Boosting Talent Management in Hospitality
What is Talent Management?
According to Hugles and Rog (2008: 746): “Talent Management is a
multi-faceted concept that has been championed by HR practitioners, fueled by
the war for talent and built on the foundations of HRM. It may be viewed as an
organizational mind-set or culture which employees are truly valued; a source
of competitive advantage; an effectively integrated and enterprise-wide set of
sophisticated, technology enabled, evidence-based HRM policies and practices.”
According to Chambers et al. (1998), for McKinsey and Company, TM refers to the
process of developing new employees through the framework of interviews,
hiring, orientation, and helpful integration into an organization’s culture.
The Talent Management Model
Talent Management in Hospitality Industry Context
Talent management
has a direct link to hospitality industry and hotels in particular. Hospitality
industry is described as concerned with producing and
supplying: Food & Drinks and Accommodation which is both large scale and
diverse business in the centrality of human interaction and service.
Hospitality is a labor intensive industry, requiring employees with different
skills and levels for success. Why talent management requires careful
attention. Without talent, hospitality and tourism have no dynamism (Law, Bai,
Crick, and Spencer, 2011). Globally, talented people are at the heart of
successful hospitality businesses.
The hospitality sector is an
industry which needs to be highly customer focused to deliver a customer
experience which will generate repeat business and a successful brand. TM can
be a strategic lever to enable the development of a customer-centric culture in
the hospitality sector.
An integrated framework for Talent Management in
the hospitality sector
In this Talent Management in Tourism & Hospitality is based upon the notion that there are objective factors that are essential within the tourism and hospitality industry in order to achieve competitive advantage such as talent pool. The objective factors identified here are in the form of strategies that the organization intends to adopt. These objective factors will therefore have an impact on the value attached to making talent management initiatives a success. If the value attached is high, then the outcomes will be very high and the opposite happens if the value attached is very low. One key aspect of talent management is that it takes into account external and internal environmental factors which have an impact on the adoption and implementation of policies within the context of talent management. Factors like economic conditions, legal environments and current skills levels in the organization affects when implementing talent management processes. Therefore, the hospitality industry characteristics and structures provides some insights into factors influencing the selection of the industry as a career choice and the obstacles that managers face in in attracting, retaining and developing talented managers (Watson, 2008)
The advantages of Talent Management
-The hospitality or tourism organization must identify the sort of talents that are required for the business. These are changing and developing and the talent management process helps them to identify them more accurately.
-One of the biggest challenges facing the hospitality and tourism sector is how
to attract the best talent in a competitive market. The use of talent
management practices allows the company to achieve this more effectively.
-Once the organization has attracted the best people to work for them, they
then need to develop the raw talent into individuals and teams who can help the
company become more successful. It is argued that talent management helps in
this process.
-Hospitality and tourism has particular challenges with seasonality and
turnover of staff and the talent management process helps the organization to
cope with these challenges.
-It is clear that management development practices are needed to engage
employees in hospitality and tourism companies, and talent management helps
with this process.
-The organizations in the sector should try to attract the brightest and best
graduates to join the work force, and well thought out talent management
processes help with this.
-Hospitality and tourism organizations have both a diverse labor force and
customer base, and the talent management process helps with the management of
both groups.
-Talent management is more sophisticated that human resource management. Its
focus on individual career development and inclusive approach allows the
organization to move to a stronger competitive position.
-Hospitality and tourism is all about a
complex balance between technical, personal and creative skills, and talent
management helps in the development of these amongst the employees.
With regards to TM in hospitality
industry, is a vital component effect on staff attrition. If an organization do
not have any proper TM strategies, talented employees are tending to leave the
organization when they do not have a proper recognition. Also organization
should be mindful to create an “Employee value proposition” in order to attract
talented employees. All these strategic practices will assist in order to boost
the TM in the organization.
References
Horner, S. (2007) Talent management
in hospitality and tourism. Goodfellow
Publishers Limited [Online]. Available at http://tourismb.ir/
. Accessed on 17th April 2021.
Nzonzo, J. & Chipfuva, T. (2013) Managing talent in the tourism and
hospitality sector. International Journal
of Academic Research in Accounting, Finance and Management Sciences,
Vol. 3 (2), pp. 92–97 [Online]. Available at https://www.researchgate.net/publication/263973281
. Accessed on 17th April 2021.
Simpson, D. (2018) Talent management in the hospitality industry. Cabi [Online]. Available at https://www.cabi.org/
. Accessed on 17th April 2021.
Talent management is not an easy thing to do, mostly when talent is so subjective and sometimes difficult to direct. However, it is essential for business growth and also as part of managerial skills.
ReplyDeleteHere are tips that will boost talent management
• Define talent according to the organizational values, culture, mission and vision.
• Avoid using popular and trendy desirable skills to sound up-to-date in your job specs.
• Think about career development and career planning.
• Focus on results instead of processes.
• Consider Talent vs. Perseverance.
• Do not accept talented bullies.
• Appreciate introverts more. Yes, introverts tend to be ignored because they are not that outgoing.
• Don’t feel threatened by talent.
• Healthy work environment is key to promote high performance at work.
Reference
Karolina Silva. (2018), 9 tips to boost your talent management strategy [Online]. Available at https://www.hrzone.com/community/blogs/karolina-silva/9-tips-to-boost-your-talent-management-strategy. Accessed on 23th May 2021.
Hospitality Industry is a highly service orientation nature of this industry lately, strategic importance has been placed on ensuring that employees with the appropriate skills and knowledge are effectively recruited and retained. Resultantly, actions such as the modernization of tourism training systems, more versatile working methods, flexible working hours and the leverage of existing employees’ skills and competencies are key to this industry’s success. Hence talent management strategies adopted in the industry contribute to organizational effectiveness. I agree with points you have mentioned in the feedback in order to boost the talent management. HR department should implement talent management strategies in line with organizational goals to enhance the talent management in the organization.
DeleteTalent Management (TM) is a strategy employed by the human resource department to attract, develop, and retain productive, motivated employees. On the other hand HRM is responsibility of human resources is to manage the people so affectionately referred to as resources.
ReplyDeleteWhen you understand the difference between talent management and human resource management, you’ll understand why organizations define titles within the organizations, establishes clear goals, and sets your teams after pursuing them.
TM practices need to reflect the uniqueness and complexity of the sector and effective implementation of TM requires CEO/Owner-Manager commitment and cascading down of a talent mind-set/culture within organizations. The hospitality sector is an industry which needs to be highly customer focused to deliver a customer experience which will generate repeat business and a successful brand. TM can be a strategic lever to enable the development of a customer-centric culture in the hospitality sector.
Thank you for your valuable feedback. As you mentioned hospitality industry in a highly customer focused industry. In order to success in this hospitality industry, employee should be talented enough to deliver better customer service. TM practices, in particular, competitive reward and training and development opportunities, will improve employer branding and will directly have an impact for the organization. Hence HR department should implement a strategic approach talent management.
DeleteTalent management (TM) is the process by which businesses and organizations identify and develop expertise people who can have an optimistic impact on their organizations. It has become a key component of human resource management, with TM strategies being developed in line with the particular requirements and structure of the business and industry. The current issue of worldwide Hospitality and Tourism sectors addresses the question of whether talent management is a strategic priority in the hospitality sector. Five recurring themes are identified as being relevant to hospitality organizations when considering a strategic approach to talent management.
ReplyDeleteThose are
- The role of line managers in employee development and well-being
- Talent management being used as a lever for change of the culture
- The importance of contextualizing approaches to talent management
- The requirement for new and innovative ways of working to achieve a strategic approach to talent management.
- Barriers for the development of a strategic approach caused by economic and day-to-day operational pressures.
In order to implement talent management processes in an organization, we need to consider the points you have mentioned your feedback. The hospitality sector is an industry which needs to be highly customer focused to deliver a customer experience which will generate repeat business and a successful brand. In Sri Lanka, organizations can to meet the challenges of the "experience economy" through attracting and developing the right staff and how talent management policy and practice can be used as a vehicle for culture change and development. Hence human resources function in the hotel industry, pointing to contradictions and tensions in shifting the focus of the HR function from "operational" to "strategic" management of talent.
DeleteIn a nut shell, An increased focus on the talent management process as a whole will result in a happier workforce that will want to stay with their employer because they will trust the organization with their future career development.
ReplyDeleteI totally agree with your comment. Talent development can play a key role in creating a pro -environmental culture and can significantly contribute to the long-term environmental sustainability of organizations. Talent Management has the capacity to form a key part of the process of managing and leading people in order to meet organizational objectives and improve efficiency and effectiveness. As well as talent management directly impact on employee attrition. When an employee sees that they have a better career growth being with the current organization, they will not tend to leave the organization.
Delete