Research Project Report: Talent Management in TUI Tourism Company

This report investigates talent management practices within TUI, a multinational travel and tourism company. The introduction defines talent management and its significance in achieving business goals, emphasizing the importance of retaining skilled employees. The literature review explores the benefits of staff retention, effective recruitment methods, challenges in talent management, and strategies for increasing staff retention. The research methodology outlines the approach to data collection and analysis, followed by a detailed analysis of the collected data. The conclusion summarizes the key findings, and a reflection section provides personal insights. The report also includes references and an appendix with a questionnaire used in the research. The report addresses the importance of talent acquisition and retention, effective recruitment, and the challenges companies face in managing talent within the service industry.

Research Project
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Table of Contents
INTRODUCTION...........................................................................................................................3
Aim and objectives......................................................................................................................3
LITERATURE REVIEW................................................................................................................4
Benefits of staff or talent retention in an organization................................................................4
Ways of recruiting the best talent in an organization..................................................................5
Problem companies face while managing talent..........................................................................6
Ways to increase staff retention in an organization.....................................................................7
RESEARCH METHODOLOGY.....................................................................................................8
DATA Analysis.............................................................................................................................11
CONCLUSION..............................................................................................................................23
REFLECTION...............................................................................................................................24
REFERENCES..............................................................................................................................26
APPENDIX....................................................................................................................................27
Questionnaire.............................................................................................................................27
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TOPIC: Talent management in service industry
INTRODUCTION
Talent management is a process of selecting, hiring and retaining the best talent within an
organization in order to improve business value and accomplishing goals. Talent management is
one of the main and critical task which is not limited to selecting the best workforce but also
motivate them and identifying ways to retain them with the company for the long run (Scullion
and et.al., 2016). By an effective talent management, companies of travel and tourism like TUI
can take several benefits like competitive advantages, increasing sales, improving brand image
etc. Talent management is known as the key of the success of an organization. For an effective
talent management, manager or employers of an organization require several skills by which they
can influence and motivate employees to retain or stay with the company for the long run.
Companies face some problems in talent management which needs to be solved in a timely
manner.
Background of the study
This present study is based on TUI which is an Anglo German multinational travel and
tourism company. It important for this company to satisfy customers' needs and it can be
possible when it has skilled workforce. This present study is going to show some advantages and
requirement of retaining skilled workforce along with ways. Further, it will also show effective
ways to select and recruit the best employees as it is the important function of talent management
(McDonnell and et.al., 2017). Lastly, it will discuss effectiveness of research methodologies in
conducting research.
Aim and objectives
Aim
“To identify importance and ways of talent acquisition or retention in company. A case
study on TUI tourism company.”
Objectives:
 To identify importance or benefits of staff or talent retention in an organization.
 To identify effective ways of recruiting the best talent in an organization.
 To discuss some problems companies have to face while managing talent.
 To suggest some ways of retaining skilled workforce within the company.
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Research Questions:
1. What are some benefits which TUI can have by talent retention?
2. What is the best way of recruiting the best and talented people at workplace?
3. Which problems companies face while managing and retaining talent within business?
4. Which techniques and ways can help TUI in retaining skilled workforces with them?
LITERATURE REVIEW
Benefits of staff or talent retention in an organization
As per the Manogharan, Thivaharan and Rahman, (2018). Talent and skilled workforce
retention in an organization can have several advantages as by retaining skilled workforce
company can bring innovation in business. Skilled workforce are more likely to bring creativity
which can allow companies in satisfying customers needs. Satisfied customers are more likely to
stay with the company which can improve image and productivity as well. So, it can be said that
talent retention can give several advantages like becoming market leader, improving engagement
of employees and improving working environment.
In addition, Pandita and Ray, (2018) stated that talent retention in an organization have
several advantages and benefits to company as by retaining talent as well as managing them in an
effective manner they can attract customers to the great extent because skilled workforce in an
organization focus on their functions and work in an effective manner which reduces errors and
improve their productivity. When they focus on their function effectively then they are more
likely to provide qualitative and unique features of products and services to them which satisfy
customers' needs and allow them to retain with the company. Increase customers and employees
retention rate in an organization improve image of the company in the market. Improved image
and brand directly help companies in becoming the market leader as well as taking competitive
advantages. They also said that talent management like effective hiring, recruitment, retention
process allow companies to develop consistent performers. Because talented workforce have all
informations of company like purpose, objectives, strategies and others, and they take interest in
knowing more which allow them to perform better in the company. When company make an
effective use of talent management strategies and satisfy their needs then employees are more
likely to help managers in planning for the future for expanding business.
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For more supporting this view Matongolo, Kasekende and Mafabi, (2018) said that an
effective talent management structure builds more trust in the company because talent
management structure is built on ideas as well as needs of employees as what they want. When
companies consider their needs and try to fulfil them then it allows both employers and
employees to tighten their bond in the company. Succession planning and talent management
lead to a streamlined as well as structured vision of the company. Improved loyalty and trust
among employees also allow companies and employees to build good customer support and sales
team as well. So, overall it can be said that by using effective strategy and structure of talent
management companies can accomplish all its pre determined goals.
Ways of recruiting the best talent in an organization
There are several ways of selection and recruitment but identifying the best talent and
recruit them with company is one of the main aims of using recruitment strategies. As per the
Pandita and Ray, (2018) one of the best way of recruiting the best talent and employees is
internal recruitment or filling vacant post within organization. Companies do not have to invest
time in searching employees. In addition, it is also stated that by approaching existing employees
who have worked with the company before but have left now, can also be the best way of
recruiting talent workforce. By doing so company can employ skilled workforce and it can also
save their time and cost as well. There are several other benefits of using this strategy and way of
talent management as by doing so company can reduce its recruitment and training cost
Employees are aware about all policies and way of working of the company, so they do not
require training as like new employees. Other main benefit of using internal recruitment strategy
is it can increase morale of employees and motivate towards working more effectively. It helps
them out in improving their performance and getting promotional and other benefits.
Other best way of attracting as well as recruiting the best talent according to Robert
Richardson and Alexander Gabbin, (2016) within an organization is attracting passive job
seekers with recruiting marketing. For attracting talent and passive job seekers there is
requirement for HR to take a page from marketing's play book and adopt some effective and the
best practices of recruitment marketing. There are several strategies and ways of recruitment
marketing and one of the common and the best ways of this recruitment marketing is GE
(General electric). This way innovates in the home automation and industrial internet of things
spaces. By doing so, business model rely on hiring as well as recruiting the top technical talent in
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company. Social media, content marketing are ways of reaching to skilled tech professionals and
students directly and make them able or agree to retain with the company for the long run. So, it
can be said that by making an effective use of advanced technology and digital marketing
company can attract as well as recruit the best talent by reviewing their person specification and
resume.
Problem companies face while managing talent
There are some factors which can create several problems in talent management or
related functions like identifying talent, recruitment, selection and retain them with the company.
According to the Krishnan and Scullion, (2017) one of the main factors is ineffective recruitment
and ineffective organizational culture. Inexperience or lack of skills of using technologies in
talent management by leader and manager can also create problems in attracting the best
workforce. Lack of knowledge can lead ineffective recruitment and increased staff turnover rate.
This staff turnover rate direct affect brand image of the company. In addition, Zhang and et.al.,
(2020) in the context of unappealing company culture it can be said that younger employees
expect and seek for unique and different working environment than elders and predecessors used
to follow. Nowadays, workers do not want to sit on their desk, completing their duties and go
home after completing duties and at the end of the workday. As they look for those jobs who can
offer them perks like open communication policies, flexibility, relaxation, activities rather job
duties etc. For fulfilling needs of talent and younger workforce companies require changing their
working culture and environment and if they fail to fulfil anyone of these requirements then they
find difficulties in getting skilled workforce. It is believed that younger employees as compare to
older are more likely to bring innovation and creativity within an organization so, they need to
focus on attracting and managing talent and it is the main problems.
According to the Stokes and et.al., (2016) higher total compensation demand is one of the
main problems which companies face while managing talent. In this context it is stated that when
employees do not get fair compensation then they directly talk and speak up about their
situations to employers. One of the main factors of employees retention and job satisfaction is
pay and when they find that company is not paying them according to their worth and
qualification then they leave company. It is one of the main problems which HR department face
and for solving this problem they need to focus on this area to satisfy employees along with
keeping costs low. At the time of deciding employees retention, HR needs to evaluate and decide
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that which employees are worth keeping and who are not. As per the evaluation they can
increase pay for talent workforce and also satisfy employees needs. But still it can be said that
keeping retention and other costs low and motivating employees to stay with the company for the
long run is the most difficult task for HR in talent management.
Ways to increase staff retention in an organization
Recruiting talent workforce is not an easy task but encouraging and influencing them to
retain or stay with the company is the main task and it is the main key of the success. There are
several ways by which TUI can retain their skilled workforce such as providing financial and
non financial rewards as per requirement of them Alhmoud and Rjoub, (2019). Employees
require motivation for performing activities and rewards like promotional opportunities, bonus,
performance appraisal, celebration of success and appreciation motivate and make employees
feel valued. All workers have some requirement and purpose of doing jobs like financial and non
financial. By identifying needs of each employees company can provide them either financial
motivation such as incentive, performance appraisal, rewards and others. Effective pay and
financial motivation is one of the best ways of satisfying employees needs and also retaining
them with the company for the long run. BY providing non financial motivation like celebrating
success of employees, appraising them, treating them in an effective manner and others are best
ways of retaining employees. So, by rewarding as per the needs, companies can increase staff
retention rate.
In addition, Wakabi, (2016) stated that it is important for HR to identify reasons and main
root cause of staff turnover as why employees are leaving company. By identifying reasons they
can choose appropriate ways of retaining them. They also stated that there are some common
causes which increases staff turnover rate such as: ineffective pay, lack of motivation, work
pressure, ineffective and working environment. So, in this regard it can be said that company
needs to develop some effective strategies which can improve working environment where
employees of all level can work in an effective manner. Rather, job duties, company can provide
flexible, part-time working, activities which can change their mood. By promoting team working
companies can motivate and influence employees to stay with the company.
Cohen, (2017) When employees work in a team and share common goal they are more
likely to interact with each other which improve their relation and it creates friendly and
effective working environment. At the time of work load, employees share their work and also
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help each others in solving their problems. This team working can also allow employees to
reduce their errors, improve productivity and perform activities under pressure in an effective
manner. So, it can be said that team working can help company in not only retaining employees
or top talent but also in improving overall productivity and performance as well.
RESEARCH METHODOLOGY
In the context of research methodology which is an important part of research, it can be said that
it refers specific procedure which is being used by researcher in order to identify, selecting and
analysing informations for completing study successful about topic. For all functions like
analysis, selection and identification, research methodology is being divided into several
elements which are being discussed below in a detailed manner.
Research types: Qualitative and quantitative are 2 types of research which shows a form
of collecting informations. Collection of data in numerical form is known as quantitative and
non-numerical form of data is known as qualitative. For this study, researcher will focus on
qualitative research. By gathering non-numerical data, researcher focuses on collecting
information in words and other forms for following qualitative research It helps them out in
getting relevant information to the topic and accomplishing goals. By following this type they
can also understand human behaviours (Peng and et.al., 2016). On the other hand, in numerical
form of information, researcher follows quantitative research type which allow him to get actual
data or information related to talent management and specific topic. Selection of the type of
research is the main difficult task and it all depends upon the nature and purpose of the topic.
This study is all about talent management which has great scope so, researcher selects qualitative
type.
Research approaches: Inductive and deductive are 2 research approaches whose
selection is depended upon the type of research. Inductive is suitable with qualitative and
deductive is suitable with quantitative. For this scholar will use inductive or will generate new
theory for collecting relevant data. In inductive approach, researcher generate new theory which
consists of information related to the topic. By generating a new theory researcher can get
information related to the topic such as talent management and its all aspects which can allow it
to accomplish its goals and also increasing its knowledge. On the other hand, in deductive
research approach, researcher develop an existing theory or those theories which are already
generated. This theory and approach is less effective as compare to inductive because in this type
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or approach of research, scholar d not generate new theory as only it develops an existing theory.
So, one of the main reasons of scholar of selecting inductive approach is it increases its
knowledge and other main reason is it is suitable with qualitative type of research (Woiceshyn
and Daellenbach, 2018).
Research philosophies: Research philosophy also required to be followed after
identifying research approach because selection of philosophy depend upon research approach.
Researcher philosophy is a belief about the way in which informations about phenomenon
required to be collected, analysed and used as well. There are mainly 2 research philosophies
such as: positivism and interpretivism. Researcher in positivism philosophy believe that reality
and facts are stable, and they can easily be observed from an objective viewpoint. Researcher can
make prediction on the basis of an existing and previously observed realities. On the other hand,
realism philosophy believe that for understanding reality in a complete manner, there is
requirement of subjective interpretation of elements. It is all related to natural environment as it
does not work upon prediction. For this present study of talent management, interpretivism
research philosophy will be selected because it is suitable with selected inductive research
approach also this philosophy is related to natural science rather predictions.
Data collection: Data collection is the main key of the success of research study as
without collecting data researcher cannot even complete research study. Primary and secondary
are 2 form of data collection as in primary type, researcher collect first-hand data and in
secondary type, he collects second hand data (Apanasevic, 2018). For this study scholar will
mainly focus on primary data collection by questionnaires. In the context of primary data
collection it can be said that it refers new data or informations which are never being used before
by anyone. By collecting such data, researcher can increase his knowledge and can also make
study successful. Gathering new data which never being used before allow researcher to make its
study effective and accurate. There are some sources available from where they can collect first
hand data such as: questionnaire, survey, interview and others. On the other hand, secondary data
collection refers second hand data which may be used before by other researcher for conducting
research on the same topic. There are chances of making study same as like others and as
compare to primary data collection, secondary data collection are less likely to have ability to
make study successful. Some sources from which researcher can collect second hand data or
information include: books and journals, articles and others.
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Data analysis: For making collected data accurate, this step is being followed For
qualitative research, qualitative data analysis is being used and for quantitative, quantitative data
analysis is being used. This research is qualitative so, researcher will use thematic analysis as
qualitative data analysis tool. After collecting data it is vital and important for researcher to
complete this step and make use of data analysis tools. As like main research type, there are 2
types of data analysis such as qualitative and quantitative. Qualitative data analysis tools are
being used by scholar for analysing non-numerical or qualitative data. Whereas, quantitative data
analysis tools are being used for analysing and moulding quantitative or numerical data or
informations (Friese, 2019). Researcher believes that data which they gather either from primary
or secondary data collection have some errors and lack of accuracy as sometimes, selected
people do not provide accurate informations due to fear of something and someone. So, it is
important for researcher to identify inaccuracy of data and make them suitable or accurate with
study. So, for this main purpose or making study successful, researcher make use of qualitative
data analysis tool for making non-numerical data accurate. Thematic analysis tool is one of the
best qualitative data analysis tool.
Sample: In qualitative research this element plays an important role. Sample refers target
people or participants which are being selected by researcher in order to ask questions and
getting information or answers of all those questions. A procedure of selecting target people as
participants in data collection or analysis part is known as sampling. There are 2 types of
sampling in which researcher select target people such as random and non-random. In random
sampling method, target people or participants are being selected randomly as there is no specific
criteria of selecting them. On the other hand, in non-random sampling method, people are being
selected non-randomly or researcher create specific criteria like age of selected people, specific
experience, education, gender, race and others. For this study researcher will select random
sampling method (Etikan and Bala, 2017). One of the main purpose of choosing this method or
type is it makes target people feel valued when they are being selected randomly and also
motivate them to provide accurate answers. Whereas, when people are being selected non-
randomly or on some bases then it de-motivates those people who are not being selected so, for
eliminating bias random sampling is often preferred. 30 employees of TUI are being selected as
sample for getting information.
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Ethical consideration: Ethics refers moral principles which need to be followed by
researcher while conducting research and also after completing research. It allows him to make
study successful, accurate and effective. Ethics also help researcher in identifying difference
between the wrong and the right. By knowing the difference between the right and the wrong act,
researcher can eliminate errors in research study which can improve his image. When study is
being conducted in an ethical manner then it motivates participants and viewers to support
researcher in making his study successful. There are some codes of ethics related to the research
by which scholar can make study ethical and successful such as:
 To not force participants about taking participate in research study and providing
information.
 To provide equal and fair opportunities to all participants and involved members in
sharing their views.
 To make participants believe that they will not be judged and their personal information
will be kept safe and secure and will also not be shared with anyone.
 To not share information of company with anyone and making confidentiality.
 To promote values, trust, mutual respect, fairness and accountability.
 To follow all guidelines and norms of implemented policies related to conducting
research.
 To not hurt anyone in any manner and providing accurate information to participants and
company for whom researcher conduct study.
So, from the above discussed all ethics it can be said that scholar can complete this study on
talent management and support TUI by telling them effective ways of managing talent and
accomplishing all pre determined goals.
DATA Analysis
Theme 1 Talent retention within an organization is important
Question 1: Do you think talent retention within an organization is important?
Options Respondents
Strongly agree 15
Agree 10
Disagree 3
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Strongly Disagree 2
Total 30
Figure 1 Talent retention within an organization is important
Interpretation: From the above graph it has been analysed that, 30 out of 15 participants
strongly agreed that talent retention within an organization is important, 10 of them simply
agreed to the question. However, 3 of them disagreed that talent retention is not so important
within an organization and in fact, 2 of them strongly disagreed to the question. It from this it has
been analysed that it is important for organizations to focus upon talent retention as it helps them
in providing various kinds of benefits and also helps in sustaining within the competitive
environment in which they operate.
Theme 2 Some benefits that talent retention can provide to an organization
Question 2: What are some benefits that talent retention can provide to an
organization?
Options Respondents
Enhance creativity within organization 7
Bring improvement within productivity 8
Improve employee engagement 7
Improve working environment 7
Others 1
Total 30
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