Talent Management and Its Impact on Firm Performance: TUI

This research report investigates the critical role of talent management in enhancing organizational performance, with a specific focus on TUI, a major player in the tourism industry. The introduction defines talent management as a comprehensive approach to employee engagement and retention, crucial for achieving business goals and competitive advantage. The study explores the concept of talent management, its importance, challenges, and strategies for improvement. The literature review delves into the concept of talent management, highlighting its significance in attracting, recruiting, and retaining skilled workforces, especially in the context of the hospitality sector. The report identifies key challenges, such as labor turnover and leadership development, and proposes strategies to improve talent management, including fostering a healthy work environment, providing rewards and recognition, and offering effective training programs. The research aims to provide insights into how TUI and other organizations in the tourism industry can optimize their talent management practices to drive performance and achieve sustainable success.

Research Project
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Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1 Producing a research proposal with research questions and supported by literature review. 3
LITERATURE REVIEW................................................................................................................4
P 2 Examination of research methodologies...............................................................................8
Research methodologies..................................................................................................................8
REFERENCES..............................................................................................................................11
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TOPIC: Talent management and their impacts on an organization performance.
INTRODUCTION
Talent management can be defined as a procedure and combination of all those activities which
engage employees and make them able to retain them within an organization for the long run
(Noe and et.al., 2017). improves business value and which make companies able to accomplish
their goals. It is not about only managing human resources but also attracts, recruit, select and
retain the skilled and the best talent within an environment. An effective talent management is
called the main key of the success of
Background of the study
This present study is based on TUI that is a world’ largest charter airline which offers
scheduled and charter flights from UK. It is estimated that approximate 11.2 million passengers
made it the 3rd largest UK airline by number of passengers. This company was founded in the
year of 1962. This is mainly known for its qualitative travel related services. In the context of
this company it can be say that an effective management of talent played a vital role in
accomplishing goals of an organization. It provides flight and other service on cheap price which
is the main strategy and tool for its success.
This research study will show about importance of talent management for TUI. It helps
organizations to accomplish their pre determined organizational goals and increase overall
productivity. It also helps them in identifying the interrelationship with employee engagement
and an effective talent management. Further, this research will also identify some ways of more
improving talent management for TUI by which they can become the market leader and can take
competitive advantages. It will also show steps involved in research methodologies which plays
an important role in research proposal. Data collection and analysis of all those information’s
also plays a vital role in completing research successful.
LO 1
P1 Producing a research proposal with research questions and supported by literature review
Aims and Objectives
Aim
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“To identify the importance of talent management on firm’s performance and
employee engagement. A case study on TUI”
Objectives:
 To identify the main concept and meaning of talent management.
 To identify impacts and scope of talent management on performance of tourism sector.
 To recognize some challenges of talent management by......
 To recommend some ways and strategies of improving talent management and create
higher performing workforce in travel and tourism industry.
Research Questions:
1. What is the main concept of talent management?
2. What are some impacts and importance of talent management on firm’s performance?
3. What are some challenges faced by ....in talent management?
4. What are some strategies of creating higher performing workforce in tourism sector?
Rationale:
Travel and tourism sector is all about satisfying their customers and employees. Talent
management is the main key of accomplishing goals of travel and tourism industry. The main
reason of selecting this topic is to getting some ways that can help an organization for being in a
competition. Talent management is a wide topic so it can be useful and beneficial at both
academic and commercial level. Students can enhance their knowledge and know all details
about skills which are important to manage talent in an effective manner. It is also helpful at
commercial and business level which can help organizations of travel and tourism industry to get
each and every detail of talent management by which they can survive in this competitive
market.
Research problem:
While conducting research there are several type of problem have to face by researcher. For
this research shortage of time and lack of sources of finance. Due to external factors like climte
and weather changes, researcher face some problems. The other main problem is select people
for getting information’s related to the topic.
LITERATURE REVIEW
Theme 1: Concept of talent management
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According to the McDonnell and et.al., (2017) talent management i all about managing
human resources of an organization in an effective manner. It includes make a planning for
human capital and all resources to meet the organizations goals. The main aim of talent
management is to develop new as well as existing employees via the framework of interviews
and a great integration into an organization’s culture. Talent has always been an important part
but now needs to become an inseparable part of business strategy on a par with technology.
Talent do not only increase revenue of an organization but also makes a pool of skilled
workforce within an organization which makes a learning working environment.
As per the view of Scullion and et.al., (2016) the main aim of talent management is to make sure
that employees at all levels uncover as well as unleash their skills and potential in order to create
more value to the company. It is called the main tool and strategy of an organization that make
them able to retain their topmost skilled as well as talented workforce which can help them in
making themselves differ from competitors. This process of talent management includes
recruitment planning, job description development, training to employee, promotion, feedbacks
from them, motivating and terminating by choice of employees or cause by employers. By
following each step from planning to transition, TUI and other companies of travel and tourism
can take all benefits of talent management.
Theme 2; Importance of an effective talent management
It is also stated that hospitality sectors and mainly travel and tourism industry find difficulties in
getting skilled workforce. The main reason of this is it is seasonal sector and also has a poor
reputation as a source of permanent employment. It also pays lower than other industry, has anti
social working hours, so talent management is considered the key of service quality, customers
loyalty and organizational performance. As per the views of Cascio and Boudreau, (2016) Talent
management plays a strategic role in this case and the success of travel and tourism industry. It is
also said that talent in travel and tourism industry improve productivity and quality of services.
By getting skilled workforce and attracting them, TUI can make its service and working
environment more innovative.
When different skilled workforce meet at a one place and when they work in a group then they
are more likely to work effectively. There are few chances left to commit mistakes in a project.
By giving qualitative work to customers they can retain their potential customers within it.
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Satisfied customers help the company in promoting their services by mouth publicity. So, it can
be said that employees play key role in achieving company’s vision and objectives. Due to
advanced technology, several companies of travel and tourism industry making their products
more innovative and creative. It is increasing competition among existing players and for
becoming in the competition it is important for TUI to adopt some ways of this. An effective
management like attracting skilled workforce, training to them, motivate them and retaining
them is the main tool by which TUI makes its service innovative and competitive. So, it can be
said that talent management plays a vital role Taylor, (2018).
Theme 3: Challenges in talent management
According to the Tafti, Mahmoudsalehi and Amiri, (2017) travel and tourism industry has
to face several problems related to talent management, the main problem related to attracting and
career development of staff. In the context of these sector customers expects high qualitative
service and it makes employees intensive nature. Some other reasons related to talent
management is lack of talent management practices and strategies to attract and develop career
of employees. Attraction, retention of skilled workforce is lower in travel industry because this
industry does not focus on employees and do not pay them according to their performance. So, it
is important for TUI to implement and develop talent management approaches that are
employees cantered.
Hejase and et.al., (2016) argued and said that labour turnover is the main challenge which
travel and tourism industry face. The main reason of this increasing turnover in hospitality sector
is long working hours and stressful environment. Due to high turnover, TUI has to invest in
training and development programs and recruitment process. It can increase their overall
operational cost which can become the reason of their decreased revenue and sales. Replacing
employee also is an expensive and time consuming process that can lead to lower overall
productivity of the firm. So, it can be said that labour turnover is the main challenge and problem
which travel and tourism industry is facing.
In addition, it is also stated by Hejase and et.al., (2016) that leadership development is
other main challenge which TUI and travel industry is facing. Leadership development seems the
main key of an organizational success because it is mainly responsible for developing employees
and motivates them towards accomplishing company’s goals. There are several reasons of these
problems and lack of a talent strategy, which effectively stunts the growth and development of
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key management and leadership skills in the workforce. Some firms including TUI is now more
investing in leadership and management development for achieving their goals.
Theme 4: Strategies to improve talent management
There are different ways and strategies of improving talent management which were supported
by different authors. Strategies are being adopted and developed for satisfying employees and
customers. It needs to be made according to their needs and preferences. According to the
Saddozai and et.al., (2017) It can be said that job satisfaction is highly important among different
age group and culture of employees, so TUI mainly focus on creating a healthy working
environment. Ineffective working environment is called the main reason of labour turnover in
travel and tourism industry. By ensuring them that they are in a healthy, safe and positive
working environment, they can engage talent and skilled workforce. When employees feel
healthier and safe at working environment then they are more likely to remain engage,
productive and loyal with the company. For supporting this view Kundu and Lata, (2017) also
stated that employees spent a lot of their time at work and if it is somewhere they feel secure
then they work harder which can be beneficial for employees and employers as well. Effective
working environment does not include safety but it also means to having friendly environment.
Employees need someone with whom they can perform effectively share any things related to
their work. By having friendly environment, they can put extra efforts and even give extra
working hours to the company.
Schlechter, Thompson and Bussin, (2015) stated that rewards, recognition, effective salary is the
main strategy and way of managing talent within an organization. It is already stated that lower
pay and lack of motivation is the main reason of retention of employees in travel and tourism
industry. Rewards and recognition is called effective motivators that motivate employees for
working towards accomplishing organizational goals. When employers appreciate and celebrate
employees success in front of other then they feel respected and valued. It pushes them to work
harder and productively.
Kulkarni and Scullion, (2015) argued and said that training is the main and an effective
tool by which TUI can attract, recruit and retain skilled employee within the company. Most of
the employees do not have proper knowledge of the company and lack in some skills. By getting
effective training they can strengthen their skills which required to perform job role of the
company. When they feel that they can perform any type of work then it boosts their morale and
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feel self satisfied. Self esteem and morale plays a vital role in retaining employee within an
organization for the long run. So, it can be said that by implementing an effective strategy and
using ways of an effective talent management, TUI can engage its skilled employees and retain
them within the company for the long run.
P 2 Examination of research methodologies
Research methodologies
Research methodologies plays a vital role in making the research successful. It includes
several elements such as research types, designs, research approach, research philosophies and
data collection. By following each step of research methodology, a research can complete its
proposal for further research. The selection of research type, approaches and philosophy plays an
important role and a critical part of research. Some elements of research methodologies are
described as follows:
Research types
It is called the first and an important t part of research. Selecting the type of research make the
research successful. There are mainly 2 types of research such as qualitative and quantitative.
Quantitative types is all about quantities and gather information’s in numbers or numerical data.
Countable data are called quantitative data. The main aim of selecting this type of data is to
discover the main facts about social phenomena. It is also being analysed via numerical
statistical interferences. Many research select the type of research according to the research topic
with the main aim of proving the broad general points of research (Patten and Newhart, 2017).
On the other hand, qualitative type of research collects information’s that can describe
the main topic more than analyse and measure it. It is mainly concerned with understanding
human attitudes and behaviours from the informant’s perspective. By understanding human
behaviours, research collects this type of data. Some sources of collecting this type of data is
observations and interviews. For this research, researcher will make an effective use of variety of
qualitative research to develop and getting deep understanding of the topic.
Research approaches
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Research approach refers a procedure that consists of several steps of broad assumption
of detailed method of data collection, their analysis and interpretation as well. Inductive and
deductive are 2 approaches of research. Selection of the best approach between 2 depends upon
the type of research whether it is qualitative and quantitative. For qualitative type of research,
researcher use inductive approach and for quantitative research type, scholar use deductive
approach. Deductive is tested theory in which hypothesis is being developed to identify the
impacts and analysis of the topic. On the other hand, inductive research approach is development
of brand new theory which is not based on hypothesis data. This type of approach mainly focuses
on finding the answers of how.
Research philosophies
Research philosophies is all about developing the knowledge and skills of researcher
about the topic. A research philosophy is belief about the ways in which data about a
phenomenon should be collected, analysed and used. There are mainly 3 philosophies if research
such as positivism, realism and interpritivism (Edwards and Brannelly, 2017). The selection
between interpritivism and positivism is all depend on the type of research. For quantitative type
of research, scholar prefer positivism research philosophy which includes social survey,
questionnaire etc. On the other hand, interpritivists uses and select qualitative type of research. It
is derived from social action theory. For this research proposal, research will use interpritivism
research philosophy.
Research designs
Research design is an outline and an overall strategy that is being used by researcher to
integrate different components of the whole study in a logical manner. Research design have
mainly 4 types such as descriptive, experimental, semi-experimental and co relational. The main
aim and function of research design is that to ensure that the evidence which is being obtained
makes a researcher able to effectively address all research problems. In a type of descriptive and
theory based research design, researcher mainly focus on describing the main situation and the
problem under research. On the other hand, experimental is being used to establish a strong
relationship between the effects and its cause of situation. Correlational is also called non-
experimental research design in which research connect a relationship between 2 closely
connected variables.
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Data collection
Data collection is also called the main part of research. Without collecting appropriate
information’s regarding the topic it is not possible to conduct research. There are 2 ways and
types of data collection such as primary and secondary. Primary means new data which are not
being used before by anyone. On the other hand, secondary means second hand data which are
being used before by researcher and any one. Both type of data collecting plays an important role
(Johnston, 2017). Some examples of primary data sources are: Observations and focus group.
Whereas, newspaper, internet, articles are some sources of secondary data. Primary data is
original as well as factual and secondary data is just the interpretation of primary ata. For this
research, scholar will make use of both primary and secondary data for making this research
more successful and authenticate.
Sampling
Sample can be defined as a group of people that are being taken from a large population. The
main aim of sampling in research is to get information’s from selected people. It is not possible
for researcher to collect data from the whole population, so he/she take sample and target few
people among them. There are several types of sampling such as probability and non-probability.
In the type of probability sampling, each population element has a known chance for being
chosen. Non-probability type of sampling has a non-zero chance of being chosen. Non-
probability has voluntary and convenience sample. For this research proposal, researcher will
select probability type of sampling (Dymetman, Xerox Corp, 2015). In this type random
sampling method is being chosen. The main aim of selecting this type is to give equal and
voluntarily chance to all participants. There is no chances of bias, all participants were given
equal opportunity to give their answers.
Data analysis
After collecting data it is also important for researcher to modify them for making them accurate
and authenticate. Researcher will use both primary and secondary data so it is important for them
to analyse that information’s. Sometimes participants or sample do not give proper and accurate
data, so making the research successful, researcher fin it important to analyse that data. There are
two type of data analyses such as qualitative and quantitative. Selection of data analysis is also
depends upon the type of data (Mihas, 2019). For this research, scholar will use qualitative
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research type, so there is a requirement to choose qualitative tool for data analysis. Qualitative
data analysis is concerned with the analysis of information’s that can not be quantified.
Observations and questionnaires’ is being used for this.
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REFERENCES
Books and journal
Cascio, W.F. and Boudreau, J.W., 2016. The search for global competence: From international
HR to talent management. Journal of World Business. 51(1). pp.103-114.
Dymetman, M., Xerox Corp, 2015. Probabilistic sampling using search trees constrained by
heuristic bounds. U.S. Patent 8,983,887.
Edwards, R. and Brannelly, T., 2017. Approaches to democratising qualitative research methods.
Hejase, H.J. and et.al., 2016. Talent Management Challenges: An Exploratory Assessment from
Lebanon. International Journal of Business Management & Economic Research. 7(1).
Johnston, M.P., 2017. Secondary data analysis: A method of which the time has
come. Qualitative and quantitative methods in libraries. 3(3). pp.619-626.
Kulkarni, M. and Scullion, H., 2015. Talent management activities of disability training and
placement agencies in India. The International Journal of Human Resource Management.
26(9). pp.1169-1181.
Kundu, S.C. and Lata, K., 2017. Effects of supportive work environment on employee retention:
Mediating role of organizational engagement. International Journal of Organizational
Analysis. 25(4). pp.703-722.
McDonnell, A. and et.al., 2017. Talent management: a systematic review and future
prospects. European Journal of International Management. 11(1). pp.86-128.
Mihas, P., 2019. Qualitative data analysis. In Oxford Research Encyclopedia of Education.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Patten, M.L. and Newhart, M., 2017. Understanding research methods: An overview of the
essentials. Routledge.
Saddozai, S.K. and et.al., 2017. Investigation of talent, talent management, its policies and its
impact on working environment. Chinese Management Studies. 11(3). pp.538-554.
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Schlechter, A., Thompson, N.C. and Bussin, M., 2015. Attractiveness of non-financial rewards
for prospective knowledge workers: An experimental investigation. Employee Relations.
37(3). pp.274-295.
Scullion, H. and et.al., 2016. Talent management. Employee Relations.
Tafti, M.M., Mahmoudsalehi, M. and Amiri, M., 2017. Critical success factors, challenges and
obstacles in talent management. Industrial and Commercial Training. 49(1). pp.15-21.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
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