This study investigates the notion of talent in the tourism and hospitality (TH) industry, proposing a comprehensive talent management (TM) model that is specific to this industry. This study primarily explores the notion of talent, TM, and the importance of these in the industry. A mixed method approach (qualitative and quantitative) was used to fulfill the research objectives. Qualitative content analysis was used to address interview responses from a panel of experts and a survey method was applied to collect data from a wider industry population through questionnaires. The data collected were analyzed in SPSS and LISREL.Based on the findings, a model is proposed for talent definition in the Iranian TH industry.

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The hospitality industry has undergone significant developments as new modes of environment-friendly tourism and hotels have emerged (including ecotourism, eco-hotels, ecolodges, and green hotels). These new features, however, have not been specifically investigated, especially in a considerably potential tourist destination like Iran. This study sought to develop a model for identifying and prioritizing the indicators that could determine the ecological features of hotels. Following a systematic review, exploratory factor analysis and analytic network process were used to construct a hybrid model and its elements were then prioritized in five-star hotels in the Fars province, Iran. The model consisted of five dimensions (totally including 19 indicators), namely “energy,” “ecological adaptation,” “materials and equipment,” “foods and drinks,” and “cultural-economic activities.” The findings revealed that the “energy” dimension was significantly important, while indicators such as “effective use of water,” “supply and efficient use of energy,” and “use of renewable energies” were the most important indicators, respectively. The results of this study can encourage managers/practitioners in hotel accommodation to concentrate on the indicators that could promote the ecological level of hotels. In doing so, they can consider energy, foods, and beverage indicators in developing green hotels and implement appropriate accommodation with ecotourism standards to attract (inter)national tourists.

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This study aims to identified and ranked employer brand strategies in post-COVID-19 tourism and hospitality, considering the significance of employer branding as one of the most important elements for attracting and retaining key employees.In this study, we initially develop a model by systematically reviewing the literature. And in the subsequent quantitative analysis, the strategies identified are tested through a questionnaire survey and ranked by a panel of industry experts and analyzed data using the R-SWARA method.Results show that the most important employer brand strategies in post-COVID-19 tourism and hospitality were “paying increased attention to social responsibility”, “developing reliable and sustainable internal/external relationships” and “assessing the effect of brand re-building measures on the social image of the organization”. The analysis of the studies conducted dealing with post-COVID-19 employer branding demonstrates that none of these investigations proposed a comprehensive framework of strategies for employer brand promotion. Exploring the literature also revealed that, despite the significance of employer brand in times of economic crisis, this topic has been ignored by researchers although it points to an obvious gap in the literature on employer brand in tourism and hospitality.