Performance and Talent Management
Submission deadline: 2024-06-30
Section Collection Editors

Section Collection Information

Dear Colleagues,


Talent Management is an area of exploration that is constantly revealing new interpretations. It is defined in a number of ways and within the tourism and hospitality industry, which is a labour-intensive industry. The effective managing of staff is fundamental to success.

The importance of talent management cannot be overstated, especially in today's highly competitive business environment. Organizations that can attract and retain top talent have a significant advantage over their competitors. This is because talented individuals bring with them a wealth of knowledge, skills, and experience that can help organizations to innovate, adapt to changing market conditions, and achieve their strategic goals. Furthermore, top talent tends to be more productive, motivated, and committed to the success of the organization, which can result in improved performance and increased profitability.


Talent management correlates with employer branding, which involves attracting and retaining the right type of talented employees. An effective talent management strategy typically includes several key components. First, organizations need to have a clear understanding of the skills and competencies that are required for success in their industry and in their specific roles. This involves conducting a thorough job analysis and developing job descriptions that accurately reflect the knowledge, skills, and abilities needed for each position. Second, organizations need to identify potential candidates who possess these skills and competencies, either through internal or external recruitment. This involves using a variety of sourcing methods, such as job postings, employee referrals, and social media recruiting. Third, organizations need to provide ongoing training and development opportunities to help their employees acquire new skills and stay up-to-date with the latest industry trends. This can include on-the-job training, mentoring, coaching, and formal training programs. Fourth, organizations need to provide competitive compensation and benefits packages to attract and retain top talent. This includes not only salary and bonuses but also health insurance, retirement plans, and other perks that can help to motivate and engage employees. However, when organizations invest in the careers of employees, it continually tracks their performance to find areas of improvements.


Despite the many benefits of talent management, organizations face several challenges in implementing an effective talent management strategy. One of the biggest challenges is the difficulty in identifying and attracting top talent, especially in highly competitive industries where the demand for skilled workers is high. Another challenge is the need to balance the short-term needs of the organization with the long-term development needs of employees. This involves finding the right balance between providing employees with the training and development opportunities they need to grow and advance their careers, while also ensuring that they are able to contribute to the organization's immediate goals and objectives. Finally, organizations may face challenges in retaining top talent, as talented individuals are often in high demand and may be tempted to leave for better opportunities elsewhere. To overcome these challenges, organizations need to be proactive in their talent management efforts, and constantly monitor and adjust their strategies to meet the changing needs of their employees and the business environment.


Submissions related to the following topics are particularly welcome but not limited to:


·         Talent management and retention strategies in tourism and hospitality.

·         Talent management dimensions.

·         Conceptualizing talent in multinational tourism and hospitality enterprises.

·         Antecedents and consequences of work–nonwork conflict in tourism and hospitality.

·         Employee longevity in tourism and hospitality.

·         Talent management for the proactive behavior.

·         Talent pool exclusion in tourism and hospitality organizations.

·         The meaning of talent management within the context of entrepreneurship.

·         Antecedents of talented tourism and hospitality entrepreneurs and their outcomes for success.

·         The career development that is provided for those left out of the talent pool.


Research articles and reviews in this area of study are welcome. Submitted articles should be original and not have been previously submitted to any other journals. This Special Issue welcomes different research methodologies which adopt a sound theoretical foundation. The Special Issue invites various empirical submissions that have applied mixed methods, longitudinal approaches, literature reviews, and empirical studies. For further enquiries, we advise researchers to contact the Special Issue editor. We look forward to receiving your contributions and research in pushing the boundaries in this important component of human resource management.


Dr. Zakaria Elkhwesky

Dr. Jawaid A. Qureshi

Section editor


Talent Management; Retention Strategies; Tourism; Hospitality

Published Paper