Employee Engagement in Talent Management: A Study on Rosewood Hotel

This report examines employee engagement and talent management within Rosewood London, a 5-star hotel. It identifies the significance of employee engagement in the hospitality industry, analyzing factors affecting talent management and employee satisfaction. The report reviews literature on employee turnover, motivation, and the role of human resources. It recommends strategies to improve employee retention, including rewards, promotions, and improved communication, drawing on primary research methods. The study aims to understand the conceptual framework of employee engagement, its relationship to talent management, and factors influencing these aspects within the organization. The report highlights the importance of addressing internal factors and employee needs to foster a positive work environment and enhance overall organizational success. The report also compares Rosewood's practices with competitors like Ritz and Hilton, providing a comprehensive analysis of the subject.

PERSONEL
RECOURCING AND
DEVELOPMENT

Contents
INTRODUCTION...........................................................................................................................3
LITERATURE REVIEW................................................................................................................4
RECOMMANDATION..................................................................................................................6
PRIMARY RESEARCH METHODS.............................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Rosewood London is located on the 252 High Holborn in the Convent Garden neighborhood
of the West End. It is a 5-star hotel but there are few drawbacks in the internal factor of the hotel
which will be discussed in the further report. The building of Rosewood London was built long
back but it was taken over by Rosewood London in 2013. Rosewood is very popular and is using
the right methods and strategies for making a gain in the market which is very important.
Talent management is a process which includes managing and leading of the people of the
organization in the right direction so that the company can reach their objectives and goals.
Rosewood is not being able to manage the talents of the employees well that is why the company
is going good on the outside but not from the inside because the employees are not being
satisfied with the kind of work they are doing.
Employee engagement is also missing in the hotel of Rosewood London because they are
not feel motivated because of the kind of work they are doing in the hotel and also because they
are not getting flexibility from the hotels side. It is very important for the employees to get
flexibility in a hotel; industry because this industry is making the employees work very hard and
that factor is making the employees demand for at least something out of the company. The
human resource department is responsible for the right skilled employees to the right department
but the company is trying to save cost on the wages of the employees and they are spending on
the training and development department so that the employees they are hiring can be trained
accordingly and they could meet the standards of the company.
Aim
“To identify significance of employee engagement in managing talent at workplace: A study on
Rosewood Hotel”
Objectives
· To understand conceptual framework of employee engagement
· To explain relationship between engagement of workers and managing talent in hotel
· To describe factors that affect talent management and employee engagement in the organization

Rationale
I have taken this topic because I wanted to understand the talent management and
employment engagement in the hospitality industry. The employees with good skills and
employees who are loyal to the company will make a company work really well and I wanted to
analyze that factor.
LITERATURE REVIEW
As per the view of (Bennett, 2017) Rosewood London is having a high turnover of
employees because they are not providing the employees with the right environment of work and
the skills of the employees are not up to the mark. The company has a good standard of their own
and the company can do way better than what they are going right now. The hotel is a 5-Star
hotel but still they are not being able to meet the needs of the employees because the company is
only focused on making the customers satisfied and they are not focused on the employee’s turn
over (Ali and et.al., 2018). It is very important for Rosewood to have the life-long employee’s in
the company so that the standards of the company can be maintained and the company will be
able to make the customers satisfied and not just that but also make the employees stay in the
company for longer. The employees should have some kind of motivation so that they would
want to stay in the company for a life-long. People who are working in this company will have a
lot of skills and that will make the company get the right service because of the experience an
employee holds after working in the company for so long.
In accordance with (Everitt and et.al., 2018) the company is not being able to make the
employees stay in the company. According to Maslow’s hierarchy of needs, the company
management can understand the needs of the customers and the employees who are working in
the company and to make the employees stay in the company the management will have to take
steps so that they can fulfil the needs of the employees so that the employee’s stay in the
company for a longer run. The five levels of Maslow’s needs are physiological needs, safety
needs, love and belonging, esteem and self-actualization (McCredie 2017). It is very important
for the management to provide the employees with these needs so that the turn-over of the
employees can be reduced. The company is not being able to meet the needs and wants of the
employees which is very important and if the company meets those needs then the company will

be able to have the right employees in the company which will be very beneficial for the
company.
In view of (Hughes, Kinder and Cooper, 2019) there is another way the company can keep
the employees working for a longer run by making the sense of motivation in the employees
increase. There should be reward and appraisals which should be added in the company so that
the employees feel like they want to stay in the company. The employees are working too hard
and in return they are getting very little which is the main reason because of which the
employees are leaving the company and that is that the company will have to improve the
methods of the human resource of the company change. The human resource should make sure
that they are not just having a control on the employees and checking on them if they are doing
the work in the company properly and following the code of conduct but now the human
resource department will have to make the employees get motivated for the kind of hard work
they are putting for the organization (Fowler, 2016). The human resource department will have
to get in employees who are skilled so that the company can meet the standards of the company
because the expectations of the customers is too high with this particular company because they
are taking high prices and they are not providing the right services which is exactly why the
company is having a little customer’s feedback issues.
In opinion of (Tansley, Hafermalz and Dery, 2016) there is a limited employee in the
organization but still the company is doing very well and that is a very good advantage if the
company. But because of the limitation the company is not doing so good because it is putting a
lot of pressure of the limited employees who are still working in the company. Ritz hotel is doing
very well in this aspect because they are making the employees get what they want because that
company has understood the needs of the employees and also understood that the company will
not be able to work if they did not have the right skilled employees in the company. Ritz Hotel
can be a great competition for the company because they are working on their skilled employees
and their services to come in the competition with Rosewood Hotel. Hilton London is also a very
good hotel and is in fact better in the talent management and employee engagement but they are
still not doing great because there is no flexibility for the employees but the turnover in this hotel
is way less then Rosewood Hotel because they are motivating the employees in the right way so
that the hotel can do way better (Garavan, 2016).

RECOMMANDATION
Rosewood Hotel is the best in town and the company should work on the internal factors as
they are turning out to be negative for the company for a longer run and that will not let the
company grow but instead fall in the future. The company will have to find out better ways to
make the employees want to stay in the company so that the company will be able to make better
profits and that is very important because profits can make the development of the company and
expansion can take place in the company (Laybats and Chapman, 2016).
It is very important for the employees to have the right skills when they are working with
Rosewood company because it is a five-star hotel and that is a very good image of the company
in the market. The employees of Rosewood are looking forward for changes which can be got in
from the human resource department and that is very important because the employees are all
wanting to shift from the company. Human resource is the building gap between the employees
and the management of the company and the human resource will have to start making decisions
in the meeting with the management which should be in favour of the employees so that the
company’s employees feel wanted in the company. There should be rewards which should be
given to the employees who are staying in the company from a long time and the company
should also appreciate those who have putting in extra efforts to satisfy the needs and wants of
the employees (Jackson, 2015).
The human resource should make sure that the new employees who are coming in the
company are being able to settle in the company well and the environment of the work place is
maintained. There should be friendly environment in the work place and that is very important
because that will make the employees feel like they want to come to the hotel to come and work
more and more and they will give their best in the company. The employees who are coming in
the company is through the human resource department so the human resource department must
make sure that they are having the right skills and the right communication in the industry so that
they can grow and make the other employees in the organization grow with them. The company
should get in experienced employees as well because that will make the other employees
motivated and learn a lot from the employees who has experience in this field and that will be
really beneficial for the company.
There are not just goals and objectives of the company that the employees have to follow but
they have their own personal aims and objectives of life which they want to achieve and if the

company is not supporting or encouraging the employee the right way then the company will not
be able to grow and not even the individuals in the company (Boland and et.al., 2017). There
should also be promotions which should be given to the employees which they deserve so that
they feel motivated to get the work done of the company and the company will be able to achieve
their aims. There should be incentives which should be added to the wages of the employees who
are working hard this is another way through which the company can motivate the employees
and this is a very important factor for the employees because they are working for promotions
and more wages. There should a clear communication and the employees must understand and
respect the values of the organization so that they all are working in the same direction. The
communication gaps in Rosewood should increase.
PRIMARY RESEARCH METHODS
There are a lot of advantages of collecting the data from the resources directly because they
are more trustworthy and will make the company get a better analysis so that they can make the
changes in the company accordingly. It is very important for any company to get in the changes
so that they can make the company work efficiently and they can give the best of services to the
customers and satisfy them completely (Taylor, 2016). If there is primary research used in
Rosewood Hotel, then they will be able to not just analysis themselves with the other hotels but
also find out as to which are the points the company will have to improve up on so that they can
make the internal factors of the company be as good as the customers see it in the external
environment. The turnover of the employees can also be improved which will be a very good
sign for the company and make a lot of profit in the market.

REFERENCES
Books and Journals
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development: a case analysis of cobalt.
Bennett, B., 2017. Self Managed Learning and Continuing Professional Development. In Self
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Boland, K and et.al., 2017. Home enteral nutrition recipients: patient perspectives on training,
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Everitt, J and et.al., 2018. Personal guidance: What works?.
Fowler, A., 2016. Non-governmental development organisations’ sustainability, partnership, and
resourcing: futuristic reflections on a problematic trialogue. Development in Practice.
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Garavan, T., 2016. Management development. In Encyclopedia of Human Resource
Management. Edward Elgar Publishing Limited.
Hughes, R., Kinder, A. and Cooper, C.L., 2019. Personal Fulfilment, Satisfaction and Purpose.
In The Wellbeing Workout (pp. 243-247). Palgrave Macmillan, Cham.
Jackson, D., 2015. Employability skill development in work-integrated learning: Barriers and
best practice. Studies in Higher Education. 40(2). pp.350-367.
Laybats, C. and Chapman, D., 2016. Career management and development, where to go when
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McCredie, H., 2017. Improving Managerial Talent: Practical Psychology for Human Resourcing
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Tansley, C., Hafermalz, E. and Dery, K., 2016. Talent development gamification in talent
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Taylor, S., 2016. Resourcing. In Encyclopedia of Human Resource Management. Edward Elgar
Publishing Limited.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.