaluated that talent
management is one of most important practice of HRM that helps to an organisation in selecting
most potential candidate within the organisation.
From the literature review it has been analysed that Talent management is not only bound
to selecting the potential candidate within the organisation but to take care of employees needs
until it leaves the organisation. Talent management potentially contributes in organisational
development and in giving competitive edge as it is not imitable in nature for other organisation.
a) Develop diverse talent pools
b) Embrace new work equation
c) Simplify talent processes
0
2
4
6
8
10
12
14
16
18
20
20
10 10
Column B

With the help of respective practice of HRM organisation can be able to find out best candidate
by matching the skills and capabilities of an individual and gain sustainability of the market.
From the second literature review it has been analysed that in Talent management
practice HR plays very much important role. The HR firstly by list out major skills and
capabilities organisation required in order to select one of best candidate for specified
designation so that they can gain desirable outcomes from them. HR not only concerned for
recruiting the best candidate but for retaining it for long time in the organisation so that they can
avail services of them.
From the Third literature review it has been analyse that While HR recruiting and
selecting the candidates they faces some sort of issues or concerns that hinders the self interest of
organisation as well as individual to remain competitive in marketplace. Such as organisation
faces the high cost of training and development and time. With they also face the problem of
talent acquisition due to rate of turnover is very high in that regards HR have to conduct hiring
process continuously that takes so much cost and time. With organisation lost some of their
personnel that are very much valuable for them due to natural causes so it is potential to build
strategies to overcome from respective issues.
Communicate research outcomes to stakeholders.
It is very essential to communicate with stakeholders, there are no. of stakeholders such
as Employees, consumers, competitors and suppliers. To communicate about the research
outcomes so that they can bring improvement in their performance. To communicate with
stakeholders the best way is presentation, one to one meetings and many more so that they can
share their views and opinions positively.
TASK 4
P6 Reflect on the effectiveness of research methods.
From the respective research I gained lot of learning that contributes directly in my career
and future growth. I collect information about talent management and related subject matters that
not only enhance my knowledge regarding respective subject but also able to learn key
deliverables of research such as tools, methods and many more. While conducting respective
research I analysed that I am very good in communication and leadership that helps to share the
knowledge and information with team members. On other hand while dealing with people due to

culture gap sometimes I failed to manage team members so it is needed to focus on resolving
issues by understanding root cause behind it.
P7 Consider alternative research methodologies
In conducting the present investigation, researcher used the questionnaire method as
methodology because this is helpful in gathering the data from large population size. This
method of data collection consists asking questions related to specific subject to set of written or
oral questions. The main reason of using questionnaire is that it is inexpensive, validity and
reliability and collect data in less time period. As alternative methodology, interview can be
used. In this, an interviewer can control person to answer questions. Interviewer can observe the
response and activities of researcher.

REFERENCES
Books & Journals
Al Ariss, A., Cascio, W. F. and Paauwe, J., 2014. Talent management: Current theories and
future research directions. Journal of World Business. 49(2). pp.173-179.
Cascio, W. F. and Boudreau, J. W., 2016. The search for global competence: From international
HR to talent management. Journal of World Business. 51(1), pp.103-114.
Cerdin, J. L. and Brewster, C., 2014. Talent management and expatriation: Bridging two streams
of research and practice. Journal of World Business. 49(2). pp.245-252.
Collings, D. G., 2014. Integrating global mobility and global talent management: Exploring the
challenges and strategic opportunities. Journal of World Business. 49(2). pp.253-261.
Collings, D. G., 2014. Toward mature talent management: Beyond shareholder value. Human
Resource Development Quarterly. 25(3). pp.301-319.
Davis, T. and et. al., 2016. Talent assessment: A new strategy for talent management. Routledge.
Elegbe, J. A., 2016. Talent management in the developing world: Adopting a global perspective.
Routledge.
Horwitz, F. and Budhwar, P. eds., 2015. Handbook of human resource management in emerging
markets. Edward Elgar Publishing.
King, K. A., 2015. Global talent management. Journal of Global Mobility.
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.
Mazur, B., 2014. Sustainable Human Resource Management in theory and practice. Ekonomia i
Zarządzanie. 6.
Meyers, M. C. and Van Woerkom, M., 2014. The influence of underlying philosophies on talent
management: Theory, implications for practice, and research agenda. Journal of World
Business. 49(2). pp.192-203.
Swailes, S., Downs, Y. and Orr, K., 2014. Conceptualising inclusive talent management:
Potential, possibilities and practicalities. Human Resource Development International.
17(5). pp.529-544.
Tafti, M. M., Mahmoudsalehi, M. and Amiri, M., 2017. Critical success factors, challenges and
obstacles in talent management. Industrial and Commercial Training.
Vaiman, V., Haslberger, A. and Vance, C. M., 2015. Recognizing the important role of self-
initiated expatriates in effective global talent management. Human Resource
Management Review. 25(3). pp.280-286.
Online
Ansari, K., 2020. 6 Simple Talent Management Strategies. [Online]. Available through:
<https://theundercoverrecruiter.com/talent-management-strategy/>.
Berg, A., 2020. 5 Talent Development Challenges For HR in 2019. [Online]. Available through:
<https://www.sumtotalsystems.com/blog/2019/03/5-talent-development-challenges-for-
hr-in-2019/>.
Llamas, C., 2020. The importance of talent management and why companies should invest in it.
[Online]. Available through: <https://www.humanresourcesonline.net/the-importance-
of-talent-management-and-why-companies-should-invest-in-it/>.