Challenges of Employee Turnover at Hilton Hotel

This research discusses the meaning and concept of employee turnover, explores the challenges of employee turnover at Hilton Hotel, and suggests strategies for improving the challenges of employee turnover from the organization.

Running Head: BUSINESS RESEARCH
Challenges of employee turnover at Hilton Hotel

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Table of Contents
Table of Contents.......................................................................................................................2
SECTION 1: RESEARCH CONTEXT.....................................................................................3
Research topic........................................................................................................................3
Research objectives................................................................................................................3
SECTION 2: BUSINESS ORIENTATED ORIENTATED LITERATURE REVIEW........3
Introduction............................................................................................................................3
To discover the meaning and concept of employee turnover.................................................4
To explore the challenges of employee turnover of Hilton Hotel..........................................5
Strategies for improving the challenges of employee turnover from the organization..........7
SECTION 3: RESEARCH METHODOLOGY FOR A PRIMARY RESEARCH PROJECT
..............................................................................................................................................10
Revised Research Objective.................................................................................................10
Research Approach...............................................................................................................10
Research Design and methodology......................................................................................10
Population and Sampling Design.........................................................................................11
Implication plan....................................................................................................................11
Close-ended interview questions..........................................................................................12
References................................................................................................................................16

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SECTION 1: RESEARCH CONTEXT
This research is emphasized on challenges of employee turnover in Hilton Hotel. In the
current period, this Hotel has confronted from the employee turnover issues that decline their
overall performance. It is being a major issue because it creates difficulty in making their
unique image in the marketplace and sustains their position in the marketplace for the long
term. Hence, the organization should imply many techniques related to the employee turnover
to eliminate possibilities of employee turnover issues form the organization.
Research topic
This research is relied on evaluating the challenges of employee turnover at the Hilton Hotel.
Research objectives
 The research will make significant contribution to the current literature on the issue of
employee turnover especially in the hospitality industry
 Come up with recommendations applicable to similar organizations across the board.
Many companies will benfit a lot from the recommendations.
 Suggest possible future research areas on the same problem
SECTION 2: BUSINESS ORIENTATED ORIENTATED LITERATURE REVIEW
Introduction
A literature review section is an imperative tool for collecting theoretical information as it
could be associated with a specified research matter. There are certain sources that could be
imperative for collecting the data in the context of research issue named books, journals,
online and offline sources, magazine, and company websites (Robinson, Kralj, Solnet, Goh,
& Callan, 2014). This research discusses the meaning and concept of employee turnover.
Moreover, it demonstrates challenges of employee turnover in the Hilton Hotel. Thus, a
researcher could gain their understanding towards many strategies that could be imperative
for improving issues of employee turnover in the Hilton Hotel.

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To discover the meaning and concept of employee turnover
AlBattat, Som, & Helalat, (2014) stated that employee turnover is determined as the number
of people who exist in the working place and are replaced by new workforces. The main
cause of measuring the turnover rate of the employee is to identify the causes of turnover and
evaluate the spending on hire for the purposes of the budget. It is also stated that employee
turnover could occur at the time of ending the relationship with others. Moreover, it is
evaluated that turnover could rely on the attrition as it could occur at the time of job
elimination, retirement, and employee death. It is also stated that employee termination for
many reasons named inappropriate job performance, violation, and absenteeism. It could also
increase employee turnover in the working place. It could involuntary because it could not be
based on the employee decides to leave the organization. Moreover, it is examined that
Layoffs could be involved in the terminations of involuntary. Furthermore, it is evaluated that
state government could not be liable for the terminated employees because they do not follow
the policies of the organization.
In the favor, Zopiatis, Constanti, & Theocharous (2014), examined that when workforces
leave the organization of their own volition then it could be known as the voluntary
termination. Workforces give a number of causes for quieting their occupations. An
employee might be accepting employment with another organization, relocation for the new
part and controlling with the personal issue that makes it incredible to work. It is also
examined that if the workforce voluntarily terminates the relationship of employment then it
generally demonstrates the employees obtained the verbal and written notice about the job
intent.
In contrast to this, Kim 2014) examined that employee turnover could not be always negative
events. The desirable employee turnover occurs if the employee is failed to meet the
expectation of the organization. The organization could replace workforces as per their

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expectation. It could be desirable because absenteeism, tardiness, and poor performance
could be improved by considering the training and development method. But, the
replacement could be more expansive than the training and development method. It could
influence the overall profitability of the firm. Moreover, it is also examined that desirable
turnover could occur if replacing workforces pervades new skills and talent that could be
effective for getting higher competitive benefits. As a result, undesirable employee turnover
could be consisting of losing workforces whose skills performance and qualification were
valuable resources.
In other hand, Mehta, Kurbetti, & Dhankhar, (2014) examined that the measurement of basic
turnover could be comparatively easy and simple. The employee turnover is measured by the
many components named absenteeism of workforces, the poor performance of employees,
and new job replacement. Employee turnover could influence costs of training requirements,
hiring cost, and devoted activities of recruitment.
To explore the challenges of employee turnover of Hilton Hotel
Brown, Thomas, & Bosselman, (2015) argued that employee turnover could be a major issue
for the organization. Furthermore, an organization could discover why employees leaving
their job. If the organization paid hire in the recruitments section, and training and
development then they could not be confronted from the same. The workforce turnover could
be major imperative that could directly influence certain factors named revenue, productivity,
and employee satisfaction.
In support of this, Deery & Jago, 2015) illustrated that most leaders determined that
employee turnover could occur form many reasons as it could also influence the overall
organization. In addition, it is examined that many business leaders could identify the major
cause of employee turnover is a lower level of employee satisfaction. The employee

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satisfaction could rely on payments and compensation level. In addition, it is examined that
the major cause of employee turnover could be relied on the benefits and pays of workforces.
Employees need to make enough money to provide a decent lifestyle for themselves and their
families.
Kalidass & Bahron, (2015) argued that if the organization could perform consistently low as
per their standard then it demonstrates lower engagement of employees in organizational
activities hence they think about replacing the old employees from a new employee.
Sometimes, it could be imperative for accomplishing aim and objectives of research matter.
Moreover, it is evaluated that another cause is workforce appreciation as it could increase the
probabilities of employee turnover. In the organization, workforces expect to top
management for recognition and appreciation at the time of doing their allocated work. If an
organization performs suitable behavior to their employees then they could perform well and
accomplish their goal in available resources.
On the other hand, Knani, (2014) stated that employee turnover is enhanced by the behavior
of top management and poor leadership skills. In addition, it is examined that if people feel
unsafe at their working place then they could replace their job and join job in another place
where they feel safe and secure. Moreover, the organization could be confronted from issue
due to higher turnover as it influences overall condition. Moreover, it could be difficult for
the organization to again spend their huge amount of cost on recruitment, selection, and
training of new workforces as it requires more money that could decline opportunity of
obtaining a return on their previous investment.
Paek, Schuckert, Kim, & Lee, (2015) evaluated that it is being a complicated task for an
organization to decline the issue of employee turnover and reach a valid conclusion. It was
not only filling the vacant position of the organization but also take care of new employees
till the employee will give their 100%. This situation could increase the stress level in the

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workplace. Moreover, it is examined that employee turnover is a major issue for workforces
and make a reliable decision. From an executive’s perspective, employee turnover could
influence the whole financial performance of the organization. Further, it is evaluated instead
of putting resources and time in the development areas, the executive officer could replace
the employee and make a favorable decision.
In support of this, Lee, Choi, Moon, & Babin, (2014) examined that it is significant for the
organization to recognize the issue of employee turnover as well as their consequence. In
addition, it is evaluated that service position could also be a very common problem for
increasing high-turnover in the organization. In addition, it is examined that salespeople
could concentrate on making the higher sale once they are failed to do it the same when they
leave it. In addition, it is examined that attribution could be natural. Thus it is also evaluated
that customer care department could manage with the diverse culture of consumers that create
sometimes problems with their clients so as to employee stay away from the working place.
In oppose to this, Lu, Lu, Gursoy, & Neale, (2016) examined that if the organization has got
their higher turnover rate as it addresses the main causes of employee turnover in the
organization. Moreover, it is evaluated that compensation could also create the issue of
employee turnover hence organization should compare the standard and actual performance
to reach at the valid conclusion. It is effective for the organization to make a favorable
decision with respect to the compensation to pay more and retain their employee for the long-
term. The organization could inspire their team by making a positive image of the
organization in the marketplace. It could support to increase their employee loyalty with
respect to the organization.
Strategies for improving the challenges of employee turnover from the organization
McPhail, Patiar, Herington, Creed, & Davidson, (2015) recommended that dynamic team
could also impact on the employee performance. If staff member change frequently then

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workforces who stay could have a complicated time building the positive team dynamic. In
addition, it is evaluated that skills, characteristics, and qualification of the workforces could
directly impact on the performance of the organization. The human resources could believe in
their allocated work and honestly complete their work due to the positive atmosphere with
supportive nature of employees. The qualities of an employee could be imperative for making
a positive image in the marketplace. Hence, the organization should also need to improve
qualities of workforces and comprehend ways that could be imperative in improving the
same.
Ladkin, & Buhalis, (2016) suggested that the organization could conduct the interview
method and comprehend the opinion and views of the employees towards their experience in
the specified organization. But, at the same time, it is evaluated that such kinds of the
interview could be reactive. Moreover, it is examined that collected data could be relied on
why people leave their job or join another organization. In addition, it is examined that the
organization could comprehend the reason for employee turnover and decline possibilities of
employee turnover. Furthermore, it is evaluated that workforce opinion could be a vital
method for obtaining perspectives of employees at the working place and how the company
could improve the retention of workforces. Moreover, the survey outcome and action plans
could be vital for the managers and supervisors and operate the business and get a reliable
outcome. The organization could use an effective leadership style for operating their business
and get a favorable outcome. In support of this, Dusek, Ruppel, Yurova, & Clarke, (2014)
illustrated that training and development method could be another method imperative method
for assisting their employee and get a favorable result. Furthermore, it is also examined that
organization could ensure their manager to have the leadership training and meet aim and
objectives and reduce the employee turnover rate in the least time and cost. Moreover, it is

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examined that ineffective leadership could be imperative for leading employee in the
appropriate direction and accomplish the aim and objectives.
Sangaran, & Jeetesh, (2015) stated that an organization should also focus on certain factors
named employee capabilities, managers feedback, and opportunities level. It could be
imperative for the accomplishment of the desired goal. Moreover, it is evaluated that
recruitment and job expectations pitch is effective for retaining employees for the long-term.
It is examined that offer leadership training to the manager of the organization on how to
examine workforces, provide regular and constructive feedback as it could increase trust
among workforces. It could be effective for the accomplishment of the desired goal.
In support of this, Fleming, (2015) examined that if an organization face the problem of
burnout and absenteeism in the working place then they should focus on balancing the
personal and professional life of the employee to reach the feasible outcome. Moreover, it is
examined that the organization should make a flexible working structure to accommodate the
family and personal duties and teleworking to support them secure the expenses and stress of
shuttles. It could be complicated for the organization to manage every issue in an appropriate
manner. But at the same time, it is evaluated that the organization could balance the working
life of the employees to manage their issues and reach at a reliable conclusion.
Guchait, Cho, & Meurs, (2015) illustrated that employee engagement could be another
method that could engage each employee of the group in the specified activity. It could be
crucial to accomplishing the desired goal of the firm in limited time and cost. Moreover, it is
examined that disengaged workforces could not be enthusiastic towards their job and it could
rely on the skills of the supervisor. It is evaluated that that organization should comprehend
employees and motivates them by considering Frederick Herzberg's two-factor theory. From
the application of this theory, the organization would be capable to satisfy the satisfaction

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level of workforces. Moreover, Herzberg's theory could enable the firm to improve their job
satisfaction level in the least time and cost.
SECTION 3: RESEARCH METHODOLOGY FOR A PRIMARY RESEARCH
PROJECT
Revised Research Objective
The primary aim of this research is to identify the strategies for eliminating the issue of
employee turnover from Hilton Hotel. The following objectives will be accomplished by the
researcher to meet the aim of this study:
 To discover the meaning and concept of employee turnover
 To explore the challenges of employee turnover of Hilton Hotel
 To recommend strategies of eliminating the employee turnover from Hilton Hotel
Research Approach
The research approach could consider three imperative tools named descriptive, explanatory,
and, exploratory research approach. The descriptive research will be used by the researcher to
collect depth information towards the current matter (Gatling, Kang, & Kim). It could also be
effective to examine the relationship between organization performance and employee
turnover rate. Furthermore, exploratory and explanatory research will not be used by research
scholar to due to their subjective nature.
Research Design and methodology
In this study, mixed research design will be practiced by the research that could consider both
qualitative and quantitative method. This method will be vital for the researcher because it
could lead to getting the benefits of both qualitative as well as a quantitative method that will
increase the feasibility of the research outcome. This method also facilitates to collect opinion
and views of research candidates towards the employee's turnovers.
Research techniques

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In the research strategies, many kinds of methods could be considered that could be implied
on behalf of the research nature named focus group, content analysis method, interview
method, and observation method (Haider, et al., 2015). For conducting this strategy, content
analysis and survey strategies will be practiced by the research candidates to meet the aim
and objectives of the research matter. These methods will also assist the researcher to
systematically conduct the research and research at the feasible conclusion. From the
application of interview method, the researcher will directly communicate with their trained
research participants and understand their opinion with respect to the current matter. Apart
from that, the content analysis tool will be used by the researcher as it enables the researcher
to get theoretical information in the context of employee turnover.
Population and Sampling Design
In this study, probability sampling method will be used by the research scholar to accomplish
the targeted aim and objectives of the research dilemma (Haider, et al., 2015). This method
will allow the investigator to consider the simple random sampling method and select
research candidates for being a part of the research and reach a reliable conclusion. In
addition, it is also addressed that the on-probability sampling method will not be practiced by
the research as it could be quite ineffective as it would create the biases in the research. For
conducting this research, the researcher will select 50 employees of Hilton hotel to
comprehend their opinion towards the employee turnover as it would also facilitate the
investigator to get comprehensive information with respect to the research concern.
Implication plan
The researcher will use many tools and techniques for evaluating the collected data and reach
the valid conclusion named conversational analysis, thematic/content analysis, statistical
analysis. These methods will allow to systematically evaluate the data and meet the research
objectives (Gatling, Kang, & Kim). For this, research will use SPSS and MS-Excel software

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to present their collected information by graphs, tables, and chart. It will increase the
reliability of the research outcome.
Suggested questions/topics to be investigated
In this study, the primary and secondary data collection method will be implied by the
researcher to conduct their study and solve the research issue. From the application of both
primary and secondary data collection method, the investigator will be able to fill the gaps
between standard and real data (Gatling, Kang, & Kim). The primary data will be collected
direct observation method while the secondary data could rely on the other research
researcher study. Thus, it is also evaluated that the primary data could lead to getting fresh
data towards employee turnover. The secondary data collection method could be imperative
for collecting information from the existing sources.
Close-ended interview questions
Survey through questionnaire
Demographic factor
Please mark your gender
A. Masculine
B. Feminine
Please mark on your age-group
A. Under 21
B. 22-27 years
C. 28-32 years
D. More than 32
Please mark your experience
A. Less than 1 years
B. 2-6 years

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C. 7- 11 years
D. More than 12 years
Research objectives based questions
To discover the meaning and concept of employee turnover
Do you agree that he workforce turnover could be major imperative that could directly
influence certain factors named revenue, productivity, and employee satisfaction?
A. Strongly Disagree
B. Agree
C. Neutral
D. Agree
E. Strongly Agree
Do you think that employee turnover is enhanced by behaviour of top management and poor
leadership skills?
A. Strongly Disagree
B. Agree
C. Neutral
D. Agree
E. Strongly Agree
To explore the challenges of employee turnover of Hilton Hotel
Do you think business leaders could identify the major cause of employee turnover is a lower
level of employee satisfaction?
A. Yes
B. No

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In your opinion, organization could perform consistently low as per their standard then it
demonstrates lower engagement of employees in organizational activities hence they think
about replacing the old employees from a new employee?
A. Strongly Disagree
B. Agree
C. Neutral
D. Agree
E. Strongly Agree
To recommend strategies of eliminating the employee turnover from Hilton Hotel
Do you think that dynamic team could also impact on the employee performance?
A. Strongly Disagree
B. Agree
C. Neutral
D. Agree
E. Strongly Agree
Do you agree that organization could conduct the interview method and comprehend the
opinion and views of the employees towards their experience in the specified organization?
A. Strongly Disagree
B. Agree
C. Neutral
D. Agree
E. Strongly Agree
Project schedule

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The research timeline will also support the researcher to evaluate the time of each research
activity and meet the aim and objectives (Gatling, Kang, & Kim). Following table
demonstrates that each activity that will be conducted in the research study:
Research Activities Estimated time
1 2 3 4 5 6 7 8 9 10 11 12 13 1
4
15
Research Issue Development
Selection of research aim and
objectives,
Development of Literature
review
Chosen of data collection
method
Data analysis method selection
Final draft
Report submission

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