Importance of Talent Management and its Approaches in Improving Organisational Performance

This research project aims to evaluate the significance of talent management and its different approaches used by HR to increase organizational performance, with a case study of Hilton. It explores the relationship between talent management and organizational performance, identifies the challenges faced by leaders/managers/HR in developing talent management strategies, and provides recommendations.

Research Project
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Abstract
The current investigation is based on importance of talent management and its approaches
in improving organisational performed and to conduct this study Hilton hotel considered. This is
a multinational hospitality organisation which maintain a chain of hotels and resorts throughout
the world. Through this study it has been found that Talent management process helps the
management of organisation in managing talent with adequate skills and competencies which
provides a competitive advantage to company to perform effectively in the market and
accomplish its predetermined goals and objectives in an effective and efficient way. Due to
increasing competition, there are several challenges facing by organisations. Adapting
appropriate leadership, providing employees with adequate salaries and compensations,
recruiting adequate talent in workplace etc. are the challenges that organisations facing due to the
crisis that takes place. So this study focuses toward determining these solution to these
challenges through this study that help in maintaining performance of organisation.
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CONTENTS
Abstract............................................................................................................................................2
Contents...........................................................................................................................................3
CHAPTER 1: INTRODUCTION....................................................................................................5
1.1 Research Background............................................................................................................5
1.2 Statement of research problem..............................................................................................5
1.3 Research aim..........................................................................................................................5
1.4 Research objective.................................................................................................................5
1.5 Research question..................................................................................................................5
1.6 Research rationale..................................................................................................................6
1.7 Chapter summary...................................................................................................................6
CHAPTER 2: LITERATURE REVIEW.........................................................................................6
2.1 Introduction............................................................................................................................6
2.2 Literature review....................................................................................................................6
2.3 Chapter summary...................................................................................................................9
CHAPTER 3: RESEARCH METHODOLOGY.............................................................................9
3.0 Introduction............................................................................................................................9
3.1 Research paradigm:...............................................................................................................9
3.2 Research philosophy............................................................................................................10
3.3 Research approach...............................................................................................................10
3.4 Research design...................................................................................................................10
3.5 Data collection.....................................................................................................................10
3.6 Analysis of findings.............................................................................................................12
3.7 Ethical consideration:..........................................................................................................13
3.8 Chapter summary:................................................................................................................13
CHAPTER 4: DATA PRESENTATION, ANALYSIS, FINDINGS AND DISCUSSION.........13
4.0 Introduction..........................................................................................................................13
4.1 Quantitative Data presentation: -.........................................................................................13
4.2 Qualitative Data presentation: -...........................................................................................19
4.3 Discussion of finding...........................................................................................................19
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4.4 Summary of chapter.............................................................................................................20
CHAPTER 5: CONCLUSION......................................................................................................20
5.0 Introduction..........................................................................................................................20
5.1 Conclusion...........................................................................................................................20
5.2 Contribution to knowledge..................................................................................................20
5.3 Limitation and delimitation.................................................................................................21
5.4 Recommendation.................................................................................................................21
5.5 Future research contribution................................................................................................21
REFERENCES..............................................................................................................................22
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CHAPTER 1: INTRODUCTION
1.1 Research Background
Talent management is the process that involves workforce planning in order to determine
the gaps that exist between current and future requirement of skills and implementing
development and growth strategies so as to train and retain workforce by providing them with
the opportunities of career growth and development (Gallardo, and Thunnissen, 2016). This
report is based on the title “To evaluate the significance of talent management and its different
approaches used by HR of company to increase the organization performance, A case study of
Hilton”. Hilton Hotel is one of the leading hotel group that deals in hospitality sector and offers
high quality products and services to its customers. This research project intent to analyse the
relationship between talent management and organizational performance.
1.2 Statement of research problem
The current study focuses toward determining the importance of talent management in
term of improving the performance of the Hilton hotel. So, this study will put emphases toward
talent management and its several approaches so that it can place a relationship with
organisational performance to determine manner in which both variable are connected.
1.3 Research aim
The aim of the study is to evaluate the importance of talent management and its different
approaches which are used by the HR of company in order to increase the organization
performance, A case study of Hilton.
1.4 Research objective
 To understand the significance of talent management.
 To identify the importance of talent management within hospitality industry.
 To examine various approaches of talent management and its impact upon business.
 To analyses some challenges which are face by leader/ manager/ HR while developing
talent management strategies at Hilton hotel, London.
1.5 Research question
 What is the significance of talent management?
 What is the impact of using talent management within Hilton?
 What are the different approaches o talent management that are used by HR of Hilton?
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 What is the relationship between talent management and organizational performance?
1.6 Research rationale
The main aim behind conducting this study is to investigate about the role and
importance of talent management within the organisation and manner in which it help in
improving the overall performance of organisation. The main aim behind conducting this study is
to explore about several benefits, approaches and challenges involve in talent management so
that appropriate relation can be establish between the talent management and organisation
performance.
1.7 Chapter summary
From the above mentioned information it can summarised that this research helps in
evaluating the significance of talent management and the distinct approaches used by human
resource manager of company to upsurge the organization performance. (Sparrow and Makram,
2015). Apart from this, it helps investigator in understanding talent management and its
significance for firm and also assist in determining the challenges and strategies of managing
talent in the work place.
CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
Literature Review is referred as the review of scholarly sources that gives an overview of
specific topic. It includes the process of systematic review of different articles, journals, books
and other sources related to the different themes of study area. It administers foundation of
knowledge on the topic (McDonnell, Collings, Mellahi, and Schuler, 2017). This project is based
on the topic “To evaluate the significance of talent management and its different approaches used
by HR of company to increase the organization performance, A case study of Hilton”. The
review of literature on different themes under this study are mentioned below:
2.2 Literature review
As per the view point of Prarthana Ghosh, (2019), Talent management is the methodically
organised process of bringing right talent on board as well as assist them to grow to their highest
extent keeping the objectives of organisation in mind. The process of talent management
includes determination of talent gaps, on board suitable candidates, grow them within system and
develop their required skills with future focus as well as motivating and engaging them to
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accomplish long-term goals (What is Talent Management, 2019). The main purpose of managing
talent within organisation is to develop a team of motivated workforce who will stay in company
for long term. Managing adequate talent in the company leads it to improve the performance of
business and allow organisation to stay competitive in the market. When an organisation is
having motivated workforce, then it will help it in attaining its goals and objectives effectively.
Motivated workforce also performs their roles and responsibilities in more appropriate way
which ultimately leads the organisation towards success (Tatoglu, Glaister and Demirbag, 2016).
As per the view point of Anannya Saraswat, (2019), managing talent within an
organisation is significant as it helps in value addition and creation, increases productivity of
organisation, maximize satisfaction of client, employee engagement and provide company with
long term benefits in terms of growth and revenue generation. It helps in recruiting, developing
and retaining the most appropriate talent within the company. The human resource manager in an
organisation put efforts to ensure that workplace is equipped with right skills and talent for long
time (Talent Management, 2019). It helps the organisation in developing high performance
workforce, improving productivity, attracting candidates with high potential, retaining them for
longer term by providing them with proper training.
Apart from this, talent management also helps in ensuring proper time management as with
the help of skilled workforce, a company will be able to eliminate commitment of errors and
wastage of time. High retention of employees leads to reduction in turnover cost and also ensures
growth and innovation in the organisation. A pool of qualified candidates can help organisation
in simplifying the process of accomplishment of organisational goals as well as assist in focusing
on the issues that matters the most in interest of organisation. Talent management enable
company to stay competitive my hiring and developing workforce to better prepare for the
challenges and risks and deal with them in an effective way (Khilji, Tarique, and Schuler, 2015).
As per the view point of Mariliza Karrera, (2017), there are some approaches that helps in
human resource manager of an organisation in managing talent within workplace (Talent
Management: A Different Approach to HR, 2017). Some approaches which helps the
management in managing talent within organisation and their impact on business are discussed
below:
 Developing job descriptions: it is required by the human resource manager that for each
opportunity of job which is post for the company, an appropriate job description is
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developed. Including clear roles and responsibilities regarding the job will help in
ensuring that the individuals who apply for job know exactly what is the expectations of
employer to them. This will help company in maintaining skilled talent within workplace
who are suitable for the specified job. This will influence the performance and
productivity of company in a positive way (King, 2015).
 Provide development opportunities: in order to attain competitive advantage in market, it
is necessary for the organisation to provide its existing employees with ongoing
development opportunities that will help in developing their skills and competencies that
ultimately leads to improve the performance of employees. This will also support in
motivating and encouraging employees which ensures their retention in the organisation
for long term. This will reduce the turnover cost of company and leads the organisation
towards high profitability.
As per the view point of Satyam Vyas, (2020), It is evident that recruiting candidates,
maintaining productivity as well as morale of employee and retain them within organisation are
possibly be a big challenge for the organizations during the time of covid-19 pandemic crisis. It
becomes very difficult for the organisation to hire adequate talent in the workplace that helps in
attaining goals and productivity of organisation. Covid-19 pandemic impacts on the overall
economy and contribute highly in in increasing the unemployment rate all over the world. Due to
this, many of the organizations stop the hiring procedure. It has been found from the survey that
only 8% companies planned for hiring as usual. 45% of companies freeze their hiring procedure
completely and 47% are higher for critical roles only (Managing recruitment and talent during
COVID-19, 2020).
Apart from this, it is also challenging for the leaders to adopt appropriate leadership.
Unanticipated events of this period of crisis pose significant challenge in front of leaders that
requires to manage with navigate business environment, empathy, anticipate future actions as
well as developing innovative Win-Win solutions. In addition to this, paying salaries to
employees is the biggest challenge in front of companies. Due to the covid-19 pandemic, the
profitability of business declines which creates a challenge to provide the employee with similar
salaries. As a result of this, some of the companies have decided to reduce the salary of their
employees who are working at middle and senior level (Latukha, 2015). The companies which
are not opting to decline salaries are trying to raise funds or provide employees with the option to
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leave the organisation without pay. So, the process of talent management is highly impacted due
to covid-19 pandemic and creates many challenges in front of Management.
2.3 Chapter summary
According to the above discussion, it can be summarised that it is very necessary for the
business entity to ensure that appropriate talent must be maintained within the firm. It is very
significant as benefits of organisations in terms of improving productivity, enhancing
engagement of employees, improving performance, maximize engagement of employees,
promote innovation and creativity, reduces turnover, maximize retention of employees for long
term in the company and many other benefits. Talent management makes easy for the
organisation to accomplish its goals and objectives in successful manner. There are different
strategies that an organisation can use to manage talent in workplace effectively. Developing
appropriate job descriptions with clear roles and responsibilities and providing employees with
development opportunities are the ways that helps in managing talent.
CHAPTER 3: RESEARCH METHODOLOGY
3.0 Introduction
This section represents about the several type of tools, Methods or approaches that are
taken into consideration by the investigator in performing investigation (Kumar, 2019). Further it
also supports the reader in determine the validity and reliability of study by having a look over
method or procedure used for conducting study.
3.1 Research paradigm:
It is consider as set of beliefs and agreement which are shared among the researchers regarding
how a particular problem must be understood and addressed. There are mainly three type of
research paradigm such as Ontology, Epistemology and Axiology (Mackey and Gass, 2015). In
order to conduct the present investigation over talent management and its important within
organisational performance Axiology paradigm will be used in current study.
3.2 Research philosophy
The research philosophy represents the beliefs which present the nature of reality going to be
investigated. The philosophies that are consider for an investigation are pragmatic, positivism,
realism or interpretivism (Wiek and Lang, 2016). For performing this investigation
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interpretivism philosophy will be taken into consideration as it help the evaluating the opinion
and view point of people in order to analyse gathered information effectively.
3.3 Research approach
For effectively performing the analysis of information, appropriate selection of research
approach is crucial. There are mainly two type of approach used within study which is based on
research design such as inductive or deductive. Among these for qualitative research design
inductive approach will used which help in analysing the gathered information in more detailed
manner.
3.4 Research design
For executing the investigation effectively a researcher is required to choose right kind of
design for gathering data. There are two type of research design used within investigation such as
qualitative, quantitative and mixed approach (Walliman 2017). For current study qualitative
research design will be used. In this study the primary information is gathered with eth help of
interview to get detailed information about current area of study with manager as it provides a
chance to perform in depth investigation. on the other side the questionnaire is also used where
information is analysed and interpreted in descriptive manner by presenting it with the help of
graph and chart.
3.5 Data collection
Researcher make use of several sources for collecting data in order to execute the investigation
effectively. These sources are categories into primary and secondary data collection method and
for this both the method will be used (Tuohy and et.al., 2013). In this secondary information will
be collected through online sources such as books, journals, articles etc. in order to collect
information which si already investigated to provide direction for further study. the primary
information will be collected with the help of questionnaire where sample size is 20 employees.
In this the data for questionnaire will be gathered with the help of email where questionnaire are
send to respondents using email and they revert back with same source. And interview of 3
managers of Hilton hotel of London using telephonic conversation. The interview lasts for 20-
30-minute-long for each manager. No the interview is not recorder rather each information is
noted instantly.
The respondents for primary information will be selected using Sampling method which
is categories into non-probabilistic and probabilistic. In this study probabilistic method will be
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used where respondents are selected on random basis and provide equal chances of becoming a
respondents for this study. For applying random sampling 50 employees of Hilton hotel London
are mailed with questionnaire and from the responded mail 20 employees’ mail are selected
randomly. The questionnaire and interview questions prepare for data collection are mentioned
below:
Questionnaire
Q1 Do you have understanding about the concept of talent management?
a) Yes
b) No
Q2 Do you think that talent management support in enhancing the organisational performance?
a) Agree
b) Disagree
Q3 According to you, why talent management is important for Hilton hotel?
a) Attracting potential talent
b) Enhancing performance level
c) Developing productive culture
Q4 What are the several advantage that Hilton hotel will get with the effective implementation of
talent management?
a) Retention high skilled employees
b) Employee development
c) Brining operational efficiency
Q5 According to you what kind of influence does talent management bring over the execution of
business within Hilton hotel?
a) Positive
b) Negative
c) Neutral
Q6 What are several approaches through which the talent management can be implemented
within the Hilton hotel?
a) Training programs
b) Providing development opportunity
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c) Regular performance assessment
Q7 What are various challenges that HR manager of Hilton hotel may face while implementing
the talent management strategy?
a) Lack of leadership
b) Unappealing company culture
c) Conflict among employees
Q8 Among the following which one is best possible way throughout which the challenges that
mainly arises while practicing talent management can be overcome?
a) Adopting effective leadership practices
b) Ensure appropriate flow of communication
c) Positive team relationship
Interview questions
Q1 What are several areas where talent management can be practiced by the HR manager of
Hilton hotel?
Q2 According to yopu which is the best strategy that could be used rto manage talent effectively
within the workplace of Hilton hotel?
Q3 What is the best possible way in which talent management practice can be used toward
improving the performance of Hilton hotel?
3.6 Analysis of findings
This is considered to be most crucial part of the study which represent the approach or method
that is undertaken for performing analysis of study. For current investigation excel will be used
in order to analyse and represent the findings of information collected using questionnaire where
finding is represent using chart and graphs (Taherdoost, 2016). On the other side, qualitative
information collected through interview will be analysed using content analysis which add theme
and justify the findings according to it.
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3.7 Ethical consideration:
In order to conduct investigation effectively researcher must consider all the ethical principles so
that nay kind of ethical issues can be avoided from the study (Silverman, 2016). The currents
study involve ethical principles such as confidentiality where the personal and confidential
information of the participants will not be disclosed along with the results as it can create issues
for them. On the other side the researcher also make used of informed consent within the study
where the respondents will be first provided with eth main aim of the study so that after getting
idea about the purpose of study the respondents can voluntarily join the investigation process.
Other than this any type of misleading or false information must not be presented with the
medium fo investigation as it affect the final outcome and also mislead the person who consider
this information for further study.
3.8 Chapter summary:
From the above mentioned information, it can be summarised that the current study is performed
using both i.e. primary and secondary investigation which help in presenting the better
information and create understanding about talent management as per established understanding
and current data gathered (Scotland, 2012). So, for presenting information about this information
will be collected as per view point of employees and managers that will be further analysed using
excel for graphs to represent data and content analysis to develop better understanding.
CHAPTER 4: DATA PRESENTATION, ANALYSIS, FINDINGS AND
DISCUSSION
4.0 Introduction
This section is most significant part of study which focuses toward analysing the gathered
data and cover it into meaningful information so that appropriate findings can be represented.
The data analysis section will support in presenting the meaningful information that can be used
in line with research aim to answer the research questions for successful completion of study.
4.1 Quantitative Data presentation: -
Frequency table
Q1 Do you have understanding about the concept of talent
management?
Frequency
a) Yes 20
b) No 0
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Q2 Do you think that talent management support in enhancing the
organisational performance?
Frequency
a) Agree 15
b) Disagree 5
Q3 According to you, why talent management is important for Hilton
hotel?
Frequency
a) Attracting potential talent 12
b) Enhancing performance level 4
c) Developing productive culture 4
Q4 What are the several advantage that Hilton hotel will get with the
effective implementation of talent management?
Frequency
a) Retention high skilled employees 6
b) Employee development 4
c) Brining operational efficiency 10
Q5 According to you what kind of influence does talent management
bring over the execution of business within Hilton hotel?
Frequency
a) Positive 15
b) Negative 1
c) Neutral 4
Q6 What are several approaches through which the talent management
can be implemented within the Hilton hotel?
Frequency
a) Training programs 10
b) Providing development opportunity 4
c) Regular performance assessment 6
Q7 What are various challenges that HR manager of Hilton hotel may
face while implementing the talent management strategy?
Frequency
a) Lack of leadership 8
b) Unappealing company culture 5
c) Conflict among employees 7
Q8 Among the following which one is best possible way throughout Frequency
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which the challenges that mainly arises while practicing talent
management can be overcome?
a) Adopting effective leadership practices 6
b) Ensure appropriate flow of communication 6
c) Positive team relationship 8
Data interpretation:
Theme 1: Understanding about the concept of talent management
Q1 Do you have understanding about the concept of talent
management?
Frequency
a) Yes 20
b) No 0
Interpretation: Talent management constitute a major part of Human resources
department which is responsible for the managing employees and their talent by performing
several activities. From eth above mentioned information it can be stated that around 20
employees that is the total of respondents selected for the study holds the understanding
regarding the talent management and manner in which it helpful to a business.
Theme 2: Talent management support in enhancing the organisational performance
Q2 Do you think that talent management support in enhancing the
organisational performance?
Frequency
a) Agree 15
b) Disagree 5
Interpretation: By analysing the above mentioned data it has been identified that around
15 employees out of 20 are agree that the talent management support in improving the
organisation performance as it help in keeping employees motivated and engaged within their
work practices. Despite of these 5 respondents are not agree with this as think that there are
certain other factors which leads effective organisational performance.
Theme 3: Talent management is important for Hilton hotel
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Q3 According to you, why talent management is important for Hilton
hotel?
Frequency
a) Attracting potential talent 12
b) Enhancing performance level 4
c) Developing productive culture 4
Interpretation: From the above gathered data it can be interpret that around 12
employees said that talent management practice support Hilton hotel in attracting potential talent
within the organisation when the existing employees are managed effectively. On the other hand,
4 respondents said that it enhance the performance while 4 said that it support in developing the
productive culture. So, it has be analysed that talent management is crucial as it help in creating
such factors within organisation that help attracting more potential employee to get connected
with brand.
Theme 4: The several advantage that Hilton hotel will get with the effective implementation of
talent management
Q4 What are the several advantage that Hilton hotel will get with the
effective implementation of talent management?
Frequency
a) Retention high skilled employees 6
b) Employee development 4
c) Brining operational efficiency 10
Interpretation: As per the data mentioned above it has been determined that around 6
out of 20 employees said that Hilton will get benefited with retention of high skilled employees,
4 said it results into employee development and 10 suggested for brining operational efficiency.
From this data it has bene analysed that implementation of talent management will support
Hilton hotel in brining efficiency in operations by ensuring regular development of employees
and providing them with a appropriate direction to perform operations.
Theme 5: Kind of influence does talent management bring over the execution of business
within Hilton hotel
Q5 According to you what kind of influence does talent management
bring over the execution of business within Hilton hotel?
Frequency
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a) Positive 15
b) Negative 1
c) Neutral 4
Interpretation: The data presented above represent that the talent management bring a
huge influence over the execution of busi8ness operations. On this 15 said that it bring positive
influence over Hilton hotel, 1 said it bring negative influence and according to remaining two
employees it impose neutral impact. From this it can be said that talent management practices
bring positive result over Hilton hotel by maintaining the employees effectively at workplace and
constantly directing them toward accomplishment of organisational goal along with personal;
growth.
Theme 6: Several approaches through which the talent management can be implemented
within the Hilton hotel
Q6 What are several approaches through which the talent management
can be implemented within the Hilton hotel?
Frequency
a) Training programs 10
b) Providing development opportunity 4
c) Regular performance assessment 6
Interpretation: As per the collected data presented above there are different approaches
that can be used for implementing talent management. On these 10 employees said that training
is best approach, while 4 said development opportunity will be best and 6 said regular
performance evaluation will be effective. From this it has been found that majority of people are
in favour of training program as it help in development of employees which keep them satisfied
with the management and job role that result into effective talent management.
Theme 7: Challenges that HR manager of Hilton hotel may face while implementing the talent
management strategy
Q7 What are various challenges that HR manager of Hilton hotel may
face while implementing the talent management strategy?
Frequency
a) Lack of leadership 8
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b) Unappealing company culture 5
c) Conflict among employees 7
Interpretation: From the data shown above it is interpreted that around 8 employees out
of 20 employees said that lack of leadership is the major challenge, while 5 said that unappealing
company culture is challenge and 7 respondents are in favour of conflict of employees. Through
analysis of this data it can be said that lack of leadership is major challenge in talent management
as if employees don’t get effective leadership and guidance then they employees won’t be able to
get adjusted with the changes effectively.
Theme 8: Best possible way throughout which the challenges that mainly arises while
practicing talent management can be overcome
Q8 Among the following which one is best possible way throughout
which the challenges that mainly arises while practicing talent
management can be overcome?
Frequency
a) Adopting effective leadership practices 6
b) Ensure appropriate flow of communication 6
c) Positive team relationship 8
Interpretation: As per the data mentioned above it can be said that around 6 employees
believe that by adopting effective leadership practices, challenge of talent management can be
avoided. But 6 respondents said that effective flow of communication is best way and 8 said that
positive team relationship is crucial. From this it can be said that majority of people are in favour
of positive team relationship as by maintaining good relation with employees the manager can
manage them in more friendly manner and employees also want to operate over the guidance and
order of their manager if he/she behave with them effectively.
4.2 Qualitative Data presentation: -
Interview Questions for manager: -
Q1 What are several areas where talent management can be practiced by the HR manager of
Hilton hotel?
Ans, From discussion made with managers, overall findings state that there are several areas
where talent management is practiced such as recruitment & Selection where employees must be
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judged according to required of vacant position, training & development where employees are
constantly improved over skills and capabilities to prepare for future challenges etc. These areas
must be more focused so that talent can be managed fro long within Hilton hotel by keeping right
employees employed and engaged within working practices.
Q2 According to you which is the best strategy that could be used rto manage talent effectively
within the workplace of Hilton hotel?
Ans. From overall analysis of responses provided by managers it has bene identified that the best
strategy for talent management is training programs as it help in regularly improving the work
practices and performance of employee which si the main cause behind stress and dissatisfaction
among employees. With training program talent can be effectively managed at workplace of
Hilton.
Q3 What is the best possible way in which talent management practice can be used toward
improving the performance of Hilton hotel?
Ans. From analysis of data it has bene found that by effective talent management Hilton would
be able to retain high sills employees that it can deploy in complex project which require skilled
and experienced employees that in turn help in brining changes effectively long with improving
performance.
4.3 Discussion of finding
From the above analysed qualitative and quantitative data it has been found that effective
talent management constitute a major part of organisation performance. This is so because it
helps in retaining the high skilled employees, enhance their productivity and performance which
in turn allow them improve their operational efficiency and help an organisation to achieve
competitive at marketplace by perform well. There are several approaches that are used for talent
management such as training program, development opportunity and regular performance
assessment. Among these training is considered to be best approach for talent management.
Other than this it is identified that for avoiding challenges involve in talent management,
effective and positive relationship must be maintained with eth employees at workplace.
4.4 Summary of chapter
As per the above discussion it can be summarised that talent management is a part of
human resources management where several activities are performed in order to manage the
employees and keep them engaged within operations hotel. These talent management practices
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are training program, providing development opportunity and regular performance evaluation so
that several advantage can be adopted such as brining operational efficiency, retaining
employees and ensuring employees development.
CHAPTER 5: CONCLUSION
5.0 Introduction
This section involve the conclusion of the whole investigation performed by assessing the
analysed data and summarising it to represent actual conclusion or outcome that has been
extracted out of the investigation performed in line with set aims and objectives.
5.1 Conclusion
From the above performed investigation it can be conclude that talent management is a
necessity of an organisation as it put emphases toward improving its organisation performance
by developing a. workforce of high skilled and competent employees. There are several
challenges that an organisation mainly faces while implementing talent management such as
employee conflicts, unappealing company culture and lack of leadership. Additionally it has
been found that theses challenges can be overcome with the help of maintaining effective
employee and management relationship as it support in implementing any policies and change
effectively that work toward managing talent.
5.2 Contribution to knowledge
This investigation support in determining the several benefits that an organisation mainly
get with the help of talent management along with several approaches used to implement talent
management practices. The mainly problem over which that study is conducted is influence of
talent management on organisation performance. So, from this study it has been identified that
talent management bring positive result over organisation performance by encouraging people to
improv their performance and contribute toward accomplishment of organisational goal.
5.3 Limitation and delimitation
The main limitation of this study is that cost provided for the study was very much
limited i.e. 300 pound which limits the sources that can be used to gather information. Another
limitation was time which was very short as per the area of study as it require more time to
investigated deeply. But the delimitation was that secondary information is easily available over
internet which take less time in gathering and analysis as well as also provide the direction to
perform study effectively.
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5.4 Recommendation
After analysing all the information gathered it has bene determined that there are several
challenges that Hilton hotel faces while implementing talent management. So to deal with this
following recommendations are provided,
 Ensure effective communication flow so that right information must get delivered to
employees so that it must interpreted in right manner that reduces error and also stress
among employees by performing work well.
 The managers must focus toward providing growth opportunities to employees and
appreciate them for their initiative which help in keeping employees motivated toward
work.
 Employees must be provided with effective leadership along with maintaining positive
relationship. It not only hep in reducing the conflict among employees but also help in
directing them effectively to perform well.
5.5 Future research contribution
This research would be considered in future to extend the understanding, at present it
talks about the role of talent management in overall performance of organisation by presenting
its benefit, challenges along with solution to deal with issues. For future research this can be
extended to areas like how talent management can be helpful in brining innovation and
implementing effectively to achieve competitive edge at marketplace.
REFLECTION
The current report involve use of research methods like qualitative method of
investigation which allows in gathering the more detailed information that develop better
understanding and also support me in enhancing the quality of data presented. Other than this I
also make use of primary and secondary data collection tool which help me in presenting the
secondary data for developing understanding about the area of study and at the same time by
using secondary information as a base I prepare interview and questionnaire for gathering
primary information so that I would be able to accomplish objective behind conducting this
study. But when I again get a chance to conduct such kind of investigation again then I will be
using quantitative data analysis for presenting information in numerical format which provide
more accuracy about the data presented. Other than this it also presents data in concise manner
that ensures better understanding and also less time consuming.
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REFERENCES
Books & Journals
Gallardo Gallardo, E. and Thunnissen, M., 2016. Standing on the shoulders of giants? A critical
review of empirical talent management research. Employee Relations, 38(1), pp.31-56.
Khilji, S.E., Tarique, I. and Schuler, R.S., 2015. Incorporating the macro view in global talent
management. Human Resource Management Review, 25(3), pp.236-248.
King, K.A., 2015. Global talent management. Journal of Global Mobility.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage Publications
Limited.
Latukha, M., 2015. Talent management in Russian companies: domestic challenges and
international experience. The International Journal of Human Resource
Management, 26(8), pp.1051-1075.
Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design.
Routledge.
McDonnell, A., Collings, D.G., Mellahi, K. and Schuler, R., 2017. Talent management: a
systematic review and future prospects. European Journal of International
Management, 11(1), pp.86-128.
Scotland, J., 2012. Exploring the philosophical underpinnings of research: Relating ontology and
epistemology to the methodology and methods of the scientific, interpretive, and critical
research paradigms. English language teaching. 5(9). pp.9-16.
Silverman, D. ed., 2016. Qualitative research. Sage.
Sparrow, P.R. and Makram, H., 2015. What is the value of talent management? Building value-
driven processes within a talent management architecture. Human resource management
review, 25(3), pp.249-263.
Taherdoost, H., 2016. Sampling methods in research methodology; how to choose a sampling
technique for research. How to Choose a Sampling Technique for Research (April 10,
2016).
Tatoglu, E., Glaister, A.J. and Demirbag, M., 2016. Talent management motives and practices in
an emerging market: A comparison between MNEs and local firms. Journal of World
Business, 51(2), pp.278-293.
Tuohy, D. and et.al., 2013. An overview of interpretive phenomenology as a research
methodology. Nurse researcher. 20(6).
Walliman, N., 2017. Research methods: The basics. Routledge.
Wiek, A. and Lang, D. J., 2016. Transformational sustainability research methodology.
In Sustainability science (pp. 31-41). Springer, Dordrecht.
Online
What is Talent Management?, 2019. [Online]. Available through:
<https://www.hrtechnologist.com/articles/performance-management-hcm/what-is-talent-
management/>
Talent Management – Definition, Importance, & Components, 2019.
<https://www.feedough.com/talent-management-definition-importance/>
Talent Management: A Different Approach to HR, 2017. [Online]. Available through:
<https://www.careeraddict.com/talent-management-hr>
Managing recruitment and talent during COVID-19, 2020. [Online]. Available through:
<https://idronline.org/managing-recruitment-and-talent-during-covid-19/>
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