Contribution of Training & Development in Talent Management within UK Travel & Tourism Sector: A Study on TUI

Research Project

TABLE OF CONTENTS
Background of the study..............................................................................................................3
Research aim and objectives........................................................................................................3
Research questions.......................................................................................................................3
Rationale......................................................................................................................................4
Literature review..........................................................................................................................4
Research methodology.................................................................................................................6
Timeline.......................................................................................................................................7
Research Methodology................................................................................................................8
Recommendations......................................................................................................................10
REFERENCES..............................................................................................................................11

Topic: To investigate the contribution of training & development session in the context of
talent management within UK travel & tourism sector: A study on TUI
P1 preparing proposal
Background of the study
Travel and tourism sector is highly significant for UK as it makes vital contribution n
economic growth and development. In the service industry, success of the firm is highly
influenced from the skills and competencies of personnel. Moreover, satisfaction of the
customers are highly depends on the quality of services delivered by the personnel. In the
competitive business arena, business units are placing high level of focus on undertaking creative
practices and innovation. Along with this, companies are also focusing on conducting training
and development (T&D) session for personnel with the motive to build skilled workforce. This
in turn helps company in delivering effectual services to the customers and thereby contributes in
organizational growth. For this research, TUI has been selected which designs and thereby
provides customers with innovative tour packages as well as services. In this, report will shed
light on the extent to which skills / talents of personnel can be managed within an organization.
Research aim and objectives
The aim of current investigation is to assess the role of training & development session
pertaining to talent management within TUI.
As per the above aim following objectives have been drafted by the scholar:
 To analyze the concept of talent management and its significance within business unit.
 To evaluate the practices of training & development that tourist industry undertakes.
 To assess relationship between the aspects of talent management and training &
development session with respect to TUI.
 To recommend strategies to TUI that contributes in talent management.
Research questions
Q.1 What is talent management and its significance?

Q.2 Which training methods TUI can employ for enhancing performance level?
Q.3 What is the role of training session in relation to managing talents in TUI?
Rationale
In the current times, customer’s needs, wants and expectations are changing with the very
high pace. Further, in order to meet competition, companies are placing high level of emphasis
on undertaking innovative practices and technological advancements. In this, business unit can
attain success only when it has competent workforce. Hence, through the means of thematic
analysis this research could shed light on the extent to which TUI can enhance ability and
proficiency level of personnel by conducting training sessions.
Literature review
Theme 1: Talent management practices and its significance
According to the views of Meyers and et.al., (2020) talent management may be served as
a process that emphasizes on attracting and retaining high quality personnel. It lays more focus
on enhancing the skills and abilities of personnel that leads high performance. Further, Jooss,
Burbach and Ruël (2019) said that talent management aspect is associated with the creation of
motivated workforce who prefers to work with an organization for longer duration. Creation and
retention of skilled personnel is one of the main functions of HR because it directly contributes
in the attainment of organizational goals and objectives. Collings, Mellahi and Cascio (2019)
found in their study talent management practice is highly significant for the business
organization in terms of maximizing both productivity and profitability. Moreover, experienced
and skilled personnel are in position to take better decision which makes contribution in the
attainment of goals.
However, on the critical note, Friday and Sunday (2019) presented that execution of
talent management program is expensive in nature with regards to time, cost and other resources.
Crowley‐Henry, Benson and Al Ariss (2019) depicted in their study that talent management
increases the level of innovation within an organization to a great extent. Moreover, skilled or
talented personnel make focus on harnessing the capabilities in relation to finding effectual
solution of problems etc. In this way, by maintaining talented personnel base firm can gain

competitive advantage over others. However, it is to be critically evaluated on the basis of lack
of support from the side of line managers. This in turn impedes the level of employee
commitments to the significant level. O’Connor and Crowley-Henry (2019) assessed in their
study that talent management aspect offers several benefits to an organization in terms of
decreased turnover and effectual employee branding. Further, it also helps in motivating other
personnel to growth and aligns their practices with organizational goals.
Theme 2: Meaning of Training & development and its methods
In accordance with Rapillard, Plexico and Plumb (2019) T&D implies for the activities or
practices which firms undertake for improving knowledge and skills of employees. Business
units organize T&D session for personnel so that they carry out operational activities
prominently. It persuades personnel about they need to perform so that organizational goals can
be attained within suitable time frame. However, Rønnestad and et.al, (2019) argued that &D
sessions impose cost in front of an organization in monetary terms. This in turn increases
organizational cost and thereby impacts profitability aspect. Doma and et.al., (2019) stated in
their study that training session helps in evolving motivation among the customers. Moreover,
training sessions provide personnel with technical knowledge and thereby helps them in
performing their related jobs in the best possible manner. On the contradictory note, author
entailed that T&D sessions sometimes negatively impacts employee motivation and
performance. Moreover, highly skilled personnel assume that they do not have need in relation to
attending training sessions. In this way, sometimes training activities negatively affects
employee morale and motivation.
Rapillard, Plexico and Plumb (2019) assessed that there are mainly two methods which
business units can employ for giving trainings to personnel such as on and off the job methods.
Hence, on the job training methods mainly include job rotation, mentoring, coaching promotion
etc. On the other side, off the job training methods include lectures, case study sessions and other
demonstrations. Phillips and Phillips (2016) analyzed that on the job methods are highly
effectual because it provides personnel with operational level knowledge. However, Noe and
Kodwani (2018) critically said that mistakes by personnel at operational level, in on the job
method, directly impacts customer satisfaction. Gegenfurtner, Zitt and Ebner (2020) presented

that off the job methods are also highly prominent as they are systematically organized. Thus,
efficiently created programs add lots of values in employee’s performance.
Theme 3: Association between T&D and talent management within organization
Guetterman and et.al., (2017) said that talent management practices and T&D aspect is
highly linked with each other. Moreover, now customers prefer to stay in the organization for
long run which provides them with growth opportunities. The rationale behind this, now
advancements are taking place with the very high rate. In this regard, employees want to work
with the firm which provides them learning sessions so that their capabilities can be enhanced.
Moreover, now employees emphasizes on developing their skills so that they can build distinct
position over others. However, on the critical note, Davern, Jago and Deery (2019) depicted that
aspect regarding conducting training session for personnel is expensive and time consuming
practice for the firm. As, in the context of training activity, firm has to make arrangements
regarding resources and focus on tracking performance level. These aspects limit the significance
of training practices with regards to talent management. Hughes (2019) outlined in their study
T&D session develops familiarity among personnel regarding working aspects. Employees feel
motivated when they have idea about the manner in which business activities need to be carried
out. Thus, through the means of training session firm can retain talented personnel and thereby
develops competent workforce. Nevertheless, author entailed if firm failed to set appropriate
goals for personnel then it may results into employee de-motivation. Thus, at the time offsetting
standards business unit should keep in mind all such aspects. Friday and Sunday (2019)
presented that conducting trainings manager can develop awareness among the personnel about
organizational goals as well as objectives and thereby creates prominent culture which helps in
getting competitive advantage over rivals.
Research methodology
 Research type: In order to assess the association between T&D and talent management
aspect qualitative research type will be used. Moreover, issue related talent management
cannot be presented in a numeric format.
 Research approach and philosophy: For addressing concerned research question or issue
inductive approach and interpretivism philosophy will be employed by the researcher.