Strategies for Employee Motivation and Retention in the Hospitality Sector

This presentation discusses the crisis faced by 'We build your career' in the hospitality sector, including absenteeism, low productivity, disobedience, extended industry action, and negative media attention. The company has a high turnover rate and slow safety record, leading to a loss of market share. The presentation suggests strategies for employee motivation, including conducting it every day, regular performance appraisal, and employee retention. Talent management is also discussed, including proper planning to meet the requirements and strategic human resources planning. The presentation concludes with alternative solutions, such as restructuring the working policy, providing reward and recognition, and training employees as per job demand.

Name of the student:
Name of the university:

About the company-
‘we build your career’
 A prominent company in the
hospitality sector
 Provides an opportunity to build
bright career
 Facing issues in managing the
workforce

Crisis:
-Absenteeism
-Low productivity
-Disobedience
- Extended
industry action
-Negative media
attention

Employer of Unchoice
• 50% turnover
• Slow safety
record
• Loss of market
share

Strategies: Employee Motivation
 Needs to conducted everyday
 Critical role in the organization
 Allows company to meet the goals
 Increase in productivity

Performance appraisal
 Regular performance review
 Performance evaluation
 Impact on job performance
Employees are documented and
evaluated
 Career development

Employee retention
 Ability to retain and store employees
 It is a strategy and not an outcome
 Valuable employees are retained
 Employers aim to decrease employee
turnover

Talent management
 Anticipation of required human capital in
the organization
 Proper planning to meet the
requirements
 Strategic human resources planning
 Improve business value
 Companies can reach their target

Conclusion
• ‘We build your
career’ is facing
issues
• The employees are
not satisfied with the
working
•They need to be
motivated
•Alternative

Restructuring the working policy
Provide reward and recognition
Training the employees as per the
job demand

Bibliography
 Cascio, W. (2018). Managing human
resources. McGraw-Hill Education.
 Phillips, J. M., & Gully, S. M. (2015). Strategic
staffing. Hoboken, NJ: Pearson.
 Kramer, A. L. (2018). U.S. Patent Application
No. 15/547,660.
 Hertel, G., & Zacher, H. (2016). Managing
the aging workforce. The SAGE Handbook of
Industrial, Work, & Organizational
Psychology,, 3.