Talent Management – A Key Component of HRM
Added on 2022-12-29
37 Pages8222 Words92 Views
Leadership ManagementData Science and Big DataCalculus and Analysis
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Talent Management – A Key
Component of HRM
Component of HRM
TABLE OF CONTENT
PART-1............................................................................................................................................3
Topic............................................................................................................................................3
Background of the study..............................................................................................................3
Research aim and objectives........................................................................................................3
Research questions.......................................................................................................................4
Rationale......................................................................................................................................4
Significance of the Study.............................................................................................................4
Literature review .........................................................................................................................5
Research methodology.................................................................................................................6
Timeline of the study...................................................................................................................7
PART- 2...........................................................................................................................................9
RESEARCH METHODOLOGIES.................................................................................................9
DATA ANALYSIS .......................................................................................................................10
INTERPRETATION:....................................................................................................................19
PART-3..........................................................................................................................................19
Communication of the outcomes ..............................................................................................19
PART-4..........................................................................................................................................21
Reflection...................................................................................................................................21
CONCLUSION..............................................................................................................................22
REFERENCES................................................................................................................................1
APPENDIX 1...................................................................................................................................2
APPENDIX 2...................................................................................................................................5
PART-1............................................................................................................................................3
Topic............................................................................................................................................3
Background of the study..............................................................................................................3
Research aim and objectives........................................................................................................3
Research questions.......................................................................................................................4
Rationale......................................................................................................................................4
Significance of the Study.............................................................................................................4
Literature review .........................................................................................................................5
Research methodology.................................................................................................................6
Timeline of the study...................................................................................................................7
PART- 2...........................................................................................................................................9
RESEARCH METHODOLOGIES.................................................................................................9
DATA ANALYSIS .......................................................................................................................10
INTERPRETATION:....................................................................................................................19
PART-3..........................................................................................................................................19
Communication of the outcomes ..............................................................................................19
PART-4..........................................................................................................................................21
Reflection...................................................................................................................................21
CONCLUSION..............................................................................................................................22
REFERENCES................................................................................................................................1
APPENDIX 1...................................................................................................................................2
APPENDIX 2...................................................................................................................................5
PART-1
Topic
To evaluate effective talent management strategies that contributes in organisational
success with regards to UK hospitality sector: A study on Hilton
Background of the study
Talent management is considered to be the necessary action of human resource manager
in order to obtain optimum performance from employees in the organisation. It includes
attracting and hiring, training and developing, assisting for career development and retaining the
best talent for the long period of time in the organisation. The study is based on effective talent
management strategies framed by the HRM in order to achieve success within organisation. HR
manager can perform this function by identifying organisational and HR goals and priorities
along with need of talent within organisation, and develop effective strategy to manage and
retain the best talent in the organisation. The study will be conducted particularly on Hilton, a US
based company operating in hospitality sector. Hilton is known for managing portfolios of
resorts and hotel and considered as a successful player of the hospitality sector.
Research aim and objectives
The aim of conducting this study is to evaluate what are the best possible strategies for
effective talent management that can be applied in order to ensure sustainable success for Hilton.
To broaden the knowledge of various talent management strategies that guides HRM in
hiring and retaining best talent within organisation.
To study the impact of practices followed by HRM in managing talent on the success of
organisation.
To identify what alternative strategies can be applied by HRM that contribute towards
improvement in the performance of the organisation.
To understand the necessity of including talent management practices within HRM
frameworks with reference to hospitality sectors.
To analyse talent management practices followed by Hilton hotel and the perception of
its employees towards the same.
Topic
To evaluate effective talent management strategies that contributes in organisational
success with regards to UK hospitality sector: A study on Hilton
Background of the study
Talent management is considered to be the necessary action of human resource manager
in order to obtain optimum performance from employees in the organisation. It includes
attracting and hiring, training and developing, assisting for career development and retaining the
best talent for the long period of time in the organisation. The study is based on effective talent
management strategies framed by the HRM in order to achieve success within organisation. HR
manager can perform this function by identifying organisational and HR goals and priorities
along with need of talent within organisation, and develop effective strategy to manage and
retain the best talent in the organisation. The study will be conducted particularly on Hilton, a US
based company operating in hospitality sector. Hilton is known for managing portfolios of
resorts and hotel and considered as a successful player of the hospitality sector.
Research aim and objectives
The aim of conducting this study is to evaluate what are the best possible strategies for
effective talent management that can be applied in order to ensure sustainable success for Hilton.
To broaden the knowledge of various talent management strategies that guides HRM in
hiring and retaining best talent within organisation.
To study the impact of practices followed by HRM in managing talent on the success of
organisation.
To identify what alternative strategies can be applied by HRM that contribute towards
improvement in the performance of the organisation.
To understand the necessity of including talent management practices within HRM
frameworks with reference to hospitality sectors.
To analyse talent management practices followed by Hilton hotel and the perception of
its employees towards the same.
To recommend effective talent management strategies to Hilton for ensuring its success
through higher performance.
Research questions
1. What are the talent management strategies that guides HRM in hiring and retaining best
talent for the organisation?
2. What are the impact of practices followed by HRM in managing talent on the
organisational success?
3. What alternative strategies can be applied by HRM in order to improve overall
organisational performance?
4. How talent management strategies are playing important role in companies of hospitality
sector?
5. What strategies does Hilton followed in managing talent and what is the perception of
their employees regarding the same?
6. What are the effective strategies that Hilton should employ in order to ensure its success
over long run?
Rationale
The study aims to address the issue of talent management strategies that could be
incorporated within HRM frameworks that can contribute towards organisational success. The
reason behind evaluating strategies in managing talent is to ensure sustainable success for
hospitality companies. The study would propose the best possible talent management strategies
that HRM can make use of for improving overall organisational performance. The study aims to
evaluate alternative practices in managing talent and recommendation of the same to Hilton hotel
and other companies of the same sector. At last the study will examine the impact of role played
by HRM in talent management on the success of the organisation.
Significance of the Study
The study will be helpful in understanding effectiveness of the talent management
practices for the success of the company. The study will create awareness among hospitality
companies and more specifically for Hilton hotel about the role of talent management strategies
through higher performance.
Research questions
1. What are the talent management strategies that guides HRM in hiring and retaining best
talent for the organisation?
2. What are the impact of practices followed by HRM in managing talent on the
organisational success?
3. What alternative strategies can be applied by HRM in order to improve overall
organisational performance?
4. How talent management strategies are playing important role in companies of hospitality
sector?
5. What strategies does Hilton followed in managing talent and what is the perception of
their employees regarding the same?
6. What are the effective strategies that Hilton should employ in order to ensure its success
over long run?
Rationale
The study aims to address the issue of talent management strategies that could be
incorporated within HRM frameworks that can contribute towards organisational success. The
reason behind evaluating strategies in managing talent is to ensure sustainable success for
hospitality companies. The study would propose the best possible talent management strategies
that HRM can make use of for improving overall organisational performance. The study aims to
evaluate alternative practices in managing talent and recommendation of the same to Hilton hotel
and other companies of the same sector. At last the study will examine the impact of role played
by HRM in talent management on the success of the organisation.
Significance of the Study
The study will be helpful in understanding effectiveness of the talent management
practices for the success of the company. The study will create awareness among hospitality
companies and more specifically for Hilton hotel about the role of talent management strategies
in the organisational success. The study would be helpful for HRM by guiding them in
application of various talent management strategies within the organisational context. The idea
about optimum performance that can be availed through effective talent management strategies
will be highlighted through this study. The study is important for both Hilton and other
companies in hospitality sector as it will recommend effective strategies to be utilised in
managing talent to ensure long run success.
Literature review
Talent management and its significance
According to Mensah, (2019), talent management is the process of continuously
attracting, engaging, developing, retaining and deploying candidates with the aim to avail high
level of potentiality in the organisation both for present and future business operations. The most
important role that is being played by talent management practices is of attracting and retaining
best talent within organisation. This helps in obtaining much higher level of performance that
would not be possible otherwise if such practices will be not be in place appropriately. Daubner-
Siva, and et. al., (2018) views practices followed in managing talent as a creation of difficult
situations for human resource manager who is actually responsible for applying talent
management practices within organisation. He states that when we want to retain talent in the
organisation then HR must decide upon who is more worth keeping & who is not. When
employees are retained for longer run then it leads to higher costs for the organisation in terms of
paying higher compensation for ensuring retention.
Contribution of talent management strategies in organisational success
Taylor, (2018) studied that when HR manager adopts effective talent management
strategies, this helps them in obtaining the best talent with higher skills and capabilities. The best
image of the organisation can be created in the market where HRM of the organisation are in a
position to attract most talent candidates which would definitely contributes towards
organisational success. Talent management practices are also important in motivating employees
which is helpful in creating a reason in the minds of talented employees to remain stay in the
particular organisation and perform their tasks more dedicatedly. And this would be helpful for
organisation in getting higher level performance and achieving goals of the organisation with a
application of various talent management strategies within the organisational context. The idea
about optimum performance that can be availed through effective talent management strategies
will be highlighted through this study. The study is important for both Hilton and other
companies in hospitality sector as it will recommend effective strategies to be utilised in
managing talent to ensure long run success.
Literature review
Talent management and its significance
According to Mensah, (2019), talent management is the process of continuously
attracting, engaging, developing, retaining and deploying candidates with the aim to avail high
level of potentiality in the organisation both for present and future business operations. The most
important role that is being played by talent management practices is of attracting and retaining
best talent within organisation. This helps in obtaining much higher level of performance that
would not be possible otherwise if such practices will be not be in place appropriately. Daubner-
Siva, and et. al., (2018) views practices followed in managing talent as a creation of difficult
situations for human resource manager who is actually responsible for applying talent
management practices within organisation. He states that when we want to retain talent in the
organisation then HR must decide upon who is more worth keeping & who is not. When
employees are retained for longer run then it leads to higher costs for the organisation in terms of
paying higher compensation for ensuring retention.
Contribution of talent management strategies in organisational success
Taylor, (2018) studied that when HR manager adopts effective talent management
strategies, this helps them in obtaining the best talent with higher skills and capabilities. The best
image of the organisation can be created in the market where HRM of the organisation are in a
position to attract most talent candidates which would definitely contributes towards
organisational success. Talent management practices are also important in motivating employees
which is helpful in creating a reason in the minds of talented employees to remain stay in the
particular organisation and perform their tasks more dedicatedly. And this would be helpful for
organisation in getting higher level performance and achieving goals of the organisation with a
greater ease. Whysall, Owtram and Brittain, (2019) evaluated that organisational success of
those businesses having less resource deficiencies are hindered due to evolution of talent
management practices as they are not in a position to attract and retain talented and high
potential candidates. Such businesses face difficulty in managing talent if they are not even able
to provide perks other than cash.
Role of talent management in improvement of organisational performance
Sivathanu and Pillai, (2019) stated that talent management plays an important role in
engaging and motivating skilled employees, which in turn allows them to perform in the best
interest of the organisational goals, which automatically ensures satisfaction of the client. This
will accordingly improve performance and final business results. As per Ogbari and et. al.,
(2018), many a time organisation rather than improving performance and end results wasted
resources and incurred higher costs in following TM practices which is not at all advisable.
Research methodology
Research types: Due to the qualitative nature of research problem, the present study would
employ qualitative research type for evaluating contribution of talent management strategies in
success of the organisation.
Research approach: Out of the two approaches of research that is inductive and deductive for
qualitative and quantitative data respectively, this study is based on inductive approach. The
inductive approach will be adopted for studying impact of TM strategies on performance of the
organisation.
Research philosophy: For understanding and analysing qualitative information of both
individual and organisation's performance, the study make use of interpretivism philosophy to
carry out analysis of searched information.
Data collection: Secondary and primary sources will be used for collecting data related to
employee's and management perception about TM practices. Sources like records of various
organisations in hospitality sector who has already adopted TM practices, journals and books
published on the concerned issue of TM and past studies conducted in these regards will be taken
into consideration. For primary sources, Interviews of individual that are working in company
will be taken for better research.
those businesses having less resource deficiencies are hindered due to evolution of talent
management practices as they are not in a position to attract and retain talented and high
potential candidates. Such businesses face difficulty in managing talent if they are not even able
to provide perks other than cash.
Role of talent management in improvement of organisational performance
Sivathanu and Pillai, (2019) stated that talent management plays an important role in
engaging and motivating skilled employees, which in turn allows them to perform in the best
interest of the organisational goals, which automatically ensures satisfaction of the client. This
will accordingly improve performance and final business results. As per Ogbari and et. al.,
(2018), many a time organisation rather than improving performance and end results wasted
resources and incurred higher costs in following TM practices which is not at all advisable.
Research methodology
Research types: Due to the qualitative nature of research problem, the present study would
employ qualitative research type for evaluating contribution of talent management strategies in
success of the organisation.
Research approach: Out of the two approaches of research that is inductive and deductive for
qualitative and quantitative data respectively, this study is based on inductive approach. The
inductive approach will be adopted for studying impact of TM strategies on performance of the
organisation.
Research philosophy: For understanding and analysing qualitative information of both
individual and organisation's performance, the study make use of interpretivism philosophy to
carry out analysis of searched information.
Data collection: Secondary and primary sources will be used for collecting data related to
employee's and management perception about TM practices. Sources like records of various
organisations in hospitality sector who has already adopted TM practices, journals and books
published on the concerned issue of TM and past studies conducted in these regards will be taken
into consideration. For primary sources, Interviews of individual that are working in company
will be taken for better research.
Sampling: It is method of collecting sample of information from group of individuals so that
right data can be gathered and analysed. Interviews of 30 employee's of Hilton will be taken in
order to gathered relevant information.
Data analysis: For analysing qualitative data so collected from secondary as well as primary
sources thematic perception test will be applied.
Research limitations: Due to limited resources and time only qualitative information will be
collected but the same will be overcome by covering all possible dimensions through secondary
and primary sources which would remove the effect of limiting factors.
Ethical consideration, reliability and validity: The data will be collected only from recently
published sources and the same is copyright protected too. Also, only authentic data without any
modification will be presented.
Timeline of the study
Task
Mode Task Name Duration Start Finish Predecessors
Auto
Scheduled Topic selection 1 day Wed 1/6/21 Wed 1/6/21
Auto
Scheduled
Defining aim and objec-
tives 1 day Thu 1/7/21 Thu 1/7/21 1
Auto
Scheduled Preparing proposal 2 days Fri 1/8/21 Mon 1/11/21 2
Auto
Scheduled Literature Review 3 days Tue 1/12/21 Thu 1/14/21 3,2
Auto
Scheduled
Deciding upon research
methodology 2 days Fri 1/15/21 Mon 1/18/21 4,2
Auto
Scheduled
Evaluating secondary
sources of data 2 days Tue 1/19/21 Wed 1/20/21 5
Auto
Scheduled
Systematic presentation
of data 2 days Thu 1/21/21 Fri 1/22/21 5,6
Auto Data analysis 3 days Mon 1/25/21 Wed 1/27/21 6,7
right data can be gathered and analysed. Interviews of 30 employee's of Hilton will be taken in
order to gathered relevant information.
Data analysis: For analysing qualitative data so collected from secondary as well as primary
sources thematic perception test will be applied.
Research limitations: Due to limited resources and time only qualitative information will be
collected but the same will be overcome by covering all possible dimensions through secondary
and primary sources which would remove the effect of limiting factors.
Ethical consideration, reliability and validity: The data will be collected only from recently
published sources and the same is copyright protected too. Also, only authentic data without any
modification will be presented.
Timeline of the study
Task
Mode Task Name Duration Start Finish Predecessors
Auto
Scheduled Topic selection 1 day Wed 1/6/21 Wed 1/6/21
Auto
Scheduled
Defining aim and objec-
tives 1 day Thu 1/7/21 Thu 1/7/21 1
Auto
Scheduled Preparing proposal 2 days Fri 1/8/21 Mon 1/11/21 2
Auto
Scheduled Literature Review 3 days Tue 1/12/21 Thu 1/14/21 3,2
Auto
Scheduled
Deciding upon research
methodology 2 days Fri 1/15/21 Mon 1/18/21 4,2
Auto
Scheduled
Evaluating secondary
sources of data 2 days Tue 1/19/21 Wed 1/20/21 5
Auto
Scheduled
Systematic presentation
of data 2 days Thu 1/21/21 Fri 1/22/21 5,6
Auto Data analysis 3 days Mon 1/25/21 Wed 1/27/21 6,7
Scheduled
Auto
Scheduled Findings 1 day Thu 1/28/21 Thu 1/28/21 8
Auto
Scheduled Conclusion 1 day Fri 1/29/21 Fri 1/29/21 9
Auto
Scheduled Recommendation 1 day Mon 2/1/21 Mon 2/1/21 10
Auto
Scheduled Formatting and feedback 2 days Tue 2/2/21 Wed 2/3/21 11
Auto
Scheduled final submission 1 day Thu 2/4/21 Thu 2/4/21 12
Auto
Scheduled Findings 1 day Thu 1/28/21 Thu 1/28/21 8
Auto
Scheduled Conclusion 1 day Fri 1/29/21 Fri 1/29/21 9
Auto
Scheduled Recommendation 1 day Mon 2/1/21 Mon 2/1/21 10
Auto
Scheduled Formatting and feedback 2 days Tue 2/2/21 Wed 2/3/21 11
Auto
Scheduled final submission 1 day Thu 2/4/21 Thu 2/4/21 12
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