Talent Management at Work

Talent Management at Work

Table of Contents
Title: Talent management at Workplace...........................................................................................3
INTRODUCTION...........................................................................................................................3
Background of the research.............................................................................................................
Aims of the research........................................................................................................................
Rationale of the research..................................................................................................................
LITERATURE REVIEW.................................................................................................................4
RESEARCH METHODOLOGY.....................................................................................................7
DATA ANALYSIS AND INTERPRETATION ...............................................................................9
Reflection.......................................................................................................................................14
Alternative Research Methodology...............................................................................................15
RECOMMENDATION..................................................................................................................15
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17
Books and Journals........................................................................................................................

Title: Talent management at Workplace.
INTRODUCTION
Talent management is a continuance activity that includes incoming and outgoing of high
skilled employees(Lim, and Parker, 2020) . There are several tactics which are followed by the
authorised person to accomplish pre determined set of rules and policies. For this work force is
required to be talented and they should remain for a long time. It covers retaining skills,
improvising their competencies which can positively affect the performance abilities of
employees. Verdant Leisure, a well known travel operator in the Scotland, the main attraction of
the company are their parks, catering, and home feel exposure where tourists get satisfied with
its high class services. The locations covered are Scotland, Northumberland and Durham. It has
operated its services in 2010 and making reliable efforts towards serving major attractions of the
city. The company focus on promoting and making their name against the top of their
competitors therefore, invest $6 million for developing portfolio. it is highly required for
management to retain trained employees so that efforts are reduced in training new candidates
again and again.
Background of the research
Employees are important part of organisation in order to provide product or service
satisfaction to their clients. So it is essential to manage talented employees in the organisation.
This includes both to attract new talents to the organisation and retain the old talent in
organisation. In modern era, organisations understands the value of talent management and apply
it in their organisation(Abazeed, 2018). In order to ensure growth of employees in organisation
they provide coaching to them. Apart from this organisation also focus to build relations between
employees to make them feel connected to the organisation. Talent management became an
essential need of today's era, that is why it needs a research that how it can affect the organisation
and in many ways. The main aim and objective of this research is given below:
Aims of the research
To identify the significance of providing learning and maintaining relations for welfare
of small and medium business to address talent management. A case study of Verdant Leisure.
Objectives:

• To evaluate the concept of talent management according to the organisation.
• To understand the importance of managing talent within an organisation.
• To evaluate ways of relationship building within Verdant Leisure.
• To determine various benefits of good training in a company.
Research Questions
• What is the need and importance of talent to be provided within organisation?
• Describe various ways to build relations in Verdant Leisure.
• What are the directions to asses benefits of employee retention which is provided within
the company?
Rationale of the research
The rationale of the research can be seen as understanding the importance of making
employees learned in a respective organisation, examining different ways which can help to
achieve the relationship building within work force of Verdant Leisure, understanding the
advantages to organisation when employees are giving training and making them learned about
new techniques. It is based on how managerial team of Verdant Leisure is working in
accordance to manage the talented work force in organisation. The research is conducted for the
same and detailed explanation is made as aim and objectives of research.
LITERATURE REVIEW
Understanding the importance of coaching within an organisation
As per the view point of authors, Abdollahbeigi and Jayashree 2017, Talent management
is a vital part of organisation in building and organising the workforce towards the goals of
company, as employees are the integral and essential force of organisation. They must be well
retained and trained to accomplish the targets. Understanding the concept of talent management
provide assistance in revealing the outcome of company as what the employees desired from the
organisation and how organisation work in order stand to fulfil their expectation. Employees
wants future security, growth of skills and knowledge which will make them strong into large
market and capable from others. Verdant leisure must fulfilled these requirement by evaluating
the significance of managing talent into long motive vision.
it can be said that making employees learn is highly important for managerial team to
train and support the employees within organisation. This will result in finding the employees

who possess high competencies and can result in their better appraisal. When employees are
trained with the required knowledge it will enhance the productivity of organisation and generate
high revenues and gains. It will motivate the esteem of employees to work in accordance with
standards which will create a good brand name of Verdant Leisure. It should be a continuing
process so that regular updates in work process can be managed(Akunda, Chen and Gikiri,
2018). At times even after recruiting knowledgeable and talented employees, a need of coaching
and mentoring is required. It can help in eliminating wastages thus reducing cost of operations.
This can make them handy with operations of respective organisation. Also the standards which
are required to be attained by Verdant Leisure can be explained well. When employees are
provided proper learning and knowledge, employee turnover ratio will be reduced as employees
posses required competencies to work in organisation, which reduces the chances of their being
thrown out. It will also boost morale of working force making them satisfied in existing work
culture.
As per the view points of authors, Cappelli and Keller 2017, it can be seen that
employees are highly persuaded from peers or colleagues and to reduce this proper mentoring
process is required to be planned. This will reduce the conflicts and mismanagement which takes
place at frequent basis in respective organisation. When employees are provided coaching for the
respective task it will clear the job description in minds of work force so that efficiency is
achieved. The leaders can emphasise on employees by giving proper guidance and support so
that positive impacts are prevalent. This will also result in professional as well as personal
development of an individual employed to work in an organisation. It is seen that when
employees are coached, leader is looked as an influencer and complexities of operations can be
worked out more easily. The employees attain a deeper level of knowledge about a particular
topic which ever they are performing and may lead in building good terms with work.
To evaluate ways of relationship building within Verdant Leisure
As per the view point of authors, Mathafena and Ras (2017), it can be said that when
employers timely approach the work force and coach them on regular basis as per the project
requirements it will benefit both parties. The cordial relations among the work force can be
achieved and continued for a long time when trust, respect, confidence, and good communication
is built. There are numerous ways which can help in building good terms among the managerial
team and employees in respective organisation. Along with coaching and mentoring the

employees, an organisation can enhance relationships by making employees know their worth
and inspiring them to rectify their short comings. When leaders influence their subordinates,
employees can easily get motivated and work with efficiency. When managers and leaders are
easily approachable, work force can approach and easily share their issues and concerns with
them. When employees face problems and those problems are resolved, it will bring connectivity
among the levels of management which will result in building good relations. They can be
promoted and awarded for their performances. Monetary as well as non monetary rewards can be
given to employees on the basis of their competencies and efforts that they show in operations of
organisation. When healthy work life is managed employees will be more interested in working
in a team, it will lead in making good relations(Campion, Campion, and Campion, 2018). When
employees are capable of working for any and every task, their work pressure will be reduced
and they can attain good relations with other employees. At times organisations face a lot of
hurdles while building relations with employees. When several employees are appraised based
on their competencies, other employees feel demotivated. When problems are told to managerial
team but they are not able to resolve them, employees lack morale and further trust is disrupted.
When strengths and weaknesses of employees are not determined appropriately and appraisal is
delayed, it will affect the mental health of work force(Miiro, Othman, Nordinc and Ibrahim,
2016). There are many a times when there arises a difference in perception of both parties,
namely employees and employer. This arises mutual misunderstanding which gives rise to
conflicts among the organisation. For this managerial team of Verdant Leisure should be well
efficient so that the measures which are taken in favour of work force are benefiting them
instead of creating more problematic situations.
According to the view points of Ingram and Glod (2016) it can be said that to maintain
good relations with employees, work pressure should be reduced and for that it is highly required
to make the whole working staff well equipped with technical know how. Many a times issues
arises when managerial team is willing to follow this way but lacks when employees are unable
to implement those policies among themselves and lack behind(Muriithi and Makau, 2017). This
reduces the self esteem of employees.
To determine various benefits of good training in a company.
According to the view point of authors Borisova, Silayeva and Sokolova (2017) it can be said
that when employees are provided good tarining and are timely, mentored by providing proper