Talent management practices in the extreme context of hospitality sector: an exploratory study

Abstract

Purpose This paper aims to specifically analyse the extent to which talent management practices in the post-COVID-19 era differ from those before the pandemic in the extreme work context of Egyptian hospitality sector. Design/methodology/approach The study uses an exploratory qualitative research approach where semi-structured interviews were conducted with 30 full-time employees working at hotels in Sharm El-Sheikh (Egypt). Moreover, thematic analysis was undertaken on the interview transcripts. Findings The findings revealed that in the post-COVID-19 era, the case hotels exclusively use the inclusive talent management approach, in which all staff are recognised by the management as talents with the same workplace privileges. This approach helped to mitigate the negative influences caused by the COVID-19 pandemic. Moreover, the findings highlighted the criticality of competencies such as multitasking along with in hospitality sector employees in relation to extreme context necessitated by COVID-19. The findings further established that when facing extreme events, such as COVID-19, a shift in training activities towards activating positive mental health and effective shock management among employees is also needed. This study found that organisational support and continuous learning play a vital role in individual employees’ resilience development, which also helped in retaining them. Originality/value This paper is one of the pioneering empirical studies on the relationship between talent management practices in extreme contexts and the influences of global disruptions resulting from COVID-19. Moreover, it is one of the few studies to specifically undertake a comparative assessment of the differences in talent management practices pre- and post-COVID-19 time period in the hospitality sector. The study findings contribute to multiple literature streams including extreme context, hospitality, human resource management and transaction stress model.

Responsible leadership practices in the hospitality sector family businesses: evidence from an emerging market

“…Unfortunately, the situation is especially poor in the Middle East, including Egypt, where research on family firms and their socio-environmental and ethical agenda is still embryonic and mostly described as underdeveloped and/or unfocused (Samara, 2021). Unexpectedly, the spread of Covid-19 may actually benefit family businesses by causing them to shift from a short-term focus on financial returns to a more long-term strategy thinking globally and overcoming the extreme shocks from socio-environmental threats (Mousa et al ., 2022; Mousa, 2022).…”

Religious, contextual and media influence: determinants of the representation of female tour guides in travel agencies

“…In this vein, Muslims consider Islam a comprehensive value system on which they depend to organize their life and work-related matters (Abeng, 1997). Accordingly, and even though the Quran and Sunnah instruct Muslims to avoid gender-based discrimination (Zhou et al , 2021; Metcalfe, 2008), the same two sources affirm that the man is his family’s breadwinner, which assumes that the woman is responsible for nurturing her children and caring for her family (Syed et al , 2014; Mousa, 2021a), Consequently, any contradiction between work responsibilities and familial obligations urges most Muslim working women to sacrifice their jobs and stay at home (Mousa et al , 2022). It is also worth highlighting that the society itself never forgives any shortcoming on the part of women in their commitments to their husband, parents and dependents.…”

“…Such scheme promotes female students’ anti-harassment training at multiple travel agencies, on the one hand, and recognises female role models in the industry, on the other (Tourism Reform Programme in Egypt, 2018). In this vein, Islam, the world’s second-largest religion, is the religion of 90% of the people in Egypt, and consequently works as a comprehensive value system that directs people in both their personal and professional lives (Mousa et al , 2022). Accordingly, Egyptians, such as other Muslims, completely rely on their Holy Book ( Quran , which includes the words of Allah) and Sunnah (the sayings, rituals and deeds of Islam’s Prophet Muhammad, peace be upon him) in the social, economic and cultural facets of their life and their decisions (Abeng, 1997).…”

“…This has been asserted by Manoharan et al (2019), who called for more conceptual and practical studies on the status of marginalised groups, such as women and disabled employees and their under-representation at senior administrative levels in the tourism and hospitality sector. This indicates the dearth of research on the motives for effective diversity management and the consequences resulting from the sound implementation of diversity policies in this industry (Manoharan et al , 2019; Mousa and Abdelgaffar, 2022; Mousa et al , 2022).…”

“…In Islam, the man is the breadwinner for his family. According to Islamic rituals, participation of women in paid jobs is a matter of personal choice and recognition of her social value, but some studies highlight that regarding participation of woman in work as voluntary might be perceived as a justification for some employers to exclude females from active participation in the labour market (Mousa et al , 2022).…”