Talent Management Strategies and Practices in Five Star Hotels: An Exploratory Study

Abstract

This research aims to explore the current strategies and practices of talent management (TM) within five star hotels in Egypt. To achieve the research aim, an online questionnaire was used as a tool for data collection. 212 general managers and human resource managers in the investigated hotels were targeted to identify the practices adopted to attract, select, develop, and retain talent employees. The research revealed that the practices of talent management are still at an early stage of development, and the concept and the process require further understanding. One of the key results was that most of the investigated hotels implemented some of the basic principles and components of TM system but the actual practice has not yet been demonstrated as a complete and integrated approach. Most of the managers were aware of the benefit of talent management. This research, therefore, contributes to provide a deeper knowledge and understanding on how human talents are being managed in an important sector of the hospitality industry.

Talent Development Approaches For Competitiveness among Five Star Hotels in Nairobi City County, Kenya

“…Lyria (2014) was supported this finding and pointed out that job rotation helps move people into roles where their skills are most suited and their aspirations are best met. Mensah and Bawole (2017); Saad and Mayouf (2018) agreed with the findings as well and added that that job rotation allows hotel staff to discover their abilities and skills whose application drives up the competitiveness of the target organizations. On the contrary, The coefficients of the job rotation approach for developing talent did not have a significant relationship with the competitiveness among five-star hotels in Nairobi City County, Kenya (β = 0.138, p = 0.632).…”

“…Glaister, Karacay, Demirbag, and Tatoglu (2017) posited that job rotations allow for collaboration and teamwork and create conditions for sharing knowledge. Saad and Mayouf (2018) stated that a well-executed job rotation can enable hotel employees to discover their abilities and skills; and further facilitate in matching them with job requirements (Mensah & Bawole, 2017). Lyria (2014) supported this statement and pointed out that job rotation helps move people into roles where their skills are most suited and their aspirations are best met.…”

Investigating the Moderating Role of Paternalistic Leadership in the Relationship between Talent Management Practices and Employee Engagement A Case of : Five star Hotels in Egypt

“…Where, work-life balance and, in particular, work-hour flexibility, have been identified as the most critical criteria in attracting talents as well as the company's reputation, so they should work to establish a brand and a solid reputation (Chen, Hussain & Low, 2020). Moreover, there are four ways to recruit talents: internally, externally, through rivals, and finally academically (Saad & Mayouf, 2018).…”

Sustaining Human Resources through Talent Management Strategies and Employee Engagement in the Middle East Hotel Industry

“…Profitable businesses must come up with and implement strategies that focus on talent retention by involving employees in the process of decision-making. They must also be involved in processes where they are helped with recognizing their competence and role in the company's success, implementing a reward system for good performance, and creating opportunities for growth and development [62,63]. Managers across different groups of hotels noted the importance of retention.…”