BTEC HND Research Project: Talent Management in the Hospitality Sector

This research project, submitted as part of a BTEC Higher National Diploma in Hospitality Management at Mont Rose College, investigates talent management within the service industry, specifically focusing on Travelodge. The project explores the role of leaders and managers in employee development and retention. It covers the concept of talent management, the importance of talent retention, employee retention strategies, and the roles of leaders and managers in fostering employee growth. The research employs both qualitative and quantitative methods, including literature reviews, surveys, and data analysis, to provide insights and recommendations for talent retention strategies within Travelodge. The project includes a declaration of authorship, an abstract, a detailed table of contents, and comprehensive chapters on introduction, literature review, research methodology, data analysis, findings, and conclusions, along with recommendations for future action. It aims to provide a comprehensive understanding of talent management practices within the hospitality sector.

Research Title
Name
A project submitted to
Supervisor:
Academic Year: 2018 – 2020

DECLARATION OF AUTHORSHIP
STATEMENT 1
Ideclare that this research project and the work presented in it are my own and has been generated by me
as the result of my own original research except otherwise stated.
Other sources are acknowledged thorough explicit references. A bibliography is appended.
Signed: ………………………………………. Date: ……………………………………
STATEMENT 2
I hereby give consent for my research project, if accepted, to be available for photocopying and for
inter-library loan, and for the title and summary to be made available to outside organisations and that I
do hereby givethe right to make available the Work.
Signed: ………………………………………. Date:……………………………………

Submission Front Sheet
Assignment Code:
Programme:
Unit Title and Number: Research Project (Unit 18)
RQF Level: 5
Code:
Credit value: 30 credits
Module Tutor:
Email:
Date Set: 14/09/2020
Student’s name
Registration number

Date
Learner’s statement of authenticity
I certify that the work submitted for this assignment is my own. Where the work of others has
been used to support my work then credit has been acknowledged. I have identified and
acknowledged all sources used in this assignment and have referenced according to the
Harvard referencing system. I have read and understood the Plagiarism and Collusion section
provided with the assignment brief and understood the consequences of plagiarising.
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Complete and copy this page and add it as the front sheet to your online submission

Dedication
This is where expression of friendly connection or thanks by you towards any important person are
done.

Acknowledgement
At the starting, I would resemble to thank all the people and guides who have helped and sustained
me in accomplishing this investigation alongside with their leadership and inspiration. I also desire to be
grateful the team of Travelodge that assisted me in progressing with my investigation document and
providing their period and adequate effectiveness to load all the structures. Along with this, I want to be
grateful all my friend and families who motivated and supported me when I was working with the
investigation projection.

Abstract
The purpose of the research is to develop production execution by activities that form employee
more creative. The objective of the investigation document is to provide the information about talent
management that how venture management talented workforce. The research problem is to manage
skilled work force with the organisation which motivates the project. By using several methods of
research like qualitative and quantitative, research problem will be managed and data if evidence will be
collected through primary and secondary source of data collection. The significance of this research is
that by analysing the information of project, the information about talent management abilities and
techniques can be determined. By considering them, a business venture can manage skilled workforce
within the firm.
Table of Contents

DEDICATION.................................................................................................................................................................... 5
ACKNOWLEDGEMENT...................................................................................................................................................... 6
ABSTRACT........................................................................................................................................................................ 7
LIST OF TABLES............................................................................................................................................................... 10
LIST OF FIGURES............................................................................................................................................................. 10
CHAPTER ONE................................................................................................................................................................ 10
1.0 INTRODUCTION..................................................................................................................................................... 10
1.1 RESEARCH BACKGROUND......................................................................................................................................... 11
1.2 STATEMENT OF RESEARCH PROBLEM........................................................................................................................ 11
1.3 RESEARCH AIM......................................................................................................................................................... 11
1.4 RESEARCH OBJECTIVES............................................................................................................................................. 12
1.5 RESEARCH QUESTIONS.......................................................................................................................................... 12
CHAPTER TWO – LITERATURE REVIEW............................................................................................................................ 13
2.0 INTRODUCTION........................................................................................................................................................ 14
2.1 THEME (1)................................................................................................................................................................ 14
2.1 THEME (2)................................................................................................................................................................ 15
2.1 THEME (3)................................................................................................................................................................ 15
2.1 THEME (4)................................................................................................................................................................ 16
2.1 THEME (5)................................................................................................................................................................ 17
CHAPTER THREE – RESEARCH METHODOLOGY................................................................................................................ 17
2 INTRODUCTION..................................................................................................................................................... 17
3.1 RESEARCH PARADIGM.............................................................................................................................................. 18
3.2 RESEARCH PHILOSOPHY............................................................................................................................................ 18

3.3 RESEARCH APPROACH.............................................................................................................................................. 18
3.4 RESEARCH DESIGN.................................................................................................................................................... 19
3.4.1 QUANTITATIVE...............................................................................................................................................................19
3.4.2 QUALITATIVE.................................................................................................................................................................19
3.5 DATA COLLECTION.................................................................................................................................................... 20
3.5.1 SAMPLING METHOD........................................................................................................................................................20
3.6.1 QUANTITATIVE...............................................................................................................................................................22
3.6.2 QUALITATIVE.................................................................................................................................................................22
3.7 ETHICAL CONSIDERATIONS....................................................................................................................................... 22
CHAPTER FOUR - DATA PRESENTATION, ANALYSIS, FINDINGSAND DISCUSSIONS............................................................23
DATA ANALYSIS AND FINDINGS...................................................................................................................................... 23
CHAPTER FIVE................................................................................................................................................................ 27
5.1 CONCLUSION............................................................................................................................................................ 27
5.2RECOMMENDATIONS................................................................................................................................................ 27
5.3REFLECTION ON RESEARCH METHOD......................................................................................................................... 28
REFERENCES................................................................................................................................................................... 29
APPENDICES................................................................................................................................................................... 31
List of Tables
There are 7 tables are designed and formulated within this research which consider information
about data regarding talent management theme is mentioned.

List of Figures
Within this research project 6 figures are mentioned which considered information about survey
in form of questionnaire tool and considered information about talent management data.
CHAPTER ONE
1.0 Introduction
Talent management usually as an activity and process of using tactical person source arrangement
to improve commerce principles and to devise, it possible for establishment and organisation to
investigate their goals. It is the complete possibility of HR process to attract, involved, improve and

maintain high executing manpower. The major purpose of endowment administration is to improve
production performance by actions that form worker more creative (Cui, Khan and Tarba, 2018). In the
subsequent report conversation is completed on Travelodge Hotels Limited which is a private
organisation operating in the hotels and hospitality sector across wise the UK. This company is
acknowledged as the UK’s largest independent hotel brand with more than 570 hotels across world.
This venture was incorporate in 1985 and is headquartered in Thame, England, UK. This project report
will discuss about the roles of leaders and managers for developing talented workers in a hospitality
organisation. There are number of suggestions regarding talent management and activities that is
utilised by leaders and managers of Travelodge. In addition to it, different techniques and approaches
of investigate are defined in form of completion of this project in efficient form.
1.1 Research Background
This research document will consider information about talent management which an activity of
management and retention of skilled people of the firm who make their effective contribution in the
development of the venture. Further document will include information about the literature review
and the methods and data collection tools which is used to collecting effective and appropriate
information for the accomplishment of research project in amended form. Along with the, research
assessment will consider information about the conception of talent management and importance of
talent retention in hospitality firm. Furthermore, the investigator will conduct research about to collect
information about the strategies which are considering by hotel organisation in order to talent
retention as well as determine the roles of leader and managers in context of development of
employees’ success in Hotel Company. Moreover, an effective research will be performed regarding
recommendation of an appropriate action plan for talent retention for leaders and managers of
Travelodge

1.2 Statement of research problem
Research has its particular importance in form of solving different functioning and preparation issues
of commerce and a specific industry (Chung and D’Annunzio-Green, 2018). The particular investigation
of faculty administration is also essential as it assist in providing the data about the manner of
resolving and selling with the problems which occur during managing top talent at workplace.
1.3 Research Aim
Research topic: The role of leaders and managers in the development of employees within Services
Industry: A case of Travelodge.
Research Aim: “To assess the role of leaders and managers in the growth, development and retention
of talent in Travelodge.”
1.4 Research Objectives
 To review the concept of talent management.
 To examine the importance of talent retention in Travelodge.
 To investigate employee retention strategies at Travelodge.
 To analyse the role of leaders and managers in context of employees development Travelodge.
 To recommend appropriate action plan for talent retention for leaders and managers of
Travelodge.
1.5Research Questions
 What is the concept of talent management?
 What is the importance of talent retention in Travelodge?

 What are employee retention strategies at Travelodge?
 What are the role of leaders and managers in in context of employees development
Travelodge?
 What are the appropriate action plan for talent retention for leaders and managers of
Travelodge?
1.6 Research Rationale
The major purpose of organise this investigation is that the researcher has individual attention in
development or enlargement of different research abilities with the help of which they can conduct a
variety of researches in upcoming time (Shulga and Busser, 2019). This will also help in creation of
experience about investigation on a particular topic and how to execute different diverse investigations
in future.
CHAPTER TWO – Literature Review
A literature review is a survey of scholarly sources on a particular topic. It offers an overview of
current topic, knowledge and permitting the research to find out reliable concepts, methods and gaps in
the current investigation. It may consist of simply a summary of key sources and a comprehensive study
as well as interpretation of literature that addresses a particular topic. A literature review is explain and
analyses published data regarding the specific topic area. It is more than a summary of the sources. It
has an organisational pattern which combines both summary and synthesis. It is a recap of the crucial
data of the source, but a synthesis is a re-organisation or a reshuffling of that information. It might
provide a new interpretation of old material or combine new with old. There are different sources like
survey, books, scholarly articles and any other sources reliable to a specific issue, area of research, or
theory and so doing, offer a explanation, summary and critical assessment of these works in order to the
research problem being investigated.

2.0 Introduction
The current literature review section is based on the talent management and retention within a
hospitality firm. Talent management is generally acknowledged as the methodically conducted, strategic
procedure of getting the right talent onboard and assisting them grow to their optimal abilities keeping
organisational objectives in mind. In hospitality firm like Travelodge, employee retention is the
organisational aim of keeping skilled workers and minimising turnover of fostering optimistic work
surroundings to promote involvement, showing appreciation to workers and offering competitive pay
and advantages as well career development options. This section will considered information about
diverse topic related to talent management and retention such as concept of talent management,
importance talent retention, strategies of talent retention, role of leaders and managers in developing
employee’s growth and success and action plan for talent retention for leaders and managers. Talent
management is generally known as the process management of talented and skilled people of the
company with the help of effective plans and strategies of management which assist employees in their
personal and professional development. Retention of skilled workers is crucial for the firm because with
the help and support of knowledgeable employees firm can operate its business in successful manner.
Career development, reward system, training and development are some effective strategies which play
an effective role in retaining talented manpower. Along with this, the leader and manager in the firm
also play an effective role in the progress and growth of employees so that they feel encouraged and
make their contribution to the firm till long term.
2.1 Theme (1)
The concept of Talent management
As per the view of White S. (2019), Talent management can be explained as a systematic method
of analysing the different vacant positions within an establishment, hiring suitable applicants for the
vacant posts and developing the major abilities and expertise of the applicants to match the expected job
positions, such that that applicants can be retained in the business for long term and at the same time the

business objectives are accomplished satisfactorily. Diverse phases in the talent management process are
executed through a company that is acknowledged as the talent management. Basically, talent
management is a constant process that considers attracting and retaining high quality workers,
developing their abilities, and constantly encouraging the, to develop their execution. The main motive
of talent management is to create an encouraged workplace that will remain with the form in long term.
The exact way to accomplish this wills differ form corporation to corporation. Talent control is the
aware and planned try to attract, engage, develop and keep humans with the aptitude and capacity to
fulfill cutting-edge and destiny organizational needs. Talent control has end up imperative in the face of
nowadays’s commercial enterprise demanding situations. Companies are increasingly figuring out that
successful skills control is the key to excessive performance. Talent management may be defined as an
included organizational technique in HR which is required for motivating, growing, attracting,
preserving and attractive personnel. The aim of talent management is to establish an organization which
is excessive acting and sustainable, which meets the strategic and operational goals and requirements of
the agency. Talent Management is in a way a business strategy which needs to be integrated with all of
the employee related tactics of the business.
Talent control is all approximately having the proper man or woman at the proper region on the right
time for the top-rated time and at the proper fee.
2.1 Theme (2)
The importance of talent retention in Travelodge
Retention of an optimistic and encouraged as well as talented worker is crucial for the firm’s
success. High employee’s turnover maximises the expenses and also has unfavourable influence on the
company’s morale. As per the view of Hoffman B. (2018), having the skill to develop employee
retention can mean great cost savings for the company like Travelodge. The retention of skilled workers
is crucial in different manner in context of Travelodge because it will assist in recruitment enhancement,
employee turnover management, performance and productivity maintenance, cost effective as well as
increase morale. Retention of a high-quality and influenced worker is very critical for the agency's
fulfillment. High worker turnover will increase the prices and also has a terrible impact at the agency’s
morale. Implementation of an employee retention program is an powerful way of ensuring that the
pivotal people remain employed whilst balancing and keeping activity overall performance and
productivity.

Recruitment Enhancement − Effective retention strategies frequently begin during the employee
recruitment technique.
Employee Turnover Management − Employers implement retention strategies to manipulate worker
turnover and entice nice personnel.
Performance and Productivity Maintenance − Employee retention practices help guide an company’s
productivity.
Cost Effective − An agency can drastically get advantage from employee retention applications because
of a direct effect on an organisation’s techniques.
Increases Morale − Employees who enjoy what they do and the environment in which they paintings are
more likely to remain hired with their organisation over an extended time period.
2.1 Theme (3)
Employee retention strategies at Travelodge
According to Manley C. (2019), there several strategies and plan of actions which can be
considered by business organisations in order to employee retentions. In a candidate driven market,
fewer individual are actively searching for work and businesses must be relentless in their efforts to both
attract potential team members to fill open positions and make sure current group members stay with the
firm. Career development is one of the key strategies which are crucial to retain skilled workforce.
Supporting the development and success of teammates is important for retention of current team
members but also in getting attention talent to the firm. Internal initiatives like apprenticeship and
leadership training sessions keep employees involved and motivate them to remain with the firm rather
than being lured away by a competing offer. Become an employer of choice is another effective plan
which also assist in retain talented workforce. An employer of choice offers several aspects for its
employees. The most obvious factors are competitive pay and benefits that while crucial, should be only
a piece of a hospitality venture’s larger retention effort. This tool considers performance incentives,
career development and achievement opportunities and many more. This will assist in retaining skilled
workers of the firm.

Shaping their Growth and Development- Helping employees acquire their short-term and long-term
dreams is one of the most crucial employee retention techniques. Therefore, designing in-house
education packages for employees can advance their expert development. Other strategies encompass
paying them to wait conferences, enterprise activities, etc.
Encouraging Open Communication- The company can create a workplace wherein personnel aren’t
afraid to specific their critiques. In different words, a place of business wherein they can freely question
their leaders and voice their issues. An “open door policy” is an powerful manner to establish a way of
life of open communication. It indicates which you’re constantly to be had to concentrate to their
critiques and issues.
Appreciating your Employees- Every worker needs acknowledgement and recognition for his or her
work. Appreciating your employees for their efforts and achievements goes an extended way. Some
significant approaches are through handwritten thank you notes, social reputation programs, and many
others. These matters inspire and inspire an worker to contribute and excel.
2.1 Theme (4)
The role of leaders and managers in context of employees development Travelodge
As per the view of Andriotis N. (2020), For growing workers’ increase and improvement,
leaders and mangers play an critical function. They provide education and improvement sessions in
order that they make development in these talents and study new matters and technology which help in
improving their capabilities and that they execute their work in efficient shape (Espinoza and et. Al.,
2018). Along with this, in addition they offer ongoing assist and remarks and imparting suitable
solutions to remedy their issues. This will help in appearing their venture in better shape and hit set
business objectives without facing danger in granted time duration. Managers/leaders play a vital
position in employee improvement:
Employees need to be influenced to take part in training packages and employee development
activities. They need to make your personnel understand the significance of employee improvement
activities and the way such tasks could advantage them and company in the end. Managers sit with their

crew members to find out where they are missing and what all new capabilities they want to collect for
an elevated productiveness. They need to provide the right guidance in your team participants.
Performance monitoring is critical. Review the work of their personnel on the stop of each month.
Suggest them new guides, websites, take a look at substances which would help them decorate their
skills and expertise. Managers have to inspire employees to register for on line or distance mastering
courses to acquaint themselves with new expertise. As a group chief, they need to provide the greater
push for their personnel to take part in employee development activities.
2.1 Theme (5)
Appropriate action plan for talent retention for leaders and managers of Travelodge
According to Hocking M. (2020), the leaders and managers inside establishments like Travelodge
used extraordinary strategies and gear for managing personnel. They distinctly used schooling and
development, continuous boom option, rewards and compensations to retain skilled team of workers. By
providing steady development choice, they offer possibilities to personnel to make improvement of their
career. Along with this, via worthwhile manpower for his or her true execution by figuring out their
performance help in motivating personnel. Training and improvement is an important course of action
that rather makes contribution in boom of capabilities and capabilities of personnel which assist in
making improvement their private and expert degree.
Encourage Your Employees to Give Feedback- It’s one element to present remarks for personnel,
but you ought to additionally accept feedback from them. When employees don’t experience like their
mind are being heard, they anticipate the company has no hobby in improving or pursuing worth
thoughts. Many personnel will be inclined of thinking that not anything will change, even if they do
suggest something new.
Include Your Employees- No one wants to feel excluded in a company they're part of. A new hire
wants to sense like they have been hired for a cause, and that they may be gambling a key role in
supporting the business acquire its targets.
Encourage A Healthy Work-Life Balance- Many groups have excessive expectations for his or her
employees. But for workers, this may mean much less time dedicated to private care, leisure activities,
and own family. Establishing regular work hours, rules for working on weekends, or paintings-from-
home applications can provide your group participants the ability they want to deliver their first-rate to
work every single day.

CHAPTER THREE – Research Methodology
2 Introduction
Methodology is a careful consideration of research related to specific concern utilising the technical
method. It is generally research to define, predict and administrate pragmatic incidence. It is used to
gather facts and facts with the cause of making better checks related to commercial enterprise. It is a
scientific approach that ought to be accompanied through surveyor to acquire the dependable data. In
explaining technique in brief shape, there may be Research Onion taken into consideration. Different
stages of research onion furnished as below:
3.1 Research paradigm
A research paradigm is an approach to analyze that is considered the usual by way of a full-size
range of researchers inside the discipline based totally on having been both established and practiced for
a long time frame. Research paradigm but provides the researcher a concept to pick out strategies and
studies layout. The research paradigm is the only that addresses what should be the approach to observe
for the studies and not the other manner around (Understanding the Research Onion. 2020). It considers
ontology, epistemology methodology and axiological method. Ontology is more or much less the look at
of reality. It describes the character of reality; what comes to mind when undertaking the studies and
what relational impact does it own at the society and surroundings. Ontology clears the difference
among reality and how the researcher perceives fact. Epistemology is mainly used in medical research
and it is like that because it enables investigator in locating the statistics that the man or woman can
prove sincerely; in other phrases, it tries to find the common suitable know-how and cope with the facts
therefore. Axiology make one apprehend the impact that peoples opinion have on collecting and
analyzing of studies. It helps you to keep in mind that people’s opinion maters plenty at the same time as

carrying out studies. In this research, the researcher considers epistemology because it impacts how
investigators formulate their research in their attempts to discover knowledge and information.
3.2 Research Philosophy
It is a belief about the way within information about a phenomenon should be collected,
determined and used. There are several research philosophies like positivism, realism and
interpretivisim. Positivism philosophy is to supply widespread rules to forecast conduct with a minimum
margin of uncertainty. However, there are issues with this philosophy, one in all that's that it may most
effective predict average conduct of people in a group and no longer the conduct of each man or woman.
Interpretivisim philosophy is on the other intense of that of positivism. Researchers who adopt this
philosophy recall truth as socially constructed, that is, their that means of fact is stricken by their values
and their manner to look the world; other humans’s which means; the compromises and agreements that
come out of the negotiations between the first . Realist studies is an method that resembles to a big
extent that of positivism however takes into attention, and is derived to phrases with, the subjective
nature of studies and the paramount function of values in it. In this research, the research follow
interpretivism philosophy as it considers surveyors to interpret aspects to the study and this philosophy
integrates human interest into study.
3.3 Research approach
There are two forms of research approach like deductive and inductive. The deductive
approach develops the hypothesis or hypotheses upon a pre-present theory after which formulates the
research method to check it. This approach is high-quality applicable to contexts where the studies
venture is worried with examining whether or not the located phenomena fit with expectation based
upon preceding research. The inductive method is characterized as a pass from the precise to the
overall. In this method, the observations are the start line for the researcher, and styles are searched

for within the information. In this researcher will consider deductive approach in order to completion
of the research.
3.4 Research design
It refers to the entire plan of action that the researcher select to integrate the diverse aspects of
the research in a coherent and logical form, thereby assuring the researcher will efficiently address the
research problem. In this research, individual considered descriptive research design because relates to
the fact that while this design can employ a number of variables, only one variable is needed to organise
research.
3.4.1 Quantitative
It is an organized investigate scheme of collecting data which is in statistical form ad is associated with
numerical form of information. This type of research is used when there is high populace size. In this
research technique, there are several actions included such as sampling methods, online surveys, and
correlation, irritable sectional research, online surveys and others (Quantitative Research. 2021). This
method of investigation is linked with the concept within information are available in form of graph,
statistical, numerical and chart etc.
As per above defined information, the investigator is utilising and implementing quantitative research
method with the purpose of assembling information that can be developed and supported to people
views and insights (Baharin and Hanafi, 2018). It is most crucial in having summarisation which can be
symbolized in other developed manner.
3.4.2 Qualitative
It is a research method and with the help of it, the information is gathered in theoretical form which
helps in developing the acknowledgement of opinions of diverse participants (Taylor, 2018). It
considers different tools like interviews; group discussion, observations and survey etc. and they help
in collecting detailed information. This research method is termed as investigative research as it assists
reviewers to get profound information of specific subject and support them to enlarge an efficient
assignment in appropriate form.

3.5 Data collection
Primary data collection method– This kind of information gathering tools is considered as
appropriate form of collecting data (Saunders’ Research Onion. 2021). Within this, researcher will be
able to gather original and pure data with the assistance of implementing different source of information
accumulation such as survey, observations, experiment and interviews etc. This instrument is important
as it provides pure and correct data but it obtain more period and finance which occur as the major
disadvantage of it.
Secondary data collection method– It is beneficial in form of analysing data within fewer time
periods. This technique will lead to collect more sentimental and consistent pleased about the topic of
investigation (Gallardo-Gallardo, Thunnissen and Scullion, 2020). There are different sources like
articles, books, journals, online sites, newspaper, magazines and many more that assist in gathering data
which is available in marketplace. In reference to this investigation, the research is utilising diverse
articles, scholars, magazines and others for collecting the matter associated to information to share
effective infrmation for other engagement among marketplaces.
3.5.1 Sampling method
It refers to a technique in which the samples that are selected from the entire people. It can also be
described as a team and unit of people, objectives or substances that are occupied from wide
inhabitants for determination. For performing this research, there is whole of 20 respondents occupied
for the next description who are executing in Travelodge (Harsch and Festing, 2020). In this
investigation task, the researcher is utilising simple random sampling tool that is the strategy in
probabilistic form.

3.7 Ethical considerations
There are rather a few ethical factors that will be acquired in to consideration when performing
the study. These are as under:
 With the help of questionnaire, questions regarding research topic will related instantly with the
research and none of the questions in the questionnaire will be individual in personality.
 The secondary source that is used for organising the research will be cited in an efficient manner
using efficient form of referencing.
 The participants in the research are something that will be managed voluntary in nature. Only
those that are willing to or are relaxation with the thought of taking part in the research as
representatives will be allowed to do so.
CHAPTER FOUR - Data Presentation, Analysis, Findingsand Discussions
DATA ANALYSIS AND FINDINGS
Theme 1: Conception of Talent Management
Q 1. Do you aware with the conception of Talent Management? Frequency
(a) Yes 11
(b) No 9
Frequency
0
2
4
6
8
10
12
(a) Yes
(b) No
Interpretation- This has been analysed form the mentioned graph that among the component of 30
individual, 11 individuals are responded that they are recognizable with the concept of talent

administration whereas enduring 9 respondents are answered that they are not aware with this
concept.
Theme 2: role played by leaders and managers for developing workforce development in working
environment
Q2. What is the major role played by leaders and managers of
Travelodge for developing workforce development in working
environment?
Frequency
(a) Training and development 12
(b) Supporting problem resolution 8
Frequency
0
2
4
6
8
10
12
(a) Training and
development
(b) Supporting
problem resolution
Interpretation- It has been finished form defined graphical representation that between the people of
30 employees, 12 individuals are sustained to training and improvement option that they play an
essential role in developing employees by offering training and learning sessions. Whereas remaining,
8 responders are viewed that by offering resolutions to support complexities, they play an effective
role in developing workforce.
Theme 3: Plan of action that is used by administrators and leaders for talent management
Q3. What are the plan of action that is used by administrators and
leaders of Travelodge for talent management?
Frequency
(a) Person organisation fit 9
(b) Reward and Compensation 11

Frequency
0
2
4
6
8
10
12
(a) Person
organisation fit
(b) Reward and
Compensation
Interpretation- Form the defined visual communication, it can be analysed that among the population
of 30 representatives that 9 employees are agreed with person organisation fit and effective strategy
that implement by managers of Travelodge to manage talent. Whereas remaining, 11 responders are
supported to reward and compassion is a more crucial plan of action that helps in talent management.
Theme 4:
Q4. What are contribution of leaders and administrators of
Travelodge in retaining top talent in working environment?
Frequency
(a) Provide opportunities to grow 8
(b) Empower responsible employees 12
Frequency
0
2
4
6
8
10
12
(a) Provide
opportunities to grow
(b) Empower
responsible
employees
Interpretation- It has been determined from this defined diagram that among the group of 30 those, 8
representatives are viewed that by offering growth opportunities, the leaders and managers contribute
in retaining skilled workforce. Whereas remaining 12 individuals are replied that by empowering
accountable workers, administrators make effective contribution in retaining talented manpower.
Theme5: Challenges that suffered by the leaders and managers at the time of talent management

Q5. What are the challenges that suffered by the leaders and
managers at the time of talent management?
Frequency
(a) Increase employee turnover 13
(b) Lack of leadership 7
Frequency
0
2
4
6
8
10
12
14
(a) Increase
employee
turnover
(b) Lack of
leadership
Interpretation- It has been concluded from mentioned statistical information that between the unit of
30 representatives that 13 individuals are responded to high worker turnover that it is the main issue
that is highly faced by leaders and managers. While remaining 7 people are supported to lack of
guidance the main challenge which is suffered by administrators.
Theme 6: Importance of Talent Management
Q6. What is the importance of Talent Management? Frequency
(a) Development of organisation 6
(b) Retaining high performance employees 14
Frequency
0
2
4
6
8
10
12
14
(a) Development of
organisation
(b) Retaining high
performance
employees

Interpretation- Form the described data, it has been determined that among the number of 30
employees, 6 people are agreed with development of organisation is main significance of talent
administration where as residual14 are maintained to retaining high performance workers is the
importance of talent administration.
4.1 Discussion
Talent management has come to be an essential and enormous plan of action and tool for a business
enterprise and is a dedication for largely shared values that the main reason and precedence of the
management is accomplishment f business desires and gaining aggressive advantages. Talent control is
essentially connected and linked without difficulty of staffing, retention and employee turnover. The
improvement of manpower cost is a great variable for enterprise logo, the employee’s fee preposition
clears worker approximately unique questions connected to corporation’s essentialness, extrinsic and
intrinsic aspects and reaction of workers concerning labour and effectiveness as well as progress and
improvement of employees. If the enterprise undertaking need to hire personnel then it consist efficient
and specific employment description strategy while to retain workers they are able to provide education
& development in addition to rewarded them regarding their appropriate execution. Along with this, in
context of powerful management of professional and talented employees, they can bear in mind talent
control techniques so they keep skilled employees till long term due to the fact they're the useful aid
which assists in making improvement inside the organization as well as broaden its performance.
CHAPTER FIVE
5.1 Conclusion
Toward the finish of examination talked about exceeding, it has been inferred that Talent
administration (TM) is between the mainly present day administrative choices and accordingly is
regarded fundamental all through the cutting edge situation. Despite the fact that it has become
extraordinarily in the course of the most recent decade and has consider to be the need of each

association, agents and experts henceforth the prerequisite for gifted individuals is constantly
expected to adapt to new dangers and help to accomplish the upper hand. In this manner, it's
extremely basic that organizations acknowledge their commitments for their aptitudes, which are
viewed just like the most important ware. The outcomes additionally showed that a portion of TM's
principle ideas are usable, however the down to earth philosophy has not yet been deliberately
applied; inside Travelodge examined received any of the components of talent management, despite
the fact that not as a filled, complete system. Most representatives knew about significance of talent
administration and subsequently because of the absence of genuine this system, they didn't uphold
talent management procedures. The discoveries uncovered that the entire investigation had an
arrangement for accessible assets and they even designated talent procurement to the HR group. The
discoveries uncovered that they chose test has referenced that they've been equipped for drawing in
the appropriate pioneers since they have optimistic image and chances between planned enlists yet
are viewed as the best organization in the inn segment.
5.2Recommendations
It has been suggested, with regards to Travelodge that for improved outcomes, aptitudes and
ability should be uninhibitedly available to employees, and proactively broadcasted at the correct
second to the opportune person. Since the individual inns have their own complex capacity,
assignment and vision, it is of most noteworthy worry that they consolidate components intended to
have considerable and separated client assistance. Top initiative must feature the standards of their
lodging's client service and ensure that each representative and directors over each level see
unmistakably how their own choices make a commitment to estimations of Travelodge. The mastery
and skills development strategy and exercises are a basic piece of talent procurement, one of the
principle results were that significantly the greater part of chose inns had talent formation procedures
and they recommended that their techniques had been successful in recuperating their employees
abilities.
5.3Reflection on research method
In this research project, the research is used quantitative method of research and primary
source of data collection in term of collecting more and brief information as well as pure and fresh
information with the aim of effective accomplishment of research assessment. Along with this, the

research can also consider secondary tool of information gathering in its future research in order to
glean more and detailed information. The main limitation which can be control by the investigator is
related to time and cost. If the individual has more time and fund then the person can be more able to
complete the project in adequate manner. The research set boundaries regarding the use of particular
method and tool of research so that the project could be complete in effective manner.
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APPENDICES
Questionnaire
Q 1. Do you aware with the conception of Talent Management?
(a) Yes
(b) No

Q2. What is the major role played by leaders and managers of Travelodge for developing
workforce development in working environment?
(a) Training and developments
(b) Supporting problem resolution
Q3. What is the plan of action that is used by administrators and leaders of Travelodge for
talent management?
(a) Person organisation fit
(b) Reward and Compensation
Q4. What is contribution of leaders and administrators of Travelodge in retaining top talent
in working environment?
(a) Provide opportunities to grow
(b) Empower responsible employees
Q5. What are the challenges that suffered by the leaders and managers at the time of talent
management?
(a) Enlarge employee turnover
(b) Lack of leadership
Q6. What is the importance of Talent Management?
(a) Development of organisation
(b) Retaining high performance employees
Q7. Provide the suggestions to deal with the challenges of Talent management.