Talent Management and its Necessity during Covid-19

This report discusses the importance of talent management during the Covid-19 pandemic and its necessity for organizations. It explores the strategies and best practices for effectively managing talent in challenging times. The report includes a case study of Inter-Continental groups, a British multi-national hospitality organization, and highlights the impact of talent management on organizational goals and objectives. The report also includes insights from literature review and expert opinions.

Talent-Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY .................................................................................................................................3
Talent-management and it's necessity during period of Covid-19..............................................3
CONCLUSION ..............................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
The term talent-management is explicated as a method by which human-resources are
well organised, strategic and motivated for performing organisational work with decided
capabilities and it aids management to accomplish organisational goals and objectives within
decided time period. Moreover, this report is based on Inter-Continental groups which is a
British multi-national hospitality organisation and it headquarter is situated in Denham, England
and it is well-known for their hotel services (Borisova and et. al., 2017). Further, this report
highlights on talent-management and their importance as well as necessity within Covid-19
pandemic conditions that is supported by literature review.
MAIN BODY
Talent-management and it's necessity during period of Covid-19
From the contrast of Behzad Pagheh, 2019 talent-management is a constant process
which involve retaining and attracting effective employee's through developing their skills by
organising constant training session for workforce. The exact approach of talent-management is
to create and achieve long term goals by improving individual skills that improve overall
performance of organisation. The term talent-management encompasses different responsibilities
which is related with factors that motivate workforce of organisation. Within context of
Hospitality organisation services perform an important role for individuals and this aids
management to perform their work with more efficiency. It also aids an organisation to complete
their task with decided approach through which persons are encompasses towards formulate of
talent-management strategy that is used to gain optimal results for business. So by implementing
talent related approach this is easy for management to complete all task in an appropriate manner
through which individuals are able to manage their work by understand of organisational factors
(Kim and et. al 2014). Internationalisation of market retain talented workforce for longer period
by organising aspects which is used with terms of maintaining and developing talent within
service industry because effective and quick services aids individuals to perform all work in an
appropriate manner. Moreover, researcher demonstrate significant interest and impact of talent-
management that is used for performing work in proper manner.
With the support of Abdul Ghani Faiyyaz, 2016, Human-resource is defined with motive
of managing inevitable resources the success of organisation depends on globalisation,

privatisation and liberalisation, as new area are related with human-resource and it emerged
talent-management. Researcher over talent-management is encompasses with different
responsibilities of HR. This is used by managing and organising talent-management strategy
through which individuals perform their work by dividing their work that capitalise related with
workforce. The goal of talent-management relates with establishment for an organisation that are
highly beneficial for performing work with sustainability aspects (Kim and et. al., 2014). Their
are different methods related with business strategy and this define about perspective through
which goals and operational plans by which task are completed related with sustainable
advantage. Talent-management delegates with business strategy and it aids to make integrate by
which all workforce related with process of organisation. Talent-management realize all
individuals perform work through defining edge by which marketplace relates with talented
employee's and staff. Along with this talent-management is explicated as conscious which is
used to deliberate and it attempt by persons for attracting, engaging and retaining persons hat
work with positive aptitude and ability that is required by service industry. Moreover, talent-
management become imperative through offering business challenges and it is used by
management of Inter-Continental hotel group to complete all work with high performance.
Importance of talent-management
With the support of Ibraiz Tarique, 2017, environment plays an important role for each
organisation and according to global conditions, dynamic, highly competitive and extremely
volatile this is identified by management that there are different issue identified and most of
them are focused towards development of factors by which respective hospitality organisation
perform their role with analysing overall areas that includes with aspects through which different
generations are managed in equal manner for performing organisational work with an organised
manner. Some important aspects of talent-management in service sector and hospitality
organisation. To improve business performance- The term talent management is an effective
aspects that is important for performing all work with decided components, it include rapid talent
allocation, positive employee experience and strategic HR teams (Liu and Pearson, 2014). This
also consider all action and activities are related with strategic human resource team by which
persons develop assess to understand effectiveness about skilled employee's in hospitality sector.
It allow organisation for staying competitive- With hiring and developing talented workforce
this is identified by management that all persons perform their work with implementing efforts

that aids to complete work with strong aspects. It also prepare persons for performing task with
motive of managing change that is used in preparation of changes. With analysis of managing
practice an individual developed ways through which re-imagining of personal and individual
roles exists in environment. This also foster and enlarge about strong level of connectivity that
make intense results to improve talent-management practices. Moreover, persons perform who
are engaged in inter-continental hotels usually depends on aspects the are used in completion of
task with motive of building up organisation that make process activities which are useful for
building resilience upon action that enlarge and foster longer relation with areas that is used to
build action by which persons generate action that are perfect to complete (Narayanan,
Rajithakumar and Menon, 2019). In this organising and planning of productivity and
performance developed through enlarge a strong level of connectivity through which intense
level related with management is induced by organisation within decided time-frame. Moreover,
to generate and make remote related activities an individual identify different circumstances
which are useful for generating trends through which talent-management is organised within
business in an organised manner. Productivity and performance of organisation is developed by
remote working aspects that make long term results. It enlarge about all areas and perspective
through which remote working and enlarge about making areas through which sufficient results
are gained by persons and it is used for generating circumstances that are used to develop for
remote working. Their are different task performed and it accelerate trends related talent-
management. Along with this higher level of responses and they are used to develop areas which
makes perspective by which Covid-19 and other uncertain changes is reduced. Their are different
trends relates with expectations and experience of persons and it aids towards development of
circumstances that enhance trends is used for generating circumstances that are considered
towards development of organisation. Initial requirement is find out by management to manage
rewards that improve business perspective and it is also used to enhance grow areas by which
persons or individuals make vacant place of business.
From perspective of VALÉRIE CALLOCH 2018, With period of pandemic conditions there are
different changes is implemented by management and this depend on management of individual's
through which massive impact is processed by organisation and it aids for developing skills of
workforce (Scullion and Mullholland, 2020). Moreover, hospitality industry increase shift that
raise rate of unemployment and it depends on temporary spark by which hiring of individuals is

induced for developing organisation aspects. Moreover, hospitality industry makes a shift in
organisation by which permanent and temporary both aspects is used by organisation to manage
skilled workforce in proper manner. Remote learning methods perform an important role and it
aids to deliver training changes and their implementation in an easy manner. Along with this
persons are considered towards development of business through which individual are
acknowledge about analysing of all areas that are important for Inter-Continental hotels to
improve their number of services (Sheehan, Grant and Garavan, 2018). Moreover, with
implement of remote learning areas it is analysed persons conduct survey which acknowledge
about developing factors because of which persons deliver areas that improve overall workforce
training. Moreover, to make cost effective training, digital sessions are required to arrange by
which management is able for performing work with approaches that make coordination among
all activities.
Principles which is followed by hospitality organisation during covid
With understand the contrast of Staff writer, 2018, it is understand that at time of
pandemic conditions and situations there are different challenges related with hotel marketing
and management processes about defining hope through which things are controllable in an
appropriate manner. With analyse of optimism results it is understand by management that
tourism industry is continuously undergo with aspects related with tourism aspects. All task are
controlled and managed by understand the number of brands, employee's and investor make
speculation results which is used to recover from continuous level of participation of skills that
are required for current market conditions. Moreover, different organisation is considered by
management and countries start work to minimise and avoid Olympics through which
forecasting of information is progressed about aspects that make perfect results for organisation.
Further, with mapping and graphing individual control different disaster systems in order to
make accurate prediction of organisation. Pandemic conditions make brutal impact on business
and it defines different inefficiencies are measured for earning constant revenue from different
impacts. With addition about marketing team organisation consider to develop and produce
market strategies that is used to generate varied services and it offer better market conditions and
situations through which more individuals are attracted to match with areas that technically
improve revenue of hospitality organisation (Sparrow, Scullion and Tarique, 2014). The need of
talent-management strategies define that historical aspects are quoted with group meeting and it

define that survival needs are designed in complex conditions by use of skills and capabilities.
Adequate balance that maintain with organisation relates with abilities and experience. This is
used by management for managing strategic fragmentation that is involved through which
employer brand make long term business performance and credibility both in an organised
manner. Talented-workforce perform an important role and it is used to perform all task with
high standards. With clear and transparent capabilities this is identified persons encourage
aspects through which better perception is addressed by organisation for offering constant
services that flaw and assist exhaustion of activities in advanced manner (Tafti, Mahmoudsalehi
and Amiri, 2017). Moreover, with continuous development task are designed through which
persons generate perception and it is used to address at high level of specialisation activities that
is used to encourage with motive of managing task that assist about making perspective and this
make working operations and functions which is perfectly suited for developing requirements
through which task are generated by managing operations that match with performance of
organisation. Along with this business performance is improvised with motive of engaging and
sustaining talent through which better direction are implemented by management to accomplish
company goals and objectives with high-level of satisfaction. Moreover, persons engage longer
results and it is used to make digital implementation of work through which market requirement
is managed with minimising number of challenges that generate problem for online task. Along
with this digital disruption make and develop adequate power systems which is used for
managing industry and their task through which business is developed in proper manner
(Vaiman, Collings and Scullion, 2017). Moreover, individual manage talent-management is
reinforce through which developing areas that reinforce about overall industry and it is used in
managing talent-management through which reinforce is displayed by protecting privacy basis.
Talent-management is developed for protecting persons that improved strength aspects by
enlarging about personal interest through which flexibility of individual is enlarged by workforce
to get employee engagement at a large level.
CONCLUSION
With the analyses of above report it is concluded that talent-management always perform
an important role for an organisation in all situations. One of the major benefit to complete
organisational task with engagement of talent-management is to accomplish long term success
within regular period. This also helps to retain talented workforce through which working

standards and potential are increased. It is also used to improvised results that make longer
results for improving task that make pandemic working conditions by which rate of working and
standards both are increased. In addition to this, pandemic conditions are developed which make
imbalanced about marketplace that is used for managing business in marketplace. Working
situations is also used to make procure results that define working conditions in direct manner.

REFERENCES
Books and Journals
Borisova, O.N and et. al., 2017. Talent management as an essential element in a corporate
personnel development strategy. Academy of strategic management journal, 16, p.31.
Kim, Y and et. al 2014. A strategic model for technical talent management: A model based on a
qualitative case study. Performance improvement quarterly, 26(4), pp.93-121.
Kim, Y and et. al., 2014. A strategic model for technical talent management: A model based on a
qualitative case study. Performance improvement quarterly, 26(4), pp.93-121.
Liu, Y. and Pearson, C.A., 2014. The importance of talent management: A study of Chinese
organisations. Journal of Chinese Economic and Foreign Trade Studies.
Narayanan, A., Rajithakumar, S. and Menon, M., 2019. Talent management and employee
retention: An integrative research framework. Human Resource Development
Review, 18(2), pp.228-247.
Scullion, H. and Mullholland, M., 2020. Global Talent Management. The SAGE Handbook of
Contemporary Cross-Cultural Management, p.212.
Sheehan, M., Grant, K. and Garavan, T., 2018. Strategic talent management: A macro and micro
analysis of current issues in hospitality and tourism. Worldwide Hospitality and
Tourism Themes, 10(1), pp.28-41.
Sparrow, P., Scullion, H. and Tarique, I. eds., 2014. Strategic talent management:
Contemporary issues in international context. Cambridge University Press.
Tafti, M.M., Mahmoudsalehi, M. and Amiri, M., 2017. Critical success factors, challenges and
obstacles in talent management. Industrial and Commercial Training.
Vaiman, V., Collings, D.G. and Scullion, H., 2017. Contextualising talent management. Journal
of Organizational Effectiveness: People and Performance.