In this paper, we examine HRM processes and procedures in Slovak companies and their impact on the development and retention of talented individuals. The paper presents expert opinions on talented employees and talent management with the emphasis on talent pools. These are compared from several points of views and critical evaluating judgements are adopted. We find that talented employees, in comparison to other employees, tend to consider a better job offer from another company as a reason to change their employer. Moreover, they understand the feeling of recognition and being valued as an important stabilizer. These axioms are linked together with various managers' opinions on how to attract and retain employees with required potential and performance. The theoretical basis is supported by a survey undertaken in 2017 in 381 Slovak companies which were selected on the basis of their international scope and long-term performance. The survey respondents were human resources managers and/or personnel responsible for HRM. The Delphi method was used to question experts about the importance of supporting talented employees in enterprises.
The issue of fluctuation and personnel stabilization is a subject of discussion and study by several domestic and foreign authors. A typical situation in the Slovak labour market is a combination of factors for increasing demand for labour and a lack of qualified employees forcing hotel managers to internally change the perception of employees in terms of stability. The aim of the paper is to specify the causes of fluctuation and propose options for stabilizing the rate of turnover in the hospitality industry. A prerequisite for meeting the stated goal is to conduct a sociological inquiry in selected chains and independent hotels in Slovakia. This was achieved through a survey of hotels in 2018 highlighting the respondents' views on solving the challenges caused by increased fluctuation and the need for stability. The results identify the main reasons for employment turnover and helped formulate general conclusions and recommendations for the improvement of employee turnover.
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