Research Project: Talent Management Strategies at the Hilton Hotel

This research project examines talent management practices at the Hilton Hotel, employing both primary and secondary research methodologies. The project includes data collection through questionnaires and analysis of employee perspectives on talent management, including their familiarity with the concept, and the role of leadership. The data analysis reveals insights into employee experiences, challenges faced by the hotel, and the impact of factors like training on talent retention. The project explores the importance of ethical considerations, reliability, and validity in research. The findings highlight the significance of talent management in the hospitality sector, emphasizing the role of training, and leadership in fostering a positive work environment and addressing challenges like staff retention. The project concludes with recommendations for improving talent management strategies at the Hilton Hotel, based on the research findings.

RESEARCH PROJECT

Table of Contents
LO 2.................................................................................................................................................3
P 3 Primary and secondary research...........................................................................................3
P 4 Data Analysis........................................................................................................................4
LO 3...............................................................................................................................................12
P 5 CONCLUSION and recommendation................................................................................12
LO 4...............................................................................................................................................14
P 6 Reflection............................................................................................................................14
P 7 Alternative research methodology......................................................................................14
REFERENCES..............................................................................................................................16
APPENDIX....................................................................................................................................17
Questionnaire............................................................................................................................17

LO 2
P 3 Primary and secondary research
Data collection:
Data collection refers to the process of gathering or collecting information from various
sources. Through this manner it helps in determining the accurate information from two methods
primary methods or secondary method (Kumar, 2019). In respect of conducting this research, it
is necessary that both method are to be undertaken to collect the data from various sources.
Primary method:
Primary method is mainly adapted in case of collecting the original information. In this research,
primary method is used by the researcher from first-hand sources such as by conducting
questionnaire, they can gather information which are original and not used by any of the authors.
The advantages of preferring the primary method is that it provides more relevant data as
the research is conducted through choosing the questionnaire procedure. Through conducting the
primary methods, it does not require the extra caution during conducting the research. Through
choosing the primary methods, it helps in depicts the data in better manner (Fletcher, 2017). As it
can be undertaken through the form of images or charts which easily represent the data in
accurate manner and also provide relevant information.
The disadvantages of choosing the primary data is that it is the time-consuming concept
as it require lot of time to collect and interpret the data. In respective of cost, it requires lot of
cost to conduct the research through primary form. As every situation is not same and also it is
not necessary that data is to be easily collected through primary methods. Thus, it is difficult in
some situation to interpret the original information to gather relevant data. The researcher had to
carry the adequate skills to interpret the information, as it requires wider knowledges in every
field to collect the original information.
Secondary method:
Secondary method refers to such data which is collected by other researcher and not the
users. The researcher can collect the secondary data from magazine or journals or articles or any
other secondary method. The merits of secondary method is that it carries to be time-consuming
method which saves time through collecting data from articles. As the data can be easily
accessible which results in presenting the data in better format (Mohajan, 2018). Through

preferring the secondary data, it results in reanalysing the information which results in
discovering new information.
The limitation of the secondary method is that sometimes it provides the information
which is not appropriate, thus results in bringing wrong interpretation. The quality and
usefulness of data is not necessary to be useful, thus by taking data from secondary method
results in lack of control over using such data.
Ethical consideration:
It refers to the values and norms which is to be carried by the researcher during
conducting the research. Ethics are the standards which the researcher had to follow during
interacting with other or also gathering information from various sources (Baldwin and et.al.,
2018). In this research, ethics are to be maintained in respect of carrying the consent form which
is to be signed by the employees of the Hilton hotel as without their consent the information is
not disclosed in the research. The questionnaire which they are raising also not affects the
liability of the person either mentally or physically. In respect of gathering the information from
any restricted places or areas where government carries strict norms to not enter such places, in
such manner ethics is to be maintained through taking permission from the government before
entering into any premises (Thomas, 2019).
Reliability and validity of the research:
This both methods are adapted in respect of determining the quality of the research. In
case of reliability, it indicates the stability and consistency of the results. If the results are same
after conducting the research for the numerous times, then it indicates that the information are
reliable and can be used in the research (Mohajan, 2017). In case of validity, it indicates the
accuracy of the method which results in providing the valid information. In research method,
validity applied in case of research designs and data collection method which reflects the finding
of the data which helps in managing the information in right manner. In case of applying the
qualitative method in which the questionnaire is raised through interpreting the results to get
more valid information (Simon and Goes, 2016).
P 4 Data Analysis
Theme 1: Time duration working in the Hilton hotel
Particulars Respondents % of respondents

Below 2 years 2 10.00%
2-5 years 3 15.00%
5-7 years 12 60.00%
Above 7 years 3 15.00%
Total 20 100.00%
Below 2 years 2-5 years 5-7 years Above 7 years
0
0.1
0.2
0.3
0.4
0.5
0.6
10.00%
15.00%
60.00%
15.00%
% of respondents
Interpretation: From this stated graph, it represents that most of the employees are
engaged in the Hilton hotel for the time period of 5 to 7 years. Thus, through this manner, they
are familiar with the usefulness of managing the talent at work place. It is also discussed in the
literature review that through adapting the talent management it results in enhancing the goal and
objectives in better way. In respect of carrying experiences at work place, they are familiar with
the hotel working and also bring innovative talent to regain the interest of customer towards the
hotels and sustaining them for longer time period.
Theme 2: Familiar with the concept “talent management”
Particulars Respondents % of respondents
Yes 16 80.00%

No 1 5.00%
May be 3 15.00%
Total 20 100.00%
80.00%
5.00%
15.00%
Yes
No
May be
Interpretation: By reflecting the matter through this graph, most of the employees are
familiar with the concept of the talent management as they feel that it is necessary for the hotel to
recruit the right person which can attain the task in right way. It is necessary that person must be
skilled and knowledgeable to accomplish the task in different way to gain the interest of the
customer for longer way. The main role of managing the talent of the employees is to be
committed by the HR team so that they can improve the performances of the hotel through
recruiting the efficient employees. It is also discussed in the literature review that talent
management is necessary in the business so that they can bring new and innovative ideas and
also provide the flexibility to the employees (Makarem, Metcalfe and Afiouni, 2019).
Theme 3: Concept of talent management
Particulars Respondents % of respondents
Managing the skills 1 5.00%
Hiring the efficient employees 1 5.00%

Planning to retain their interest 3 15.00%
All of the above 15 75.00%
Total 20 100.00%
Managing the skills
Hiring the efficient employees
Planning to retain their interest
All of the above
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
5.00% 5.00%
15.00%
75.00%
% of respondents
Interpretation: From the above analysis it has been represented as per the respondent's
concept of talent management is reflected as managing the skills of an employee, hiring the best
candidate, planning for retaining an interest of employees within the workplace. Majority of the
participants stated that by managing skills of staff, recruiting talented employees and Planning
effective strategies for retaining the interest of an employee within the firm. It is very important
for the company to understand the concept in relation to talent management as it helps the firm in
achieving growing success through managing skills and inducing an employee to perform to
their best potential and abilities.
Theme 4: Talent management is needed in the hotel
Particulars Respondents % of respondents
Yes 17 85.00%
No 1 5.00%
May be 2 10.00%

Total 20 100.00%
85.00%
5.00%10.00%
Yes
No
May be
Interpretation: The above analysis shows that majority of the respondents reflects that
talent management is essential for all the organization that are operating its business in
hospitality sector. This is because talent management helps in recruiting, developing and
retaining the best talent within the work environment so that an entity could attain its goals
effectively and efficiently. It is required for establishing high performance staff or the workforce
and attracting an individual with higher potential and in retaining them through appropriate
training and development.
Theme 5: Role of leaders is important in respect of managing the different talents engraved in
people in hotel
Particulars Respondents % of respondents
Yes 16 80.00%
Neutral 2 10.00%
No 2 10.00%
Total 20 100.00%

80.00%
10.00%
10.00%
Yes
Neutral
No
Interpretation: The diagram and table indicates that most of the participants believes that
leaders plays an important role in managing the talent within the company. Leaders are counted
as main people in talent management as they are responsible in planning for manpower with
reduced cost and time. Leader makes a plan in such a way that improves an productivity and
creates a level of satisfaction among employees. Leader plays an essential role in guiding and
instructing the subordinates in context of hiring the best candidate and motivating the existing
workforce in order to retain them for longer period.
Theme 6: Factors that are implied in the hospitality segment relating to the talent
management
Particulars Respondents % of respondents
Training 14 70.00%
Flexibility at work place 1 5.00%
Providing basic amenities 2 10.00%
All of the above 3 15.00%
Total 20 100.00%

Training
Flexibility at work place
Providing basic amenities
All of the above
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
70.00%
5.00%
10.00%
15.00%
% of respondents
Interpretation: The assessment indicates that training is the main factor in the hospitality
segment in regard to talent management. It has been analysed that talent management emphasize
on the competitive HR talent as a most crucial source of an enterprise. As training is one of the
major practice of an HR, therefore, in hotel industry training is the main practice that is
conducted for managing the talent at the workplace. In hospitality sector, training is been given
in various aspects like greeting the customers, room service, food serving, room cleaning, taking
orders etc. As the matter is discussed in the secondary sources that the by providing training to
the employees resulting in retaining the interest of the employees at work place for longer way
(Bagheri and et.al., 2020). In case of hotel industry, the outside training resulting in gaining
major advantages to the employees as it helps them in developing their skills and capacity to
attain the task in right manner.
Theme 7: Major challenges faced by the company in managing the talent management
Particulars Respondents % of respondents
Staff retention 16 80.00%
Career development 1 5.00%

Turnover rate of Labour 1 5.00%
Ineffective performances 2 10.00%
Total 20 100.00%
Staff retention
Career development
Turnover rate of Labour
Ineffective performances
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
80.00%
5.00% 5.00%
10.00%
% of respondents
Interpretation: The above evaluation depicts that majority of the participants stated that
staff retention is main challenge that is been faced by an organization while managing talent. At
the time when the firm focuses on reducing the overheads of an employees and sacking those
who are not essential in short run, it spreads demotivation among existing employees. Therefore,
it is essential in maintaining psychological contract with the employees who had been fired and
who have remained or retained. Making investment on the people development in the crisis is
considered as best thing for company in retailing suitable talent. It is also mentioned in the
literature review that the challenges which the company are facing is relating to staff retention
(Thunnissen, 2016). As every person had different perspective of presenting the views and
thoughts, thus it is difficult to manage their views and ideas in single matters.
Theme 8: Employee turnover results in affecting the reputation of the hotel
Particulars Respondents % of respondents
Strongly agree 12 60.00%

Agree 3 15.00%
Neutral 1 5.00%
Strongly disagree 1 5.00%
disagree 3 15.00%
Total 20 100.00%
Strongly agree Agree Neutral Strongly disagree disagree
0
0.1
0.2
0.3
0.4
0.5
0.6
60.00%
15.00%
5.00% 5.00%
15.00%
% of respondents
Interpretation: The above assessment shows that majority of the respondents strongly
agrees that employee turnover leads to impact brand reputation of hotel. High rate of turnover in
an enterprise reflects that employees are not satisfied with the work and are not interested in
doing the job. This in turn affects the productivity and profitability of the company adversely
which results in affecting the brand image of the company in the overall market and industry.
LO 3
P 5 CONCLUSION and recommendation
Conclusion
From the above report it has been concluded that talent management poses a greater
implication in the hospitality sector in terms of smooth functioning and challenges. It is

considered as the process by which an entity develops and determines the talented people who
has a positive impact on their respective firm. Talent management has become a crucial element
of HRM, strategies for TM is been created in line with specific structure and requirement of
business. It helps the company in improving its performance in driving for competitiveness and
the productivity. Highly trained staff is seen as key component in satisfying tourist demand in a
fiercely tourism environment. Moreover, Talent management is considered as the challenging
task, specifically in hospitality industry reflecting the problems that are faced by the managers in
hotels. Various challenges that are associated with talent management includes retention of staff,
career development and attraction. Such issues or problems are identified as the biggest
challenge for a hospitality industry, so it is critical for an enterprise to emphasize on taking the
corrective measures in overcoming challenges associated with TM. There are many other types
of challenges faced in managing talent includes high labour turnover rate, leadership and demand
or supply. Thus, managing talent seems as the difficult task for the company. But in respect of
talent management, it is necessary that company must adapt various factors which results in
increasing the talent in the company and also gain major advantages which results in increasing
the sales and retention power among employees.
Recommendation
In respect of adapting the most appropriate strategies regrading managing and improving
the talent in the Hilton hotel is that:
 By applying the cogent policy during the time of recruiting the employees. As through
this perceptive, it results in getting the skilled and trained person and also adequate
policies are to be discussed during the time of recruiting such employees. As it is
necessary that they must be familiar with the work and also the field in which they are
working. Through this manner, it results in retaining their interest towards the business
and also helping them to take the right decisions.
 As talent can be managed, if the company changes the policies regarding providing
training to them. In such manner, outdoor training is more beneficial to employees as it
results in enhancing the communication skills of the employees and also they can bring
new techniques to attain the work in productive way (The New rules of talent
management, 2020). Training is must in the hotel and also it builds the confidences of the

employees to attain the task individually and liable to face any risk and resolve it in better
way.
 It is necessary that the employees interest are retained at the work place and this can be
attained through providing the rewards and achievement to the employees for committing
quality work. This results in motivating other employees to produce more quality work
and also gain advantages which is provided by the company. Through this manner, it
results in managing different culture of employees in single platform and also motivate
the team member to work in a team.
LO 4
P 6 Reflection
From this above study, I learn so many things which helps me in carrying the research
work in better manner. I find that to choose any topic, it is necessary that adequate research is
conducted and also examined the latest trends which are emerging in country. Thus, in context of
choosing this topic talent management helps me in determining the ways to improve the talent in
the hospitality sectors. The another things which is learned is to examine the thought and ideas
which is presented by the other authors in pertaining to this similar topic. As every author had
different perspective of presenting the topic and thus it's quite interesting to read and understand
their views on this particular topic. To conduct the research, the biggest challenge which I faced
is relating to interpreting the data. As every employee had different perspective of sharing their
views, thus challenges occurs in respect of collecting the right information.
By this research, I develop the learning skill and also the ideas to interpret the
information to provide accurate results. Through this manner, it results in providing benefit
regarding interacting with person and also gather relevant matter to make the research more
authentic. During this research, the challenges which I faced is relating to time boundation. As
data collection requires lot of time but the time which I set is not appropriate to gather more
information, thus in these aspects I feel that due to less time, I not gather more information. The
positive thing which I carried during the research is that support from family and friends in every
step. As through their guidance and financial help, I able to complete the research within the set
time period.

In respect of conducting the research in the future, the major thing which I kept in mind is
relating to the coordinating with the tutors once I complete every stage. Through this manner, I
can make changes within the set time period and also amend the things which is guided by the
tutor. Through this aspect, it makes the research work more authentic and different from others.
P 7 Alternative research methodology
By conducting the research, I feel that various methods are to be changed regarding
conducting the research. As qualitative method is used, in which the questionnaire procedure is
adapted regarding raise question. By choosing this method, I feel that lot of skills is required to
interpret the accurate information. In context of this method, I examined that by adapting the
quantitative method, the data is to be presented in the statistical way. This can be undertaken
through conducting survey or interview method in which the accurate decision is given by the
employees which they feel about the particular topic. I learned from my previous research that by
choosing random sampling resulting in making the research work easier but by applying the
probabilistic sampling, it helps in interpreting the views of the employees in better way.
I find that positivism methods is based on the experiment or the statistics which helps in
getting the authentic data within less time period. Thus, I realized that I faced issues relating to
the time boundation and thus if I use this method, it results in saving the time and also
completing the research within the set time period. In data collection method, both the method
are used to gather more relevant data but I feel that by choosing the primary method, helps in
enhancing the skills through gathering the original information. This reflects the research with
true information and also helps other authors to use this information to bring new and useful
changes.

REFERENCES
Books and Journals
Bagheri, M. and et.al., 2020. Talent Management in the Tourism and Hospitality Industry:
Evidence from Iran. Anatolia. pp.1-11.
Baldwin, J. and et.al., 2018. Towards a social media research methodology: Defining approaches
and ethical concerns. International journal on advances in life sciences. 10.
Fletcher, A. J., 2017. Applying critical realism in qualitative research: methodology meets
method. International journal of social research methodology. 20(2). pp.181-194.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage Publications
Limited.
Makarem, Y., Metcalfe, B. D. and Afiouni, F., 2019. A feminist poststructuralist critique of talent
management: Toward a more gender sensitive body of knowledge. BRQ Business Research
Quarterly. 22(3). pp.181-193.
Mohajan, H. K., 2017. Two criteria for good measurements in research: Validity and
reliability. Annals of Spiru Haret University. Economic Series. 17(4). pp.59-82.
Mohajan, H. K., 2018. Qualitative research methodology in social sciences and related
subjects. Journal of Economic Development, Environment and People. 7(1). pp.23-48.
Simon, M. and Goes, J., 2016. Reliability and validity in qualitative studies. Retrieved from.
Thomas, L., 2019. Risk Taking in Public Spaces: Ethical Considerations of Self-Study Research.
In Ethics, Self-Study Research Methodology and Teacher Education. (pp. 153-164).
Springer, Singapore.
Thunnissen, M., 2016. Talent management: For what, how and how well? An empirical
exploration of talent management in practice. Employee Relations. 38(1). pp.57-72.
Online
The New rules of talent management. 2020. [Online]. Available through:
<https://hbr.org/2018/03/the-new-rules-of-talent-management>.

APPENDIX
Questionnaire
Name:
Age:
Gender:
Q1) How long you are working in the Hilton hotel?
 Below 2 years
 2-5 years
 5-7 years
 Above 7 years
Q2) Are you familiar with the concept “talent management”?
 Yes
 No
 May be
Q3) According to you, what is the talent management?
 Managing the skills
 Hiring the efficient employees
 Planning to retain their interest
 All of above
Q4) Do you agree that talent management is needed in the hotel?
 Yes
 No
 May be
Q5) Is the role of leaders is important in respect of managing the different talents engraved in
people in hotel?
 Yes
 Neutral
 No
Q6) What are the factors you feel are implied in the hospitality segment relating to the talent
management?

 Training
 Flexibility at work place
 Providing basic amenities
 All of the above
Q7) What according to you are the major challenges faced by the company in managing the
talent management?
 Staff retention
 Career development
 Turnover rate of Labour
 Ineffective performances
Q8) Do you agree that employee turnover results in affecting the reputation of the hotel?
 Strongly agree
 Agree
 Neutral
 Strongly disagree
 disagree
Q9) What according to you is the best strategies for improving and managing talent in hotels?
…...........................