Role of Line Manager in Retaining Talent at Berkeley Hotel

RESEARCH PROJECT

TABLE OF CONTENTS
CHAPTER 1....................................................................................................................................1
Background.................................................................................................................................1
Research topic, aims and objectives............................................................................................1
Rationale of study.......................................................................................................................3
Literature review..............................................................................................................................3
Research methodology.....................................................................................................................5
Structure of research project............................................................................................................5
CHAPTER 2....................................................................................................................................6
INTRODUCTION......................................................................................................................6
Background.................................................................................................................................6
Aim and objectives......................................................................................................................6
LITERATURE REVIEW...........................................................................................................6
CHAPTER 3: RESEARCH METHODOLOGY.............................................................................9
CHAPTER 4: DATA ANALSIS AND INTERPRETATION......................................................11
CHAPTER 5: CONCLUSION......................................................................................................20
CHAPTER 6: RECOMMENDATIONS........................................................................................20
REFERENCES..............................................................................................................................22
APPENDIX....................................................................................................................................23
Questionnaire............................................................................................................................23

CHAPTER 1
Background
Berkeley hotel is one of the well know hotel in UK and it is located in London
Knightsbridge. Mentioned hotel comes under Maybourne hotels. Hospitality industry is one of
the fastest growing industry in the UK as tourism is increasing in the mentioned nation
consistently. Human resources play a vital role in growth of an organization because it is their
work and talent which satisfy needs of the customers. If employees will not perform their roles
and responsibility in proper manner then in that case firm will failed in its business. Now a day’s
customers becoming more demanding and make comparison between services of different
market players which make competition more tough. It become more difficult to operate business
in efficient and effective manner in the market (Kwenin, Muathe and Nzulwa, 2013). Thus, in
such kind of situations it become very important to retain human resources in the business. It can
be observed that now a day it is not only difficult to retain customers in the business but it
become very hard for the firms to retain employees in the business. This is because they give
importance to the both financial and non-financial factors while deciding whether to remain in
same firm or change it. Thus, satisfaction of needs of customers and employees is very hard task
for the business firms. In the current research study main centre of focus is talent management or
employee retention in the business. In this regard research aims and objectives are prepared in
below given sections. In current time period most of firms are focusing on financial factors to
retain employees in the business. In every situation financial factors not play an important role in
retaining employees in the business. There may be non-financial factors motivating individuals
to reign from their job. Hence, managers need to deal with their subordinates in proper manner
so as to improve retention rate at the workplace.
Research topic, aims and objectives
Topic: To identify role of line manager in retaining talent at the workplace in Berkeley hotel.
Research problem: Low retention rate of employees in at Berkeley hotel.
Aim: To identify reasons behind low retention rate and corrective actions need to be taken to
retain employees in business.
Objectives:
 To investigate reasons behind low retention rate.
 To find out factors motivating employees to remain for long term in the firm.
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 To identify strategy firm can follow to improve retention rate.
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Rationale of study
In today time period business even, it is small in size face number of problems in single time
period and low retention rate is one of them. Business firms can face any sort of challenge if they
have good workforce with high retention rate. In many firms it is observed that they have strong
workforce but high importance is not given to workforce as all things gone smoothly and no big
issues are observed (Hussain and Rehman, 2013). In such kind of situation gradually employees
one by one start resigns from their job and at specific point of time large portion of workforce
changed with new face. In such situation number of issues comes in to existence on the floor and
business firm’s efficiency decline in performance of business operations. Hence, it is very
important to identify the factors that motivate one to reign from job. In many firms it is identified
that from long term entire workforce is in business but slowly one by one employees leave their
position. This indicate that there are some important factors that motivate employees working for
long time in the business firm to reign from their job. All these things negatively affect firm and
due to this reason, it is important to conduct research so as to identify reasons behind low
retention rate of employees in the business.
Literature review
According to Govaerts and et.al., (2011) retention of employees in the business is one of the
main problem in current time period. There are number of reasons behind low retention rate in
the business like high inflation rate. Post 2008 in many nations it is observed that because of high
inflation rate price of products increased at rapid rate. Even though inflation rate decline price of
products remains same. Thus, burden of expenses is high on employees and whatever they earn
lead to low savings in the business. Thus, now a day many individuals prefer to change job
frequently so that within year hike can be observed in an income. Education and purchase of
property are some of common areas where cost is increasing consistently which further mount
pressure on people. Thus, low saving rate or low income is one of the factors behind low
retention rate in the business.
Opposite to this Sandhya and Kumar, (2011) state that inflation is not major factor on
large scale behind low retention rate because expenses increase across the globe and even though
people have low saving rate they are working tourism industry within same company for long
time. Availability of opportunity and working environment are one of the factor that motivate
individual to remain in job or leave it. If individual does not get congenial working environment
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then in that case it prefers to leave its job. However, if salary is high then in that case it remains
on its job. If salary is low and working condition is also not good then that case one definitely
reign from its job. Thus, it can be said that working environment play vital role in retaining
employees at workplace.
According to Noe and et.al., (2017) poor behaviour of managers with their subordinates is
one of the main reason responsible for low retention rate in the business. Now a day’s employees
give priority to self-respect along with money they earned on the job. Mangers unprofessional
behaviours and aggressive nature motivate employees to resign from their job. Such kind of
behaviour promote negative mouth of marketing of management among employees which
ultimately lead to low retention rate in the business.
Contrary to this Davis and et.al., (2016) state that it is necessary for the managers to show
aggressive behaviour. If such kind of act will not be done then in that case employees will take
instructions lightly and will not assist management in performing business operations. Hence,
managers rude behaviour with employees can not assumed to be wrong from business point of
view.
As per views of Coetzee and Stoltz, (2015) employees do hard work and in return they
always want recognition of their performance from management side. Many times, it happened
that management think employees are doing normal work but employees know better about level
of hard work and quality work they are delivering. This happened when individual setting on
managerial position never work on ground level on same job and have adamant as well as
arrogant nature. Lack of understanding between management and employees lead to origination
of clashes between both entities. Ultimately, because of poor relationship with management and
no recognition of work individual resign from its job.
Contrary to this Lee and Way, (2010) state that employees do not think rationally. At
time of workload employees do hard work and they expect that management view them from
special view. Opposite to this, management think that it is part of work and it is responsibility of
the employees to cooperate with the management. Thus, both employees and employers have
their opinions which are to some extent right at their own places. Contradiction in views lead to
conflict between employee and employer and ultimately employees resign from their job.
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