Talent Management in the Thai Hotel Industry
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Published:
Feb 28, 2019
Keywords:
meaning of talent talent recruitment talent development talent retention hotel management strategic human resource management
Main Article Content
Abstract
Talent management is critical in the hotel industry, where human capital is one of the key success factors to having a competitive advantage in the business. This study explored the meaning of talent, talent management strategies, and its implementation challenges in multinational hotel companies, with focus on the subsidiaries in Thailand. Face-to-face interviews were conducted with regional representatives from multinational hotel companies. Based on an in-depth analysis of the interviews and past literature, we proposed the Meaning of Talent Model, with nine elements that a talented person should possess, introduced strategies in three stages of hotel talent management (talent recruitment, talent development, and talent retention), and pointed out the challenges faced in talent management implementation. This study expands the existing knowledge of talent management in the Southeast Asian context, and the findings can be used for future studies to better understand talents, and effectively facilitate talent management.
Article Details
How to Cite
Boonbumroongsuk, B., & Panvisavas, V. (2019). Talent Management in the Thai Hotel Industry. Journal of Thai Hospitality and Tourism, 14(1), 78–93. Retrieved from https://so04.tci-thaijo.org/index.php/tourismtaat/article/view/175088
Section
Research Article
References
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[2] Ambler, T., & Barrow, S. (1996). The Employer Brand. Journal of Brand Management, 4(3), 185-206.
[3] Barclay, J. M. (2001). Improving Selection Interviews with Structure: Organizations’ Use of “Behavioral” Interviews. Personnel Review, 30(1), 81-101.
[4] Berger, L., & Berger, D. (2011). The Talent Management Handbook: Creating A Sustainable Competitive Advantage by Selecting, Developing, and Promoting the Best People. 2nd ed. United
States of America: The McGraw-Hill Companies, Inc.
[5] Berry, M. (2007). Talent Management Tops European Challenges list. Perspective Today, 8(June).
[6] Bidwell, M. J. (2011). Paying More to Get Less: The Effects of External Hiring Versus Internal Mobility. Administrative Science Quarterly, 56(3), 369–407.
[7] Birschel, D. (2006). Critical Issues in HR Drive: Number 1 is Talent Management. Benefits Quarterly, 22(1), 64.
[8] Boyatzis, R. E. (1998). Transforming Qualitative Information: Thematic Analysis and Code Development. Thousand Oaks, California: Sage.
[9] Braun, V., & Clarke, V. (2006). Using Thematic Analysis in Psychology. Qualitative Research in Psychology, 3(2). 77-101.
[10] Buckingham, M., & Clifton, D. O. (2001). Now, Discover Your Strengths. New York: Free Press.
[11] Cappelli, P., & Keller, J. R. (2014). Talent Management: Conceptual Approaches and Practical Challenges. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 305-331.
[12] D'Annunzio-Green, N., Maxwell, G., &¬ Watson, S. (2008). Concluding Commentary on the Contemporary Human Resource Issues for Talent Management in Hospitality and Tourism. International Journal of Contemporary Hospitality Management, 20(7).
[13] DeKrey, S., & Griffin, K. (2010). Learning From Leaders in Asia. Singapore: John Wiley & Sons (Asia).
[14] Downs, L. J. (2012, August 08). Integrated Talent Management: Building a Strategy One Block at a Time. TD Magazine, 66(8), 42-47.
[15] Goffee, R., & Jones, G. (2007). Leading Clever People. Harvard Business Review, 85(3), 72-79.
[16] Gounaris, S. (2008). Antecedents of Internal Marketing Practice: Some Preliminary Empirical Evidence. International Journal of Service Industry Management, 19(3), 400-434.
[17] Groysberg, B., Nanda, A., & Nohria, N. (2004). The Risky Business of Hiring Stars. Harvard Business Review, 82(5), 92-101.
[18] Guthridge, M., Komm, A. B., & Lawson, E. (2008). Making Talent A Strategic Priority. Mckinsey Quarterly, 1, 48-59.
[19] Hatum, A. (2010). Next Generation Talent Management. London: Palgrave Macmillan.
[20] Ingham, J. (2006). Closing the Talent Management Gap. Strategic HR Review, 5(3), 20-23.
[21] Jenkins, M. (2006). Managing Talent is A Burning Issue in Asia. Leadership Action, 26(5), 20-22.
[22] Lewis, R. E., & Heckman, R. J. (2006). Talent Management: A Critical Review. Human Resource Management Review, 16(2), 139-154.
[23] Maxwell, G. A., & MacLean, S. (2008). Talent Management in Hospitality and Tourism in Scotland: Operational Implications and Strategic Actions. International Journal of Contemporary Hospitality Management, 20(7), 820-829.
[24] Meyers, M. C., & Van Woerkom, M. (2014). The Influence of Underlying Philosophies on Talent Management: Theory, Implications for Practice, and Research Agenda. Journal of World Business, 49(2), 192-203.
[25] Michaels, E., Handfield-Jones, H. & Axelrod, B. (2001). The War for Talent. Massachusetts: Harvard Business School Publishing.
[26] Morton, L. (2004). Integrated and Integrative Talent Management: A Strategic HR Framework, Research Report R-1345-04-RR. New York: The Conference Board.
[27] Phillips, D. R., & Roper, K. O. (2009). A Framework for Talent Management in Real Estate. Journal of Corporate Real Estate, 11(1), 7-18.
[28] Piansoongnern, Opas., & Anurit, Pacapol. (2010). Talent Management: Quantitative and Qualitative Studies of HR Practitioners in Thailand. The International Journal of Organizational Innovation, 3(1), 280-302.
[29] Piansoongnern, Opas., Anurit, Pacapol., & Bunchapattanasakda, Chanchai. (2008). Managing Talented Employees: A Study of Leading Corporation in Europe. European Journal of Social Sciences, 6(1), 70-90.
[30] Powell, M., & Lubitsh, G. (2007). Courage in the Face of Extraordinary Talent. Strategic HR Review, 6(5), 24-27.
[31] Rabionet, S. E. (2011). How I Learned to Design and Conduct Semi-structured Interviews: An Ongoing and Continuous Journey. The Qualitative Report, 16(2), 563-566.
[32] Rath, T., & Conchie, B. (2008). Strengths-Based Leadership: Great Leaders, Teams, and Why People Follow. New York: Gallup Press.
[33] Ready, D. A., & Conger, J. A. (2007). Make Your Company A Talent Factory. Harvard Business Review, 85(6), 68-77.
[34] Scullion, H., Collings, D.G., & Caligiuri, P. (2010). Global Talent Management, Journal of World Business, 45(2), 105-108.
[35] Swapna, R., & Raja, K. G. (2012). Business Transformation Management-The Role of Talent Management with Special Reference to Service Sectors. Advances In Management, 5(2), 61-63.
[36] Tansley, C., Harris, L., Stewart, J., & Turner, P. (2006). Talent Management: Understanding the Dimensions. The Chartered Institute of Personnel and Development (CIPD), 1-25.
[37] United Nations World Tourism Organization (UNWTO). (2014, January 20). Retrieved January 31, 2015, from http://media.unwto.org/press-release/2014-01-20/international-tourism-exceeds-expectations -arrivals-52-million-2013
[38] Wilson, A. (2006). Marketing Research An Integrated Approach. 2nd ed. Essex: Pearson Education Limited.