Talent Management in the Service Industry

This study examines the importance of talent management strategies in the service industry, specifically in the context of Hotel Hilton. It explores the impact on organizational performance, employee engagement, and retention. The research aims to provide recommendations and insights for effective talent management.

TALENT MANAGEMENT IN
THE SERVICE INDUSTRY

Table of Contents
INTRODUCTION...........................................................................................................................3
1.1 Write down, formulate and refine project title.......................................................................3
1.2 Devise set of project aims and objectives..............................................................................3
1.3 Produce project management plan.........................................................................................4
1.4 Define work-break down structure that shows overall time-frame.......................................5
ACTIVITY 2....................................................................................................................................6
2.1 Carry out secondary research on chosen theme.....................................................................6
2.2 Carry out primary empirical research....................................................................................9
ACTIVITY 3 .................................................................................................................................14
3.1 Analyse the research and data with use of appropriate tools and techniques......................14
3.2 Draw valid meaningful conclusion from research and data analysis...................................20
3.3 Communication appropriate recommendations...................................................................20
3.4 Justify and support recommendation with accuracy and authenticity or research...............21
ACTIVITY 4 .................................................................................................................................22
4.1 Reflect on value of undertaking the research.......................................................................22
4.2 Reflect on own learning and performance...........................................................................22
CONCLUSION..............................................................................................................................23
REFERENCES................................................................................................................................1

INTRODUCTION
Talent management is defined as distinct function of Human resource management
(Kravariti and Johnston, 2020). Therefore it is termed out as strategic human resource planning
that assist to hire the right individual and manage them effectively with use of effective polices
and procedure.
The study is based on working of Hotel Hilton, It deals in hospitality company that
manage and franchise a broad portfolio of resorts and hotels. This entity provides high end
luxury services to customers.
Furthermore, study will lay focus on to outlines the aims and objectives on chosen topic.
The small scale research will be conducted to gather the information and this generate support to
project. Henceforth, suggestive measures will be given to draw meaningful conclusion from
findings. Lastly, reflection will be undertaken in learning and performance to research project.
1.1 Write down, formulate and refine project title.
The present report is based on business Talent management strategies that enables the HR
and talent management leaders that assist to benchmark their organisations, design and follows
the path towards to recruit and retain the employees (Dayel, Debrah and Mulyata, 2020). In
addition to this, the organisation provides talent management that shows that how to retain the
efficient and high performance activities and objectives. In this highly competitive, talent
management strategies is beneficial for the both organisation as well employees.
It is tool that is required for successful talent management activities that inclusive of
workforce planning, strategic plan, recruiting and goal alignment. Henceforth, the core aim of all
the activities is to retain the valuable employees.
Title- To determine the significance of Effective Talent management strategies. A study on
Hilton.
1.2
Aim- To identify the significance of effective talent management strategies. A study on Hilton.
Objectives
 To access the impact of Talent management strategies on organisational performance.
 To determine the influence of Talent management on employee engagement and
retention.

 To explore the challenges and issues of leading talent management practices within
enterprise.
 To promote the suggestive measures that aids to build the understanding of talent
management and how this relate with organisational performance.
1.3 Produce project management plan.
Project management plan termed out as document that helps to define the each phase of
project (Williamson and Harris, 2019). It is inclusive of the varied components as planning,
initiation, monitoring and controlling research activities. Henceforth, project management plan
defined in following manner as are-
Scope of project- The present research is based on to determine the impact of Talent
management strategies to define the organisational performance (Harsch and Festing, 2020).
Therefore, the scope of research project aids to define thing that needs to be covered in research.
Risk- This is defined as process that helps to identify, analyse and respond to risk that arise
within the research project effectively. It is defined as crucial aspect of project management.
Additionally, risk can be defined as term that can potentially impact the project timeline,
performance and budget.
Resources- In order to undertake the research project effectively, this is crucial to have project
resources such as man, labour, capital, material and goods etc. Therefore, project resources are
crucial as this helps to get work done in appropriate manner.
Cost- This is defined as term that helps to undertake the cost that has to be incurred in planning
of project to undertake new product and process. The estimated amount to undertake this
research is about £5000.
Quality- This is defined as term that use to define that what methodologies allows within the
enterprise to determine the extent to which resources are needed to be carried out undertake
prevention from poor quality (Ibrahim and AlOmari, 2020). This is crucial to undertake the
research within reliable and ethical manner.
Timeline- To carry out the present research the one specific deadline to research will be given.
This will one of the effective things that aids to undertake the research within reliable and
authentic manner.

1.4 Define work-break down structure that shows overall time-frame.
Work break down structure is a part of project management and system that is termed out
as deliverable oriented breakdown of project within the smaller components.
Gantt chart
It is graphical presentation that shows project plan effectively and in systematic manner.

1.5 Description on methods for material sourcing, data collection and information gathered to
collect appropriate research.
Data Collection
It is considered to be process through which researcher will have the collection of
information in more specific manner in order to have answering towards research questions and
evaluating level of outcome. In order to have competition of an effective research it is important
for researcher to have development of effective data collection method which is applicable to
research to have desired level of outcome to maintain the reliability, accuracy and validity of the
research outcome (Berthiaume and et.al, 2019). There basically two-way of data collection that
is primary and secondary data. The research has the applicability of both as the former one has
been used to have collection of data from employees in order to have the maintenance of
authenticity and reliability of data in more effective way. In primary data collection there has
been proper implication of well-structured questionnaire n order to collect information for the
research. On the other hand, latter will be data which has been collected in order to have proper
way of reviewing the existence of various kind journals, articles, research papers, newspapers etc
which helps in identifying various level of research gap in more effective way.
Sampling Techniques
Sampling is being defined as the identifying the group of individuals which is being
segregated from large level of population as the sample in order have participation in research.
These samples have clear level of representation on behalf of large population which make
applicability of finding towards whole population. This is considered as important thing which is
done by researcher as it is not possible for researcher to have major level of work on whole

population (Etikan, Musa and Alkassim, 2016). In this research, the probability random sampling
has been used so that each and every member have a clear chance in order to have participation
in research. In more order this has help researcher to have increasing level of accuracy in term of
research findings. Sampling techniques implication also help in managing overall cost of
research which makes the research lacks of baseness over the large group of population around
having different characteristics to maintain more level of understanding in maintenance of
authenticity and reliability of data in more effective way.
Data Analysis
Data Analysis in the considered to be specific kind of procedure which can be used to have
cleaning, inspecting, modelling, transforming all kinds of data in order to achieve the appropriate
level of informations in way to concluded over support decision-making over varsity of research
problem that is been identified in respective research. In this research, there has been
implementation of qualitative thematic analysis as method which helps in having close
examining the data in order to have identification of specification over themes in systematize
pattern or topics (Mihas, 2019). This method has been use by varsity researcher in order to find
out something which is out of box of population retaining knowledges of population and
experiences. It has almost being used in ways of analysing survey interview transcript, survey
responses and many more. This analysis will help the readers to have easy understanding over
research paper in importance of talents management in hospitably industry and how its is
contribution over its developing in global market.
ACTIVITY 2
2.1 Carry out secondary research on chosen theme.
Theme 1 Effective talent management strategies in a selected hospitality organization
As per review of Williamson and Harris, (2019) talent management has the different
perspectives in the different organization s per views and understanding in different aspects for
developing business. The author also stated that the TM has been seen as various level of
combination as snapdragon level of human resources practices which have the major level of
consideration of recruitment, selection and development in more significant manner. On other
hand Gibson, (2017) contradict that is various organization is has been identified as major level
of perspectives in paying more level of focus on in certain of management talent pool which is
making necessary requirement of requisite skills along with development of knowledge in more

level of perspective. The author also stated that TM has major level of responsibility in
measuring the resources as per level of performance which can be more understood to be
between undifferentiated level of goods which is basically based on needs of company in more
perspective manner.
As per review of Saad and Mayouf, (2018), the organization which is been effectively
maintained is able to have the development of competition is more managed way in order
towards increasing level of global competitiveness. On the other hand Williamson and Harris,
(2019) contradicts that development of human resource management is considered to be
strategic aspects in developing major level of unrivalled sources which can be identified as
measure of comparative advantage in this complicated world on more effective way. The author
also stated that without having effective designed and detailed management procedure of talent,
it will turn out to be more difficult in making major level of focus on potentials which are not
qualified along with being incompetent employee.
According to Marinakou and Giousmpasoglou, (2019 ) talent management have
development of capacity which is turning out to be integral part in order to have proper level of
processing and managing leading nature of people in order to have meet up towards
organizational structure reassignments and objectives in more effective and efficient way. On the
other hand Gibson, (2017) contradicts that major level of demographic and structural changes
have making up to meet the labour market responses in order to which tourism industry have
taken place in recruitment belong the youth as competitive to ore transnational ways by having
major importance towards consideration of availability in matures worker alternatives in more
significant way. This has turned out to be major level of implication in terms of developmental
relative remuneration along with working conditions and employment issues which are making
potential employee more concerned nowadays. On it can be stated that there are major level of
critical aspects which are having major level of developing tour and travel among business of
hospitality sector in more signifiant way.
The Marinakou and Giousmpasoglou, (2019) contradict that development of talent
management in company have various level of constraints in order to have effective level of
development in travel and hospitality intraindustry in more effective way. TM have the major
level of description of proper identification, development along with retention and deployment of
talents whiz is to be more developed as per the organizational consideration. The Williamson and

Harris, (2019) also stated that is turning out to be more difficult to have incorporation of this
fuzzy concept in strategic direction as compared to various level of companies in this sector in
more effective way. In addition to that concept in making subject to different level of variation
along with handling major level of misconception in terms of having proper level of analysis an
n interpretation over significant direction.
As per reviews of Saad and Mayouf, (2018), in service sector industry, it has been
identified that hospitality industry is highly intensive towards labour which needs major
management of employees. The one who are working in this industry have development over
critical function in more effective way. On other hand Gibson, (2017) contradicts that it can be
better been understood along with application of cross cultural perspectives which can be
developed by having more analyses of good management practise which is exclusivity based on
different level of management system which is considered all over globe. In addition to the
reviews of author, there is addition of treatments that different level of element which is based on
discrimination can glimpsed up-to have employee perseverance over different provisionals'
recruitment saturation in company development.
According to view of Saad and Mayouf, (2018), the absence of proper talent management
procedure in developing the employee in hotel will turn out to major level of challenges in more
effective utilization so human talent in more effective way to competitive into market with their
competitors to gain competitive advantages in market development. The existence of poor image
of company will be coupled up with ambiguous attitude which is required towards more
investment in developing talent management. On the other hand Williamson and Harris, (2019)
contradicts that TM behave the drawback that it have consists of leakage in varsity of key skills
which is pointing out to major level of negative perception in hospitality industry TM also faced
he accessed top have quality of human resources. In a competitive marketplace, talent
managment termed out as primary key for organisational success. Henceforth, one of the main
challenge within workforce management is about to create or maintain organisation ability to
compete for talent. In addition to this, Williamson and Harris, (2019) stated that talent
management startegies and system desined for enhancing the workplace productivity by
developing imroved and effective process for retaining and attracting employees fir the long
period of time. In order to bring out the systematic working performance within this rapidly
dynamic, uncertain and highly competitive global market the talen managment strategies plays

the crucial role in undertaking the business activities effectively and effciently. As per the view
of Williamson and Harris, (2019) srated that right talent can be defined as the greatest assesst to
the enterprise.
There is suggestion with regard to various studies that the need of workplaces and the
personal requirement of international workers are more level of different and hard to accomplish
as per ones. The next of maintaining the better level of educational qualification for international
worker in order to have attainments demands of respective designation of jobs. More or last
talents managements is the hospitality industry have the needs for more formal process along
with major level of stakeholders participation with strong link towards leadership development b
employer to wards employees which will make industry more specific towards development of
skills ans attribute which can cascade the all level of organizational development.

2.2 Carry out primary empirical research.
Questionnaire
1. Do you think talent management strategies bring positive working environment.
Yes
No
May be
2. Does talent management practices improved workplace productivity and drive higher value
within enterprise.
Yes
No
May be
3. Is talent management practice helps to identify, develop, deploy, retain talent employee
within enterprise.
Yes
No
May be
4. What are the beneficial aspect of talent management strategies within enterprise.
Retain top talent
Employee development
Improved employee experiences
Enhance employee and managers engagement
5. What are the issues and challenges of Talent management within enterprise.
Poor hiring strategies
Inexperience with technical advancement
ineffective leadership
none of them
6. Is Talent management strategies helps to enhance brand recognition within enterprise.
Yes
No
May be
7. Does Talent management practices retain right skilled employees within enterprise. Yes No

May be
Theme 1: Talent management strategies aids to bring out positive working environment.
1. Do you think talent
management strategies bring
positive working environment. Frequency %
Yes 24 80.00%
No 4 13.33%
May be 2 6.67%
Total 30 100.00%
Theme 2: Talent management practices helps to bring improved productivity within enterprise.
2. Does talent management
practices improved workplace
productivity and drive higher
value within enterprise. Frequency %
Yes 27 90.00%
No 2 6.67%
May be 1 3.33%
Total 30 100.00%
Theme 3: Talent management assist to identify, develop, deploy and retain bet talent.

3. Is talent management practice
helps to identify, develop,
deploy, retain talent employee
within enterprise. Frequency %
Yes 21 70.00%
No 7 23.33%
May be 2 6.67%
Total 30 100.00%
Theme 4: Retain top talent is one of the beneficial aspect of talent management strategy within
entity.
4. What are the beneficial
aspect of talent management
strategies within enterprise. Frequency %
Retain top talent 10 33.33%
Employee development 7 23.33%
Improved employee
experiences 5 16.67%
Enhance employee and
managers engagement 8 26.67%
Total 30 100.00%

Theme 5: Ineffective leadership is one of cause that became challenge to talent management
within enterprise.
5. What are the issues and
challenges of Talent
management within enterprise. Frequency %
Poor hiring strategies 9 30.00%
Inexperience with technical
advancement 9 30.00%
ineffective leadership 11 36.67%
none of them 1 3.33%
Total 30 100.00%
Theme 6: Effective talent management strategies aids to enhance the brand recognition within
enterprise.
6. Is Talent management
strategies helps to enhance
brand recognition within
enterprise. Frequency %
Yes 27 90.00%
No 2 6.67%
May be 1 3.33%
Total 30 100.00%
Theme 7: Talent management practices leads to retain right skilled employees.

7. Does Talent management
practices retain right skilled
employees within enterprise. Frequency %
Yes 20 66.67%
No 5 16.67%
May be 5 16.67%
Total 30 100.00%

ACTIVITY 3
3.1 Analyse the research and data with use of appropriate tools and techniques.
Theme 1: Talent management strategies aids to bring out positive working environment.
Interpretation- As per the above diagram it can be concluded that talent management strategies
helps to bring out the positive working environment within the enterprise. Talent management is
termed out as implementation of integrated plan of action that mainly designed to enhance
workplace productivity with help of developing improving process that develop, retain and
utilise people within the enterprise. Thus, the total number of the respondents are 30. In this, 24
said yes, 4 stated no and 2 are not sure of it. In addition to this, majority of the respondents
stated that talent management strategies bring out positive working environment.
Theme 2: Talent management practices helps to bring improved productivity within enterprise.
Yes No May be
0
5
10
15
20
25
30
24
4
2
Frequency

Interpretation- Based on the above graph it can be stated that practices in terms to talent
management aids to bring improvement within productivity of the enterprise. The total number
of the respondents are 30. In this, 27 stated yes, 2 stated no and 1 is not sure of it. Henceforth,
this can be stated that talent management proactively identifies key people within organisation
and also develops plans to bring out improved productivity within the enterprise.
Theme 3: Talent management assist to identify, develop, deploy and retain bet talent.
Yes
No
May be
0 5 10 15 20 25 30
27
2
1
Frequency

Interpretation- As per the above stated graph it can be stated that the main purpose of talent
management is to develop, retain best employees within the enterprise. With help of maintaining
the employee retention the organisation can be able to maximise the profitability. Thus, the total
number of respondents are 30. In this, 21 stated yes, 7 stated no and 2 are not sure of it.
Theme 4: Retain top talent is one of the beneficial aspect of talent management strategy within
entity.
Yes
No
May be
0 5 10 15 20 25
21
7
2
Frequency
10
7
5
8
Retain top talent
Employee development
Improved employee
experiences
Enhance employee and
managers engagement

Interpretation- Based on the above graph it can be stated that the main aim of implementing
talent management strategies within the enterprise is to retain the best talent within the enterprise
and to bring out effective advancement to entity. Each enterprise has some key people and
position and this is very crucial to have success and accomplish the organisational goals. The
total number of the respondents are 30. In this, 10 participants stated that this helps to retain the
top talent within the enterprise, 7 said this helps to build employee developments, 5 stated that
this is very effective as this aids to bring improvement within the employee experiences and 8
respondent stated that talent management helps to enhance employees and managers
engagement.
Theme 5: Ineffective leadership is one of cause that became challenge to talent management
within enterprise.
Interpretation- Based on the above graph it can be stated that ineffective leadership within the
enterprise is one of the major issues and challenge that impacts the working of the enterprise and
bring ineffective performance. The total number of the respondents are 30. Under this, 9
Poor hiring strategies
Inexperience with technical advancement
ineffective leadership
none of them
0 2 4 6 8 10 12
9
9
11
1
Frequency

participants stated that talent management practices may bring out poor hiring strategies, 9
respondents said that this might have huge impact on working of enterprise and also leads to
inexperience within technical advancement, 11 stated that the challenge can be occur due to
ineffective leadership practices.
Theme 6: Effective talent management strategies aids to enhance the brand recognition within
enterprise.
Interpretation- Based on the above stated graph it can be stated that effective talent
management strategies within the enterprise is useful and this also enhance the brand image
within the enterprise. Talent management is one of the crucial things as this defined as
continuous process and also a significant part of organisation culture. Henceforth, talent
management is termed out as the long term and continual process. The total number of the
respondents are 30. Among this, 27 stated yes, 2 stated no and 1 is not sure of it. Henceforth, this
can be stated that if organisation adopts the effective talent management strategies then it can be
possible to increase the brand image and sustain the employees for longer period.
Yes No May be
0
5
10
15
20
25
30
27
2 1
Frequency

Theme 7: Talent management practices leads to retain right skilled employees.
Interpretation- According to the above graph it can be stated that talent management practices
leads to retain the best talent within the enterprise and this also affects the working of the
enterprise in crucial manner. In addition to this, organisation put their major focus on the talent
management practices as this also helps to retain the best skilled within the enterprise. The total
number of the participants are 30. In this, 20 stated yes, 5 stated no and 5 are not sure of it.
Therefore, it can be stated that the effective execution of the talent management strategy
increases the employees engagement and also helps to bring out improved organisational
performance.
20
5
5
Yes
No
May be

3.2 Draw valid meaningful conclusion from research and data analysis.
From the above findings, it has been analysed that Talent management strategies aids to
bring competitive advancement within the enterprise. Therefore, talent management strategies
aids to improve potential employees and this also assist to bring valuable difference within the
enterprise (Xing, Liu, Boojihawon and Tarba, 2020). This research report has helped me to
evaluate that the talent management approach has helped to recruit, develop and retain the best
talent within the enterprise. From the above data analysis finding, it has been interpreted that
talent management is systematic process that aids to identifies the vacant business position,
developing the skills and build the expertise among the person. This has been found out that
talent strategies helps to accomplish the long term business objectives.
From the above findings, it also has been evaluated that Talent management strategies is
termed out as the execution of integrated plan of action and system that has mainly designed to
enhance workplace productivity with help of developing the improved processes for attracting,
developing and retaining the best talent within the enterprise. Henceforth, it can be stated that
Talent management become the pivotal to the survivor of profit organisation within the
enterprise and this also aids to have highly competitive business environment (Trost, 2020).
From the discussion, it has been found out that talent management with recent human resources
phenomenon stay pivotal within the management and this also helps to undertake promotion of
employees to bring effective performance within enterprise.
3.3 Communication appropriate recommendations.
The present study provides the suggestive measures to offer indulgent working conditions
to their employees, best talent of employees within the organisation helps to bring out the better
organisational performance. Thus, present study suggests the measures that helps to bring out
effective talent management strategies as are-:
 It is recommended that managing authorities of the Hilton should take initiatives to
ensuring and value talent retention strategies as competitive compensation system, to
carry out the organisation activities effectively. This also aids to bring out the internal
recruitment policy in manner to have high influence of talent retention over performance
of business enterprise.
 This is also recommended that Hilton should attract the top talent with help of having the
strategic talent management that provides direction and opportunities to attract the

talented and skilled employees to the workforce. It is one of the things that helps to
creates an employer brand and also assist to attract the potential talent.
 Strategic talent management mainly aims to organisation and keep employee feel
motivated and this also creates long term advancement within the enterprise. It is one of
the effective term that aids to run out the business operations effectively and efficiently.
 Managing authorities of Hilton should take initiatives to create well structured on
boarding practices that helps to create high level of retention. This also provides direction
to accomplish business goals in turns to enhance client satisfaction and business
performance.
 Hilton should take efforts to align its talent strategies to business strategies as this more
likely to accomplish strategic objectives as this allows to perform the better within the
market and also aids to retain highly engaged employee.
 The organisation should take the initiatives as this aids to raise individual and group
productiveness and capability to compete within the complex and dynamical environment
in terms to accomplish the sustainable growth within the enterprise.
 Managers and key personnel of Hilton should take the initiatives to retain top talent and
this is significant to leadership and growth within the marketplace. Organisation that fails
to carry the talent are at the huge risk towards to drive sustainable business performance
and can run out from competitors.
3.4 Justify and support recommendation with accuracy and authenticity or research.
The present research is on to determine the significance of Effective Talent management
strategies over organisational performance. In this, researcher has used number of techniques to
undertake the depth investigation about the research topic. Henceforth, number of research
methodologies has been used to conclude the data in reliable and authentic manner. Thus,
Researcher have used interpretative techniques to interpret the elements of research study. In
order to carry out the present research report researcher could have used positivism research that
defines the significant approach to study as this relies specifically on the scientific evidence such
as experiment etc. and this can also aids to disclose the true nature that society operates.
In this, Researcher have used the inductive approach as this assisted me to started with
the observation and theories that proposed towards the end of research process as result of
observation. Investigator could have used the deductive approach as this is based on the existing

theory that design the research strategy. In order to undertake the present research, investigator
have used the descriptive research strategies as this helps me to provide depth information on the
chosen topic of research. In order to undertake the present research study, Researcher could have
used exploratory research as this intended to develop operational definition and also aids to
improve the final research design.
In order to undertake the present research study, investigator have used the primary data
collection technique with use of both primary and secondary analysis. Researcher could have
used the SPSS approach to generate the information with help of statistical analysis. Therefore,
investigator have used sample random techniques with use of respondent size of 30 respondents
as managers so that proper investigation can be carried out with the proposed research study. In
this present research, researcher have used qualitative approach that has helped me to collect
information with use of questionnaire and by undertaking thematic presentation with use of
tabular presentation.
ACTIVITY 4
4.1 Reflect on value of undertaking the research.
4.2 Reflect on own learning and performance.
The present research study is based on to determine the importance of effective talent
management strategies over organisational performance. This research study has helped me to
conclude the depth information about the research topic. I came to know that talent management
strategies aids to sourcing, attracting, recruiting qualified and skilled employees. This research
topic has helped me to identify that talent management strategies that enhance the individual and
group productivity. With help of effective implementation of talent management strategies the
organisation can able to compete effectively within the complex and dynamic environment to
accomplish sustainable growth. Therefore, this research study has helped me to gain depth
insights about the use of talent management strategies within the enterprise.
CONCLUSION
From the above report it can be summarized that Talent management is termed out
integral to modern business and this is also defined as one of the crucial management function
within the enterprise. Therefore, talent management strategies refers to skill that attracts and
retain the current employees to meet out the future and current needs of business enterprise. The

present research report is based on topic as “To identify the importance of effective talent
management strategies to bring out effective organisational performance”.
Henceforth, report has outlined the aims and objectives on the chosen topic. Research
methodologies has been used to conclude the research study in proper and appropriate manner.
In order to undertake the research methodologies effectively, researcher has undertaken data
analysis with use of tabular presentation and this aids to undertake the research study effectively.
Lastly, recommendation has been given to carry out attractive talent management strategies
within the enterprise.

REFERENCES
Books and journals
Berthiaume, G.H and et.al., 2019. Methods and apparatus to change a feature set on data
collection devices. U.S. Patent 10,242,017.
Dayel, W.A., Debrah, Y.A. and Mulyata, J., 2020. To Explore the Effect of Talent Management
Developments in Saudi Healthcare Sector. Management. 8(1). pp.1-13.
Etikan, I., Musa, S.A. and Alkassim, R.S., 2016. Comparison of convenience sampling and
purposive sampling. American journal of theoretical and applied statistics, 5(1). pp.1-4.
Gibson, P., 2017. 2 Talent Management in the Hospitality and Tourism Context. Talent
Management in Hospitality and Tourism, Goodfellow Publishers Limited, Oxford, pp.17-
31.
Harsch, K. and Festing, M., 2020. Dynamic talent management capabilities and organizational
agility—A qualitative exploration. Human Resource Management. 59(1). pp.43-61.
Harsch, K. and Festing, M., 2020. Dynamic talent management capabilities and organizational
agility—A qualitative exploration. Human Resource Management. 59(1). pp.43-61.
Ibrahim, R. and AlOmari, G., 2020. The effect of talent management on innovation: Evidence
from Jordanian Banks. Management Science Letters. 10(6). pp.1295-1306.
Kravariti, F. and Johnston, K., 2020. Talent management: a critical literature review and research
agenda for public sector human resource management. Public Management Review. 22(1).
pp.75-95.
Makram, H., Sparrow, P. and Greasley, K., 2017. How do strategic actors think about the value
of talent management? Moving from talent practice to the practice of talent. Journal of
Organizational Effectiveness: People and Performance, 4(4).pp.259-378.
Marinakou, E. and Giousmpasoglou, C., 2019. Talent management and retention strategies in
luxury hotels: evidence from four countries. International Journal of Contemporary
Hospitality Management.
Mihas, P., 2019. Qualitative data analysis. In Oxford Research Encyclopedia of Education.
Saad, H. and Mayouf, M., 2018. Talent Management Strategies and Practices in Five Star Hotels:
An Exploratory Study. International Journal of Heritage, Tourism, and
Hospitality.12(2/2).
Trost, A., 2020. Talent Acquisition and Selection. In Human Resources Strategies (pp. 81-118).
Springer, Cham.
Walmsley, A., 2017. 8 Talent Management and Youth Employment. TALENT
MANAGEMENT IN HOSPITALITY AND TOURISM, p.117.
Williamson, D. and Harris, C., 2019. Talent management and unions: The impact of the New
Zealand hotel workers union on talent management in hotels (1950-1995). International
Journal of Contemporary Hospitality Management.
Xing, Y., Liu, Y., Boojihawon, D.K. and Tarba, S., 2020. Entrepreneurial team and strategic
agility: A conceptual framework and research agenda. Human Resource Management
Review. 30(1). p.100696.
Online
Talent Management – Benefits. 2017. [Online]. Available through:
<https://www.tutorialspoint.com/talent_management/talent_management_benefits.htm>