What is Talent Management?
The accommodation and food services industry is one of the fastest-growing sectors.
Driven in
many cases by entrepreneurial chefs and business leaders, these organizations
are at the forefront
of the consumer experience.
To
achieve service excellence, many hospitality organizations have introduced
talent management
practices in attempts to attract new talent, retain and develop existing high-performing
employees, and boost organizational performance. Although the term talent management
has received increased attention over recent years, there is a wide variation
in how the concept is defined and understood. In the broadest sense, according
to Armstrong (2014), Talent Management can be defined as below:
Talent management
is the process of ensuring that the organization has the talented people it
needs to attain its business goals. It involves the strategic management of the
flow of talent through an organization by creating and maintaining a talent
pipeline.
Employee resourcing:
The process of Talent Management
The
process of talent management can be described as a pipeline that as illustrated
in Figure 2.1, operates within the parameters of talent strategy and policy and
starts with talent planning, followed by a sequence of resourcing and talent
development activities to produce a talent pool. Talent management starts with
the business strategy and what it signifies in terms of the future demand for
talented people. Ultimately, the aim is to develop and maintain a pool of
talented people through the talent pipeline, which consists of the processes of
resourcing, career planning and talent development that maintain the flow of
talent needed by the organization (Armstrong, 2014). Its elements are;
· Talent Planning
· Resourcing
· Talent
Identification
· Talent
relationship management
· Talent development
· Talent retention
· Career management
Figure
2.1 The Talent management pipeline
Relationship
between Talent Management and Job Satisfaction
Talent
management (outstanding performance motivation, training, and development, job
enrichment) has a significant impact on job satisfaction and employee
retention. There is a moderate relationship between talent management and job
satisfaction. Different strategies can be used in talent management to get a
good relationship with job satisfaction. Talent management had a positive
impact on job satisfaction. Job satisfaction is considered as an appropriate
measure to evaluate the success or failure of an organization in implementing
talent management.
Related to the positive influence of
talent management on job satisfaction, both directly and indirectly through
employee engagement mediation, management
needs to maintain and improve employee job satisfaction by increasing efforts
to support talent management programs. Hotel management also needs to be
creative to create situations and conditions that encourage employees to feel
employee engagement, so that in turn, employees have a sense of belonging to
the company, always care about the problems that occur in the company,
employees and have an emotional attachment to the company. Thus, employee
satisfaction becomes positive and ultimately able to improve employee
performance becomes more productive and contributive.
References:
Chung, K. L.
& D'Annunzio, N. (2018) Talent management practices of small and
mediumsized in the hospitality sector: an entrepreneurial ownermanager
perspective. Worldwide Hospitality and
Tourism Themes, 10(1). pp. 101116. [Online]. Available at
http://centaur.reading.ac.uk/73578/. Accessed on 13th May 2021.
Dewjana, N. & Daniel, H. (2020) impact of talent
management, Authentic leadership and employee engagement on job satisfaction: Evidence From South East Asian Industries.
pp. 4-7. [Online]. Available at
http://www.jcreview.com/fulltext/197-1594813056.pdf. Accessed on 14th May 2021.
Huges J.C & Rog E. (2008) Talent management. International Journal of Contemporary
Hospitality Management, p744 [Online]. Available at
http://dx.doi.org/10.1108/09596110810899086. Accessed on 13th May 2021
Talent management (TM) is a major component in human resource planning. You article makes an important contribution to understand the link between Talent management and Job satisfaction. Hospitality industry has been identified as a high labour turnover industry in the world. And TM research in the hospitality industry has been criticized for focusing on TM issues in hospitality organizations. With better TM practices and strategies in hospitality, would be able to improve job satisfaction and decrease the turnover. As you more elaborated on TM and for me to get an idea about employee resourcing in hospitality, could you please list down few points why employee resourcing should be “Strategic” in Hospitality Industry.
ReplyDeleteResourcing strategy ensures that the organization recruits and retains the individuals in various job positions. Thus the reasons why employee resourcing should be “Strategic” in Hospitality Industry as below,
Delete* It is comprehensively understood that when the human resources will be efficient and possess the essential educational qualifications, competencies and abilities, they will be able to carry out their job duties in a satisfactory manner.
* To find out the most suitable workforce that is needed by the organization
* To implement the methods and approaches. These include, acquiring training by getting enrolled in educational institutions and training centres, outside the organization, attending training and development programs within the organization, conducting research and so forth
Strategic selection of right person for a right job is the key to success. The term strategic selection refers to, selecting a suitable person, well-matched for the service.
Talent management is a challenge that many industries are facing across the world. Many of the large hotel chains took the initiative to transform to talent management departments from their human resource management departments. It has also become a complication for small and medium enterprises sector as well. All customer facing businesses are required to retain a happy and well trained staff for its smooth functioning. Since the management is first to explore on this salient feature from a personal perspective rather than a company requirement. That concept will guide future HR expertise to make sense the key principles of maintaining a satisfied and well informed workforce, as well as understanding their career path.
ReplyDeleteCarrying out talent management isn’t always easy. Many problems can come up, like managers not being invested in helping employees, unmotivated/disgruntled employees, and an employee who is not a good fit for the company.
DeleteTake a look at some of the leading talent management issues and challenges a business could experience:
#Poor hiring strategies
#Inexperience with technology
#Ineffective leadership
#Employee turnover
with new recruitment, HRM should identify the candidate talent. If candidates' talent matches with the job, That company can build better employees. The primary purpose of talent management is to create a motivated workforce who will stay with your company in the long run.
ReplyDeleteIndeed, hiring the right person, who respects customers and co-workers alike, you're cultivating the best customer service experience in the market. Candidates who possess excellent interpersonal skills are essential for building your business
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ReplyDeletei agree with your article. talent management is the main part of the human resource process. considering your sector hotel management indeed manage their talent. also, Talent management has a significant impact on job satisfaction and employee retention. hotel sector quality depends on service. for providing good service employee is the main point of the system. so that we want to satisfy our employees well.
ReplyDelete