Research Report: Talent Management & Organisational Productivity

This research project investigates the impact of talent management on the organisational productivity of Iceland. The report employs both primary and secondary research methods, including questionnaires and frequency distribution analysis to gather and analyze data. The study explores key ...Read More

Research Project
(The impact of talent management on
organisational productivity of Iceland)
1

Contents
Primary and secondary research using appropriate methods for a business research project.....3
Chapter 2: Data collection and analysis...........................................................................................3
2.1 Data Collection......................................................................................................................3
2.2 Data Analysis.........................................................................................................................3
Merits, limitations and pitfalls of approaches to data collection and analysis..........................19
Research methodologies and processes in application to a business research project to justify
chosen research methods and analysis.......................................................................................21
Research outcomes in an appropriate manner for the intended audience..................................22
Communicate outcomes to the intended audience, demonstrating how outcomes meet set
research objectives.....................................................................................................................22
Reflection...................................................................................................................................23
Alternative research methodology.............................................................................................24
Recommendation action for future research considerations......................................................24
2.3 Conclusion and Recommendations......................................................................................25
REFERENCES..............................................................................................................................26
2

Primary and secondary research using appropriate methods for a business research project
Primary and secondary research is important for investigator in getting of valid outcomes.
There are some useful methods that will be beneficial in carrying out both types of investigation
i.e. primary and secondary. Some methods will be described as below:
Cost: This is useful for investigator to use effective sources of finance for executing both
types of investigation. For completing both types of investigation, there will be requirement of
following around £1100 amount of cost. This will be essential and important for investigator in
accomplishment of objectives of the project successfully.
Access: In this method, researcher must have full accesses to collect primary and
secondary information. In case of primary research, investigator should have accesses to gather
information from the managers of Iceland (Aggarwal, Dhaliwal and Nobi, 2018). In case of
secondary research, investigator should have proper access to use books, articles, journals and
many other secondary sources. Therefore, it will be essential and significant for researcher in
attainment of valid outcomes that turn to impact in completion of full project successfully.
Ethical issues: This is also significant for researcher to follow research ethics principles
while carrying out primary as well as secondary research. There are some useful principles
including obtain informed consent from selected research participants, avoid using misleading
practices, reduce the risk of harm to respondents etc. These are main and useful principles that
should be following within a study as it facilitates them in achievement of project objectives
effectively.
Chapter 2: Data collection and analysis
2.1 Data Collection
Data collection introduces to the process of collecting information about the topic.
Questionnaire is used for collecting quantitative data regarding the current topic (Garmendia
Ochoantesana, 2019).
2.2 Data Analysis
Analytical tool is the technique that will be useful for investigation in analysing of
appropriate data gathered from research instrument. Questionnaire is a research instrument that
helped investigation by providing quantitative type of data. In order to evaluate such type of
information, frequency distribution analysis is a suitable technique. In this technique, frequency
3

distribution table will be made by researcher for analysing quantitative information within
minimum time period (Behera and et. al., 2020). Frequency distribution table according to the
existing topic will be shown as below:
Frequency distribution analysis
Q1 Please indicate your gender Frequency
a) Male 10
b) Female 5
c) Other 2
d) Prefer not to say 3
Q2 Please indicate your age Frequency
a) 17-32 years 15
b) 35-40 Years 3
c) 45+ years 1
d) Prefer not to say 1
Q3 Do you have knowledge about the talent management within workplace
of Iceland Food Limited?
Frequency
a) Yes 20
b) No 0
Q4 Are you satisfied that talent management plays an important role at
workplace of Iceland Food Limited?
Frequency
a) Strongly Agree 10
b) Agree 5
c) Natural 2
d) Disagree 1
e) Strongly Disagree 1
Q5 According to you, what are the major steps that will be essential for your
organisation in management of talent?
Frequency
a) Planning 5
b) Attracting 5
c) Developing 5
d) Retaining 5
4

Q6 In your opinion, what is the main talent management strategy used by
your organisation in the workplace?
Frequency
a) Detailed description of job 6
b) Person-organisation fit 7
c) Collaborate coach evolve 7
Q7 How much you agree with the impact of talent management on
productivity of Iceland?
Frequency
a) Strongly Agree 10
b) Agree 7
c) Natural 2
d) Disagree 1
Q8 What are the effective strategies of attracting and retaining talent a
workplace of Iceland Feed Limited?
Frequency
a) Give on-going education and clear paths to advancements 7
b) Offer the right benefits 5
c) Providence of opportunities for continuous development 8
Q9 How you agree with the effectiveness of Offering right benefits to
employees?
Frequency
a) Strongly Agree 9
b) Agree 7
c) Natural 2
d) Disagree 1
e) Strongly Disagree 1
Q10 Relationship of talent management with organisational productivity is
important for Iceland Food Limited?
Frequency
a) Strongly Agree 8
b) Agree 5
c) Natural 3
d) Disagree 2
e) Strongly Disagree 2
5

Q11 As per your view, what are the biggest challenges or challenges for
human resource of Iceland Food Limited?
Frequency
a) Lack of leadership 8
b) Unappealing company culture 5
c) Increased employees turnover 7
Q12 What are the strategies that would be beneficial for Iceland Food
Limited in overcoming of challenges associated with the talent
management?
Frequency
a) Adoption of leadership styles 8
b) Implementation of friendly company culture 5
c) Attract and retain talented employees 7
Q13 Why it is important for Iceland Food Limited to manage talent within a
workplace?
Frequency
a) Increased productivity 6
b) Improved business performance 5
c) Retain top talent 9
Figure 1: Gender
Q1 Please indicate your gender Frequency
a) Male 10
b) Female 5
c) Other 2
d) Prefer not to say 3
6

Interpretation: From the above mentioned grapgh or table, it has been interpreted that
10 are male, 5 are female, 2 are others and 3respondents are not prefer to say about the same. It
shows that there are majority of males than females that took part within the research being more
than half of all the participants.
Figure 2: Age
Q2 Please indicate your age Frequency
a) 17-32 years 15
b) 35-40 Years 3
c) 45+ years 1
d) Prefer not to say 1
7

Interpretation: From the above mentioned graph shown that the majority of the
participants were between 17-32 years which was 15, followed by the 35-40 years and the least
respondents is 3 respondents. The data shows that 17-32 years had the most participants which
was more than a third of the respondents selected.
Figure 3: Knowledge about the talent management within workplace of Iceland Food Limited
Q3 Do you have knowledge about the talent management within workplace
of Iceland Food Limited?
Frequency
a) Yes 20
b) No 0
8

Interpretation: It has been determined from the above mentioned graph that 20 out of 20
respondents had idea about the talent management importance in the workplace. They had
knowledge as talent management helped business organisation in retaining of finest talent that
turn to impact in improvement of business performance.
Figure 4: Satisfaction level towards talent management
Q4 Are you satisfied that talent management plays an important role at
workplace of Iceland Food Limited?
Frequency
a) Strongly Agree 10
b) Agree 5
c) Natural 2
d) Disagree 1
e) Strongly Disagree 1
9

Interpretation: From the above mentioned information, it has been interpreted that there
are different roles of talent management in the working environment of Iceland Food limited. 10
are strongly agreed about building of company’s reputation is a main role because talented
employees played their roles in effective manner. 5 respondents are agreed because had
knowledge as eefficient and effective performance is main role as talented workers do all
activities within allotted time period. 2 participants are neutral and had idea as it talent
management allows an organisation to stay competitors because talented employees works
towards achievement of competitive advantages. 1 participant is disagreed and remaining 1 is
strongly disagreed because they didn’t have any idea about the same.
Figure 5: Major steps that will be essential for your organisation in management of talent
Q5 According to you, what are the major steps that will be essential for your
organisation in management of talent?
Frequency
a) Planning 5
b) Attracting 5
c) Developing 5
d) Retaining 5
10

Interpretation: From the above mentioned information, it has been interpreted that there
are different steps that helped Iceland Food Limited in management of talent. In this statement,
there are different steps and for this employees had to provide equal ratio. These steps are
planning, attracting, developing and retaining. All these are effective in management of talent
within a workplace.
Figure 6: Main talent management strategy used by your organisation in the workplace
Q6 In your opinion, what is the main talent management strategy used by
your organisation in the workplace?
Frequency
a) Detailed description of job 6
b) Person-organisation fit 7
c) Collaborate coach evolve 7
11

Interpretation: There are various talent management strategies that are effective in
management of talent. 6 managers had idea a detailed job description of employees is a main
strategy because it not increase conflict among them. 7 respondents had knowledge as person-
organisation fit is main strategy because it increases strong relationship between company and its
employees. Remaining 7 participants had knowledge as collaborate coach evolve is essential
strategy because it help company in increasing of their employees knowledge about the business.
Figure 7: Impact of talent management on productivity of Iceland
Q7 How much you agree with the impact of talent management on
productivity of Iceland?
Frequency
a) Strongly Agree 10
b) Agree 7
c) Natural 2
d) Disagree 1
12

Interpretation: From the above mentioned information or table, it has been interpreted
that talent mangement has direct impact on productivity of Iceland. For this statement, 10 are
strongly agreeed, 7 are agreed, 2 are nutral and 1 is disagreed.
Figure 8: Strategies of attracting and retaining talent a workplace of Iceland Feed Limited
Q8 What are the effective strategies of attracting and retaining talent a
workplace of Iceland Feed Limited?
Frequency
a) Give on-going education and clear paths to advancements 7
b) Offer the right benefits 5
c) Providence of opportunities for continuous development 8
13

Interpretation: It has been determined from the above mentioned graph or table that there
are various strategies that re effective for Iceland Food limited in attracting as well as retaining
of talented employees for longer time. 7 managers had idea as giving ongoing education and
clear paths to advancements to their employees helped in increasing of motivation among them
that turn to impact in attraction and retention of talent, 5 participants had idea as offering of right
benefits i.e. performance appraisal to their talented employees is essential. Remaining 8 had
opinion as providence of opportunities for continuous development is important because it
increase satisfaction among employees towards their job.
Figure 9: Effectiveness of offering right benefits to employees
Q9 How you agree with the effectiveness of Offering right benefits to
employees?
Frequency
a) Strongly Agree 9
b) Agree 7
c) Natural 2
d) Disagree 1
e) Strongly Disagree 1
14

Interpretation: It has been determined that it is importany for an organisation to offer
right benefit of their employees because it helps them in improvement of their productiity and
performance.For this statement, 9 are strongly agreed, 7are agreed, 2 are neutral, 1 respondent is
disagreed and remaining 1 is strongly disagreed.
Figure 10: Relationship of talent management with organisational productivity
Q10 Relationship of talent management with organisational productivity is
important for Iceland Food Limited?
Frequency
a) Strongly Agree 8
b) Agree 5
c) Natural 3
d) Disagree 2
e) Strongly Disagree 2
15

Interpretation: It has been interpreted from the above mentioned information that talent
management has direct relationship with organisational productivity. 8 are strongly agreed
because they said as it has positive impact by retaining knowledgeable workers. 5 are agreed, 2
are neutral and 2 are disagreed. Remaining 2 are strongly disagreed and not had don’t had any
idea about the same.
Figure 11: Biggest challenges or challenges for human resource of Iceland Food Limited
Q11 As per your view, what are the biggest challenges or challenges for
human resource of Iceland Food Limited?
Frequency
a) Lack of leadership 8
b) Unappealing company culture 5
c) Increased employees turnover 7
16

Interpretation: It has been concluded from the above mentioned table that there are different
challenges of talent management faced by human resource management of Iceland Food limited.
8 managers had idea as lack of leadership is main challenges because it increase
misunderstanding among workers. 5 participants had idea as unappealing company culture is
biggest challenge because it increases dissatisfaction among employees. Remain 7 had opinion
as increased employee turnover is major challenge because it reduced company’s brand image in
marketplace.
Figure 12: Strategies for overcoming of challenges associated with the talent management
Q12 What are the strategies that would be beneficial for Iceland Food
Limited in overcoming of challenges associated with the talent
management?
Frequency
a) Adoption of leadership styles 8
b) Implementation of friendly company culture 5
c) Attract and retain talented employees 7
17

Interpretation: From the above mentioned data, it has been interpreted different
strategies of overcoming the issue of talent management in the workplace. 8 respondents had
knowledge as adoption of leadership styles is main way that will help the reduction of lack of
leadership issues. 5 participants had idea as implementation of friendly culture is important
because it support in reducing the unappealing company culture. Remaining 7 managers of
Iceland Food limited had knowledge as attraction and retention of talented employees is main
strategy because it decreases the issue of high employee turnover.
Figure 13: Important for Iceland Food Limited to manage talent within a workplace
Q13 Why it is important for Iceland Food Limited to manage talent within a
workplace?
Frequency
a) Increased productivity 6
b) Improved business performance 5
c) Retain top talent 9
18

Interpretation: It has been interpreted from the above mentioned grapgh that talent
mangement is important for Icelenad Food Limited. 6 respondents had as it help company by
increasing their productivity. 5 had knolwedge as it improve business performance. Remaining 9
had view as it faciliate them in reatining of top talent.
Own analysis
It has been analysed by me from the above mentioned findings that talent management is
an important part of organisational success. I determined that majority of respondents are gender
under the age group of 17-32. According to me, there are various ways that would be used by
company for managing and retaining talent at workplace. These ways are: providence of training,
performance appraisal, job rotation etc. These are useful strategies of talent management
according to me. These strategies helped business organisation in talent management. I used both
primary method data collection. I used questionnaire as a research instrument that helped me in
gathering of quantitative and primary information, which facilitated me in accomplishment of all
objectives in successful manner.
Merits, limitations and pitfalls of approaches to data collection and analysis
Data collection and data analysis are important part of doing any type of investigation in
systematic manner. These will be explained as below:
Data collection: Qualitative and quantitative are two essential approaches of collecting
information regarding specific Feld of study. Both approaches are effective but according to the
existing topic, quantitative approach is more valuable because it provides numerical data without
19

consuming maximum time (Jauhar and et. al., 2017). Advantages and disadvantages of data
collection approaches will be described as below:
Approaches
of
collecting
data
Advantages Disadvantages
Qualitative
approach
 Qualitative approach is useful
in collecting of information
about the human motivation,
perception and attitudes.
 This approach used interview
that is effective in identifying of
accurate information from
participants about the topic.
 Qualitative approach not helps
in gathering of numerical data
that result in no valid and
reliable outcomes.
 This is ant beneficial in
selecting of larger sample base
that increase difficulties in
achieving of valid results about
the topic.
Quantitative
approach
 Quantitative approach of data
collection helps investigator n
gathering of numerical
information from larger sample
base.
 This approach facilitate
researcher in testing of
reliability and validity of the
data within less time duration.
 Quantitative approach is not
useful in identifying of
perception and attitudes of the
respondents about the topic.
 Quantitative approach requires
knowledgeable and skilled
researcher who have accurate
knowledge about the collecting
of quantitative information from
effective technique.
Data analysis: Deductive and inductive are considered two types of data analysis
approaches that will be essential in analysing of qualitative and quantitative information. In
present investigation, deductive approach is appropriate because it help investigator in evaluating
of quantitative information in minimum time (Jindal, Shaikh and Shashank, 2017). There are
20

some main advantages and disadvantages of data analysis approaches, which will be explained as
below:
Approaches
of
collecting
analysis
Advantages Disadvantages
Inductive
approach
 Inductive approach is useful
and beneficial in analysing of
qualitative data collected from
interview.
 Inductive approach not require
maximum amount of capital
while using thematic analysis
for analysing qualitative data.
 Inductive approach is not
suitable in analysing of
quantitative data that result in
lack of numerical information.
 Inductive approach requires
maximum time in using of
thematic analysis for data
analysis.
Deductive
approach
 Deductive approach is useful
for investigator because
facilitate them by providing
quantitative data to analysis
this, through frequency
distribution analysis.
 Deductive approach not
requires maximum time in
quantitative data analysis.
 Deductive approach requires
skilled person for analysing
quantitative data from frequency
distribution analysis.
 This approach not helps in
evaluating of human attitudes,
personal etc. regarding the
subject or research topic.
Research methodologies and processes in application to a business research project to justify
chosen research methods and analysis.
Quantitative and deductive approaches of data collection and data analysis are chosen
methodologies that will be suitable for business research in accomplishment of project aim as
well as objectives successfully. Main reason behind selecting quantitative approach as it
facilitates in gathering of numerical information in minimum time. Main purpose for using
deductive approach as it helps in evaluating of quantitative information (Matongolo, Kasekende
21

and Mafabi, 2018). Therefore, both are essential within an investigation in getting of valid
outcomes for business research project.
Research outcomes in an appropriate manner for the intended audience.
From the above mentioned primary and secondary information collected from
questionnaire and secondary sources i.e. journals, books etc. sources, it has been identified that
talent management in the working environment played an important role by improving business
performance, reducing high turnover etc. Along with this, it has been determined from the
primary as well as secondary sources that there are different ways, techniques or strategies of for
attracting and retaining talented employees for longer time. In this, Providence of opportunities
for continuous development is one of the biggest strategies that will help company in talent
attraction and retention (Morris, Snell and Björkman, 2016).
In order to communicate this information to the intended audience, there are several
effective techniques of communication i.e. Email, written presentation, oral presentation etc.
These techniques facilitate researcher in providence of accurate information to the research
participants that result in attainment of project aim and also all objectives in successful manner.
Communicate outcomes to the intended audience, demonstrating how outcomes meet set
research objectives.
In this, all information about the primary and secondary data is communicated to the
research audience that helped in attainment of project aim and objectives. For meeting or
attaining first objective of the role of talent management within a workplace of Iceland Feed
Limited, primary and secondary sources of data collection are useful. Both types of information
are interrelated with each other that turn to help in attainment of such objective successfully. For
accomplishing the second objective of the Strategies of attracting and retaining talent a
workplace of Iceland Feed Limited, primary as well as secondary information is correlated that
helps in achievement of that objective. In order to attain objective three of relationship between
talent management and organisational productivity, primary and secondary information’s are not
linked with each other that result in no meeting of such objective successfully (Sanyal and
Hisam, 2018). There are different objectives that are achieved by researcher by using both
primary and secondary information. These are explained as below:
To determine the role of talent management within a workplace of Iceland Food Limited.
22

From the above mentioned research outcomes, it has been interpreted that talent
management played various roles within a workplace of Iceland Food Limited i.e. retain top
talent, improved employees performance, increased business productivity etc. These are major
roles that are also identified from the secondary information gathered for literature review.
Therefore, both primary and secondary information are related with each other that helped
researcher in meeting of this objective successfully (Arar and ÖNEREN, 2018). Thus, it is
important for researcher to communicate this information to their intended audience by using
communication techniques such as oral and written presentation, e-mail etc.
To examine the Strategies of attracting and retaining talent a workplace of Iceland Feed Limited.
From the above mentioned primary information collected from questionnaire, it has been
determined that there are various strategies that helped Iceland Food Limited in attracting as well
as retaining of talent within a workplace. These strategies are given on-going education and clear
paths to advancements; offer the right benefits and providence of opportunities for continuous
development. Along with this, for secondary information gathered for books, articles etc.
sources, it has been discussed that providence of opportunities for continuous development and
offering the right benefits for company to retain and attract talent at workplace (Golubovskaya,
Solnet and Robinson, 2019). Therefore, both information are correlated with each other, it means
this objective has been attained in successful manner.
To identifying the relationship between talent management and organisational productivity.
It has been determined from the above mentioned research outcomes that talent
management has positive relationship with organisational productivity. This information is also
gathered for literature review and in this author said that talent management has both negative
and positive impact (Chugh and Bhatnagar, 2016). Therefore, both information are not related
with each other and for communicating this information, e-mail as a communication strategy is
used by researcher and provides some recommendations to the Iceland Food Limited that are
mentioned in recommendation section.
Reflection
I am happy for getting a broad change of doing a research over “To evaluate the
importance of talent management in improving productivity level of an organisation”. A study on
Iceland Feed Limited. For attaining this purpose, I used both primary and secondary methods of
data collection. I used questionnaire as a research instrument that helped me in gathering of
23

quantitative and primary information, which facilitated me in accomplishment of all objectives in
successful manner. I used different sources of secondary data collection including books, articles
etc. These sources helped me in accomplishment of all objectives in successful manner.
Therefore, these methods are important for me in accomplishment of project aim as well as
objectives successfully (Yao, Qiu and Wei, 2019). Along with this, while conducting this
research; I faced some difficulties i.e. lack of time for data collection, some respondents is not
interested in giving accurate information, difficulty in making accurate decision about the
selection of research methodology, lack of resources for collecting secondary data, insufficient
amount of capital etc. These are major difficulties that have direct and negative impact on my
performance while I required in completing of full project within in given time and in successful
manner. Despite of these challenges, I used questionnaire that helped me in overcoming the all
issues in systematic manner. I also used Gantt chart for reducing the challenge associated with
the topic. I followed quantitative research that helped me by saving my time as well as cost.
Apart from this, by conducting this investigation I enhanced my various types of research skills
that includes data collection, time management etc. All these are useful skills for me in
achievement of my professional goals. Therefore, I provided my full efforts in accomplishment
of research aim and all objectives in successful manner.
Alternative research methodology
Interview is an alternative research methodology that will be important for conducting
further investigation in successful manner. This is a technique of qualitative data that could be
used by researcher while conducting further study systematically. By doing this investigation, I
improved my knowledge about the talent management along with their advantages in
improvement of organisational performance. I increased my research skills with the help of
current investigation, which are data collection, time management and many more. These skills
helped me in my personal and professional development (Aggarwal, Dhaliwal and Nobi, 2018).
Recommendation action for future research considerations
There are number of future research considerations including to identifying the
significance of talent management within an organisation, to determining the roles of talent
management for employees at workplace, to exploring the initiatives that would be taken by
human resource for retaining the talent at workplace (Rua, Manuel and Costa Araújo, 2016). All
these are future research considerations that should be using by investigator if they get another
24

change of doing any type of study. Interview is a recommended research methodology for
researcher in conducting of an investigation over all considerations in effective manner.
2.3 Conclusion and Recommendations
Conclusion
From the above mentioned information, it has been concluded that management of
employee’s performance within the workplace played a significant role by retaining top talent,
improving brand image and also enhancing productivity. There are different ways identified
through questionnaire such as set clear expectations, be open to receiving Feedback too,
empower employees, 360 Degree review and many others. All these are essential and significant
for company in management of performance among employees that result in achievement if
competitive advantages within minimum time and successful manner. From the above mentioned
data, it has been determined that there are various strategies that facilitated company in
management of performance. These are improvement of time management, enhancement of
communication skill and improve employee’s engagement. All these are important and
significant for company in achievement of better advantages within less period of time and in
effective manner.
Difficulties and limitations of the research
By conducting this research, there are number of difficulties faced by me i.e. lack of time,
insufficient amount of cost, access issues, difficulty in selection of research mythology,
difficulties in sample selection etc. These are main difficulties faced by me during the
completion of this research. In order to overcome all these difficulties, I used questionnaire that
helped me by saving my time, helps in selection of appropriate number of sample etc. These
helped me in completion of full project successfully and systematically.
Recommendations
From the above mentioned outcomes, it has been identified that there is requirement of
identifying some essential ways that are essential in improvement and management of
employee’s performance. There are some recommendations to the Iceland Food Limited, which
will be explained as below:
Utilisation of right technology: Implement of develop technology platforms, which drive
engagement and performance on daily basis. Technology is important at workplace for all
company if they have decentralised staff. There is recommendation to the Iceland Food Limited
25

to implement right technology because it will help them in managing of their employee’s
performance within minimum time and in effective manner.
Take steps toward improving morale: Job satisfaction is important for all employees in
its better performance at workplace. There are some things that must be review of Iceland Food
limited. These are working environment, salary level, benefits, workers understanding of the
vision and mission. This will be important in management and improvement of employee’s
performance that result in higher productivity and strong brand image of company.
26

REFERENCES
Books and Journals
Aggarwal, A., Dhaliwal, R.S. and Nobi, K., 2018. Impact of structural empowerment on
organizational commitment: the mediating role of women’s psychological
empowerment. Vision. 22(3). pp.284-294.
Arar, T. and ÖNEREN, M., 2018. Role of Talent Management in Career Development of
Generation Z: A Case Study of a Telecommunication Firm. International Academic
Journal of Social Sciences, 5(1), pp.28-44.
Behera, M. K. and et. al., 2020. The Role of Employee Satisfaction (ES) Involvement in the
Relationship among Employee Commitment (EC) and Organisational Effectiveness
(OE).
Calvo-Mora, A., Domínguez-CC, M. and Criado, F., 2018. Assessment and improvement of
organisational social impact through the EFQM Excellence Model. Total Quality
Management & Business Excellence. 29(11-12). pp.1259-1278.
Chugh, S. and Bhatnagar, J., 2006. Talent management as high performance work practice:
emerging strategic HRM dimension. Management and Labour Studies, 31(3), pp.228-
253.
Garmendia Ochoantesana, A., 2019. Causality between High-Involvement Work Systems,
Employee Attitudes and Organisational Performance: a Two-Wave Longitudinal Study.
Golubovskaya, M., Solnet, D. and Robinson, R.N., 2019. Recalibrating talent management for
hospitality: a youth development perspective. International Journal of Contemporary
Hospitality Management.
Jauhar, J. and et. al., 2017. The impact of reward and transformational leadership on the intention
to quit of Generation Y employees in oil and gas industry: Moderating role of job
satisfaction. Global Business and Management Research: An International
Journal. 9(4). pp.426-442.
Jindal, P., Shaikh, M. and Shashank, G., 2017. Employee engagement; tool of talent retention:
Study of a pharmaceutical company. SDMIMD Journal of Management. 8(2). pp.7-
16.
Matongolo, A., Kasekende, F. and Mafabi, S., 2018. Employer branding and talent retention:
perceptions of employees in higher education institutions in Uganda. Industrial and
Commercial Training.
Morris, S., Snell, S. and Björkman, I., 2016. An architectural framework for global talent
management. Journal of International Business Studies. 47(6). pp.723-747.
Rua, M. M. D. L., Manuel, O. and Costa Araújo, J.M., 2016. Linking transformational leadership
and organizational trust: has organizational commitment a mediating effect on it?.
Sanyal, S. and Hisam, M. W., 2018. The impact of teamwork on work performance of
employees: A study of faculty members in Dhofar University. IOSR Journal of
Business and Management. 20(3). pp.15-22.
Yao, T., Qiu, Q. and Wei, Y., 2019. Retaining hotel employees as internal customers: Effect of
organizational commitment on attitudinal and behavioral loyalty of
employees. International Journal of Hospitality Management. 76. pp.1-8.
27

28