Effective Talent Management Strategies in Travel and Tourism Organization

This research focuses on studying the effective talent management strategies and its impact on employee's performance in the travel and tourism industry, specifically in TUI Group. It aims to collect information about different talent management strategies, determine their impact on employee's performance, analyze the issues faced during implementation, and provide recommendations. The research is conducted using qualitative methods and secondary research.

Research Project

Table of Contents
INTRODUCTION...........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
1.1 Project Title:..........................................................................................................................1
1.2 Project Aims and Objectives.................................................................................................1
1.3 Project Management Plan.....................................................................................................2
1.4 Work breakdown structure (WBS) and Gantt Chart.............................................................3
1.5 Methods of material resourcing............................................................................................4
ACTIVITY 2....................................................................................................................................4
2.1 Secondary Research..............................................................................................................4
2.2 Primary Empirical Research.................................................................................................6
2.3 Validity and reliability of the Research Methods.................................................................8
ACTIVITY 3....................................................................................................................................9
3.1 Analyse research and data, using appropriate tools and techniques.....................................9
3.2 Draw valid and meaningful conclusions from the research and data analysis....................17
3.3 Communicate appropriate recommendations......................................................................18
3.4 Recommendations with an evaluation of the accuracy and authenticity of the research
tools and techniques used..........................................................................................................19
ACTIVITY 4..................................................................................................................................19
4.1 Reflect on the value of undertaking the research................................................................19
4.2 Reflect on your own learning and performance..................................................................20
CONCLUSION..............................................................................................................................20
REFERENCES..............................................................................................................................22

INTRODUCTION
Talent is the skill quality in individuals which makes them different from others and this
assist professional and personal career. There is requirement of change in business activities
which assist in determining and evaluating changes properly. It is important in association to
determine skills of workers and then manage work force to complete the task. There is
difference in working style of workers, hence it is essential and relevant for people to determine
and make changes in better and effective manner (Alferaih, Sarwar and Eid, 2018). There is
important role of talent in the association, so it will be easy for managers to evaluate skills
properly. This research is based on TUI Group which is dealing in travel and tourism sector. As
there are many changes taking place in external market such as technological changes, changes
in legal regulations, hence there must be talent among workers so operations can be performed
properly.
In this study, there will study about aim and objectives associated with talent
management strategies, methods for collecting information, recommendations and conclusion,
etc. so it will make study complete and appropriate. There is completion of study with attaining
aim and objectives.
ACTIVITY 1
1.1 Project Title:
Effective talent management strategies in travel and tourism organisation. A study on
TUI Group.
1.2 Project Aims and Objectives
Research aim
To study the effective talent management strategies and its impact on employee's
performance of travel and tourism organisation. A study on TUI Group.
Research objectives
 To collect information about different talent management strategies for travel and
tourism organisation.
 To determine impact of talent management strategies on employee's performance of TUI
Group.

 To analyse the issues that may faced by TUI Group while implementing the talent
management strategies.
Research questions
 What are the different talent management strategies for travel and tourism
organisation ?
 What is the impact of talent management strategies on employee's performance of TUI
Group ?
 What are the issues that may faced by TUI Group while implementing the talent
management strategies ?
1.3 Project Management Plan
Project management plan refers to structured and appropriate manner to complete the
study in structured format. There is change in project activities as well, so it is important and
relevant for people to determine and understand changes which has to be taken. With use of
information in appropriate manner, it will be easy for researcher to understand and determine
changes properly.
Scope- There is wide scope of this topic for researcher because this is related to their
career and they can implement in their professional life as well (Bharwani and Talib, 2017).
When they have complete and specific information about conducting activities, then it will be
able to gather information about it. There is scope of growth and development for TUI Group as
well because individuals have complete and specific information about it. It is easy for
managers to determine and evaluate changes properly. This assist in implementing and
determining changes properly.
Risk- There is risk of loss of data and improper way to collect information, due to which
whole investigation will get affected. There is requirement of proper understanding and
evaluating ways to complete the study, hence it reduces the risk. While there is risk to TUIO
Group as well of costly approach of training and development program, motivation of
employees, dissatisfaction among workers, etc. so this might affect operations of the
organisation in negative manner.
Duration, cost, quality- There is requirement of some specified time for completing the
study which is possible through Gantt chart because this provides significant and best time to
complete the whole study (Bruni, Cassia and Magno, 2017). While in case of TUI Group, there

is as well, there is requirement of 6 months for implementing talent management strategies and
getting positive outcome with it. This assist in completing and implementing policies properly
in the organisation.
There is requirement of specified amount for completing the research i.e. £ 250 for
collecting different material which assist in completing study with achieving aims and
objectives. While mangers of TUI Group also requires budget of £ 650 for implementing talent
management strategies such as regular feedback from employees, proper recruitment and
selection strategies, etc.
Quality is also important and crucial factor while conducting activities because until
activities are completed with authenticity and reliability, it is tough for researcher to make
reader understandable the facts and figures (Elbaz and Haddoud, 2017). While managers of TUI
group also wants best services through which quality of their product and services can be
maintained. When new strategies are implemented at TUI Group, then it is easy to maintain
good relations with consumers.
Resources- Resources are also required for smoothly completion of study and
implementing talent management strategies as well. Resources which are required by researcher
are stationary, internet connection, site, finance, etc. Similarly managers of TUI Group also
requires technical knowledge, innovative ideas, human resources, financial assistance, etc.
1.4 Work breakdown structure (WBS) and Gantt Chart
Work break down structure refers to organised way to complete the task. In this
structure, whole task is divided into small chunks and it will easy for project manger to
complete the task. With small collection of information, it will be easy for researcher to
distribute task among individuals. When activities are related with complex project, then with
the hep of work break down structure, activities are communicated and conducted in proper
manner. There is requirement of understanding and determination of task properly because it is
not easy to complete all the activities with quality (Ganguli and Ebrahim, 2017). Hence when
whole the task is divided into different task in systematic manner, then operations are
performed with more effectiveness and efficiency.

Gantt chart is the pictorial description about conducting different activities properly.
While conducting activities there are many activities and if these activities are divided in
synchronise manner with their respective time. there are many activities which are involved in
conducting activities such as introduction, setting aims and objectives, etc. so in Gantt chart,
there is division of whole task with allotted time. this structure is shown in pictorial format,
vertically activities are communicated with their appropriate time horizontally. Hence with the
help of Gantt chart, there will specified time to complete the task (Evans, 2016).
Diversity and
Inclusion
Introduction LO1
Aim
Objectives
Project
Management Plan
Cost
Scope
Time
Quality
Communication
Risk
Resources
LO2
Conduct Small
Scale Research
Research
Methodology
Quantitative
Method
Qualitative Method
Data Collection
Method
Sampling Method
Data Analysis
Method
LO3
Findings and
Analysis
Conclusion
and
Recommend
ations
LO4
Reflective
Statement
References
Books
Journal Articles
Professional and
Organisational
Report
Appendix
Questionnaire
Template

1.5 Methods of material resourcing
There are two methods to complete the research i.e. qualitative and quantitative method.
In order to complete this study qualitative methods is used because this is more appropriate
among both. In this method, there is description about completion of task in pictorial format.
There will complete study of human behaviour about completing the study, so it will easy and
specific for determining what might be improved. This method is based on more realistic data
as compared to quantitative method.
ACTIVITY 2
2.1 Secondary Research
Secondary information is collected with the help of internet sources, so it will be easy for
people to understand about talent management strategies properly. This assist researcher to get
complete information and in case of any query to reader, it can be resolved.
Description of different talent management strategies for Travel and tourism businesses
The concept of talent management mostly relies fulfilling need of human resource in an
organisation and assuring that their productivity is raised simultaneously (Gibson and Parkman,
2018). A business can undertake numerous talent management strategy which can assure that
higher business revenue could be achieved but it is mostly dependent upon the circumstances
and business position. Below is the brief description of Travel management strategies employed
in travel and tourism businesses.
Right Recruitment: This is one of the prime strategy which is considered by an
organisation. This strategy attempts to hire people who are best fit for the organisation in terms
of views, culture, beliefs and passion. According to SUSAN M. HEATHFIELD, 2019 The
justification for the same is that a person unfit for the business can not be trained therefore, it is
very important for business to establish an appropriate screening process combined with perfect
job description so that appropriate recruitment could be achieved.
Provision of training and development opportunities: This strategy focuses on
enhancing the potential of employees working for the company. Under this strategy, the
potential areas for improvement are identified and programs are developed to improve them so
that better output in forms of revenue and productivity could be achieved. The most commonly

applied practices relating to employee training are lectures, simulation, training and attending
conferences (Hua, 2016).
Rewards and Recognition: This strategy has been most successful when it comes to
enhancing the productivity of employees. Undertaking this strategy is helpful in building
morale of employees and making them feel important to the organisation. The businesses
operating under travel and tourism industry have been offering bonuses, incentives and best
compensation packages in this industry so that there is a continuous increase in the productivity
of employees. Additionally, employees are provided with a productive climate that further
promotes them in performing better.
Impact of talent management strategies on employee's performance of TUI Group
Talent is important among employees because this gives more scope of performing
activities properly. It is important and significant for people to determine and evaluate changes
properly. There will positive impact of talent management strategies over employees of TUI
Group because when crowd of association is working in positive direction, then they are
motivated to give best, hence there is positive impact on overall performance of association
also. there are many changes which requires changes in working style of TUI Group, but this is
possible when employees have ability to determine external market. There are many changes
which are specified for getting positive impact on performance. For instance: there is use of
latest and new technology in the organisation, hence it is specific and relevant for determining
market policies. So if managers of TUI Group plan talent management policies, then it is
important and significant for implementing changes in working style which are new and
important (Kasemsap, 2017).
According to Bhaswati Bhattacharyya, 2019 When managers plan to implement
changes, then they can get positive return, when employees are led to compete with it which is
possible with right recruitment and selection policies. With understanding changes in policies
are happening, then it will be easy for managers to evaluate changes properly. When employees
are trained properly, then it will be easy for managers of TUI Group to understand and make
changes properly. If there is requirement of implementing new techniques for improving
performance of TUI Group and assist in maintaining consumer’s loyalty and brand awareness
among. When employees are taking actions for providing satisfactory services to consumers,
then it will be easy to for TUI Group to sustain in industry for longer time and growth prospects

gets higher. There will positive relations with consumers as well because with change in
working style, their skills and knowledge are also maintained by understanding and learning
sessions.
Issues that may faced by TUI Group while implementing the talent management strategies
There are many consumers which have difference in demand related to availing travel
and tourism services (Ladkin and Kichuk, 2017). It is specific and important for people to
understand and make changes properly because of understanding and evaluating changes
properly. There is specific policies which has to be framed and sometimes, there is change in
business environment, so it id tough for managers to understand and determine changes
properly. With making alterations in business activities, it is important to evaluate and making
activities properly. But if there is lack of information about external market, then there are
possibilities that organisational overall performance gets affected. As per view of Andre, 2019
There is complete and specific changes which assist in determining and understanding demand
of consumers. This makes proper change in business activities and it will be easy for managers
to keep employees satisfied. There are some issues which arise in evaluating and determining
changes properly. When there is change in business activities, then there are some employees at
TUI Group who do not want to work in flexible environment. So this creates dilemma for
managers to motivate them and give best outcome. There are issues related to understanding
and evaluating policies with which talent management can be possible. Sometimes, there is
change in policies of working, so in this case there is possibility of personal conflict among
workers, due to which they new change cannot implemented in the organisation (Moutinho and
Vargas-Sanchez, 2018).
Sometimes, there are changes in working style as well because employees does not have
knowledge about new changes which are taking place in market. Sometimes, due to change in
external market, new technology is implemented but frequent changes causes consumption of
time and cost which leads to affecting performance of TUI Group in industry. If working
policies of TUI Group are not flexible, then it hampers brand image of TUI Group and
individuals does not want to join it for career growth. As there are many competitors, if
managers of TUI Group plans talent management strategies, then it is not easy to implement it
properly. So due to these issues, it is not possible for people to determine and evaluate changes
properly.

2.2 Primary Empirical Research
Primary information is collected with one to one communication with workers, so it is
not easy and specific for people to determine and evaluate changes properly. In this study,
primary information is collected through questionnaire which is time consuming process but
information provided is most authentic and reliable (Sainaghi, Phillips and Zavarrone, 2017).
Primary information is collected from managers of TUI group under simple random
probabilistic method of sampling because they have complete and specific information about
managing talent in the association. Respondents for collecting primary information is 10
managers of different managers. Questionnaire for various talent management strategies is as
under-
Questionnaire
Name:
Department:
Employee Id:
Gender:
Q1. Do you prefer to use different talent management strategies?
Yes
No
Q2. What are the benefits of talent management policies at TUI Group?
Long term relations with employees
Consumer satisfaction
Maintaining quality of product and services
Q3. Are employees satisfied with current talent management strategies?
Yes
No
Q4. Which of the following is most appropriate strategy for maintaining talent in the
organisation?
Right Recruitment
Provision of training and development opportunities
Rewards and Recognition
Q5. What changes are required in order to proper implementation of talent management

policies ?
Regular communication with employees
Proper recruitment strategies
Proper return to workers
Q6. Who all are benefited with proper talent management strategies in the association?
Employees
Organisation
Stakeholders
Q7. What is the impact of talent management strategies on employee's performance of TUI
Group ?
Positive
Negative
Q8. What are the issues which TUI face in implementing and planning talent management
policies?
Difference in section and recruitment strategies
Improper management
Personal conflicts among workers
Q9. Do you feel overall organisational performance of TUI Group gets improved with
managing and maintaining talent?
Agree
Disagree
Q10. Recommend some ways through which talent management can be managed in the
association?
2.3 Validity and reliability of the Research Methods
Both the methods which are used by researcher for completing this study is valid and
reliable because it is possible for researcher to determine and collect proper information about
talent management (Sheehan, Grant and Garavan, 2018.). When collecting primary information
through questionnaire, respondents are individuals who have complete and appropriate
information about it. With the help of these two methods, it is easy for researcher to understand
and determine what are different talent management strategies and its impact on employees as

well as organization. There is requirement of justification behind every view, hence it will be
easy for researcher to determine and understand changes properly.
ACTIVITY 3
3.1 Analyse research and data, using appropriate tools and techniques
Data collection is through questionnaire in which some questions are related to talent
management and its impact on overall growth on performance of association (Sirkova, Taha and
Ferencova, 2016). 10 managers of TUI Group are selected as respondents under simple random
sampling method.
Theme 1: Different talent management strategies
Q1. Do you prefer to use different talent management
strategies?
Frequency
Yes 7
No 3
Yes No
0
1
2
3
4
5
6
7
7
Frequency

Interpretation- From the above discussion, it is clear 7 managers out of 10 favours to use
different management strategies, but remaining 3 were not in favour it. Hence it is clear that
managers of TUI Group must have relevant and specific knowledge to employees. This makes
proper and positive change in operations. Thus, it can be interpreted that 70% respondents
favoured use different talent management strategies which seems more appropriate and viable
for TUI group.
Theme 2: benefits of talent management policies at TUI Group
Q2. What are the benefits of talent management policies at TUI
Group?
Frequency
Long term relations with employees 2
Consumer satisfaction 3
Maintaining quality of product and services 5
Interpretation- There is requirement of change in business activities due to maintaining
talent management strategies. As per view of 2 managers of TUI group, it is say to maintain
0
1
2
3 2
3
Frequency

long term relations with employees because they are getting satisfied services about consumers.
3 managers have view that consumer satisfaction, so it is easy to maintain long term relations.
Remaining 5 individuals says it is easy to maintain quality of products and services. It is
important for managers to determine changes which makes changes in better and effective
manner. This makes policies changes and improves quality of services offered.
Theme 3: Satisfaction of employees
Q3. Are employees satisfied with current talent management
strategies?
Frequency
Yes 8
No 2
Interpretation- From the above picture, it is clear that most of employees are satisfied as
per view of 8 mangers of TUI Group with talent management strategies performed by
managers. As per view of 2 managers, employees are not satisfied. Hence it is interpreted that
current talent management strategies are best and specific, hence it will be easy and specific for
Yes No
0
1
2
3
4
5
6
7
8
8
Frequency

people to evaluate and understand changes properly. Thus, it has been observed from this graph
that the employees of TUI group are satisfied with its management strategies.
Theme 4: Most appropriate strategy for maintaining talent in the organisation
Q4. Which of the following is most appropriate strategy for
maintaining talent in the organisation?
Frequency
Right Recruitment 3
Provision of training and development opportunities 5
Rewards and Recognition 2
Interpretation- There is requirement of appropriate talent management strategies which
assist in getting growth and development of the company. as per view of 3 managers of TUI
Group right recruitment is foremost and relevant way to maintain talent among employees.
According to 5 managers, there is requirement of proper training and development with which
employees can perform activities in more effective manner. Remaining 2 individuals of TUI
Right Recruitment
Provision of training and development opportunities
Rewards and Recognition
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
3
5
2 Frequency

Group have view that rewards and recognition has to be provided to employees, so they are
motivated and give more effective services. Hence it is interpreted that with providing training
opportunity to employees, their targets are also satisfied and they maintain quality of services
offered to consumers.
Theme 5: proper implementation of talent management policies
Q5. What changes are required in order to proper
implementation of talent management policies ?
Frequency
Regular communication with employees 4
Proper recruitment strategies 5
Proper return to workers 1
Interpretation- There is requirement of some changes in working style and work place
policies at TUI Group, hence it is important for people to understand and determine changes. As
per view of 4 individuals, there is requirement of regular communication with workers, 5
Regular communication with employees
Proper recruitment strategies
Proper return to workers
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
4
5
Frequency

managers have view that recruitment policies must be proper and appropriate. Remaining 1
managers says that there must be proper return to workers with understanding and determining
changes properly. Hence it is interpreted that there must be regular communication and
recruitment policies must be improved. Hence it will be easy and specific for getting best and
talented work force for TUI Group which assist in getting proper outcome.
Theme 6: Benefits of talent management strategies
Q6. Who all are benefited with proper talent management
strategies in the association?
Frequency
Employees 3
Organisation 5
Stakeholders 2
Interpretation- There are different benefits which organisation will get with
implementing talent management strategies in the association as per view of 5 managers. There
Employees Organisation Stakeholders
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
3
5
2 Frequency

are some benefits which employees are also getting as they are able to satisfy their personal aim
and objectives as per view of 3 managers. Remaining 2 managers says that stakeholders are
getting proper benefits because they are getting proper return of money invested. Hence it is
interpreted that main benefits will get by TUI Group because they are able to keep their
consumers satisfied with providing better services. Hence growth scope gets higher.
Theme 7: Impact of talent management strategies on employee's performance of TUI Group
Q7. What is the impact of talent management strategies on
employee's performance of TUI Group ?
Frequency
Positive 7
Negative 3
Interpretation- There is positive impact with implementing talent management
strategies at TUI Group according to 7 managers because consumers will get bet services and in
case of any issue, they can contact or report to employees and they handle situation in better and
appropriate manner. But as per view of 3 individuals, there is negative impact as well because
Positive Negative
0
1
2
3
4
5
6
7
7
3 Frequency

there is difference in demand of consumers and in order to fulfil it, managers have to adopt
diversified approach, hence it is important to del and determine understanding properly. So it is
interpreted that best way to deal with changes and performance of overall organisation is also
up to the mark.
Theme 8: issues which TUI face in implementing and planning talent management policies
Q8. What are the issues which TUI face in implementing and
planning talent management policies?
Frequency
Difference in section and recruitment strategies 4
Improper management 2
Personal conflicts among workers 4
Interpretation- There are some types of issues which organisation will face in
implementing changes properly related to talent management strategies. According to 4
individuals, there is change in recruitment and selection policies of the organisation which
0
1
2
3
4
4
2
4
Frequency

might create confusion in management. According to 2 managers, there are possibilities that
there are possibilities of improper management in the organisation. While remaining 4 mangers
says there is issue in implementing talent management policies because of personal conflict
among workers. Hence it is not possible and relevant to understand and evaluate changes
properly. Hence it is interpreted that there is problem in implementing recruitment and selection
policies and personal conflict among workers affects implementation of talent management
policies, so activities are performed properly and properly to get positive outcome.
Theme 9: overall organisational performance of TUI Group
Q9. Do you feel overall organisational performance of TUI
Group gets improved with managing and maintaining talent?
Frequency
Agree 8
Disagree 2
Interpretation- There is requirement of talent management policies for conducting
activities properly because it is not possible to determine and understand changes properly. As
Agree Disagree
0
1
2
3
4
5
6
7
8
8
2
Frequency

per view of 8 managers, there is improvement in performance of TUI Group, because workers
are performing well. But remaining 2 mangers says that there are possibilities of declination in
performance as well because when workers use their own mind to complete the task, then
business operations cannot have completed in synchronise manner. Hence it is interpreted that
overall performance will positively have affected because consumers are getting good services
and working staff of TUI Group will also of quality, hence this makes other individuals also to
be part of this association.
3.2 Draw valid and meaningful conclusions from the research and data analysis
From the above performed activities it is interpreted that operations are performed and
conducted in better and appropriate manner. There is requirement of change in working style as
well through which flexibility can be maintained and employees can achieve their task. In order
to maintain long term, relations with consumers and provide them better outcome, it is essential
that managers have to communicate with workers and provide complete and specific
information. There is requirement of training and development program, so it will easy for
people to understand changes properly, hence they can implement changes in working style as
well. There are possibilities if flexibility is maintained in the organisation, then there is personal
conflicts among workers, so it tough to maintain quality pf products and services. There is
requirement of determining and evaluating changes properly through which new and innovative
style of working can be implemented. It is specific and appropriate for managers to understand
proper ways to complete the task. With flexible working policies, there is requirement of some
decision making power as well, so it will be easy for employees to conduct operations in better
manner.
Thus, on the basis of current investigation it has been find out and anlsysed that Long
term relations with employees, Consumer satisfaction and Maintaining quality of product and
services are the benefits of talent management policies. Further, it has been observed that Right
Recruitment, Provision of training and development opportunities and Rewards and
Recognition are the most appropriate strategy for maintaining talent in the organisation. Beside
this, Difference in section and recruitment strategies, Improper management and Personal
conflicts among workers are the main issues faced in implementing and planning talent
management policies. It has been also observed that Regular communication with employees,

Proper recruitment strategies and Proper return to workers are required in order to have proper
implementation of talent management policies.
3.3 Communicate appropriate recommendations
It is not easy to plan and implement new and innovative talent management policies
because there is change in working style as well. It is not specific and appropriate for
employees to determine which way is best. So for managers of TUI Group, there are some
recommendations-
There must be new and innovative way to complete the task by communicating with
employees. This assist in building confidence in them and it will be easy for people to
understand and evaluate policies properly.
There must be use of change in recruitment and selection policies but it must be
acknowledged to everyone, hence it is easy for employees to complete the task. In order to
evaluate and understand changes policies, activities has to be performed accordingly, hence
synchronisation can be maintained.
With change in working style, there must be policies with which proper management is
there. In order to sustain and maintain changes policies properly, actions has to be conducted
properly. When there is change in policies, communicated to departmental head, hence
synchronisation can be achieved in completing the task.
There are possibilities that there is personal conflicts among workers at TUI group, so it
must be cleared by managers. It can be possible by rewards, social gathering, etc. When some
idea of employee is accepted that its flaws and pros must be communicated, so this promotes
other employees as well to perform task properly. With determination of complete and specific
information to workers, employees are able to transform activities properly.
When new talent management policies are implemented, then employees must be
communicated about it and their personal benefits must be attached with it, so it will be easy for
managers to determine and understand changes properly. Best talent management strategies
which TUI Group must use is reward and recognition, because employees are motivated that
they are recognised in front of others. This makes operations completed and outcome will be
positive as consumer satisfaction.
Thus, on the basis of above investigation, use of effective talent management strategies
are recommended for TUI group to ensure better management of talent. Further, implication of

effective communication along with proper rewards and timely recognition of employees is also
recommended for TUI groups as it ensures enhanced satisfaction and boost morale of talented
employees which ensures their proper management and long term retention.
3.4 Recommendations with an evaluation of the accuracy and authenticity of the research tools
and techniques used
In this study, information collected is authentic and reliable because all the data is
collected from authentic from primary and secondary sources. With collecting information from
managers, researcher is able to justify information properly. Secondary information is collected
through online sources, so researcher keeps maintaining and collecting information from
authentic pages which has proper name and dated. There are some recommendations about
conducting research activities, such as data collection method, changes in time schedule, etc. so
it will be easy for researcher to complete activities with achieving aim and objectives. There are
some recommendations which assist in getting better outcome and make changes in activities.
In future, information from primary information will collected through personal
interview because this is the best way and reduces less time. in this there is risk of not getting
revert from employees. There is completion of task within specified time. the budget of
completing research will also be little bit higher, so it is easy to collect information properly.
With understanding views of respondents, researcher can perform research in more effective
and relevant manner. If research topic is tough, then research must collection information from
online sources as secondary source of information.
ACTIVITY 4
4.1 Reflect on the value of undertaking the research
With the help of this study, I am able to understand and collect proper information about
conducting activities of talent management in the organisation. I get to know about activities
which is hampering performance of overall organisation. I understand the way through which
proper communication is maintained. I am able to deal and evaluate changes properly. There
will complete and specific way through which I can communicate with workers regarding
understanding and determining proper way to complete the task. In future, if I will working in
any organisation, then I will prefer to use reward and recognition in getting complete
information about it. When I am able to get proper and appropriate understanding which makes

me clear and understandable to determine external market. I get to know that organisation will
most affected with using proper strategies. I get to know that there will change in working
operations, so it is essential and specific for understanding changes properly. I came to know
that if operations of talent management is not performed properly, then what is its impact and
changes which gives negative impact on employee’s performance and consumer satisfaction
such as improper management, mis communication, personal conflicts, etc.
4.2 Reflect on your own learning and performance
With the help of this study, I learn and understand many things which assist me in
completing task properly. There are many things which I learned such as difference in
theoretical and practical concepts. There is change in requirement of change in business
activities as well with change in external market, hence it is interpret that changes can be
achieved and performed properly. With change in operations, I am able to determine and
evaluate policies properly. I came to know about skills which makes ease in completing the
study. In order to determine and understand working style, I am able to complete task. In this
study, I am not able to mange budget which is set and I am not able to take actions with
consideration of future. there is change in research activities as well because researcher is not
able to deal with changes which are taking place in external market. I am not able to take
decisions because this is my weakness.
But after conducting this study, I am able to improve this skill up to an extend. There
will change in activities as well, so I am not able to accomplish targets properly. I am not doing
well but with joint efforts of team mates, I am able to achieve targets properly. I am bale to
achieve targets and all the activities are completed within specified time. Thus, overall current
investigation is very informative and knowledge for me that enhance my understanding in the
topic of talent management along with leading better information about management strategies.
Further, improvement in my communication and managerial skills is also lead by current
investigation which ensures better opportunity for me in future.
CONCLUSION
From the above information, it is clear that talent management is most important and
crucial in current market because consumer wants full return of their money. The most effective
and appropriate techniques for talent management is reward and recognition and proper

recruitment and selection strategies. Hence with the help of these strategies, it is easy to get
positive impact on overall growth of company. There is change in business activities, so it is
important that talent work force must be selected. There must be flexible working environment,
so employees does not get bound in conducting operations. With change in business activities,
there will change in employee’s performance as well, so it is important for managers to
motivate them. When workers are ready to give best, then quality of services and products are
maintained. Stakeholders are also satisfied because they are getting proper outcome from their
money invested. With understanding external market factors managers have to take regular
meetings with employees, so their grievances gets solved and they can be communicated about
changes which are taking place and reason of implemented change in the association.

REFERENCES
Books and Journals
Alferaih, A., Sarwar, S. and Eid, A., 2018, August. Talent turnover and retention research: The
case of tourism sector organisations in Saudi Arabia. In Evidence-based HRM: a
Global Forum for Empirical Scholarship (Vol. 6, No. 2, pp. 166-186). Emerald
Publishing Limited.
Bharwani, S. and Talib, P., 2017. Competencies of hotel general managers: a conceptual
framework. International Journal of Contemporary Hospitality Management. 29(1).
pp.393-418.
Bruni, A., Cassia, F. and Magno, F., 2017. Marketing performance measurement in hotels,
travel agencies and tour operators: a study of current practices. Current Issues in
Tourism, 20(4), pp.339-345.
Dwyer, L. and et. al., 2016. Achieving destination competitiveness: an importance–
performance analysis of Serbia. Current Issues in Tourism, 19(13), pp.1309-1336.
Elbaz, A. M. and Haddoud, M. Y., 2017. The role of wisdom leadership in increasing job
performance: Evidence from the Egyptian tourism sector. Tourism management, 63,
pp.66-76.
Evans, N. G., 2016. Sustainable competitive advantage in tourism organizations: A strategic
model applying service dominant logic and tourism's defining characteristics. Tourism
Management Perspectives, 18, pp.14-25.
Ganguli, S. and Ebrahim, A. H., 2017. A qualitative analysis of Singapore's medical tourism
competitiveness. Tourism Management Perspectives, 21, pp.74-84.
Gibson, P. and Parkman, R., 2018. Cruise operations management: Hospitality perspectives.
Routledge.
Hua, N., 2016. E-commerce performance in hospitality and tourism. International Journal of
Contemporary Hospitality Management, 28(9), pp.2052-2079.
Kasemsap, K., 2017. The roles of information technology and knowledge management in
global tourism. In Organizational Culture and Behavior: Concepts, Methodologies,
Tools, and Applications (pp. 492-521). IGI Global.
Ladkin, A. and Kichuk, A., 2017. Career progression in hospitality and tourism settings.
Machado, L. A. N. and et. al., 2019. Strategic human resources management and hotel
performance. Tourism & Management Studies, 15(1), pp.65-79.
Madera, J. M. and et. al., 2017. Strategic human resources management research in hospitality
and tourism: A review of current literature and suggestions for the future. International
Journal of Contemporary Hospitality Management, 29(1), pp.48-67.
Moutinho, L. and Vargas-Sanchez, A. eds., 2018. Strategic Management in Tourism, CABI
Tourism Texts. Cabi.
Sainaghi, R., Phillips, P. and Zavarrone, E., 2017. Performance measurement in tourism firms:
A content analytical meta-approach. Tourism Management, 59, pp.36-56.
Sheehan, M., Grant, K. and Garavan, T., 2018. Strategic talent management: A macro and
micro analysis of current issues in hospitality and tourism. Worldwide Hospitality and
Tourism Themes, 10(1), pp.28-41.
Sirkova, M., Taha, V. A. and Ferencova, M., 2016. Management of hr processes in the specific
contexts of selected area. Polish Journal of Management Studies, 13(2), pp.142-152.

Srivastava, A. P. and Dhar, R. L., 2016. Technology leadership and predicting travel agent
performance. Tourism Management Perspectives, 20, pp.77-86.
Vellas, F., 2016. The international marketing of travel and tourism: A strategic approach.
Macmillan International Higher Education.
Zaitseva, N. A. and et. al., 2016. The Main Strategic Directions of the Education System
Development (on the Example of Higher Education Institutions on Personnel
Education for the Hospitality Industry). International Journal of Environmental and
Science Education, 11(16), pp.9155-9168.
Online
HEATHFIELD, S. M., 2019. The Best Talent Management Practices. [Online]. Available
through: <https://www.thebalancecareers.com/best-talent-management-practices-
1917671>.
Bhattacharyya, B., 2019. Top 5 Talent Management Strategies. [Online]. Available through:
<https://www.keka.com/top-5-talent-management-strategies/>.
Andre, 2019. 6 CHALLENGES OF TALENT MANAGEMENT. [Online]. Available through:
<https://babington.co.uk/blog/leadership-management/6-challenges-of-talent-
management/>.