Online from: 2011
Information: About this Collection
|Title:||Talent management: A strategy for improving employee recruitment, retention and engagement within hospitality organizations|
|Author(s):||Julia Christensen Hughes (Department of Business, University of Guelph, Guelph, Canada), Evelina Rog (Department of Business, University of Guelph, Guelph, Canada)|
|Citation:||Julia Christensen Hughes, Evelina Rog, "Talent management: A strategy for improving employee recruitment, retention and engagement within hospitality organizations", Emerald 20, (2008)|
|Keywords:||Human resource strategies, Recruitment, Retention|
|Article type:||Literature review|
|DOI:||10.1108/09596110810899086 (Permanent URL)|
|Publisher:||Emerald Group Publishing Limited|
Purpose – The purpose of this article is to clarify what is meant by talent management and why it is important (particularly with respect to its affect on employee recruitment, retention and engagement), as well as to identify factors that are critical to its effective implementation.
Design/methodology/approach – This article is based on a review of the academic and popular talent management literatures.
Findings – Talent management is an espoused and enacted commitment to implementing an integrated, strategic and technology enabled approach to human resource management (HRM). This commitment stems in part from the widely shared belief that human resources are the organization's primary source of competitive advantage; an essential asset that is becoming in increasingly short supply. The benefits of an effectively implemented talent management strategy include improved employee recruitment and retention rates, and enhanced employee engagement. These outcomes in turn have been associated with improved operational and financial performance. The external and internal drivers and restraints for talent management are many. Of particular importance is senior management understanding and commitment.
Practical implications – Hospitality organizations interested in implementing a talent management strategy would be well advised to: define what is meant by talent management; ensure CEO commitment; align talent management with the strategic goals of the organization; establish talent assessment, data management and analysis systems; ensure clear line management accountability; and conduct an audit of all HRM practices in relation to evidence-based best practices.
Originality/value – This article will be of value to anyone seeking to better understand talent management or to improve employee recruitment, retention and engagement.
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