Impact of Talent Management on HR Role in Hospitality Sector

This research project explores the impact of talent management on the role of HR in the hospitality sector, with a focus on Sheraton hotel. It includes a research proposal, literature review, research methodology, data analysis, and recommendations for retaining talent within the industry.

RESEARCH PROJECT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
P 1 Research proposal............................................................................................................3
P 2 Literature review..............................................................................................................3
P 3 Research methodology.....................................................................................................5
P 4 Data analysis and interpretation.......................................................................................6
P 5 Conclusion and recommendations.................................................................................13
P 6 Effectiveness of research methods.................................................................................14
P 7 Alternative research methods.........................................................................................14
REFERENCES..............................................................................................................................16
APPENDIX....................................................................................................................................17
Questionnaire........................................................................................................................17

INTRODUCTION
Talent management is the process through which the employees are retained within the
company. this process starts with recruitment of employees in the company till the time the
employee leaves the organization. For the present research Sheraton hotel has been selected. For
the research the impact of talent management on the role of HR of the hotel will be discussed.
P 1 Research proposal
Incorporated in research proposal form
Aim
“To investigate the impact of talent management over the role of HR within hospitality sector. A
study on Sheraton hotel.”
Objectives
 To understand the concept of talent management in hospitality sector.
 To identify the importance of talent management with respect to role of HR in it.
 To examine the challenges faced by HR in managing talent within Sheraton.
 To recommend some measures for retaining talent within hospitality sector.
Research questions
1. What do you mean by talent management in hospitality sector?
2. What is the importance of talent management within HR of Sheraton hotel?
3. What are the challenges being faced by HR of Sheraton in managing talent within hotel?
4. What are some measures with which talent can be retained within the hotel?
P 2 Literature review
Concept of talent management
In the views of Jooss, Burbach and Ruël, (2019) talent management is a concept which
includes retaining of employees so that they do not leave the job and go to some else companies.
In this competitive world where there are a lot of opportunities and the people are less and it is
very necessary for the HR to manage and retain these employees so that they do not leave the
company.
In against of this Glaister and et.al., (2018) articulates that talent management process
starts with planning for the requirement of human resource within the company and then
attracting the candidates by offering them some perks and benefits. In the end the employee’s

needs are being fulfilled in order to motivate them to work in better manner. This is majorly
pertaining to the fact that when the needs of employees will be catered then they will try to help
the company in attaining their overall objectives and the employees will assist in achieving the
goals of business.
Importance of talent management
As per the views of Björkman and et.al., (2017) the major importance of talent
management is that this help the companies in retaining the top talent and motivate them not to
leave the company and go elsewhere. Also, managing talent has dual importance that is for both
the company as well as for the employees as well. The company is benefitted with talent
management because the retention of talented employees will increase the productivity and
profitability of the company and will add on to the goodwill of company.
On the other side the employees will be benefitted because of the reason that the need of
employees will be fulfilled and this will assist them in fulfilling their personal aims and
objectives. In accordance with Scullion and et.al., (2016) argues that another importance of talent
management within companies is that talent management help the company in improving talent
of employees and making them eligible for promotions within the company. This will assist the
company in making vacant position for the new employees and this will again assist the
company in recruiting young and fresh and talented employees.
Challenges at time of retaining talented employees
In the words of Skuza, McDonnell and Scullion, (2018) the major challenge at time of
retaining the talent in the company is the diversity of employees. This is a challenge because of
the reason that all the diverse employees have their own diverse needs and it is not at all possible
for the HR within hospitality sector to cater to need of all. This is pertaining to the fact that all
employees are not same and they have their own particular needs and thus, for HR of company it
is not at all possible to take care of all individual needs of employees.
On the other hand, Beamond, Farndale and Härtel, (2016) articulates that major challenge
at time of retention of talented employees is the time and cost. These are the major challenge
because of the reason that for analysing the need of every individual employee it will take a lot
of time in understanding the needs of every employee. Also, it takes a lot of time in analysing for
the strategies to be used in order to motivate the employees and to retain them. Also, this

involves a lot of cost in arranging for the things and medium through which the employees will
be motivated.
P 3 Research methodology
Research type- The research type is defined as the methodology which is being selected
for completing the whole research. For the present research, the researcher has made use of
qualitative research (Jennings and et.al., 2018). This is majorly because of the reason that this
assist the research in developing a theoretical base relating to the impact which talent
management over the role of HR in hospitality sector. This is only possible because of the
qualitative type of research only.
Research approach- This is the process which is being selected in order to complete the
research in successful manner. These are of two types that is inductive and deductive wherein
inductive is defined as forming of aims and objectives for study whereas deductive is defined as
formation of hypothesis for continuing with study (Snyder, 2019). Thus, for the present research,
scholar has used the inductive approach of research. This has been selected by the researcher
because this study takes into consideration the formation of aims and objectives and then study
by observing the patterns and experience and then reaching to some final conclusion.
Research philosophy- These are the beliefs and assumptions on which the whole research
is based. For conducting the present study interpretivism philosophy has been used because this
study is based on integrating human interest in the study for its successful completion of the
project.
Data collection- For the research most important thing is the data and if it will not be
good then no research can be done. The data can be collected in two different sources that is
primary and the secondary sources. For the present research collection is done by using a
combination of both primary and secondary sources of data collection. The combination is being
used by the researcher because this helps in collection of more relevant data relating to the topic.
Sampling- The whole population cannot be studied for the accomplishment of the
research and for this some samples are being taken and are studied. The sample is known as the
area of study that is on which the whole study is being made. For the present study the sample
was taken of 20 employees of Sheraton hotel by using the random sampling method.
Data analysis- After the collection of data it is very necessary for the researcher to
analyse ad evaluate the data as without analysis the data is of no use. Thus, for present study

thematic data analysis has been used and it is because of the reason that this help in clear
interpretation of data with help of charts and graphs (Daniel and Harland, 2017).
P 4 Data analysis and interpretation
Theme 1: Strongly agree that company is aware of the concept of talent management.
Particular Respondent % of respondent
Strongly agree 10 50
Agree 2 10
Neutral 2 10
Disagree 2 10
Strongly disagree 4 20
Total 20 100
Interpretation: from the analysis of this data it can be interpreted that company is having
knowledge relating to the talent management. This has been strongly agreed by 50 % of the
respondent and according to literature review as well. This is because company knows that
importance of managing talent within the company. however, rest of the participants does not
agree to this to a great extent.
Theme 2: Yes, HR of Sheraton is taking help measures in retaining talent.
Particular Respondent % of respondent
Yes 15 75
No 5 25
Total 20 100

Interpretation: as per the views of different authors it was seen that talent management is very
necessary and because of this Sheraton is taking measures in order to retain the employees. This
is agreed by 75% of respondent that company is taking steps in order to retain best employees.
Moreover, 25 % of participants does not agree to this and states the company does not work in
protection and sustaining of employees.
Theme 3: Yes, for the retention of good talent, HR interacts with the employees.
Particular Respondent % of respondent
Yes 16 80
No 4 20
Total 20 100

Interpretation: as agreed by 80 % of participants it is clear that yes HR of Sheraton interacts
with the employees in order to retain them. This is done because of the fact that if the employees
will not be retained then company will not successfully run and operate. However, 20 % of
participants disagreed to this fact.
Theme 4: Rewarding employees is the strategy through which talent can be retained within the
company.
Particular Respondent % of respondent
Rewarding the employees 14 70
Creating policies in benefit of
employees 2 10
Providing time to time holidays to
employees. 2 10
Providing employees with better
culture 2 10
Total 20 100

Interpretation: with the help of analysis of the data it is clear that 70 % of participants states that
rewarding the employees is the best strategy to retain the employees. This is pertaining to the
fact that this will motivate the employees to work harder. However, rest of the participants
agrees to other options like creating beneficial policies for employees, providing holidays and
many other.
Theme 5: All of the above are the importance of talent management.
Particular Respondent % of respondent
Attracting other employees 1 5
Increase in employee performance 2 10
Satisfaction of clients 1 5
All of the above. 16 80
Total 20 100

Interpretation: from the evaluation of above data it can be concluded that 80 % of participants
agrees that all the options is the importance of the managing talent. The importance includes
attracting employees, increasing employee performance and satisfaction of clients. However, rest
of the employees agrees to these individually.
Theme 6: Positive impact is there of the talent management over the productivity of employees.
Particular Respondent % of respondent
Positive 14 70
Negative 6 30
Total 20 100

Interpretation: from the analysis of above data it is clear that 70 % of participants agrees that the
impact of managing and retaining talent is positive over the productivity. This is majorly because
of the reason that satisfaction of need of employees will motivate them to perform better. Thus,
productivity will increase.
Theme 7: All of the above are the strategies of retaining employees within company.
Particular Respondent % of respondent
Performance appraisal 2 10
Financial and non- financial
incentives 4 20
Promotions 2 10
All of the above 12 60
Total 20 100
Interpretation: with the analysis of data of this question it is interpreted that 60 % of participants
states that all of the above are the best strategies for retaining employees. These all of the above
includes performance appraisal, promotions, financial and non- financial incentives. However,
rest of the respondent agree to this fact at individual basis.
Theme 8: Increase in productivity is the impact of promoting of talent management.
Particular Respondent % of respondent
Increase productivity 12 60
Decrease productivity 3 15
No impact on productivity 5 25
Total 20 100

Interpretation: as agreed by 60 % of the participant the major impact of retaining of talent is
increase in the productivity. This is majorly because of the reason that employees are retained by
providing them some additional benefits and these benefits will motivate them to work in better
manner. Thus, this will result in increase in productivity. On the other side, rest of the
participants either states that the impact is decrease in productivity or no impact.
Theme 9: High competition is the major challenge which is being faced by the HR of Sheraton
hotel.
Particular Respondent % of respondent
Leadership problem 3 15
More time consuming and expensive 2 10
Diversity of employees 3 15
High competition 12 60
Total 20 100

Interpretation: as per views of 60 % of participants high competition is the major challenge.
This is because of the reason that there is high competition and they try to attract employee by
paying high wages and other advantages. Thus, this is the major challenge which is faced by
Sheraton at time of retaining employees. However, some employees’ states that leadership
problem is an issue and some agrees diversity is the major issue.
Theme 10: Some recommended strategy of retaining talent within Sheraton hotel.
Interpretation: as agreed by majority of participants the major strategy for retaining employees
within Sheraton hotel is providing training to the employees. There are many different changes
taking place very frequently and all these requires to be learnt by employees. Thus, if hotel will
themselves provide the training then employees will not leave the company.
P 5 Conclusion and recommendations
Conclusion
In the end it can be concluded that managing talent is the major issue for Sheraton for
being in the competition. This is majorly pertaining to the fact that if talented employees will not
be there then how performance of hotel will be managed. The current research project helped in
developing a relating to the impact of talent management over the role of HR in Sheraton. The
report outlined the formation of aims and objectives and then with use of literature review the
topic was a more detailed. Thereafter, with help of different research methods and thematic
analysis the collected data was interpreted and it was identified that talent management has a
very positive impact over productivity and profitability of company.

Recommendations
Major recommendation to Sheraton hotel is to provide the employees with a clear work
responsibility so that every employee clearly knows that what work they have to do.
Another recommendation is to provide the employees with non- financial motivators like
promotion, recognition and other incentives in order to motivate the employees to retain in the
company.
One more recommendation for Sheraton hotel is to be transparent and open to all
employees relating to all issues within business. This will motivate the employees to work in
better and help company in attaining objectives of business.
P 6 Effectiveness of research methods
For the successful research on topic of impact of talent management over the role of HR
there have been used many different types of research methods. All these research methods were
effective in order to complete the research on successful note. For the research qualitative
research method was used which was very effective for the success of the research. This was
because of the reason that researcher wanted to gain insight relating to the theoretical application
of the concept of talent management and role of HR in it.
Also, for the collection of data the combination of primary and secondary source was
used. This was effective because of the reason that this provide both first hand data which is
being used for the first time and the data which has already being used in some other research.
Also, for analysis of data thematic analysis was used and this was effective because of the reason
that this method is very presentable for the researcher as the use of charts and tables will attract
the reader.
Also, the present research helped in learning many different new skills and enhancing the
knowledge of researcher. This is because of the fact that with help of research the researching
skill were improved as I need to do a lot of research. Also, with this research my communication
skills also increased to a great extent. This is because of the fact that for collection of data
communication has to be done with many different types of people. All these skills will help me
in future at time when will I further do research on other topics.
P 7 Alternative research methods
For more improved research some alternate research methods could have been used by
the researcher in order to improve the quality and outcome of research. Like for instance, instead

of qualitative research the researcher could have used the quantitative research. This is majorly
because of the reason that quantitative data will give clearer overview of the research. Also, the
use of numbers and quantitative information will provide much of clear view of the research
topic.
Also, instead of using inductive research approach, the deductive approach could have
been used. This is because deductive approach is much more suitable in respect of quantitative
approach and this will provide a clearer output. In addition to this even the sources of data the
more preference is given to secondary source of data instead of primary. This is majorly because
of the reason that secondary data is being already used by some other researcher and thus, these
are more reliable and valid data to be used for the completion of research. Also, instead of
thematic analysis of data the research can be continued with use of quantitative and statistical
methods and even use of SPSS as this will provide a more practical approach to the research.

REFERENCES
Books and Journals
Beamond, M.T., Farndale, E. and Härtel, C.E., 2016. MNE translation of corporate talent
management strategies to subsidiaries in emerging economies. Journal of World
Business. 51(4). pp.499-510.
Björkman, I., and et.al., 2017. Talent management in multinational corporations. The Oxford
handbook of talent management, p.461.
Daniel, B.K. and Harland, T., 2017. Higher education research methodology: A step-by-step
guide to the research process. Routledge.
Glaister, A.J., and et.al., 2018. HRM and performance—The role of talent management as a
transmission mechanism in an emerging market context. Human Resource Management
Journal. 28(1). pp.148-166.
Jennings, H., and et.al., 2018. Best practice framework for Patient and Public Involvement (PPI)
in collaborative data analysis of qualitative mental health research: methodology
development and refinement. BMC psychiatry. 18(1). p.213.
Jooss, S., Burbach, R. and Ruël, H., 2019. Examining talent pools as a core talent management
practice in multinational corporations. The International Journal of Human Resource
Management, pp.1-32.
Scullion, H., and et.al., 2016. Talent management. Employee Relations.
Skuza, A., McDonnell, A. and Scullion, H., 2018. Macro talent management in Poland: The role
of talent and the challenges ahead. In Macro Talent Management in Emerging and
Emergent Markets (pp. 66-83). Routledge.
Snyder, H., 2019. Literature review as a research methodology: An overview and
guidelines. Journal of Business Research. 104. pp.333-339.

APPENDIX
Questionnaire
Name:
Age:
Gender:
1. Does your organization is aware of concept of talent management?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
2. Are there any steps taken by HR of the company in retaining talent?
 Yes
 No
3. Does for retaining employees HR of company have direct interaction with the employees?
 Yes
 No
4. What are the areas through which talent can be managed and retained within company?
 Rewarding the employees
 Creating policies in benefit of employees
 Providing time to time holidays to employees.
 Providing employees with better culture
5. From the following which is the importance of talent management?
 Attracting other employees
 Increase in employee performance
 Satisfaction of clients
 All of the above.
6. What is the impact of talent management in productivity of employees?
 Positive
 Negative

7. How the HR can retain and sustain the talent within the company?
 Performance appraisal
 Financial and non- financial incentives
 Promotions
 All of the above
8. What is the impact of using good strategy of talent management on productivity of hotel?
 Increase productivity
 Decrease productivity
 No impact on productivity
9. What are the challenged being faced by HR of Sheraton at time of retaining talent?
 Leadership problem
 More time consuming and expensive
 Diversity of employees
 High competition
10. What are some recommended strategy for retaining the employees?