Effective talent management strategies in travel and tourism organisation

This presentation aims to evaluate effective talent management strategies in travel and tourism organisation, specifically focusing on a study conducted on Thomas Cook. The objectives include understanding the conceptual framework of talent management, investigating issues faced by tourism organisations in managing talent at the workplace, and determining the relationship between talent management strategies and the performance of Thomas Cook. The research methods involve secondary research and primary research using a questionnaire to collect data from 30 employees of Thomas Cook. The findings suggest that talent management practices are essential within Thomas Cook, training and development sessions help in managing talent, providing professional development opportunities can retain talented personnel, performance tracking is essential for managing an efficient workforce, employees are neutrally satisfied with the current talent management practices of the firm, and unappealing company culture and lack of leadership create issues in managing talented employees. The conclusion highlights the importance of managing and retaining talented workforce and recommends solutions such as continuous feedback and effective leadership practices. The accuracy of research tools and techniques is evaluated, and the reflection section discusses the value of undertaking this research and the learning outcomes. The references section includes relevant sources on talent management.

“Effective talent management strategies in travel and
tourism organisation”

Project Title
Effective talent management strategies in
travel and tourism organisation”

Aim and Objectives
Aim
“To evaluate Effective talent management strategies in
travel and tourism organisation: A study on Thomas
Cook”
Objectives
To understand the conceptual framework of talent
management
To investigate issues faced by tourism organisation in
managing talent at workplace
To determine the relationship between talent management
strategies and performance of Thomas Cook

Research methods
2.1 Secondary research
 For making the primary data collection and analysis process more accurate
it is also necessary to consider theoretical concepts into account.
 The secondary data can be collected by secondary sources such as books,
journals and research work of other scholars
2.2 Primary research
 For collecting the primary data in this study a questionnaire will be used
which will collect data from 30mployees of Thomas Cook.
 For collecting the data random sampling is used and employees are selected
on random basis so that unbiased and accurate results are obtained.

3.1 Analyzing gathered data set
Theme 1: Talent management
practices are essential within
Thomas Cook
Particulars Responses % of
responses
Yes 28 93%
No 2 7%
Total 30 100%

Theme 2: Training & develop session helps in managing talent
within an organization
Particula
rs
Response
s
% of
response
s
Agree 10 33%
Strongly
agree
8 27%
Neutral 7 23%
Disagree 3 10%
Strongly
disagree
2 7%
Total 30 100%

Theme 3: By providing personnel with professional development
opportunities Thomas Cook can retain talented personnel
Particula
rs
Response
s
% of
responses
Yes 25 83%
No 5 17%
Total 30 100%

Theme 4: Performance tracking is essential for managing
efficient workforce
Particulars Responses % of
responses
Agree 12 40%
Strongly
agree
8 27%
Neutral 5 17%
Disagree 3 10%
Strongly
disagree
2 7%
Total 30 100%

Theme 5: Employees are neutrally satisfied with the current
talent management practices of firm
Particular
s
Responses % of
responses
Satisfied 12 40%
Highly
satisfied
8 27%
Neutral 5 17%
Dissatisfie
d
3 10%
Highly
dissatisfied
2 7%
Total 30 100%

Theme 6: Unappealing company’s culture and lack of leadership
creates issue in managing talented employees
Particulars Responses % of
responses
Unappealing
company’s
culture
10 33%
Lack of
leadership
10 33%
Lack of
communicatio
n
4 13%
Ineffective
performance
appraisal
6 20%
Total 30 100%

CONTD…
Findings
 By doing primary investigation it has found that majority of the employees
of Thomas Cook stated that training & development sessions helps in
enhancing the proficiency level.
 In the current times, employees prefer to stay in the organization which
offers training & development opportunities to them.
 Along with this, survey results shows that by empowering personnel with
regards to the allocation of roles and responsibilities Thomas Cook can
develop satisfaction among employees and retain them.
 It has assessed that due to the ineffectual culture and leadership practices
employees are neutrally satisfied with the current talent management
practices of firm.

3.2 Drawing conclusion
 By summing this investigation, it has been articulated that for getting
desired level of outcome or success Thomas required to manage and retain
talented workforce.
 Besides this, it can be inferred from the evaluation that Thomas Cook can
manage talented workforce by conducting training & development sessions.
 It can be concluded from the evaluation that by empowering personnel
Thomas Cook can retain talented workforce to a great extent.
 Along with this, it can be summarized from the evaluation that due to lack
of having effectual leadership practices and unappealing culture business
unit faces issue in managing workforce.

3.3 Recommending solutions
In order to attract, manage and retain talented personnel within an
organization Thomas Cook is advised to employ following
practices:
Thomas Cook should lay emphasis on taking feedback from
personnel continuously.
Along with this, manager of Thomas Cook is advised to
undertake effectual leadership style or practices namely
participative.

3.4 Evaluation of the accuracy of research tools and techniques
In order to address concerned research aim and objectives
effectual tools and techniques are adopted by the researcher.
Referring research issue qualitative investigation and thematic
analysis has been applied which helps in analyzing data set
prominently.
However, in the near future researcher can present better view
of investigation by taking into account SPSS tool for data
analysis or evaluation.

REFLECTION
4.1 Value of undertaking this research
The project outcomes have made it significant to conduct the research on
talent management.
The project successfully meets the project outcomes. Initially I thought that
talent management is quite simpler process, however after completion of
this project I have understood that hospitality industries face variety of
challenges in retaining the talented individuals for achieving performance
objectives.
4.2 Performance and learning
 In addition to the valuable outcomes this project has also proved to be
valuable in enhancing my learning.
 I learned project management process and role of cost and time scheduling
in making the project successful

REFERENCES
Al-Lozi, M. S., Almomani, R. Z. Q. and Al-Hawary, S. I. S., 2018. Talent
Management Strategies as a Critical Success Factor for Effectiveness of
Human Resources Information Systems in Commercial Banks Working in
Jordan. Global Journal of Management And Business Research.
Beamond, M. T., Farndale, E. and Härtel, C. E., 2016. MNE translation of
corporate talent management strategies to subsidiaries in emerging
economies. Journal of World Business. 51(4). pp.499-510.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners.
Sage Publications Limited.
Scullion, H. And et.al., 2016. Talent management. Employee Relations.
Ledford, J.R. and Gast, D.L., 2018. Single case research methodology:
Applications in special education and behavioral sciences. Routledge.

Thank You!!!