Importance of attracting, developing and retaining talent in Tourism, Hospitality and Events industry

This debate discusses the importance of attracting, developing and retaining the right talent in the Tourism, Hospitality and Events industry. While having a talented workforce can lead to higher productivity and improved success, it can also be costly and complex. The debate explores both sides of the argument, including the challenges of managing a diverse workforce and the high operational costs of attracting and retaining talent.

DEBATE
1

Topic: Attracting, developing and keeping the right talent within THE
industry is the most important objective for all leaders within an
organization.
Supporting the topic
Attracting, developing and keeping the right talent tend to the most vital and important
objective for all leaders as talented workforce comprises and leads to higher productivity and
improved success level. It has been seen that the Tourism, Hospitality and Events industry tend
to be one of the most dynamic industry along with having a presence of high level of competition
(Masenya, 2022). Thus, in such scenario it become vital and essential for the leaders to focus on
attracting, developing and keeping the right talent that comprises of a diverse workforce which
plays an important and significant role in enhancing the creativity level of the firm. Along with
this keeping the right talent and attracting and developing skilled employees tend to supports and
leads to out of the box business idea and enhanced creativity and innovation level that supports
improved services for customers. Thus, attracting, developing and retaining talent candidates is
the main objective of leaders to ensure standard and improved services for customers that
ensures higher productivity level along with leading improved competitive strength. Beside this,
it has been also seen that during the current times of Covid-19 a high level of demotivation is
being seen within employees that is causing issues of high employee turnover especially in
Tourism, Hospitality and Events industry thus at time it become priority of leaders to ensure and
supports developing, attracting and retaining talented employees to maintain smooth flow of
services. Along with this, an attracting and developing talented workforce also supports higher
level of flexibility and better use of technology that leads to higher growth and success level
through timely achievement of goals (Latukha and et. al., 2022).
2

Against the topic
It has been seen that managing and developing a talented workforce is costly in nature
that requires more investment and expanses by the Tourism, Hospitality and Events industry
which lead to higher operational cost. Expensive advertisement for attracting talented candidates,
providing regular training to employees along with hiring some technical classes, etc. require
higher investment that tend to be against the view point of Attracting, developing and keeping
the right talent within the industry is the most important objective for all leaders within an
organization (Bish, Becker and Irmer, 2022). Along with thus, it has been also seen that being
the hospitality industry is most dynamic in nature it is more complex and difficult for larders to
ensures and keep the right person and manage talent that requires more time and investment
level. Along with this, it has been also seen that talented employees mainly comprise of a diverse
workforce that comes from different culture and background (Mujtaba, Mubarik and Soomro,
2022). Thus, the attracting and developing talented workforce also leads to a higher chance of
chaos and cultural conflicts at workplace that creates obstacles and hinder the smooth flow of
business operation. Apart from this, it has been also seen that the developing, attracting and
retaining talented employees comprises of giving higher remuneration and perks to employees
that is also creates the issues of higher operational cost which is against the overall profitability
of firm (Agarwal and Kapoor, 2022).
REFERENCES
Books and journal
Agarwal, A. and Kapoor, K., 2022. Analysis of barriers in green human resource implementation
for enhancing organizational sustainability: a DEMATEL approach. Transnational
Corporations Review, pp.1-15.
Bish, A.J., Becker, K. and Irmer, B., 2022. Leadership capabilities: the influence of
organizational purpose and culture in the nonprofit sector. In Handbook of Research
Methods for Organisational Culture. Edward Elgar Publishing.
3

Latukha, M. and et. al., 2022. Gender, talent management and firm performance: MNCs' female-
focused talent management practices in Russia. Employee Relations: The International
Journal.
Masenya, T.M., 2022. Integrating Talent and Knowledge Management Practices in the New
Normal Business Environment: Developing Future Leaders in Public Sector
Organizations. In Navigating the New Normal of Business With Enhanced Human
Resource Management Strategies (pp. 113-144). IGI Global.
Mujtaba, M., Mubarik, M.S. and Soomro, K.A., 2022. Measuring talent management: a proposed
construct. Employee Relations: The International Journal.
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