Unit 11: Research Project Assignment Sample

  • 11500+ Project Delivered
  • 500+ Experts 24x7 Online Help
Download Full Sample
Downloads 5876 Words

1. Introduction Of Research Project

Get free written samples by our Top-Notch subject experts and Assignment Helper team.

1.1 Background of the research

Talent management has become one of the most essential structural elements within an organization(McDonnelletal., 2017). People are an integral part of an organization’s operational process and contribute their efforts to build a sustainable business. Especially in this extremely globalized world, businesses have become more aware of their business operations and desire to have a constant existence in the relevant industry. Because of the excessive globalization and increasing technological expansion, market competition has increased significantly which leads to the desire for enhancing business performance through effective organizational productivity(Taylor, 2018). The key foundation of a successful business is its employees who put their intellectual property into the organization’s activities and invest their efforts to allow the firm to reach its desired objectives.

A proper team of employees who is highly talented and equipped with all the necessary industrial skills is a significant asset for the firm(Narayanan, Rajithakumar and Menon, 2019). In this research, the entire focus is to bring out the effectiveness of a proper talent management process and how it develops organizational sustainability and adds value to its profile.

Company Background:

The London Hilton on Park Laneis a part of the hotel chain owned by Hilton Inc. The hotel was established in 1953 and located in W1K 1BEUnited Kingdom (Czy?ewska, 2019). It is a five-star hotel that offers excellent services to its clients and has a rich commercial profile because of its service standards. The company is known for its priority for perfection and specifications which leads to client satisfaction. The company has more than 1000 employees approximately who are well-trained to service excellence to their clients.

1.2 Problem Statement

Companies are conscious of their regular performance and are highly critical about their growth which increases their vision regarding their operational standards. Especially in the hospitality industry where service quality decides the entire parameter and excellence of service extensively. Having well-trained employee teams is the major criteria for delivering premium quality service. Especially for luxury hotels such as London Hilton on Park Lane which aims to serve excellently to the clients and rely on their employees to accomplish that objective. Competition has made it difficult for these hotels to maintain its staffs and retain them positively which has become a key concern. Thus, the research will explore the importance to understand the value of a talent management strategy to realize its impact on employee performance which further leads to better organizational performance as well.

1.3 Aim and objectives of your research

The research will attempt to bring out the significant impact of talent management that enables organizations to increase their level of efficiency and enhance their performance. The research will also focus on the importance of HR within the organization to develop the standard of talent management practices and amply organizational value. The entire research will be focused on a specific hotel scenario to effectively illustrate the extent of the significance of the aspect.

The research objectives are:

  • To understand the importance of talent management
  • To rationalize the influence of talent management on the performance of the company
  • To evaluate the role of HR in the talent management process
  • To identify the strategic vision behind the incorporation of effective talent management strategy

1.4 Significance of the Research

Talent management is a constant cycle that includes recruitment, retention and strives to motivate high-quality employees to enhance their efficiency individually and engage them within the collaborative process to amply their productivity (Collings, Mellahi and Cascio, 2017). Talent management primarily aims to encourage employees who will commit to the company objectives and dedicate their skills to enhancing the usual organizational performance quality. It is important for hotels to cater to their clients with absolute perfection and create a system that enables the customers to feel the attention they expect. Therefore, talent management is necessary to assure that employees are properly selected and constant improvised to attain that level of professionalism where they will be able to perform more confidently(Sheehan, Grant and Garavan, 2018). It is also important to have a proper talent management system that allows the employees to have the commitment to their company so that they can rely on the employer for individual development also.

1.5 Rationale

Talent management is necessary for this present competitive environment where organizations are thriving to enrich their performance to have a better market profile and recognition which will increase the success of the company. In this scenario, talent management becomes a significant issue that can lead to improved business standard and grow market reputation(Sheehan, Grant and Garavan, 2018). The hotel industry is excessively competitive and companies like London Hilton on Park Lane has been constantly investing their efforts to serve the best to their clients. Considering the competitiveness of the industry it is necessary to pay attention to the talent management aspect to assure that the performance standard remains exactly as it is desired.

2. Literature Review

2.1 Chapter Overview

The chapter of the literature review is tending to gather authentic data and information as a consequence of talent management. In an organization, talent management encompasses all human resource processes aimed at attracting, onboarding, developing, motivating, and retaining high-performing workers. Talent acquisition practices are designed to boost company efficiency by increasing workforce productivity. The Talent Management Process Is the Procedure for Managing an organization's employees' capacity, competency, and strength. Talent Management encompasses all activities aimed at recruiting, developing, retaining, rewarding, and motivating workers to perform better where the human resource manager plays a pivotal role.

2.2 Importance of Talent Management in an Organizational Context

As per the statement of Altinda?, Çirak and Acar (2018), Talent management has been identified as one field that has led to increased efficiency and profitability. The purpose of talent management is to maximize efficiency and employee results, enabling the organization to recruit the best employees, execute the right tasks, and fill the right roles, allowing the business to grow. In an organizational workplace, talent management can help to enhance the performance of the organization. In the global business competitive market, several companies constantly improve the operating system that can get them a better ramification. In such a case, talent management is important that incorporate such kind of qualities in the organizational operating system that forecast a better and strong result.

According to the statement of Krishnan and Scullion (2017), talent management can uplift the motivational atmosphere in the context of an organizational operational system. It has helped to amalgamate the different perspectives of different people in the workplace that brings out a sense of unification. In that case, Human resource managers (HR) are considered as the main protagonist who plays lead roles in such systematic procedure. On the other side, some negative aspects have seen to arise in the talent management system, Conflict among the employees is a critical negative aspect usually seen in the workplace (Collings, Mellahi and Cascio, 2019). In the organizational workplace, different people have different conceptual mindset that can cause the concept crash. Sometimes in the procedure of the talent management conflict can be seen among the HR and the authority that has also negative implication on the talent management system.

However, although with such negative aspects talent management is generate some effective ideas and ways that are abundant for the company. A prolific and standard talent management system accelerates each corner of the wheels of the workplace splendidly (Liu et al., 2020). As a consequence, the employees are more efficient and talented in the duties of their corporate place that enhance the business productivity of any industrial organization.

2.3 Impact and Significant Roles of Talent Management on the Organizational Performance

As per the statement of Johennesse and Chou (2017), in an organization talent management is considered as an essential part that can handle the workforce of the company. In the various aspects, it helps to get productivity and profit of corporate culture.

Better recruiting: The talent acquisition process programmed enables the human resource (HR) department to conduct an internal appraisal of each employee (Glaister et al., 2018). Therefore, the agile recruitment process requires improved processes and technologies in talent acquisition that aid in staff preparation, procurement, candidate monitoring, and analytics.

Deeper employee engagement: In order to increase employee engagement, talent acquisition functionality such as creative success management is critical. Related tactics include conducting fast pulse and quarterly employee involvement surveys and gathering data to quickly link employee engagement to other data. It develops and sustains higher levels of competence and expertise; employee commitment enhances the importance of skill and information use. Talent increases sales and lowers expenses; engagement enables them to do so more effectively and efficiently (Collings and Isichei, 2018).

Better succession planning: A talent management system is aid in succession planning by visualizing bench power (employees prepared and able to take on advanced roles), mapping talents to available vacancies, and identifying places where new needs will emerge.

Build competitive mindset: In an organizational workplace, talent management can improve the efficiency of the workers. As well as it can build a competitive mindset among them to stand in the rivalry market. The prolific efficient training from the HR department can enable the employees to take such kind of challenges.

Drive the innovation: The newest inventions are constantly appearing, regardless of what the business is (Khoreva, Vaiman and Van Zalk, 2017). Perform well in various tasks, specific and not commonly-diverse roles allow workers to learn how to use innovative technologies and approach challenges with creativity.

Enhance the productivity: Using talent acquisition strategies in talent management is focus on maximizing productivity can make it easier to build a more powerful team. They need to do far more than simply increase the employees’ talent and to assemble an incredible group of innovative and talented individuals as well.

Decrease the turnover rate: Developing different skills increases a person's commitment to something than just a paycheck; it builds a culture with common experiences. When information is shared and focused on, it is a time-honoured tool for increasing efficiency, increasing competitiveness, encouraging creativity, and, of course, lowering employee turnover.

Opportunities for training and skilling:  Talent management programs make it simple to recognize capacity gaps and encourage management to develop individuals and link them to training opportunities that support business continuity (Khoreva, Vaiman and Van Zalk, 2017).

According to the statement of Painter?Morland et al., 2019), alongside these benefits, some drawbacks of talent management are considered as the negative aspect of talent management.

High cost: Operating a talent management system can be time-consuming, resource-intensive, and financially costly. This is a strain on small businesses, which might lack the funding necessary to enforce such a scheme.

Worker Conflicts: Multigenerational workplaces face additional difficulties. Businesses of all sizes fail to develop successful recruitment methods that are age-neutral, and rewarding employees of varying ages with diverse motivations can be challenging.

2.4 The Significant Roles of HR in the Talent Management

According to the statement of Björkman et al., 2017), human resource management (HRM) is a critical component of larger human resource management (HRM) initiatives. Whereas human resource management entails recruiting the best employees and handling them efficiently, developing good management policies and strategies, and creating comprehensive underlying structures to collect data necessary to make rational business decisions.

Recruiting: The foundation of talent management and HR is hiring the right people (Tamunomiebi and Worgu, 2020). The most effective recruiting processes bolster such efforts by carefully identifying job requirements, using an applicant monitoring system to monitor the interview process's workflow, and carefully evaluating applicants to identify the strongest candidates.

Performance Management:

Once workers are recruited, it is important to have the proper procedures in order to ensure their performance. Human resource analytics and operation technologies such as timesheet management can assist in tracking quality and efficiency. Regular evaluation systems help maintain open channels of contact between managers and employees, enabling employees to get input about what is working well and where they can enhance their results.

Career Management:

Career management can help improve job loyalty while reducing expensive attrition. Employers can gain a better understanding of their workers' talents and desires by using data gathered during annual assessments. With this in mind, it is possible to collaborate with staff to create long-term career goals (Hancock and Schaninger, 2020). In the collaborative working on the management trajectory or an individual contributor with exceptional skills, job management is a vital aspect of talent management and employee satisfaction.

Leadership management: This is an essential step in the talent management process. If these high-performing, high-potential people are identified, companies must choose the right long-term retention strategy. Frequently, this method necessitates a strong emphasis on preparation, stretch tasks, and mentoring. Therefore, this particular step has an interrelation with the recruiting process and which is hosted by HR (Fatol et al., 2020). In the organizational workplace Hr playing a prime role that gives a prolific ramification in talent management. The efficient role of HR is to drive the wheels of the employee performance and it has a positive impact on the overall performance of the organization.

Organizational Strategy:

Activities related to talent management are rarely conducted in isolation. Other than that, strategic recruitment and funding for workforce growth continue with a dedication at the corporate level (Hancock and Schaninger, 2020). The human resources department may play a pivotal role in achieving this goal, from establishing talent viewed as a key objective to deciding where and how that emphasis will be implemented.

2.5 Evaluation of the Strategic Implementation of Talent Management in an Organization

As per the statement of Hopper (2020), Talent management is an essential incorporate part of the organization that can boost the performance of the employees as well as the operational system. In that case, some effective strategies can evolve the effectiveness of talent management in a stronger path. As a consequence, some effective models are elaborate below that helpful for the talent management of an organization to strategically expand its operations:

Maslow's Hierarchy of Needs

Maslow’s hierarchy is a psychological motivational philosophy that entails a five-tiered model of human needs, which is often represented as hierarchical layers inside a pyramid with some individual aspects.

Figure1: Maslow's Hierarchy of Needs

Source: (?tefan, Popa and Albu, 2020)

Physiological requirements - These are the biological necessities for human life, such as air, food, water, shelter, clothes, comfort, sex, and sleep. Without meeting these requirements, the human body cannot work optimally. As a result, the company's management must be considerate with workers' time.

Protection and safety needs - If an individual's physiological requirements are met, the individual's security and safety needs become apparent (?tefan, Popa and Albu, 2020). These demands can be met by the family and community, but also by the management of the company as part of a talent management process.

Love and belongingness needs - After medical and protection requirements are met, the third stage of people's desires is psychological, including feelings of acceptance and belonging which are critical to understanding in an organization (Hopper, 2020).

Esteem seeds: Self-esteem, which encompasses self-worth, achievement, and respect. Maslow divided self-esteem needs into two classifications: (I) self-esteem (dignity, accomplishment, mastery, and autonomy) and (ii) the need for reputation or consideration from others (?tefan, Popa and Albu, 2020).

Self-actualization need: Maslow's hierarchy of needs begins with self-actualization needs, which include the realization of one's ability, self-fulfilment, personal development, and peak experiences.

In these levels, Maslow's model will assist managers in identifying team members' needs and considering how to address them.

Vroom's expectancy theory of model

According to Vroom's expectancy theory, behaviour is the product of deliberate choices among alternatives to maximize gratification and minimize pain.

Figure2: Vroom's expectancy theory of model

Source: (Gopalan, Bakar and Zulkifli, 2020)

The theory is predicated on the following assumptions:

V (valence): The perceived magnitude of the bonus or penalty associated with the success. And if anticipation and essential nature are both fine, if the payoff is minimal, the incentive would be small (high) (Thoha and Rasidi, 2020).

E (Expectancy):

Employees have varying standards and degrees of faith in their abilities. Management must ascertain the services, preparation, and monitoring is required by employees.

I (Instrumentality):

Employees are aware that they cannot get what they want, even though a boss has given it. Management has to ensure that reward commitments are kept and staffs are informed (Gopalan, Bakar and Zulkifli, 2020).

According to Vroom, individual employee expectations, essential nature, and valence values combine emotionally to generate a motivating mechanism that causes the worker to behave in ways that provide satisfaction and prevent discomfort.

Hertzberg's two-factor theory

Hygiene factors are necessary to ensure that a worker is not unhappy with his or her work. Motivational factors are essential to ensure employee loyalty and the ability to succeed at a higher level.

Figure2: Hertzberg's two-factor theory

Source: (Siruri and Cheche, 2021)

According to this principle, in order to provide the safest and most efficient workers, it is essential to focus on both hygiene and motivation variables. In order to assist with motivating staff, to ensure they are valued and supported. Provide frequent reviews and ensure that workers appreciate their opportunities for growth and advancement within the organization (Bundtzen, 2021). Avoid workplace frustration; ensure that workers are treated fairly by providing the best working conditions and compensation.

These are some effective theories and models that the talent management of a company can use as their strategic ways to build a proper organizational system.

3. Methodology

3.1 Chapter Overview

The technique of research is a systemic means of solving a specific problem. It is a method about how to carry out an analysis. In essence, scientific methodology is considered as the techniques by which researchers work to explain, understand and anticipate hypotheses(Sahay, 2016). The analysis of a subject by which information is obtained is often described as methodology. It intends to include a research strategy that will involve various essential elements and processes to reach a specific result. A researcher must adopt a methodology for the selected topic. The methodology is chosen based on the subject and according to the objectives of the research(Kumar, 2018). Approaches differ according to the subject and related aspects. Thus, the selection of a relevant and rational methodological approach determines the authenticity of the research findings. This chapter attempts to illustrate various aspects regarding the subject.

3.2 Research approach

A particular approach of research would understand the essence of the subject and how research is performed in such a manner that will help to reach a perfect finding and which are established from each phase' progressive steps. A research approach involves a set of methods, ranging from basic assumptions to systematic information gathering, interpretation and assessment procedures(Kumar, 2018). A research approach assists the researcher to identify the way to conduct the study to obtain genuine facts and to find the best route to conduct the research. This strategy aims for a variety of decisions that need not be particular and particular, but a research approach must be focused on the goals and purpose of the topic, relying on that a research approach may be chosen(Chawla and Sodhi, 2011). Analysis approaches may be regarded essentially to disintegrate assumed assumptions and to develop concrete ideas that are encircled by a large to narrow perceptive fragmentation. There are basically three types of research approaches such as qualitative, quantitative and mixed approach.

A qualitative approach is based on perceptual analysis which involves ideas and observations of themes, words, ideas etc. The quantitative approach involves numeric data analysis and a mixed approach considered both the techniques f integrating perpetual as well as statistical assumptions and analysis to gain a comprehensive understanding of the subject from both perspectives(Chawla and Sodhi, 2011). This research will also be considered the mixed methodical approach to obtain a proper understanding from both the perceptual as well as statistical approach to reach a profound and reliable research finding(Doyle, Brady and Byrne, 2009).

3.3 Research Reasoning

The reasoning is the critical frameworks by which people conclude the relevant evidence they know or interpret(Singh, 2006). The processes of reasoning are difficult to observe and integrate into the analysis, since both the implementation and the end outcome may be quasi and unforeseen. It contains basic steps or comprehensive process descriptions used by the researcher to gather, analyze and understand the data required. Two approaches in research are used by the researcher to gather and analyze data, those are inductive and deductive. In an inductive method exiting literature is not used and it comprises three key stages, for instance, observation, evaluation and the development of a concept(Kothari, 2004). Whereas deductive theory begins with the use of existing theories. Inductive reasoning extends from a particular observation from widened generalization and deductive reasoning does the opposite. 

3.4 Research Philosophy 

The philosophy of research can be viewed as the collection of convictions regarding the ways in which data will be collected, evaluated and interpreted(Goddard and Melville,2004).It is necessary for a scholar to choose the best philosophy to ensure that the whole process of creating information is accurate. The theory of research focuses on source, nature and information development. In basic words, research philosophy believes in how to gather, examine, and use information about a specific phenomenon. The perceptions of the context and the essence of information are used at every point of the analysis process(Saunders, Lewis and Thornhill,2007). The research philosophy reflects the essential beliefs of the researcher and these assumptions form the foundation of the research method. Research philosophy can be categorized according to several divisions in a variety of fields.

Pragmatism is a deconstructionist perspective in research that promotes the use of mixed methods.An independent decision-maker is a subject of a pragmatic analysis in a real-world context(Creswell, 1999). The method of a pragmatic analysis includes the process of defining and interpreting an issue in its broadest sense. This refers to a research inquiry aimed at understanding the problem further and eventually at solving it. Thus, the present research will be conducted through the pragmatic research philosophy.

3.5 Data Collection

The data is gathered and calculated in a given systematic way during the data collection process for addressing hypotheses, assessing observations and evaluating outcomes. The compilation of data provides the analysis of data on variables within different contextual settings(Creswell, 1999). The data collection aspect is common in all fields of research, including physical and social sciences, education, industry etc. While disciplinary methods vary, precaution is always taken to ensure that a data sample is accurate and genuine. It will ensure that all the information is credible and is going to found an authentic finding set which will enable the research to be accurate(Sahay, 2016).

On the other side, inaccurate data will lead to distorted findings and will not meet the research objectives appropriately. In this research, both the quantitative and qualitative data will be collected through a survey and observation of relevant themes from qualitative sources. The survey will be conducted among 25 employees working in the London Hilton on Park Lane. The themes will be collected from different journals and PDFs for perceptual pattern observations.

3.6 Data analysis

Data analysis is the most important factor that allows the researcher to explore multiple dimensions within the theme of the research so that one concrete idea can be developed in the form of an authentic finding. The data analysis process is the integration of activities such as defining, arranging, exploring, interpreting the data collected from various sources(Sahay, 2016). Data analysis is a method by which data is defined and illustrated, condensed and recaptured, and evaluated by the systematic use of logical and/or analytical functions.

Data processing is the mechanism by which the researcher breaks macro-data and extracts micro-fragments of data blocks to achieve a particular understanding of the matter(Kumar, 2018). It helps to obtain logical and reliable information that prevents the possibility of further misunderstanding.While conducting this research the researcher will prioritize an accurate data analysis process so that it can reach the predefined research objectives optimistically.

3.7 Ethical Consideration

One of the most critical elements of research is ethical issues. It is the key factor to remember while a scholar conducts his study process. Ethics is an integral feature of the academic arena in various domains(Kumar, 2018). Research includes many aspects, including different individuals, different ideas, varied sources of knowledge, intellectual properties etc. With a broad range of evidence is also exposed to multiple complications and often disregard. Ethical consideration is a collection of guidelines and criteria that ensure full retention of the accuracy and consistency of the study(Chawla and Sodhi, 2011).The consolidation of different data sources involves diligent compliance with core principles to determine the researcher's authority to use these data sets while respecting the autonomy, security, confidentiality, human right to privacy of the individuals and the data source which are involved within the research arrangement.

The most critical feature of the research is to assure credibility, responsibility, reciprocal regard, and neutrality. A researcher is responsible for ensuring that all the information related to the study is correctly maintained and is not accessible to any immoral people(Chawla and Sodhi, 2011).While conducting this particular research, thorough importance on ethical compliance will be regarded and the research will prioritize the ethical concerns while collecting and storing data sets. The researcher will be liable for the adherence to the standard principles diligently to maintain the reliability of the research.

3.8 Limitations

Though the research is aimed to collect as much information as possible to accomplish the research objectives authentically yet there will be some restraints that might limit the research to the confined shell. The fundamental limitation is that the survey will not be able to understand the thoughts of each of the employees of the hotel. Secondly, the themes will not be able to gain a vast set of ideas that will illustrate much deeper knowledge about the concepts clearly as the themes will also be collected in a limited number which might not suffice the broader aim of the context potentially. 

4. Research Plan

August 2021

September 2021-October 2021

Oct2021- November 2021

November 2021- January 2022

January 2022- February 2022

March2022- April 2022 

May 2022- June 2022

June 2022- July 2022

Selection of Research Subject

Designing Research aim and objectives

Developing research question

Selection of the methodology

Data collection

Data analysis

Analysis of the findings

Establishment of the Conclusion

As per the requirement of this particular dissertation, there will be some stages that would be expected in the above mentioned time. The project will start based on a specific topic that has already chosen in this proposal. After the selection of the topic, the aim and objectives of this thesis paper will be required that help fulfil the satisfactory ramification of the researcher as well as beneficial to get an accurate result. Follow the aim and objectives the questions will be set. After this stage, this research paper will follow mix methodology that will help to gather accurate data and information as per the aim and objectives of this paper. After this requirement, this research will construct the prominent data analysis and collection process and based on this get the findings. And, at the end of this research, the researcher will establish a final conclusion of this research.

5. Limitations

In the future steps, there will some limitations will be faced by the researcher while conducting the research stepwise. Following the mixed method as per the requirement of the methodology section the researcher will ask the questions to the respondents within a limit and maintain the proper manner. On the other side, as the qualitative method, the data and information will gather as per the regulation of the copyright pages from the internet sources.


Altinda?, E., Çirak, N.Y. and Acar, A.Z., 2018. Effects of Talent Management Components on the Employee Satisfaction. Journal of Human Resources Management Research2018, pp.1-20.

Björkman, I., Ehrnrooth, M., Mäkelä, K., Smale, A. and Sumelius, J., 2017. Talent management in multinational corporations. The Oxford handbook of talent management, p.461.

Bundtzen, H., 2021. Adapting Herzberg’s Motivation-Hygiene Theory to a VUCA world–a repertory grid study. European Journal of Economics and Business Studies, 6(3), pp.145-159.

Chawla, D. and Sodhi, N., 2011. Research methodology: Concepts and cases. Vikas Publishing House.

Collings, D.G. and Isichei, M., 2018. The shifting boundaries of global staffing: Integrating global talent management, alternative forms of international assignments and non-employees into the discussion. The International Journal of Human Resource Management29(1), pp.165-187.

Collings, D.G., Mellahi, K. and Cascio, W.F. eds., 2017. The Oxford handbook of talent management. Oxford University Press.

Collings, D.G., Mellahi, K. and Cascio, W.F., 2019. Global talent management and performance in multinational enterprises: A multilevel perspective. Journal of management45(2), pp.540-566.

Creswell, J.W., 1999. Mixed-method research: Introduction and application. In Handbook of educational policy (pp. 455-472). Academic press.

Czy?ewska, B., 2019. The Story of Change London.

Doyle, L., Brady, A.M. and Byrne, G., 2009. An overview of mixed methods research. Journal of research in nursing14(2), pp.175-185.

Fatol, D., Robescu, D., Farkas, Z. and Draghici, A., 2020. Talent Management-Present and Future. Management, 20, p.22.

Glaister, A.J., Karacay, G., Demirbag, M. and Tatoglu, E., 2018. HRM and performance—The role of talent management as a transmission mechanism in an emerging market context. Human Resource Management Journal28(1), pp.148-166.

Goddard, W. and Melville, S., 2004. Research methodology: An introduction. Juta and Company Ltd.

Gopalan, V., Bakar, J.A. and Zulkifli, A.N., 2020. A Review of Motivation Theories Models and Instruments in Learning Environment. Journal of Critical Reviews, 7(6), pp.554-559.

Hancock, B. and Schaninger, B., 2020. HR says talent is crucial for performance-and the pandemic proves it. Retrieved September.

Hopper, E., 2020. Maslow's hierarchy of needs explained. ThoughtCo, ThoughtCo24.

Johennesse, L.A.C. and Chou, T.K., 2017. Employee Perceptions of Talent Management Effectiveness on Retention. Global Business & Management Research9(3).

Khoreva, V., Vaiman, V. and Van Zalk, M., 2017. Talent management practice effectiveness: investigating employee perspective. Employee Relations.

Kothari, C.R., 2004. Research methodology: Methods and techniques. New Age International.

Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small and medium enterprises. Human Resource Management Review27(3), pp.431-441.

Kumar, R., 2018. Research methodology: A step-by-step guide for beginners. Sage.

Liu, Y., Vrontis, D., Visser, M., Stokes, P., Smith, S., Moore, N., Thrassou, A. and Ashta, A., 2020. Talent management and the HR function in cross-cultural mergers and acquisitions: The role and impact of bi-cultural identity. Human Resource Management Review, p.100744.

McDonnell, A., Collings, D.G., Mellahi, K. and Schuler, R., 2017. Talent management: a systematic review and future prospects. European Journal of International Management, 11(1), pp.86-128.

Narayanan, A., Rajithakumar, S. and Menon, M., 2019. Talent management and employee retention: An integrative research framework. Human Resource Development Review, 18(2), pp.228-247.

Painter?Morland, M., Kirk, S., Deslandes, G. and Tansley, C., 2019. Talent management: The good, the bad, and the possible. European Management Review, 16(1), pp.135-146.

Sahay, A., 2016. Peeling Saunder's research onion. Research Gate, Art, pp.1-5.

Saunders, M., Lewis, P.H.I.L.I.P. and Thornhill, A.D.R.I.A.N., 2007. Research methods. Business Students 4th edition Pearson Education Limited, England.

Sheehan, M., Grant, K. and Garavan, T., 2018. Strategic talent management. Worldwide Hospitality and Tourism Themes.

Singh, Y.K., 2006. Fundamental of research methodology and statistics. New Age International.

Siruri, M.M. and Cheche, S., 2021. Revisiting the Hackman and Oldham Job Characteristics Model and Herzberg’s Two Factor Theory: Propositions on How to Make Job Enrichment Effective in Today’s Organizations. European Journal of Business and Management Research, 6(2), pp.162-167.

?tefan, S.C., Popa, ?.C. and Albu, C.F., 2020. Implications of Maslow’s hierarchy of needs theory on healthcare employees’ performance. Transylvanian Review of Administrative Sciences16(59), pp.124-143.

Tamunomiebi, M.D. and Worgu, V.O., 2020. Talent Management and Organizational Effectiveness. Journal of Contemporary Research in Social Sciences, 2(2), pp.35-45.

Estimated Price

Price awaiting...
5876 words • Delivered within 7 days

Delivered on-time or your money back

Save Time & improve Grades

just share your requirements and get customized solutions on time

- +
35% Off
£ 6.69
Estimated Cost
£ 4.35
Whatsapp Login Whatsapp Login

Whatsapp Login

Your Paper will Include
  • Title Page
  • Table of Contents
  • Body
  • Bibliography & References
  • Any Additional requirements that you specify!
Free Product features
  • Free Product Features
  • Free Quality Assurance Reports
  • Grammar Report
  • Compliance Report
  • Plagiarism Report
Free Service Features
  • Free Order Management
  • Free E-Guides
  • Free 24x7 exclusive customer support
Get best price for your work
  • 11500+ Project Delivered
  • 503+ Experts 24*7 Online Help

offer valid for limited time only*

in a hurry-get a callback