Change Management and Leadership in Service Sector: A Report

This report examines talent management and leadership within the service sector, focusing on change management strategies and their impact on employee engagement. It explores how leaders and managers can effectively respond to talent management challenges, considering different age profiles and the implementation of change. The report references the Kurt Lewin model for change management, highlighting stages like unfreezing, changing, and refreezing. It also emphasizes the importance of providing training and learning tools to employees. The report concludes by stressing the importance of aligning changes with organizational goals and objectives and the role of leaders in fostering employee engagement through experiential learning and feedback. The report also references the impact of talent management practices and organizational culture on employee engagement.

How Are Leaders and Managers In The Service Sector Responding To Managing Talent Across Different Age Profiles
Compare the and contrast the service sector change management systems that are
available
there are several stages to implement a change. but usually, Kurt Lewin model is used for it. this
is mentioned as below
Unfreezing: this is first step where hotel needs to be engaged in eliminating use of old ways and
should be involved in working in new way. They must also be engaged in analyzing the benefits
of change and leaders need to explain its importance.
Changing - in this leader and manager will be engaged in motivating employees to adopt change.
the training will be provided to them so that it become easy to work in changing environment.
the leaders will engage in communicating with employees by taking their feedback.
Re-Freezing: In this step changes are implemented and workers are being adjusted to it. the
employees get to know about whether the changes were beneficial or not. the efforts must be
made by leaders that changes made up by them are linked with organizational goals and
objectives.
Changes affect management and leadership styles in View of TM Across
Different Age Profiles
Leadership and change management can influence talent across different age
profiles. Both TM practices and organizational culture influence employee
engagement, while perceived organization support indirectly influences employee
engagement. It has been analyzed that while implementing change Royal hotel,
London can retain the talent. it will be beneficial for the growth of firm. It has been
analyzed that leaders must possess appropriate management skills so that the needs
of employees of all age is fulfilled. They need to be engaged in providing them with
appropriate learning tools so that talent can be preserved and also it will assist them
in adjusting to the change.
Evaluate how change management and leadership skills in the service sector has been
responded to using Talent Management
Change management and leadership skills in hotel has made use of TM so that they can be
engaged in achieving goals and objectives. In this leaders needs to be involved in motivating the
employees to make use of experiential learning. Engaging in activities will help the company in
developing talent and will help in growing and enhancing the productivity of hotel.
References
Meyers, M.C. and Dries, N., 2020. HR managers’ talent philosophies: prevalence and
relationships with perceived talent management practices. The International Journal of
Human Resource Management, 31(4), pp.562-588..
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: context
matters.