Employee Turnover & Retention Strategies

This assignment examines employee turnover and retention strategies within international tourist hotels, particularly focusing on examples from Taiwan. It analyzes quantitative data from a research study and incorporates insights from online resources about employee relations best practices. The assessment includes a questionnaire for Junix Holiday Resort employees to gather information about their experiences, perspectives, and potential reasons for turnover.

An investigation of the strategies for retaining
competent, high-performing employees in an
Organization: A case study of Junix Holiday
resort
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Table of Contents
EXECUTIVE SUMMARY .................................................................................................................3
INTRODUCTION................................................................................................................................1
BACKGROUND .................................................................................................................................2
Section 2: Research Methodology .......................................................................................................4
Section 3: DATA ANALYSIS...............................................................................................................7
Introduction .....................................................................................................................................7
Making recommendations and justifying the areas for further considerations..............................14
Analysis of the findings .....................................................................................................................16
Recommendations..............................................................................................................................17
CONCLUSION..................................................................................................................................18
References..........................................................................................................................................19
ONLINE.........................................................................................................................................20
2

EXECUTIVE SUMMARY
In the present, tough competitive market, every entity is directly impacted due to increase in
employee turnover ratio. The poor employee retention can minimize the efficiency of firm and in
return, prevent from attaining the desired aims and objectives. Therefore, proper strategies must be
used to retain the high performing and competent candidates within the organization. Junix resorts
and hotels have adopted various strategies to retain its best employees. The main reason for
employee retention is to save the investment done in grooming the new and old employees. In order
to retain the organizational members, company provide development opportunities, trainings,
financial benefits etc. The employees must be appreciated on their achievements, asked to render
ideas for building the working environment more effective, provided challenging roles etc. so as to
maintain their interest within the organization.
3

INTRODUCTION
In every organisation the employees employed in that entity are the important factor due
to which the business can perform its activities and compete in market. Therefore it becomes
necessary for the enterprise to make every possible effort to retain its employees in organisation
(Mowday, Porter and Steers, 2013). The most important components which plays some
magnificent roles in preserving the retaining strategies and high performance employees
performing with their abilities in the Junix Holiday Resort. Retention of employee is very
important for the entity because if skilled and talented employee will leave the company it will
result into loss of productivity. There are several techniques which should be adopted for
employee retention like constantly nourishing their skills and talents with the help of training and
development programmes, appraising them with monetary benefits etc (Goetsch and Davis,
2014.). These techniques will help the employees to get motivated with these benefits and
administer them various opportunities to develop their skills and talents. For the purpose of
conducting this research, questionnaire has been taken into account to collect the information
from Junix Holiday Resort . It will also help in acknowledging their strategies about retaining
employees and high-performing employees, there appraisal system, benefits of these in context
of organisation. These were some aspects on which this particular report is prepared and
analysed from the point of view of questionnaire (Schweyer, 2010).
1

BACKGROUND
Employees are the key components in the organisation to achieve its goals and objectives.
The importance of employee relation shows the pre-requisite for organisational success. Strong
and effective relations signify high productivity and employee satisfaction (Markos and Sridevi,
2010). Junix Holiday Resorts signifies several characteristics for their employees’ retention
programmes and their high performing employees. It became a major concern for corporate in
current scenarios. When an individual once being trained have an inclination to think that they
can switch to other organisation for better expectations. Advantageous salaries, suitable timings,
several growth opportunities, etc. are some relevant which incite the employees to go for a
change (Lee-Kelley, Blackman and Hurst, 2007). When any skilful employees deliberate their
willingness to move on, then it becomes the responsibility of the management and human
resource department to negotiate with that member immediately and analyse the exact reason
that why he has taken such a decision. Hiring is not an smooth process to carry out. Its cost
consuming and as well as time also. So its better for organisation to retain their employees by
conducting some sessions in which the human resource team listen to every problems and needs
of the work force and make every possible effort to come up with the solutions and fulfil the
needs of the employees simultaneously (Employee Relations - Importance and Ways of
Improving Employee Relations. 2016). There are several aspects on which the enterprise should
focus on retaining employees are analysed here: the member who are having some special skills
and talents, proper talent management programmes should be arranged so that they can enhance
their talents and other employees also gets an opportunities to acknowledge about their
expertises (Monsen and Wayne Boss, 2009). This help in motivating the employees that entity
are doing every possible effort to nourish their work force. With help of monetary efforts like
annual increments of the staff, rewards on the performance by members, providing medical
facilities to members, etc. helps in monetary terms to galvanize the members of organisation.
Non-monetary benefits like administering them to work in shifts, furnishing them with some
time off from duties so that they can possess some rest and perform with efficiency,
implementing professional growth programmes like constantly flourishing their knowledge about
their job profiles, deriving growth opportunities for the staff members, etc. are some non-
monetary benefits which propel the employees (Need & Importance of Employee Retention.
2016). Adequate communication amongst the team members and the different level of
2

management helps the work force to get connected with everyone and this helps in creating a
healthy relationship amongst members of entity (Ghere and York-Barr, 2007). Announcing
promotions time to time persuade the employee to perform effectively and efficiently, so that
other employees also get an opportunity to get promoted.
There are several benefits of retaining the employees in organisation. It is the ability of the
company to retain its employees and it is denoted with a simple statistics. Making all possible
efforts to create such a working ambiance which suits the members to remain in entity (De Vos
and Meganck, 2008). In order to have better understanding about the internal environment of
company,consideration can be given on SWOT analysis. It will further help in identifying the
strength, weakness opportunities and threats of company which can have impact on its overall
operations. The detailed explanation of which is as follows:
Strength: The major strength of Junix Holiday resort is that its have presence in prime locations
of UK which help entity in rendering services to many customers. Also, company have strong
human inventory consisting of experts, skilled employees etc. Junix hotel enjoys good brand
recognition in market resulting into loyalty among customers, employees and suppliers etc. The
other strength is that company have good customer relationship which helps in assuring their
repetitive visit and leads to more sales and revenue.
Weakness: The organizations have major weakness in terms of limited number of resorts in
terms of competitors. In addition to this, company have limited infrastructure as demanded by
customers. Thereafter, the businesses have less market share due to intense rivalry from
domestic and foreign players. The organization is also having weakness due to poor digital
presence which cause inconvenience among customers.
Opportunities: The major opportunity available to firm is regarding increase in digital presence.
The company can also increase its market presence by increasing its chain of hotels or through
strategic alliance. The entity can also take advantage of domestic tourism by targeting local
customers and influencing them through discounts etc. Junix Holiday resort can use research and
development to find innovative ways of satisfying customers’ needs.
Threats: The prime threat of business is the growing competition from new and existing
companies. The rivals expanding into new market and getting first mover advantage. Thereafter,
drop in the economy can have drastic impact on the business of company. The fall in disposable
income of buyers resulting into cut down of the expenditure is also major threat of business.
3

SECTION 2: RESEARCH METHODOLOGY
Introduction
Research methodology is vital part of the research paper and is needed by the researcher
to choose most appropriate tools and techniques for doing the study. It involves research
sampling, data collection, data analysis methods, source of data, limitations of the study etc. The
research methodology encompasses varied tools and techniques that facilitate in collection and
analysis of data (Jackson, 2011). The prime benefit of research methodology is that it assists in
acquiring right finding with regards to the collected data. Furthermore, with the help of research
methodology the investigator can make a valid decision as it detail out the accurate results on the
basis of which decision can be taken. The present section will also showcase the limitations that
are featured during the study.
Research type
Research type can be characterized as the organized assemblage of data and
information for a specific study. Further it also considers the analysis of gathered data so as to
accomplish the key purpose of the study. There is various kind of research which can be used to
perform the study on a specific topic. It is needed by the investigator to find out research type so
that wanted outcomes can be attained in best possible way (Marczyk, DeMatteo and Festinger,
2005). Broadly, there are two main type of research which are used by the researcher,
quantitative and qualitative. Here, Qualitative research are one in which different themes are
formulated and on the grounds of the same data is analysed. On the other hand, quantitative
research is one that involve use of different statistical tools such as mean, mode and median so
as to study the data. In the current study, qualitative research has been used. Therefore,
qualitative data has been collected with the help of questionnaire and will be analysed by
developing different themes.
Data collection
Data collection is a procedure in which important information and data is
collected and is measured in order to get the desired outcomes. Further it is very essential for
investigator to ascertain impelling ways of data collection. Mainly, two methods are used for
collection and evaluation of data; they are primary and secondary methods. In primary method,
the investigator itself gathers the data with the aid of various methods such as questionnaire,
4

survey, interview etc. The primary data is also regarded as first hand information as it is collected
for the first time (Neuman, 2005). On the other hand, secondary data is the information which
has been already collected by someone else. This information s readily available on sources use
as, internet, books, magazines, newspapers, journals etc. In the present study, data will be
collected from both primary and secondary sources. The prime concern behind the use of these
methods is to understand how strategies can be developed to retain competent and high
performing employees in Junix holiday resort.
Data analysis
Data analysis is can be defined as process of detailing and accumulating the raw data
which has been gathered by using different tools and techniques. The data analysis is also known
as important part of literature review and it necessitates to be performed out in foremost possible
manner. In order to study the collected data, two techniques are mainly used such as qualitative
and quantitative (Creswell and Clark, 2007). In addition to this, qualitative methods are used
when the data is in non numeric form. The data in the form of numeric figures is analysed with
the aid of quantitative method. On the other hand, qualitative data is used when the information
is not in numeric form. In the present study, the data analysis has been done with the help of
qualitative method. Therefore, themes are developed on the basis of it conclusion is drawn.
Sampling
For primary data collection investigation is required to select sample of respondents from
Junix hotels and resorts who will provide important data for the study. For choice of sample
researcher will use random number sampling method which is suitable for the present research
work because it renders an equal chance to each employee to be selected in a research sample.
Along with this, it also cut down the sampling error of the entire enquiry (Crowther and
Lancaster, 2012). Sample size will be 5 which will reflect the all characteristics and features of
the whole research population.
Limitation
Limitation can be refereed as challenges and obstacles that are overcome by the
investigator during the course of research. They further affect the overall study. The major
limitation which has impacted the present study are related to time and cost. The lack of
availability of resources is main restraint factor faced during the study. The data was to be
collected from HR manager who were not ready to provide important data. In addition to this,
5

research was needed to be done in a set time frame and also in provided budget (Jackson, 2011).
Delimitations
Delimitations is the important part of the study that help in justifying the scope of study.
It further explain why particular aspects of a subject were selected and why others were
excluded. It relates to those aspects which will not be covered by the researcher. The present
study only focused on the strategies for retaining the competent and high performing employees
in Junix holiday resort (Marczyk, DeMatteo and Festinger, 2005). Therefore, the study was only
organization specific and not considered entire hospitality industry. The more focus was given on
the role of HR department in retaining the skilled human resources.
6

SECTION 3: DATA ANALYSIS
Introduction
It is one of the important part of research paper where data is collected and analysed so as
to acquire the desired results. It can be defined as method or evaluating data using analytical and
logical reasoning to study each variable of the data provided. The chapter mainly focuses on the
primary data gathered through questionnaire and contrasting tools that are used for analysing the
gathered information (Markos and Sridevi, 2010). With the help of thematic analysis, the
information gathered in the current study will be analysed.
Data analysis: Interpreting and analysing the results
Theme 1: The majority of respondents are between age 30-35 and 35 years and above
Analysis: According to the above graphical statement, it can be interpreted that majority of
responses are collected from 5 employees of Junix hotels and resorts that are between age group
of 30-35, 35 and above.
Theme 2: The majority of the respondent were working as senior HR executive in Junix resort
7
20-25 years 25-30 years 30-35 years 35 and above
0
0.5
1
1.5
2
2.5

Analysis: During the course of inquiring with the respondents, it was identified that majority of
them were working as senior executive in cited firm. From total 5 respondents, 3 are working as
senior executive while 2 respondents are performing their job as senior personnel.
Theme 3: The majority of employees are not leaving the organization after 3-5 yrs or during
their initial 12 months.
Analysis: From the above graph, it can be states that employees are not leaving after 3-5 years or
during their initial 12 months. It can be noticed that 3 out of 5 respondents agreed that
employees do not leave early or after spending considerable time in the organization. Therefore,
it can be stated that various tactics are used by company to main its human inventory (SPENCE
LASCHINGER, Leiter and Gilin, 2009.).
8
Senior HR manager HR personnel Others
0
0.5
1
1.5
2
2.5
3
3.5
Series1
Are employees leaving after three to five years or during their
first 12 months
Yes
No

Theme 4: The Company is rendering enough career development opportunities to employees
Analysis: As per the above chart, it can be stated that Junix hotels and resorts are rendering
enough career development opportunities to its human resources. Only 2 out of 5 respondents
disagreed that company does not have proper career building opportunities for its employees.
While, 3 out of 5 respondents that hotel is providing enough possibilities for the career growth of
its employees. In order to render best development opportunities, company can emphasis on
various aspects such as , training session, seminars, brain storming activities, personal and
professional development programs etc (Lee-Kelley, Blackman and Hurst, 2007). Other than
this, entity can be focus on job rotation, job enrichment and job enlargement etc.
Theme 5: The employees getting adequate training and development opportunities in Junix
hotel and resort
9
Are you rendering enough opportunity for caree development to
employees
Yes
No

Analysis: As per the above graph, it can be concluded that majority of respondents are getting
proper training and development opportunities. 4 out of 5 respondents said that Junix hotels and
resort provide its employee better grooming opportunities. Only 1 out of 5 respondents stated
that training and development opportunities must be improved. It has been identified that,
company is using need based training for its employees so that they can meet the industry
standards. Further, organization use both on the job and off the job training methods for
developing its employees. It further involve, work shop, apprenticeship program, vestibule
training, role playing, job rotation and case study method etc (McKay, Avery, Tonidandel. 2007).
By having assistance of this, employee perception can be influenced so that business can attain
better opportunities, higher productivity in the market. Also, human resources can be retained for
long run.
Theme 6: The majority of respondents believe in retaining old employees as compared to
hiring new one
10
Yes No
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
Are employees getting adequate training and development
Series1

Analysis: From the above graph, it can be concluded that majority of respondents agreed that
organization believes in retaining its competent, skilled and high performing employees. 4 out of
5 respondents agreed that instead of appointing new candidates, more focus is given by
organization in holding its present employees for long run. Therefore, company believes that
experience and knowledge of the present employees is more important for the entity as compared
to few skills and cognition of new blood (Monsen and Wayne Boss, 2009). Retaining old
employees is also cost effective approach as it help in saving cost and time that is involved in
hiring new candidates.
Theme 7: Growth opportunities are mainly used to retain high-performing employees.
11
Do you believe in retaining old employees as compared to
hiring new one
Yes
No

Analysis: According to evaluation of responses, it has been interpreted that there are different
retention strategies that are being used by the company to maintain the present human inventory.
With the help of providing growth opportunities Junix hotels and resorts is able to retain many of
its career aspirant’s employees. 2 out of 5 individuals agreed that growth opportunities are the
reason due to which they are working in the company. While, rest of the respondents stated that
main reason of their retention is due to monetary benefits, favourable working conditions etc.
However, it can be reasoned that to assure more effective retention company must also focus on
making employees feel valued in the organization. For this aspect, they must be provided with
rewards for their achievements, recognition and responsibility etc (Yang,, Wan and Fu, 2012).
Theme 8: The majority of the respondents agreed that they prefer involving employees in
business decision making process
12
1
1
2
1
What kind of retention strategy is usedto retain employees?
Monetary benefits
Favourable working
environment
Growth opportunities
By making them valued
All of the above

Analysis: According to evaluation of statically statements, it can be said that majority of the
respondents agreed that, they prefer involving their employees in business decision making
process. 2 out of 5 respondents strongly agreed that employee must be part of business decision
making process. 2 other respondents also consented with this aspect, while only 1 respondent
said it is not important to involve employees in business decision making process.
The reason for assuring the employee participation is that, it help in building the morale
of employees which help in improving their productivity. Also, the employee participation is
important for making them feel valued as they are part of business decisions. This further assist
in retaining them for long run (Hausknecht, Rodda and Howard, 2009).
Theme 9: The majority of respondent said that they take exit interviews of individuals that are
willingly to leave the entity
Analysis: From the above graph, it can be concluded that organization, believe in taking exit
interview of the employees leaving the company on their will. 3 out of 5 respondents said that,
exit interview is important. While, 2 out of 5 respondents said it is not necessary to hold exit
interview. The major reason for taking exit interview is that, it help in finding the main reason
behind employee leaving the organization. On the basis of it, firm can take actions to retain the
future employees. Also, during the exit interview, management can give a last try to retain the
13
2
2
1
You prefer to involve your employees in decision making
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

present candidate (Samuel and Chipunza, 2009).
Theme 10: The higher salary offered by other companies is the main reason for employee
turnover in Junix hotel and resorts
Analysis: According to evaluation of responses, it has been interpreted that the main reason
behind employee leaving the organization is due to high salary offered by other companies. Out
14
3
2
Does the hotel take up exit interview for those who are willing to
leave the hotel
Yes
No
1
1
1
2
What are the key reasons for employee turnover in
Junix resort
What are the key reasons
for employee turnover in
Junix resort
Poor working conditions
Lack of competence in
employee of performing
task
Fights within the groups
Getting higher salary in
other entity
Others

of 5 respondents, 2 said that many employees leave the organisation as they get better monetary
benefits in other entity. While, one respondent said that, due to lack of skills needed in
performing the task, employees leave the hotel. Also, fights with the groups and poor working
conditions are also responsible for the exit of employees. Therefore, in order to retain the
maximum high performing employees, firm may focus on providing more salary than its rivals.
In addition to this, monetary incentives like, bonus, paid holidays, free insurance etc. can also be
used. Thereafter, the working conditions can be improved by considering the needs of different
groups and individuals (Islam and Zaki Hj. Ismail, 2008). Also, proper and timely actions must
be taken to reduce the fights within the groups. Thereafter, regressive training and development
session will assist employees in gaining the skills needed for performing specific job and thus
will improve its will to stay within the firm.
Making recommendations and justifying the areas for further considerations
According to the above study, it can be stated that there are several factors that are
responsible for retaining the competent and high performing employees within the organization.
It has been noticed it will important to retain the employees so as to increase the worth of
business. It can be stated that Junix hotels and resorts consider in retaining old employees rather
than hiring new one. With the help of career development opportunities, trainings etc. many
employees can be attained. Also, it can be said, retention is high as firm use growth possibilities,
monetary benefits, working conditions etc. to maintain customer satisfaction and retention level.
For better understanding about the subject, it can be recommended that company must provide
different financial and non financial rewards, trainings and positive environment etc to
employees so as to reduce employee turnover.
15

ANALYSIS OF THE FINDINGS
From the analysis of the data gathered from the secondary sources and findings of the
SWOT, analysis will be provided in this section.
According to the words of Kyndt, Dochymand Moeyaert, ( 2009) employee retention relates to
the competence of business entity to retain its talented and effective workforce. Jackson, (2011)
states that organization invest significant time and money in developing and hiring an employee
so to avoid wastage of these efforts proper actions must be taken for employee retention. From
the secondary analysis, it has been identified that rendering career growth opportunity is the
main tool used by firm to retain its employees. On the contrast Samuel and Chipunza,
(2009)states that not only growth opportunity but also job security and equality are important for
retaining the talent within the firm. In addition to this aspect, employee must be provided with
proper recognition, fair remuneration, positive working environment and conditions for retaining
them in long run.
From the Swot analysis, it has been identified that company is having major strength in
terms of its skilled manpower. Therefore, business can improve the quality of its services and
increase customer satisfaction level. However, due to lack of digital presence company will face
difficulty in attracting wide range of audience it will also leads to poor economy of scale.
Thereafter, Junix holiday resort is facing intense rivalry from well established firms. Therefore, it
is important for company to expand its market share and use innovation and its core competence
to stay ahead of its rivals. In order to reduce the threat of customer shifting to rival brands, firm
can use its brand loyalty. In this respect, various methods to meet the different needs of
customers must be identified.
16

RECOMMENDATIONS
In the present section, recommendations on the basis of the analysis of the data will be
provided so that more effective strategies can be designed by the Junix hotels and resorts for
retaining its competent, high performing and skilled employees. Further, it is not easy for
organization to have 100% employee retention as there are many opportunities available to them.
Therefore, company is needed to emphasis on various aspects so that maximum employees can
be retained for the fruitful outcomes of Junix Resorts and Ltd. Recommendations for firm are
described as follows:
 In order to retain the maximum employees, the HR manager should focus on improving
the overall satisfaction level of employees. In this respect, different needs of employees
must be identified and met.
 There must be a grievance committee which will resolve the problems faced by
employees. This will help in maintaining the peace within the firm and assuring
maximum employee retention.
 The employees must be encouraged to give their innovative ideas which can be
implemented within company. Due to this aspect, employee will feel valued and will tend
to stay longer in the organization.
 The communication between management and employees must be improved. The
improved inter personal relationship will help in creating a sense of belonging among
organizational members and will help hotel in holding employees for long run.
 The management of Junix hotel and resort must ensure there is proper work-life balance
for all the organizational members. This will help in reducing the depression and stress
level among employees which is among prime reason for their departure.
 There must be proper performance appraisal methods used within entity so that better
performing employees can be identified and strategies can be used to retain them. Such,
employee giving better outcomes will be entitled to extra wages, bonus and other
incentives etc.
17

CONCLUSION
From the entire study, it has been identified that employee retention strategies of Junix
hotels and resorts are effective in every possible manner and through this; company is able to
retain its high performing and calibre employees within the enterprise. The employee turnover
must be avoided a, it can leads to loss of productivity of business. There are various tactics that
are used by company to maintain its human inventory. The organization assures that its
employees are provided with career development opportunities so they work for long run in
Junix hotel. In addition to this, they are provided with training which help in improving the skills
of employees which improve their productivity and quality of work so that they can easily
qualify for higher position within the entity. Apart from this, organization is also using monetary
incentives which are attractive force that help in retaining large number of employees. However,
still there is scope for improving the financial benefits that are rendered to employees. In
addition to this aspect, company must rate its wage and compensation as per its rivals.
Furthermore, Junix hotels and resorts can build a effective employee value proposition for
retaining its best human assets. Thereafter, a culture of engagement can be built so that
employees become more connected with Junix hotels and stay for longer duration.
18

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ONLINE
Employee Relations - Importance and Ways of Improving Employee Relations. 2016. [Online].
Available through: <http://www.managementstudyguide.com/employee-
relations.htm>. [Accessed on 22nd October 2016].
Need & Importance of Employee Retention. 2016. [Online]. Available through:
<http://www.managementstudyguide.com/importance-of-employee-retention.htm>.
[Accessed on 22nd October 2016].
20

APPENDIX
Name: ____________
Age
 20-25 years
 25-30 years
 30-35 years
 35 and above
Gender
 Male
 Female
Designation in Junix Holiday resort
 Senior HR manager
 HR personnel
 Others
Are employees leaving after three to five years or during their first 12 months?
 Yes
 No
Are you rendering enough opportunity for career development?
 Yes
 No
Are employees getting adequate training and development?
 Yes
 No
Do you believe in retaining old employees as compared to hiring new one?
 Yes
 No
What kind of retention strategies you have employed?
 Monetary benefits
 Favourable working environment
 Growth opportunities
21

 By making them valued
 All of the above
You prefer to involve your employees in decision making?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Does the hotel take up exit interview for those who are willing to leave the hotel?
 Yes
 No
What are the key reasons for employee turnover in Junix resort?
 Poor working conditions
 Lack of competence in employee of performing task
 Fights within the groups
 Getting higher salary in other entity
 Others
As per your view what are the factors which Junix Resort must consider in order to improve its
retention level of the high performing and skilled employees?
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