Strategies to Reduce Employee Turnover in the Hotel Industry (original) (raw)
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Purpose: This study analyzes employee turnover in the under-researched context of the Gulf Cooperation Council. Methods: This study uses a qualitative approach to examine the reasons for turnover and strategies adopted within the hotel sector to reduce this turnover Results: The findings reveal that turnover reasons are organization-and employee-specific. Strategies to reduce turnover include promoting a good work environment, providing transfer opportunities, talent and development planning, and implementing exit strategies to find out employees' reasons for leaving. These findings will benefit the hotel industry's human resource planning, as most employees are expatriates, and will reduce costs in terms of new recruitmentThis study examines the effect of market sensing and interaction orientation capabilities on the marketing performance of service based firms in Ghana. The study particularly explored the moderation effect of interaction orientation capability on the relationship between market sensing and firm performance of the service firms. Implications: From a context based perspective cultural differences between employees' nationalities are a reason for turnover linked to differences in salary and benefits. "Social" and "economic" value are key elements for human resource professionals to consider when developing employee benefits.
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This article seeks to investigate the causes of high employee turnover in the hospitality industry with the intention of recommending strategies for the retention of employees. The hospitality sector is characterized inter alia by high labour turnover worldwide. The researcher adopted a desktop approach to identify causes of high employee turnover and consequently discussed strategies that hospitality managers can apply to reduce employee turnover in their establishments. A wide range of secondary sources of data was consulted to obtain an in-depth appreciation of the problem being investigated. The mainstay for any professional research must be the utilisation of peer reviewed and edited articles. Therefore, sources of data for this article included local and international peer reviewed conference proceedings, workshop proceedings and published articles. Using a literature review, this paper described the research approach and techniques utilized in this work comprehensively and su...
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Human Capital is the lifeline of an organization. In fact, until the development of artificial intelligence, it mayuse Human Capital to complete any desired action and to create any other form of capital. Human capital contributes knowledge, experience and the competencies to achieve the firm‟s goals. Thus, in an organizational decision making process is important to make the perfect choice on employee recruitment, employee development and employee retention. From the firm‟s point of view, taking the correct decision in hiring, training and retaining human capital is vital as the process involves time, effort and money. Employee turnover is usually not an immediate decision but a process that accumulates over time. Scholarly have stated that it usually starts with a shocking event, often a psychological contract breach. Many employees become disconnected from work long before they leave, and these employees have negative effects on the organization resulting in lowering of organizat...
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In the hospitality sector, attrition of employees is a big global concern. The intentions of employee sales are the proxy for the current turnover of employees. The management of shifting working ties is one of the daunting challenges facing hospitality organizations. The hotel sector uses its human capital to gain its strategic edge in the consumer services market. Experts stress that the hospitality industry is a highly guest-based market that determines the enterprise's performance through meetings between staff and visitors. This analysis uses qualitative literature studies in the collection of the related data.
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Hotel industry is a part of Tourism Industry which is flourishing in India than ever before, according to 2017 report of World Economic Forum India has reached the 40th rank in the world from 52 during 2015. This has been result of immense efforts of the Government and the Industry positive steps in boosting its appeal as a tourist and hospitality destination on the globe. There are various International hotel chains already in India which are expanding their room inventory at a fast pace to meet the future demands of accommodation and leisure services. But with every success there comes some kind of problems or concerns which are needed to tackle as they might slowdown the organization or the industry as a whole. One of the major issues which have been part of every growing industry in past is to row out itself from the problem of employee turnover rate. It is said that employee turnover is one silent part of human resource management which can have a negative impact for the organization if managed inadequately. This paper is an attempt to find out the reasons why hotel industry in India is facing this issue and what are the possible effects of it on the industry which might slow or hold still the growth of industry as forecasted.
In past decades, high employee turnover has been an important issue for many hoteliers and a focus of academic interest. Although hoteliers often use retention techniques to retain capable employees, the turnover rate remains high. The purpose of this study was to explore determinants of managementlevel employee turnover and to identify existing practices in human resource retention strategies. In this study, interviews with Taiwan hotel workers revealed that more than 80% of respondents had resigned from a job to pursue career advancement while 70% had experienced recruitment propositions from other hotels. Another factor of turnover may be that relating to differences between expectations and reality. This study indicates that managers need to understand more fully the needs of subordinates when providing career advice, and relevant training programs should be introduced to enhance career opportunities.