This study will identify the impact of talent management, work-life balance and retention strategies in the hospitality industry. In this research, Sierra Palm Resort has been taken as the organization to be evaluated. Globalization has changed the market scenario and expectation of the employees have also evolved in the past few years. The turnover rate in the hospitality has been high when compared to the other industries in the market. The retention of the talented employees is essential for gaining competitive advantage so the focus has been shifted to talent management and work-life balance so employees are satisfied and motivated to work effectively. Employee attitudes, organizational commitment and job satisfaction are the areas the modern day organizations in the hospitality industry have to focus on as it has been seen talent employees are moving to different sectors due to the comparative low wages and in adequate work life balance.
Employee retention is essential for effective management of the cost of any organization. The employees leaving the organization will result in increase in human resource cost and overall operational cost. Companies will have to spent their resources to again recruit suitable talents for the job and studies show that cost of retaining employees is quite less when compared to the cost of hiring new employees from the market. Therefore, effective talent management and work-life balance is essential for recruiting the employees in the market (Zheng et al., 2016). On the other hand, there has been significant decrease in suitable talent in the workplace and organizations have struggled their ways to acquire suitable candidates for different job roles. The importance of talent management have increased significantly as it has been seen that 50% of the contribution to the Gross domestic product in developed countries are based on knowledge, where skills of the people and intellectual assets are crucial elements. This means that highly integrated approach to developing approaches for managing and acquiring talents have to be employed.
Deery and Jago, (2015) states that profitability, sustainable growth and productivity can be managed effectively by developing efficient talent management strategies. Moreover, the modern organizational workforce have changed where workforce from different generations are working together having diverse demographics such as gender, age, ethnicity and cultural norms. The increase in virtual workforce and other trends have driven the workforce so the talent management strategies have to be adopted to facilitate the upcoming trends in the market. However, shortage of talent is not a critical issue in the hospitality industry due to high attrition rate and availability of large number of talents. On the contrary, availability of skilled workforce is insufficient in majority of the cases and this shows that majority of the employees have been more focused on organization culture, career growth and other factors for improving their motivation level.
As stated by Stavrou and Ierodiakonou, (2016), an effective tool for managing talents is work-life balance. This is especially true for the millennial generation as they have high expectation from the employers. Work-life balance is another major criteria that has been focused on by majority of the workforce in the global market. Work and life are two important components for the modern employees and work-life programmes have to be developed for retaining the existing employees. The workforce all over the world have become much more aware of work-life balance and chooses their employer based on this criteria. This shows that workforce has been giving added importance to work-life balance. The work life balance for the employees are a crucial factor but organizations have failed to recognize this factor as a crucial factor for retaining employees. The changing priorities and dynamism of the modern workforce are two factors that organizations fail to take into consideration while developing retention strategies. Job security and compensation are still key factors for choosing a company but the mind-set of the workforce are changing as there have been increase in millennial. The organizations will have to consider work life balance and talent management as key elements of retention strategies (Chan et al., 2017). Therefore, this study will address these crucial factors so that the impact of these two factors on employee retention can be understood effectively. Work-life balance and talent management are complementary elements and the study will establish the relationship among the chosen variables and provide valuable insights. The Sierra Palm resort are catering to both tourists and business clients and established in prime location. The hotel offers variety of luxuries to their guest and have been facing issues in reducing their turnover rate. Sierra Palm resort will be taken as the case study in the research for identifying the importance of work-life balance and talent management in respect to the organization.
The purpose of the study is to investigate the importance of talent management and work-life balance, other retention strategies in retaining the existing employees in the organization. The study will identify the different elements of talent management and work life balance to identify its impact on employee retention in Sierra Palms resort. The objectives of the study are as follows:
Primary Research Question
Secondary Research Question
H01: Talent management does not have any significant impact on employee retention in Sierra Palm Resort
H11: Talent management does have a significant impact on employee retention in Sierra Palm Resort
H02: Work-life balance does not have any significant impact on employee retention in Sierra Palm Resort
H12: Work-life balance does have a significant impact on employee retention in Sierra Palm Resort
As stated by Deery and Jago, (2015), employee retention is a key factor for sustainable competitive advantage in the hospitality industry. The major problem faced with talent management is the fact that there is vast majority of difference between the actual practices in organizations and rhetoric of formal policies. Moreover, conceptualisation of talent management is one of the major issues faced by researchers as minimum literature has defined the use of talent management within an organizational setting. This is a key issues as effective talent management and retention is still a major issue faced by the senior level of management in most of the organizations. Moreover, majority of the journal articles have focused on talent management and its relation to human resource management and its implications in the global environment (Lee, Back & Chan, 2015). This means that limited attention has been given to talent retention and more research is required to understand the conceptualization of talent management in organizational settings.
On the other hand, work-life balance of the employees are another crucial factor in the modern society with the rapid increase in globalisation, speeding up the process of technological innovation and increase in diversity in workplace. In overall, the personal and professional needs of the employees have become far too complex and companies are facing drastic challenges while dealing with these issues. According to Festing and Schäfer, (2014), work life balance is a key to increasing employees’ commitment towards their work and motivates them to perform more efficiently. Studies have shown that there has been drastic change in the priorities among individuals and work-life balance has gained priority. However, the challenge comes from the fact that providing diverse employees with diverse complex needs with balance in their lives.
Oladapo, (2014) states that talent management has always been considered a priority area of research in generic management studies but investigation on talent management in the hospitality industry has been limited in the past decade. Al Ariss, Cascio and Paauwe, (2014) claimed that talent management has been perceived and understood differently when compared to the other sectors in the industry. It has been argued that talent management in the hospitality industry considers factors such as informational, aesthetic and emotional processes which are not important in other sectors. Gallardo-Gallardo et al., (2015) states that retaining and management talents in the global setting have become quite difficult due to change in the psychological and demographic needs of the employees. Talent management can be considered as a key function of human resource management, even though it has been downsized, decentralised and eliminated due to internal and external pressure. The difference in needs of different generations have to be acknowledged while dealing with talent management in the hospitality sector. Therefore, there is significant difference in talent management in the hospitality industry when compared to other mainstream industries (Meyers & Van Woerkom, 2014).
Talent management focuses on aspects such as selection, attraction, development, engagement and retaining of employees for gaining sustainable advantage. Deery and Jago, (2015) states that talent management is driven by human capital demand and top-tier companies have been focused on developing and managing talents for future growth and sustainability. The workforce trends is also a crucial factor for driving talent management and organizational strategies. Research conducted on the hospitality industry shows that unsocial and long hours of working, low pay, contingent labour and poor image are key attributes. The unknown fact is the extent the organizations in the hospitality industry use this knowledge to improve the working condition of the employees. The traditional views of the hospitality industry is one of the reasons that attrition rate is high and people tend to leave the organization due to the practices such as casual employment and part-time employment. Collings, Scullion and Caligiuri, (2018) states recommendation for addressing this issues in the industry but it’s mostly unlikely that the organization will use the research to adapt to any of the changes. Therefore, there is a need of identifying whether the traditional methods are appropriate or not and whether considerable change in the system is required or not. The business in the hospitality industry is focused on consumers and the practices are centric to consumers, talent management could be key lever in delivering optimum services to the consumers by effective development of new talents. Talent management facilitates in developing effective workforce that have a positive impact on the processes of the organization.
According to Stavrou and Ierodiakonou, (2016), work life balance is the terminologies of describing the initiatives taken by organizations in order to enhance the experience of the non-work and work domains. On the other hand, Aguenza and Som, (2018) describes work life balance as benefits sponsored by employers that facilitates the employees in balancing non-work and work demands. This will consist of policies that are voluntarily implemented by the firms which facilities reconciliation of personal and professional lives of the employees. This processes enables the companies to make temporal arrangements which enables them to reduce their working hours by sharing the work, flexible working arrangements such flexi-time, where they are allowed to choose the starting and ending time of the shift (Gilley et al., 2015). This also consist of other policies such as work from home and e-working along time management training and stress management programs. There are certain organizations that provide childcare-facilitates so that they can effectively manage the demands of both personal and professional life. These policies have been effective in addressing issues such as high employee turnover rate, absenteeism, organizational commitment stress, productivity and job satisfaction. On the contrary, Cahill et al., (2015) states that these policies may not have been effective for the organizations in the hospitality industry due to the rigorous shifts and intensive consumer orientation. The working schedules and work done in the hospitality is totally based on the needs of the organization so in order to manage demand it is essential to standby maximum resources due to the nature of uncertainty.
The majority of the research till date has discussed the individual aspect of work life balance with the organization and comprised of factor such as flexible working hours, satisfaction of the employees with work- family policies and the effect of the work-life balance programs on the commitment, productivity and stress. Zheng et al., (2016) states that there has been lack of consensus whether the work-life balance programs and policies will have similar effect on the hospitality industry. As stated by the author, hospitality industry works 24*7 which means that it is labour intensive and this means that employees have to work for more 12 hours a day on a frequent basis. This is a basic necessity of the industry and implementing similar strategies implemented in the generic organizational culture will not suffice the needs of the employees due to their varying needs. Therefore, it is essential to implement this into the value system of the organization as it will facilitate in shaping the organization culture as per the needs of the employees and increases their satisfaction level and reduces the turnover level. On the contrary, Aamir et al., (2016) states that work-life balance programs and policies are similar in every organizational sector and similar implementation in the hospitality industry will have positive impact on the industry.
The antecedents of employee turnover has been continuously examined in the hospitality industry such as organizational behaviour and job satisfaction. However, sites of research have varied recently and has been tested across various countries and regions. The perception of the employees in the hospitality industry shows that majority of the studies conducted have supported the seminal studies conducted earlier where organizational commitment and jobs satisfaction hold significant importance while making a decision of leaving an organization (Papa et al., 2018). Other studies conducted shows that employees need variation in the work they do and rotation shifts will have provide them with job satisfaction. Recent studies conducted in the developing countries where new factors such as role of undertaking more than one activity has been introduced and it indicated that job satisfaction and employee turnover intention both are high affected by polychronicity. However, the findings are nothing new but helps in understanding the findings from the previous researches conducted. Aguenza and Som, (2018) states that employee retention is the biggest issues faced by the companies in the hospitality industry as it is difficult for most of the employees to deal with the level of stress and requirement of organizational commitment that it affects their personal life. Moreover, the compensation is low when compared to the other sectors and amount of their working hours. Therefore, it has been seen that the attrition rate in the global hospitality industry is high and even though there has been 2.5 % increase in the labour pool, there is still shortage of employees that work full time (Holtom & Darabi, 2018). This is the reason that causal employment and part-time employment are programs that have crept into the organizational policies in the hospitality industry.
Aruna and Anitha, (2015) examined the impact of work life balance and talent management on women intention to leave the organization and the result show that it has significant impact on the decision making process of individuals. As stated by Anitha, (2016), meta-analysis conducted on talent retention shows that majority of the employees are affected by factors such as organizational commitment and job satisfaction. The employees that are highly skilled and perform above the average margin are demotivated more by the lack of educational opportunities, training and upward mobility. Cascio, (2014) argued that providing work-life balance along with organizational culture that is supportive will result in better satisfaction level among the employees. The current organizations face two challenges, one is dealing with the younger generations as they do not perpetuate the generic traditional career, progressing through managerial hierarchy and long term tenure in any organization. On the contrary, the older generation seek job security and aims to grow at the organizational level due to their personal commitments. This is one of the biggest issues faced by managers in different organizations as they are expected to address different career expectations effectively at the same time.
As stated by Deery and Jago, (2015), majority of literature in different settings have shown that employee retention strategies are focused around developing organizational commitment and job satisfaction. The personal life of employees are quite important for most of the employees and work-life balance is a key factor while working in the developed countries. On the contrary, Festing and Schäfer, (2014) states that scenarios in the developing countries are quite different where working late and over time is common for employees. Therefore, in the developing countries, the employees do not mind working longer shifts and this is difference in culture in different countries. In hospitality industry, the working environment has always been criticised for being poor and more demanding than any other industry. The employees in the hospitality industry requires better talents and environments to improve the overall condition of the industry (Al Ariss, Cascio & Paauwe, 2014). The current culture is the hospitality industry shows a tendency of drug-abuse and a culture that is willing to take the risk. Therefore, it is essential to provide better direction to the employees and hire talents that are skilful and provide them with an effective working environment for retaining them. Studies conducted show that workforce considered talent management as a crucial factor of increasing the commitment of the employees and motivating them to improve retention rate.
Literature Conclusion
The literature review has critically analysed the different factors responsible for improving the retention rate of the employees in the organization. Different authors have stated that talent management and work life balance are key factors for improving the employee turnover. However, in the hospitality industry, the need of talent management and effective work life balance has more importance due to the poor working conditions and high turnover rate when compared to the other industries. However, due to the increase in the diversity of the workforce in majority of the companies it has been seen that that organizations face dilemma in addressing the career opportunities and needs of different types of employees. The implementation of integrated strategies have been instrumental in improving talent retention in many cases but that is not enough to provide significant results. The conditions in the developing countries are tend to be more gruesome than the developed nations so this study will identify the impact of talent management and work-life balance in countries that are still developing to check how important it is for the workforce to have a balance between the personal and professional life along with effective talent management opportunities.
As stated by Mackey and Gass, (2015), the systematic way of using methods and frameworks for collecting raw data and analysing it accordingly is known as research methodology. The research methodology should be appropriate in respect to the objectives set in the study. The goals of the study defines the appropriate research method to be used. The different goals of a research are description, prediction and explanation. Observational method, case study method and survey method are used for description of behaviour. Experimental method is used for description of behaviours, prediction of one variable to another variable and evaluation of the cause-and-effect relationship (Taylor, Bogdan & DeVault, 2015). The Correlation method and Quasi-experimental method are used for behavioural description and prediction. However, in this scenario, experimental method has been chosen as it will consist of facilitate in prediction, description and establishing relationship. Sierra Palm Resort has been taken as the organization so this is an applied research where the results developed will be used by the managers to incorporate new employee retention strategies. In this study, mixed method research will be conducted where both qualitative and quantitative data will be collected and analysed.
The two different types of research designs are exploratory research and conclusive research (Meyers, Gamst & Guarino, 2016). Research design is the method of choosing between quantitative and qualitative research. It can also be defined as the method of selecting the different methods of collecting and examining raw data. The purpose of conducting exploratory study is evaluating the research questions without any definite aim of concluding the research. It facilitates in determining the nature of the issue and provides better understanding of the research problem. On the other hand, conclusive research is used to generate findings that can be used for effective decision making. Conclusive research can be further divided into causal and descriptive design. The descriptive design is used for describing the phenomenon and analytical research is conducted to examine the phenomenon (Kratochwill, 2015). The causal research design is used for establishing the degree and nature of associating between the variables. However, in this study as mixed method will be used, sequential explanatory method will be used. In the method, initially quantitative data will be collected and analysed and then the qualitative data will be collected and analysed. The data collected in the quantitative analysis will be validated using the qualitative data.
Research philosophy defines the different assumptions and beliefs while conducting the research. This means that the process of developing new knowledge while conducting the research will be established using the research philosophy. In any research, different assumptions are made at every level about realities (ontological assumptions) and human knowledge (epistemological assumptions). The different types of research philosophies are positivism, realism, pragmatism and interpretivism (Saunders et al., 2015). In this given study, pragmatism is the research philosophy that will be used as mixed method will be conducted. Pragmatism is unbiased to any type of concepts and considers all concepts to be relevant when backed by supportive actions. According to pragmatism, there are multiple ways of interpreting a particular phenomenon and is open to various interpretations. Therefore, it effectively incorporates assumptions made in both interpretivist view and positivist view and places the philosophical assumptions into new position in the continuum.
Pragmatism will be used as it recognises the fact that value and interest of the inquirer is essential for conducting the research. It will also facilitate in developing practical outcomes by keeping social sciences as the view of research.
Research approach determines the plan of action of conducting the research comprising of interpretation, analysis and collection of data. The different types of approaches in research are abductive approach, inductive approach and deductive approach (Sekaran & Bougie, 2016). The inductive approach is used for exploration of data and development of new paradigms and generalisations. Therefore, in inductive approach the hypothesis developed are tentative in nature. In deductive approach, the theories discussed in the literature review section of the research will be proved by developing hypothesis. The deductive approach facilitates in developing specific findings and establishing relationship between variables. The abductive approach is used to overcome the weaknesses of both the inductive and the deductive approach. However, in this study, deductive approach has been selected for proving the mentioned hypothesis.
This study will use a mixed method where both quantitative and qualitative data will be used. The importance of both quantitative and qualitative data are immense for developing a significant report in this field. The study will use the deductive approach so experimental strategy that shall be used. The experimental method facilitates in establishing the causal links between the independent variable and the dependent variable (Saleh et al., 2015). The experimental research will facilitate in description of behaviours, prediction of one variable from a different variable and explaining and establishing the casual relationship.
Sampling is the method of selecting respondents from the total population when the population size is huge. Sampling uses statistical techniques to select smaller sample sizes from large population (Cha et al., 2018). The first step of the sampling process is the definition of the target population and in this study, the target population are the employees and managers in Sierra Leone. The next part is identification of the sampling frame which will consist of the employees and managers in the hospitality in Sierra Palm Resort. The final step is deciding the sampling size in the study and in the study, 50 employees and 3 managers have been chosen as the sample size. The study will use simple random sampling to select lower level employees working in the organization and convenience sampling will be used to select suitable managers. Simple random sampling will facilitate in eliminating bias by providing equal opportunities to all the employees of being chosen. Similarly, convenience sampling will assist in choosing respondents as per the needs of the study.
The primary data will be collected both quantitatively and qualitatively. The quantitative data will be collected using a survey questionnaire comprising of close ended questions (Palinkas et al., 2015). The close ended questions will be asked to the employees so that answers that are relevant to the study is obtained. The qualitative data will be collected using interviews where open ended questions will be asked to the managers in order to obtain in depth answers.
The collected raw data will be analysed using inferential statistics. The study will use SPSS (statistical package for social sciences) for analysing the collected data. The analysis will consist of developing the frequency of the responses, cross tabulation and central tendency where mean, median, mode will be identified. The statistical analysis will also use chi square, correlation and regression analysis. The collected raw data will be initially validated using reliability testing where Cronbach’s alpha test will be used (Quinlan et al., 2019). The chi square in define the association and correlation will define the nature and degree of association. Regression analysis will facilitate in testing the developed hypothesis by evaluating the p-value. The data collected will be represented in forms of graphs and tables.
The successful execution of research depends on the ethical principles considered in the study. In this study, the data collected will not be used for any other purpose and will not be used in any other journal. The research participants will not be subjected to harm of any type and dignity of the respondents have to be protected (Deterding et al., 2015). The privacy of the respondents will be protected by keeping anonymity and confidentiality of the research data will be maintained. The collected data will be destroyed after the purpose of the study is fulfilled. The respondents will be made aware of the objective and purpose of executing the research. This will provide them with a choice and they may not participate if they feel uncomfortable. The respondents will not be forced to take part in the survey and the questionnaire will not consist of any discriminatory or offensive language. Therefore, the respondents will be made to sign a consent from before participating in the survey.
This study will only focus on the organization, Sierra Palm resort and the results developed will only be helpful for this particular organizational setting. The human resource practices varies in different countries due to their cultural environment and societal values so the results may not be valid for other operating environment. Moreover, the research is solely based on primary data and secondary data analysis has not been considered. Therefore, comparison to the results of the previous studies cannot be made with the current results. Moreover, the study will not use meta-analysis where no new theories or frameworks will be used.
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