The Impact of Trainings and Development on Employee Turnover in Hospitality/Hotel Industry-London
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AI Summary
This research paper analyses the benefits of effective training programs and development connected to employee low commitment/ engagement and high turnover, an issue that hotel services are facing in the last past years. The aim of this study is to establish the relation/the link between well and developed training programs, motivation and Human resources and how this influence determine employee’s levels of motivations and commitment.
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TOPIC Submission Coversheet
PROPOSAL TOPIC
and (if you have it)
Title/Top Level
Research Question
TOPIC
The impact of trainings and development link to employees
turnover in Hospitality/ Hotel Industry-London
Module Title Business and Management Dissertation:
Proposal 1000 words
Module Code (listed on
Moodle and in LTAFP)
QAB020X602H & QAB020X604A
Academic Declaration:
Students are reminded that the electronic copy of their essay may be checked, at any point during their degree, with
Turnitin or other plagiarism detection software for plagiarised material.
Word Count
1
PROPOSAL TOPIC
and (if you have it)
Title/Top Level
Research Question
TOPIC
The impact of trainings and development link to employees
turnover in Hospitality/ Hotel Industry-London
Module Title Business and Management Dissertation:
Proposal 1000 words
Module Code (listed on
Moodle and in LTAFP)
QAB020X602H & QAB020X604A
Academic Declaration:
Students are reminded that the electronic copy of their essay may be checked, at any point during their degree, with
Turnitin or other plagiarism detection software for plagiarised material.
Word Count
1
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Table of Contents
Title of Project:................................................................................................................................3
The impact of trainings and development link to employee’s turnover in Hospitality/Hotel
Industry-London...............................................................................................................................3
1.0 Introduction................................................................................................................................3
1.1 research objective/justification..................................................................................................4
1.2. The importance of the topic......................................................................................................4
1.3. The aim of the research project.................................................................................................5
1.4. Research Objectives and Research Questions..........................................................................5
1.5. Justification and contextualisation:...........................................................................................6
2.0 Literature review........................................................................................................................6
Theoretical background and research focus:....................................................................................6
Factors that influence and impact the high turnover and how this will affect the London /hotel
sector................................................................................................................................................9
3.0 Methodology............................................................................................................................11
4. Results/Findings.........................................................................................................................14
5. Analysis and evaluation of results.............................................................................................18
6. Conclusion.................................................................................................................................20
7. Recommendation.......................................................................................................................21
REFERENCES..............................................................................................................................22
2
Title of Project:................................................................................................................................3
The impact of trainings and development link to employee’s turnover in Hospitality/Hotel
Industry-London...............................................................................................................................3
1.0 Introduction................................................................................................................................3
1.1 research objective/justification..................................................................................................4
1.2. The importance of the topic......................................................................................................4
1.3. The aim of the research project.................................................................................................5
1.4. Research Objectives and Research Questions..........................................................................5
1.5. Justification and contextualisation:...........................................................................................6
2.0 Literature review........................................................................................................................6
Theoretical background and research focus:....................................................................................6
Factors that influence and impact the high turnover and how this will affect the London /hotel
sector................................................................................................................................................9
3.0 Methodology............................................................................................................................11
4. Results/Findings.........................................................................................................................14
5. Analysis and evaluation of results.............................................................................................18
6. Conclusion.................................................................................................................................20
7. Recommendation.......................................................................................................................21
REFERENCES..............................................................................................................................22
2
Title of Project:
The impact of trainings and development link to employee’s turnover in Hospitality/Hotel
Industry-London
1.0 Introduction
This research paper approaches and analyse the benefits of effective training programs
and development connected to employee low commitment/ engagement and high turnover, an issue
that hotel services are facing in the last past years. Training and development refers to a planned
effort by a company to facilitate learning of job-related competencies, knowledge, skills, and
behaviours by employees. The goal of training is for employees to master the knowledge, skills, and
behaviours emphasized in training and apply them to their day-to-day activities (Noe, 2016). The
training activity as a whole has shown significant growth in the las decade. Hence the importance of
the training and development is to assist the organisation and employee’s performance and aptitudes.
The word training represents an act of improve knowledge and skills of an employee in order to
perform different or specific tasks for a particular job (Hill, 1984). A large number of research have
been accomplished in the field of training and development in employee’s performance
demonstrating that the companies activate in specific industries are capitalizing not only high
potential employees but also individuals who can commit to achieve higher levels of responsibilities
and performances in temporary or permanent role positions (Rodriguez, Walters, 2017). This study
aims to contribute to this complex area of research, analysing and targeting the employee’s turnover
phenomena in Hotel industry, a subdivision of hospitality industry, linked with the efficiency and
consistency of trainings and continuous development programs. Regardless of the business segment
in which individuals work, most employees have the same basic wants and needs, they share the
same basic concerns about how they are treated by their superiors, which impacts their work
performance and length employment (Hayes, Ninemier, 2009). Companies can pursue to attain
organizational goals through a diversity of human resource strategies and approaches, and a sustained
effort have been done in the last decades in relationships with individual’s training and organisational
performance. (Brum, 2007). Developed training programs still be a priority of any origination, and
represents one of the magnificent tools that managers and organisations must focus on and use
whenever and wherever is possible (Arbab, et.al, 2018). This research will highlight how important it
is to bring in to attention Training and developing programs applied in the hotel industry, can this
have a considerable influence for worker’s outputs, performances, attentiveness, productivity and job
satisfaction and commitment. The body of this research paper seeks to address the following topics:
the importance and the aim of the topic analysis, an overview of the literature exploration and
3
The impact of trainings and development link to employee’s turnover in Hospitality/Hotel
Industry-London
1.0 Introduction
This research paper approaches and analyse the benefits of effective training programs
and development connected to employee low commitment/ engagement and high turnover, an issue
that hotel services are facing in the last past years. Training and development refers to a planned
effort by a company to facilitate learning of job-related competencies, knowledge, skills, and
behaviours by employees. The goal of training is for employees to master the knowledge, skills, and
behaviours emphasized in training and apply them to their day-to-day activities (Noe, 2016). The
training activity as a whole has shown significant growth in the las decade. Hence the importance of
the training and development is to assist the organisation and employee’s performance and aptitudes.
The word training represents an act of improve knowledge and skills of an employee in order to
perform different or specific tasks for a particular job (Hill, 1984). A large number of research have
been accomplished in the field of training and development in employee’s performance
demonstrating that the companies activate in specific industries are capitalizing not only high
potential employees but also individuals who can commit to achieve higher levels of responsibilities
and performances in temporary or permanent role positions (Rodriguez, Walters, 2017). This study
aims to contribute to this complex area of research, analysing and targeting the employee’s turnover
phenomena in Hotel industry, a subdivision of hospitality industry, linked with the efficiency and
consistency of trainings and continuous development programs. Regardless of the business segment
in which individuals work, most employees have the same basic wants and needs, they share the
same basic concerns about how they are treated by their superiors, which impacts their work
performance and length employment (Hayes, Ninemier, 2009). Companies can pursue to attain
organizational goals through a diversity of human resource strategies and approaches, and a sustained
effort have been done in the last decades in relationships with individual’s training and organisational
performance. (Brum, 2007). Developed training programs still be a priority of any origination, and
represents one of the magnificent tools that managers and organisations must focus on and use
whenever and wherever is possible (Arbab, et.al, 2018). This research will highlight how important it
is to bring in to attention Training and developing programs applied in the hotel industry, can this
have a considerable influence for worker’s outputs, performances, attentiveness, productivity and job
satisfaction and commitment. The body of this research paper seeks to address the following topics:
the importance and the aim of the topic analysis, an overview of the literature exploration and
3
criticism over the chosen topic, the methodologies applied and the results of this analysis with final
conclusions on this approach topic.
1.1 research objective/justification
Employees turnover has been a long majored concerned of the Hotels industry-affecting
the quality services and cost revenue. Labour turnover it is defined as the movement of people into
and out of employment within an organisation (Denvir &McMahon, 1992). Hence latest events
reveal that employee turnover levels on the Hotel industry has been unacceptably high, showing a
30% rate in early 2020 (ons.gov., 2021).
Research is a key aspect when focus in to the influence of training and development that
tie up employees work life. Most common factors that determine high employee turnover can be
causes by lack of development and progression, overworked, financial and nonfinancial factors,
benefits and compensations, organisational culture impact, opportunity to progress and furthermore,
in order to understand the reasons and finding responsible and address effectiveness ways to fix
these issues, for instance HR need to continuously respond to this references assuring and prevent
high turnover. This research will analyse the factors that trigger employs low commitment and high
turnover, and the impact and loses for hotels in particular, Human Resources Management concerns
should be addressed in order to attain this objective in a long therm. The actual Hotel Industry crisis
has strong correlations factors related to: Brexit and Pandemic difficulties, Government restrictions
and high rate of labour migration. The research will focus on London Hotels; and the aim of this
analysis is to respond to this existing need, discussing development and training programs and
methods, applied and adapt to hotel industry. Hospitality private sector represent the third largest
employer in the United Kingdom and statistically challenges a significant shortfall, including the
hotels sector that experiments a high turnover rate in the last couple of years, double by the fact that
UK faces a major labour shortage impacted by Brtexit exodus (UKH, 2018). For instance, it is
mainly essential to identify potential solutions that can help train and retain staff, and the main
objective is to focus on employee’s attitude towards training programs and personal development.
1.2. The importance of the topic
A good implementation of training programs occurs at different levels in the hotel
sector and development methods and research can impact and reduced the high turnover in this
affected sector, this function represents an important role in the Human Resources management,
used to fulfil the gaps between current and expected performances. (Atongem, Combert, 2019). A
4
conclusions on this approach topic.
1.1 research objective/justification
Employees turnover has been a long majored concerned of the Hotels industry-affecting
the quality services and cost revenue. Labour turnover it is defined as the movement of people into
and out of employment within an organisation (Denvir &McMahon, 1992). Hence latest events
reveal that employee turnover levels on the Hotel industry has been unacceptably high, showing a
30% rate in early 2020 (ons.gov., 2021).
Research is a key aspect when focus in to the influence of training and development that
tie up employees work life. Most common factors that determine high employee turnover can be
causes by lack of development and progression, overworked, financial and nonfinancial factors,
benefits and compensations, organisational culture impact, opportunity to progress and furthermore,
in order to understand the reasons and finding responsible and address effectiveness ways to fix
these issues, for instance HR need to continuously respond to this references assuring and prevent
high turnover. This research will analyse the factors that trigger employs low commitment and high
turnover, and the impact and loses for hotels in particular, Human Resources Management concerns
should be addressed in order to attain this objective in a long therm. The actual Hotel Industry crisis
has strong correlations factors related to: Brexit and Pandemic difficulties, Government restrictions
and high rate of labour migration. The research will focus on London Hotels; and the aim of this
analysis is to respond to this existing need, discussing development and training programs and
methods, applied and adapt to hotel industry. Hospitality private sector represent the third largest
employer in the United Kingdom and statistically challenges a significant shortfall, including the
hotels sector that experiments a high turnover rate in the last couple of years, double by the fact that
UK faces a major labour shortage impacted by Brtexit exodus (UKH, 2018). For instance, it is
mainly essential to identify potential solutions that can help train and retain staff, and the main
objective is to focus on employee’s attitude towards training programs and personal development.
1.2. The importance of the topic
A good implementation of training programs occurs at different levels in the hotel
sector and development methods and research can impact and reduced the high turnover in this
affected sector, this function represents an important role in the Human Resources management,
used to fulfil the gaps between current and expected performances. (Atongem, Combert, 2019). A
4
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second aspect that should be consider consist in an overlook on the training and development
system applied in the hotel sector, it is important to evaluate and to make appropriate
recommendation for more effective and functional system, it is important to recognize the
employees needs and developing different applicable levels such as: strategic tactical or operational
in order to increase commitment and satisfaction towards work (Nassazi, 2013).
1.3. The aim of the research project
The aim of this study is to establish the relation/the link between well and developed
training programs, motivation and Human resources and how this influence determine employee’s
levels of motivations and commitment. Furthermore, a closer overview to the pandemic and
economic crisis that impact the hotel industry in UK/London and affected the employee turnover
thus the needs to implement a proper training program structure that may result in reducing
employee migration. The aim of this proposed research is a focus study of UK-London Hotels
industry in relation with the employee motivation, development and stability and the impact on
business sector operations related to the high number of turnover. Analysing the secondary data, I
can conclude that in fact there are not sufficient studies conducted, in order to analyse the high rate
turnover in London hotels industry, and the aim of this research is to use this as an issue or a gap
that I am aiming to fill.
1.4. Research Objectives and Research Questions
A crucial task in any research project is defining its core objectives, or questions, need to adress the
central goal or the purpose of the research, the topic, the isues arised from the choosen topic adress
(Thomas,et.al., 2010).
Research Objectives
This research will help to explore and understand the main factors that influence and impact
the high turnover and how this will affect the London /hotel sector?
In second plan analysing the main benefits of effective training programs and development
that can influence and determined a labour lower migration.
Identify and analyse the factors that influence employee’s levels of motivation, thinking and
behaviour in order to maintain staffing levels.
Research questions
5
system applied in the hotel sector, it is important to evaluate and to make appropriate
recommendation for more effective and functional system, it is important to recognize the
employees needs and developing different applicable levels such as: strategic tactical or operational
in order to increase commitment and satisfaction towards work (Nassazi, 2013).
1.3. The aim of the research project
The aim of this study is to establish the relation/the link between well and developed
training programs, motivation and Human resources and how this influence determine employee’s
levels of motivations and commitment. Furthermore, a closer overview to the pandemic and
economic crisis that impact the hotel industry in UK/London and affected the employee turnover
thus the needs to implement a proper training program structure that may result in reducing
employee migration. The aim of this proposed research is a focus study of UK-London Hotels
industry in relation with the employee motivation, development and stability and the impact on
business sector operations related to the high number of turnover. Analysing the secondary data, I
can conclude that in fact there are not sufficient studies conducted, in order to analyse the high rate
turnover in London hotels industry, and the aim of this research is to use this as an issue or a gap
that I am aiming to fill.
1.4. Research Objectives and Research Questions
A crucial task in any research project is defining its core objectives, or questions, need to adress the
central goal or the purpose of the research, the topic, the isues arised from the choosen topic adress
(Thomas,et.al., 2010).
Research Objectives
This research will help to explore and understand the main factors that influence and impact
the high turnover and how this will affect the London /hotel sector?
In second plan analysing the main benefits of effective training programs and development
that can influence and determined a labour lower migration.
Identify and analyse the factors that influence employee’s levels of motivation, thinking and
behaviour in order to maintain staffing levels.
Research questions
5
1 Has effective training program, that prepare labour for a specific qualified level of knowledge and
defined skills, could have a positively impact on employee’s commitment toward organisation?
2 Can effective Training and Development programme prepare employees both new and existing to
meet the changing requirements of an impacted job force?
3 Motivation and rewards frame monetary or non-monetary positively impact employee migration?
4 Assisting employees in their presents function can predict and lower the turnover on Hotel
Industry?
1.5. Justification and contextualisation:
The value of this research is represented also by the need of justification of other
aspects that can influence the implementation and evaluation of the training and development
program, expanding the research contextualisation.
The research problem concerns the existence of various components that can affect the
applicability of an effective training process, findings show that the impact of organisation culture
can influence and affect the process of training and development, another correlation is representing
by ineffective process of selection and recruitment that can influence applicability of the program
and employees. Linking competences to training outcomes, in order help employees to achieve
skills required and supporting users to implement them. Training and orientation programs should
also reflect and adapt to the change of policies and procedures over time (Strebler, et.al, 1997).
Considering the effects of weak training program, can cost companies big time causing employees
lack of commitment and dissatisfaction and increased turnover, the representative role of HR is to
constantly adapt and revaluate the process of development programs implementation.
2.0 Literature review
Theoretical background and research focus:
There is a complex research and literature focusing on employee turnover phenomena,
also over the past half decades training and development concepts are covering numerous aspects
and many sectors, today companies has developed and built up training and particular methods to
develop programs adapted to specific roles, most of the hotel groups in general appeals to regular
training and development initiatives and learning programs that communicate various beneficial
skills and outcomes to employees. The literature review contains findings from text books,
academic journals and articles related to the topic proposal research. In this particular research the
secondary data is significant to conduct and frame relevant conclusions, support starting arguments
and provides effective ways of fact finding and research. Studies shown that labour turnover
6
defined skills, could have a positively impact on employee’s commitment toward organisation?
2 Can effective Training and Development programme prepare employees both new and existing to
meet the changing requirements of an impacted job force?
3 Motivation and rewards frame monetary or non-monetary positively impact employee migration?
4 Assisting employees in their presents function can predict and lower the turnover on Hotel
Industry?
1.5. Justification and contextualisation:
The value of this research is represented also by the need of justification of other
aspects that can influence the implementation and evaluation of the training and development
program, expanding the research contextualisation.
The research problem concerns the existence of various components that can affect the
applicability of an effective training process, findings show that the impact of organisation culture
can influence and affect the process of training and development, another correlation is representing
by ineffective process of selection and recruitment that can influence applicability of the program
and employees. Linking competences to training outcomes, in order help employees to achieve
skills required and supporting users to implement them. Training and orientation programs should
also reflect and adapt to the change of policies and procedures over time (Strebler, et.al, 1997).
Considering the effects of weak training program, can cost companies big time causing employees
lack of commitment and dissatisfaction and increased turnover, the representative role of HR is to
constantly adapt and revaluate the process of development programs implementation.
2.0 Literature review
Theoretical background and research focus:
There is a complex research and literature focusing on employee turnover phenomena,
also over the past half decades training and development concepts are covering numerous aspects
and many sectors, today companies has developed and built up training and particular methods to
develop programs adapted to specific roles, most of the hotel groups in general appeals to regular
training and development initiatives and learning programs that communicate various beneficial
skills and outcomes to employees. The literature review contains findings from text books,
academic journals and articles related to the topic proposal research. In this particular research the
secondary data is significant to conduct and frame relevant conclusions, support starting arguments
and provides effective ways of fact finding and research. Studies shown that labour turnover
6
represents an independent variable and the hospitality sector has an employee turnover rate of 30%
forecasted to increase as the Brexit phenomenon and pandemic continues to affect the industry and
the hotels in particular (Hospitality, 2021). The literature review highlights the relevancy of training
and the role playd in establishing employee commitment. Employees that enter into training
programs with specific expectations and needs shows that the result of training programs does not
meet the expectations and needs of participants; these negative results may be influenced by lower
commitment, negative attitude change, and an increase in turnover rate. Study’s found that training
participants who received realistic notices and accurate training information prior to trainings
programs reported better outcomes compared with other that did not receive any information
regarding the training process and the results that this program implementation can achieve.
Participants that were provided with pre-training information viewed training as more relevant and
accessed the program with more accurate expectations (Brum, 2007). In consequence lack of
training can cause high labour turnover in consequences damages the consistency of the
standardised services provided by Hotels, furthermore low employee turnover allows organisation a
competitive advantage over others. Also state that in the service sector the quality of the service
delivered is used as a competitive tool in many organisations, this aspect can increase financial
chalanges. Hence a satisfied, motivated and stable workforce is a serious success factor for any
Hotel, and that can only be achieved with retention of the employee and improving the turnover
ratio (Singh, Amandeph, 2017). When we discuss abbot hotel industry across UK and including
London we need to take in to consideration also the cultural workplace differences dimension,
cultural impacts an organisation, offering a different perspective and approach in management
employees, playing a role in changing views about the workplace in hotel department levels, might
be considered as a dimension of globalisation, hospitality/hotel industry has a significant
international growth, and individual increasingly worked across borders.
The conceptual and framework is a theoretical approach that explains the part of a research,
grounding an academically position, contributing significantly to the advancement of the theoretical
knowledge (Adom.et.al, 2018). Thorough the proposal research studies predict variable such as:
low job tasks performing by employees, working conditions and compensations, bureaucracy and
other facts. The particular interest, is to reveal if in the largest hotels experiments a higher or lower
turnover compare to smaller Hotel business. Equally, employee turnover might be attributable to
wage rates which produce earnings that are not competitive with other firms in the local labour
market is likely to decrease employee commitment (Ongory, 2007).
Relevant Theories
7
forecasted to increase as the Brexit phenomenon and pandemic continues to affect the industry and
the hotels in particular (Hospitality, 2021). The literature review highlights the relevancy of training
and the role playd in establishing employee commitment. Employees that enter into training
programs with specific expectations and needs shows that the result of training programs does not
meet the expectations and needs of participants; these negative results may be influenced by lower
commitment, negative attitude change, and an increase in turnover rate. Study’s found that training
participants who received realistic notices and accurate training information prior to trainings
programs reported better outcomes compared with other that did not receive any information
regarding the training process and the results that this program implementation can achieve.
Participants that were provided with pre-training information viewed training as more relevant and
accessed the program with more accurate expectations (Brum, 2007). In consequence lack of
training can cause high labour turnover in consequences damages the consistency of the
standardised services provided by Hotels, furthermore low employee turnover allows organisation a
competitive advantage over others. Also state that in the service sector the quality of the service
delivered is used as a competitive tool in many organisations, this aspect can increase financial
chalanges. Hence a satisfied, motivated and stable workforce is a serious success factor for any
Hotel, and that can only be achieved with retention of the employee and improving the turnover
ratio (Singh, Amandeph, 2017). When we discuss abbot hotel industry across UK and including
London we need to take in to consideration also the cultural workplace differences dimension,
cultural impacts an organisation, offering a different perspective and approach in management
employees, playing a role in changing views about the workplace in hotel department levels, might
be considered as a dimension of globalisation, hospitality/hotel industry has a significant
international growth, and individual increasingly worked across borders.
The conceptual and framework is a theoretical approach that explains the part of a research,
grounding an academically position, contributing significantly to the advancement of the theoretical
knowledge (Adom.et.al, 2018). Thorough the proposal research studies predict variable such as:
low job tasks performing by employees, working conditions and compensations, bureaucracy and
other facts. The particular interest, is to reveal if in the largest hotels experiments a higher or lower
turnover compare to smaller Hotel business. Equally, employee turnover might be attributable to
wage rates which produce earnings that are not competitive with other firms in the local labour
market is likely to decrease employee commitment (Ongory, 2007).
Relevant Theories
7
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According to the dynamic developments, Human resources cannot apply a strategic training plan
unless they have a strategic Human Resource Management system integrated (Milhem, et.al, 2014).
It is necessary to select the type of training program appropriate to the frame worked carried out by
the organisations.
Human Capital Theory:
Human capital theory is
based on neo-classical
theories of labor markets,
education and economic
growth. It takes for
granted that employees are
productive
resources and attempts to
find out whether highly
trained staff are more
productive
than other personne
8
unless they have a strategic Human Resource Management system integrated (Milhem, et.al, 2014).
It is necessary to select the type of training program appropriate to the frame worked carried out by
the organisations.
Human Capital Theory:
Human capital theory is
based on neo-classical
theories of labor markets,
education and economic
growth. It takes for
granted that employees are
productive
resources and attempts to
find out whether highly
trained staff are more
productive
than other personne
8
Human capital theory is
based on neo-classical
theories of labor markets,
education and economic
growth. It takes for
granted that employees are
productive
resources and attempts to
find out whether highly
trained staff are more
productive
than other personne
Human capital theory is
based on neo-classical
theories of labor markets,
education and economic
growth.
Human Capital theory is based on neo-classical theories of labour markets, education and economic
growth, and describes employees as a productive resource and attempt to verify whether the highly
9
based on neo-classical
theories of labor markets,
education and economic
growth. It takes for
granted that employees are
productive
resources and attempts to
find out whether highly
trained staff are more
productive
than other personne
Human capital theory is
based on neo-classical
theories of labor markets,
education and economic
growth.
Human Capital theory is based on neo-classical theories of labour markets, education and economic
growth, and describes employees as a productive resource and attempt to verify whether the highly
9
trained staff are more productive than others, and on the other hand companies will be keen to cover
training costs programs in order to obtain hirers levels of productivity and labour commitment
(Milhem, et.all, 2014). The human capital is defined as human performance representative their
potential in the organisation, the HC focused on the individual level (CIPD, 2017). It has been also
seen and analysed that the human capital theory posits that human beings can increase their
productive capacity through greater education and skills training. Critics of the theory argue that it is
flawed, overly simplistic, and confounds labor with capital. Further, the human capital has become
one of the earliest and best-known examples of the application of basic economic concepts to a
broader set of topics in human and social behaviour, therefore it act as a vital theory to effectively
analysis about the behaviour of employees so that there expected needs and wants can be meet to
have higher employee retention and improved productivity level.
Expectancy theory:
A process theory that explain the reason for giving preference of one type of behaviour over another,
considering the connection between effort and performance could conduct to minimal performance,
low motivation and commitment (Ismail, et.al., 2017). According to this theory employee will be
more motivated if managers will be further aware in designing and assigning tasks for the workers
based on their capabilities and competences, in order to avoid low confidence and performance
among employs.
Literature review is defined as overview of major writings as well as other sources on the particular
topic. In addition to this, the sources that is included in the review is books, Journal articles,
publications, online polls and so on. The main reason to conduct literature review is to identify gaps
and develop research questions in order to fulfil that gap. In the previous studies, there is a discussion
regarding training and development and the concept of employee turnover but it lacks data about
influence of training and development associated to employee turnover within hospitality sector. For
fulfilling this research gap, some research questions were developed and is given below:
Factors that influence and impact the high turnover and how this will affect the London /hotel
sector
According to the view point of Hasan (2020), it has been analysed that the concept of the
high employee turnover is being related with the measurement of the number of the employees who
leave a form during a specific point of time. Further, it has been reviewed and analysed that the
issue of the high turnover rate can result in low employee morale and this may also tend to stem
from overworked employees who have had increased workloads and responsibilities due to a lack
10
training costs programs in order to obtain hirers levels of productivity and labour commitment
(Milhem, et.all, 2014). The human capital is defined as human performance representative their
potential in the organisation, the HC focused on the individual level (CIPD, 2017). It has been also
seen and analysed that the human capital theory posits that human beings can increase their
productive capacity through greater education and skills training. Critics of the theory argue that it is
flawed, overly simplistic, and confounds labor with capital. Further, the human capital has become
one of the earliest and best-known examples of the application of basic economic concepts to a
broader set of topics in human and social behaviour, therefore it act as a vital theory to effectively
analysis about the behaviour of employees so that there expected needs and wants can be meet to
have higher employee retention and improved productivity level.
Expectancy theory:
A process theory that explain the reason for giving preference of one type of behaviour over another,
considering the connection between effort and performance could conduct to minimal performance,
low motivation and commitment (Ismail, et.al., 2017). According to this theory employee will be
more motivated if managers will be further aware in designing and assigning tasks for the workers
based on their capabilities and competences, in order to avoid low confidence and performance
among employs.
Literature review is defined as overview of major writings as well as other sources on the particular
topic. In addition to this, the sources that is included in the review is books, Journal articles,
publications, online polls and so on. The main reason to conduct literature review is to identify gaps
and develop research questions in order to fulfil that gap. In the previous studies, there is a discussion
regarding training and development and the concept of employee turnover but it lacks data about
influence of training and development associated to employee turnover within hospitality sector. For
fulfilling this research gap, some research questions were developed and is given below:
Factors that influence and impact the high turnover and how this will affect the London /hotel
sector
According to the view point of Hasan (2020), it has been analysed that the concept of the
high employee turnover is being related with the measurement of the number of the employees who
leave a form during a specific point of time. Further, it has been reviewed and analysed that the
issue of the high turnover rate can result in low employee morale and this may also tend to stem
from overworked employees who have had increased workloads and responsibilities due to a lack
10
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of an active or trained workforce. Along with this, new employees are not immune and require
higher amount of time to get habitual and efficient in their work as they too may suffer from low
morale as they struggle learning new job duties and procedures. Beside this, there are various
factors that impact on the high turnover rate and also on the hotel sector of London and is given
below:
Unclear job expectations: It is one pf the factor that affect on high turnover in
organisations. It take place when companies is not communicating clearly the duties and
responsibilities of the worker that can lead to dissatisfaction among workforce which can
result in high turnover and decrease in company's output level. In context to hotel industry,
If the recruiter does not communicate the responsibilities and duties to the employee than, it
can demotivate the employee and can push them to resign which can hamper its growth.
Disconnect with the managers: If the manager is not confident enough to tackle employee
disputes and not good in handling and fulfilling of workers grievances. Than it can push
employees to quit their job (Factors affecting employee turnover and sound retention
strategies, 2020). In context to hotel industry, if the hotel manager is incompetent to handle
conflict, delegate orders and does not communicate properly than, it can lead to push them
to resign which can affect the operations of the hotel.
Mismatch between jobs and employees: If the company does not set clear personality
traits during hiring process than this make the employees unhappy with their job
responsibility and can lead to resignation from a company. In context to hotel firm, If the
recruiter fails to provide necessary information about their work, then it can lead to fear
among employees. For ex.: If a recruiter hires someone who is not competent enough to
deal with customer facing demands that often come with hospitality jobs can force them to
leave their job.
Toxic or unhealthy work environment: If the work environment is of high pressure and of
stressful nature than it can negatively develop high stress levels among employees which
can lead to high turnovers. In relation to hotels, the hospitality sector often demands long
hours and calls for high pressure work environment that can make employees stressed out
and make them to leave the organisation which can negatively impact the smooth
operations.
Low compensation and poor work life balance- It has been also seen and observed that
the having a low level of compensation is also a main reason lead to high employee turnover
11
higher amount of time to get habitual and efficient in their work as they too may suffer from low
morale as they struggle learning new job duties and procedures. Beside this, there are various
factors that impact on the high turnover rate and also on the hotel sector of London and is given
below:
Unclear job expectations: It is one pf the factor that affect on high turnover in
organisations. It take place when companies is not communicating clearly the duties and
responsibilities of the worker that can lead to dissatisfaction among workforce which can
result in high turnover and decrease in company's output level. In context to hotel industry,
If the recruiter does not communicate the responsibilities and duties to the employee than, it
can demotivate the employee and can push them to resign which can hamper its growth.
Disconnect with the managers: If the manager is not confident enough to tackle employee
disputes and not good in handling and fulfilling of workers grievances. Than it can push
employees to quit their job (Factors affecting employee turnover and sound retention
strategies, 2020). In context to hotel industry, if the hotel manager is incompetent to handle
conflict, delegate orders and does not communicate properly than, it can lead to push them
to resign which can affect the operations of the hotel.
Mismatch between jobs and employees: If the company does not set clear personality
traits during hiring process than this make the employees unhappy with their job
responsibility and can lead to resignation from a company. In context to hotel firm, If the
recruiter fails to provide necessary information about their work, then it can lead to fear
among employees. For ex.: If a recruiter hires someone who is not competent enough to
deal with customer facing demands that often come with hospitality jobs can force them to
leave their job.
Toxic or unhealthy work environment: If the work environment is of high pressure and of
stressful nature than it can negatively develop high stress levels among employees which
can lead to high turnovers. In relation to hotels, the hospitality sector often demands long
hours and calls for high pressure work environment that can make employees stressed out
and make them to leave the organisation which can negatively impact the smooth
operations.
Low compensation and poor work life balance- It has been also seen and observed that
the having a low level of compensation is also a main reason lead to high employee turnover
11
as there Monterey needs and financial expectation cannot be meet. Poor work-life balance
can lead to some serious consequences such as: Fatigue in the employees. Further, it has
been also seen that poor work life balance also tend to over tired and it reduces the ability to
work productively and think clearly. This can take a toll on your professional reputation.
Health: Long working hours can cause stress which may have adverse effects on the
immune system thus, it also leads to higher employee dissatisfaction and turnover.
Main benefits of effective training programs and development
As per the view point of Larry, (2021), Training and development programs allow an
organisation to enhance the skills of employees which further help them to gain both personal and
professional growth. In addition to this, training and development programs help companies to
clarify the workings, roles and responsibilities to employees due to which they take interest in
implementing activities and meet with the targets as well (Benefits of training programs, 2020). It
is determined that in such programs staff members discuss their issues and queries that is resolved
timely which further motivate them and is one of the main reason of employee retention as well as
satisfaction at workplace. It is important for companies to ensure training programs as it help to
ensure effective execution of activities and achievement of company’s objective within set time
period. Further, it has been seen and analysed that the Training and development programs provide
a host of benefits. They enhance employee performance, boost employee productivity, reduce
employee turnover, and improve company culture. Some of the key benefits of the effective
training programs and development are discussed and provided as below:
Higher Capacity for the Adoption of New Methods and Technologies- it has been seen that
providing regular training and development programmes enhance the skill and confidence
level of the employees and improve their capacity level for better adoption of the new
method and technologies (Ding and et. al., 2020).
Increased job satisfaction and morale among employees- leading continuous training and
development also leads to better communication level based on effective guidance and
teaching strategy that supports higher confidence and morale for employees along with
enhanced job satisfaction.
Factors that influence employee’s levels of motivation, thinking and behaviour
As per the view point of Gemma, (2019), there are various factors that impact on the
employee level of motivation which are as follows:
Reward and recognition : it is an important factor which impact the thinking, behaviour and
motivation of the workers. To keep up the motivation of the employee high, it is important to
reward them for all the good work done. Praising them will create sense of belongingness in them.
12
can lead to some serious consequences such as: Fatigue in the employees. Further, it has
been also seen that poor work life balance also tend to over tired and it reduces the ability to
work productively and think clearly. This can take a toll on your professional reputation.
Health: Long working hours can cause stress which may have adverse effects on the
immune system thus, it also leads to higher employee dissatisfaction and turnover.
Main benefits of effective training programs and development
As per the view point of Larry, (2021), Training and development programs allow an
organisation to enhance the skills of employees which further help them to gain both personal and
professional growth. In addition to this, training and development programs help companies to
clarify the workings, roles and responsibilities to employees due to which they take interest in
implementing activities and meet with the targets as well (Benefits of training programs, 2020). It
is determined that in such programs staff members discuss their issues and queries that is resolved
timely which further motivate them and is one of the main reason of employee retention as well as
satisfaction at workplace. It is important for companies to ensure training programs as it help to
ensure effective execution of activities and achievement of company’s objective within set time
period. Further, it has been seen and analysed that the Training and development programs provide
a host of benefits. They enhance employee performance, boost employee productivity, reduce
employee turnover, and improve company culture. Some of the key benefits of the effective
training programs and development are discussed and provided as below:
Higher Capacity for the Adoption of New Methods and Technologies- it has been seen that
providing regular training and development programmes enhance the skill and confidence
level of the employees and improve their capacity level for better adoption of the new
method and technologies (Ding and et. al., 2020).
Increased job satisfaction and morale among employees- leading continuous training and
development also leads to better communication level based on effective guidance and
teaching strategy that supports higher confidence and morale for employees along with
enhanced job satisfaction.
Factors that influence employee’s levels of motivation, thinking and behaviour
As per the view point of Gemma, (2019), there are various factors that impact on the
employee level of motivation which are as follows:
Reward and recognition : it is an important factor which impact the thinking, behaviour and
motivation of the workers. To keep up the motivation of the employee high, it is important to
reward them for all the good work done. Praising them will create sense of belongingness in them.
12
So, it becomes mandatory to check their performance and praise for all the efforts taken by them.
For this, management can reward them some monetary benefits or non monetary benefits such as
offering them chances for further development, offering foreign trips, vouchers or others to
encourage and motivate them to excel their performance.
Trainings and development – it is important for the management to train the employees in
their respective fields. Besides this, they want regular growth while doing their jobs. Development
helps an employee becoming self dependant and improve productivity at the workplace. So,
trainings will boost the morale of the workers and also wins the loyalty(Factors affecting employee
motivation, 2019). It is figured out when management takes genuine interest in the development of
organisation. It showcases that management believe in the employee capabilities and abilities and
want them to progress within the company, all of this will improve them to work them harder
(Giltrap and et. al., 2020).
Leadership : it is an important factor which direct affects the employee thinking and
behaviour. A good leadership will improve the performance of the organisation because in this
leader knows what truly inspires the employees. It also becomes the duty of the leader to
appreciate the efforts of the employees where it requires. In addition to this, leader can choose any
style as per the prevailing situations of business. One chooses authoritative style for the quick
decision making purpose and participation style when they want employees to take part in decision-
making.
3.0 Methodology
The case study requires a depth understanding of both quantitative and qualitative methods;
these methods will be used in order to measure effectiveness of the research topic. Interview Guide
approach will be applied using list of 4 questions applied to a no. of 5 participants, target
population will refer to a group of employees from different roles in London Hotel. The
interviewers will remain anonyms and the interview will not contain personal information’s and
disclosure details, this interview research is timely constraint hence in order to obtain a relevant
result and an eventual solution to the addressed issue. Therefore, by combining the primary data
obtained at the interviews with the secondary data and other relevant research theories available on
the subject analysis it is important to reach a relevant conclusion about the research objectives,
questions and hypostatises, this might link the project towards the issue arise (Schairer and et. al.,
2020).
Research methodology is one of the vital part of research as it assist investigator in
gathering information as well as data properly. In addition to this, it is significant for research
13
For this, management can reward them some monetary benefits or non monetary benefits such as
offering them chances for further development, offering foreign trips, vouchers or others to
encourage and motivate them to excel their performance.
Trainings and development – it is important for the management to train the employees in
their respective fields. Besides this, they want regular growth while doing their jobs. Development
helps an employee becoming self dependant and improve productivity at the workplace. So,
trainings will boost the morale of the workers and also wins the loyalty(Factors affecting employee
motivation, 2019). It is figured out when management takes genuine interest in the development of
organisation. It showcases that management believe in the employee capabilities and abilities and
want them to progress within the company, all of this will improve them to work them harder
(Giltrap and et. al., 2020).
Leadership : it is an important factor which direct affects the employee thinking and
behaviour. A good leadership will improve the performance of the organisation because in this
leader knows what truly inspires the employees. It also becomes the duty of the leader to
appreciate the efforts of the employees where it requires. In addition to this, leader can choose any
style as per the prevailing situations of business. One chooses authoritative style for the quick
decision making purpose and participation style when they want employees to take part in decision-
making.
3.0 Methodology
The case study requires a depth understanding of both quantitative and qualitative methods;
these methods will be used in order to measure effectiveness of the research topic. Interview Guide
approach will be applied using list of 4 questions applied to a no. of 5 participants, target
population will refer to a group of employees from different roles in London Hotel. The
interviewers will remain anonyms and the interview will not contain personal information’s and
disclosure details, this interview research is timely constraint hence in order to obtain a relevant
result and an eventual solution to the addressed issue. Therefore, by combining the primary data
obtained at the interviews with the secondary data and other relevant research theories available on
the subject analysis it is important to reach a relevant conclusion about the research objectives,
questions and hypostatises, this might link the project towards the issue arise (Schairer and et. al.,
2020).
Research methodology is one of the vital part of research as it assist investigator in
gathering information as well as data properly. In addition to this, it is significant for research
13
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worker to make use of appropriate methods as it help in attaining research objectives. This section
of research includes the methods used to conduct the study along with the justification. The
methods used for present investigation is discuss below:
Research approach: It is defined as the process that will be following within research with
the aim to evaluate data about the topic of investigation. In addition to this, there are two forms of
research approach that is inductive and deductive approach. In context to the present study,
inductive research approach is useful and effective as it assist in analysing information in a proper
manner. In addition to this, it also help investigator to collect data within less time and cost as well.
Research philosophy: It is defined as beliefs which assist research worker to collect,
interpret as well as analyse data in an effective way. Along with this, it assist researcher to answer
research question in a systematic and proper manner. Interpretivism and positivism are two main
research philosophies but according to the topic of investigation, interpretivism philosophy is
effective and valuable as it help to gather information which is in qualitative manner. Also, it assist
in evaluating secondary data in an effective way (Hirsch and et. al., 2021).
Research choice: It is basically the plans as well as process that allow researcher to collect
information within a systematic manner. Along with this, it is one of the significant part of research
methodology as it collect data as per the type of information. The two types of research choice are
quantitative and qualitative as well. Both the forms of research choice is useful but as per the topic
of investigation, qualitative method is effective as it assist to collect data based on observation and
assist investigator to gather data in less time. Along with this, it incorporates human experience due
to which researcher is able to gather appropriate and accurate data (Yang and et. al., 2021).
Research instruments: It is basically the technique that is used by researcher in order to
collect data on the particular research topic. Along with this, there are various research instruments
that is questionnaire, interview, observation and so on. In context to the present study, interview is
taken into consideration. The main reason to select this is it help researcher to gather appropriate
and accurate information from interviewees. Also, it helps in collecting better response rate that
leads to attainment of research objectives and development of valid conclusion.
Interview questions
Q1) As per your view point, what can be the main factors that influence and impact the high
turnover and how this will affect the London /hotel sector?
Q2) What opinion you are having about the impact of effective training program on the meetiing
the changing requirements of an impacted job force along with its impact on the employee’s
commitment toward organisation?
14
of research includes the methods used to conduct the study along with the justification. The
methods used for present investigation is discuss below:
Research approach: It is defined as the process that will be following within research with
the aim to evaluate data about the topic of investigation. In addition to this, there are two forms of
research approach that is inductive and deductive approach. In context to the present study,
inductive research approach is useful and effective as it assist in analysing information in a proper
manner. In addition to this, it also help investigator to collect data within less time and cost as well.
Research philosophy: It is defined as beliefs which assist research worker to collect,
interpret as well as analyse data in an effective way. Along with this, it assist researcher to answer
research question in a systematic and proper manner. Interpretivism and positivism are two main
research philosophies but according to the topic of investigation, interpretivism philosophy is
effective and valuable as it help to gather information which is in qualitative manner. Also, it assist
in evaluating secondary data in an effective way (Hirsch and et. al., 2021).
Research choice: It is basically the plans as well as process that allow researcher to collect
information within a systematic manner. Along with this, it is one of the significant part of research
methodology as it collect data as per the type of information. The two types of research choice are
quantitative and qualitative as well. Both the forms of research choice is useful but as per the topic
of investigation, qualitative method is effective as it assist to collect data based on observation and
assist investigator to gather data in less time. Along with this, it incorporates human experience due
to which researcher is able to gather appropriate and accurate data (Yang and et. al., 2021).
Research instruments: It is basically the technique that is used by researcher in order to
collect data on the particular research topic. Along with this, there are various research instruments
that is questionnaire, interview, observation and so on. In context to the present study, interview is
taken into consideration. The main reason to select this is it help researcher to gather appropriate
and accurate information from interviewees. Also, it helps in collecting better response rate that
leads to attainment of research objectives and development of valid conclusion.
Interview questions
Q1) As per your view point, what can be the main factors that influence and impact the high
turnover and how this will affect the London /hotel sector?
Q2) What opinion you are having about the impact of effective training program on the meetiing
the changing requirements of an impacted job force along with its impact on the employee’s
commitment toward organisation?
14
Q3) What can be the main benefits of effective training programs and development that can
influence and determined a labour lower migration?
Q4) As per your view point, is Motivation and rewards are having positive impact on employee
migration and what can be the other factors that influence employee’s levels of motivation,
thinking and behaviour in order to maintain staffing levels?
Data collection: It is defined as the process that is used by researcher in order to gather or
collect data on the particular topic. There are mainly two forms of data collection that is primary
and secondary sources. Primary sources include data which is collected for the first time whereas
secondary data involves information that is existing and already collected by other research worker.
In the present study, both primary and secondary information is taken into consideration. The main
motive to select primary data collection is it assist to gain in-depth knowledge about topic. Also, the
secondary research assist to collect data from view point of various authors that makes study more
reliable and effective as well. Moreover, it also help researcher to gain valid and authentic
information that leads towards attainment of research objectives.
Data analysis: It is mainly defined as the process that is used to analyse the collected
information on the topic. This help researcher to draw meaningful and reliable conclusion that
shows research objectives are attained properly. There are various data analysis methods that is
thematic analysis, frequency distribution analysis and so on. In the present study, thematic analysis
is taken into consideration and the main reason to select is it help in interpreting qualitative
information in a proper manner. Also, it allow researcher to develop meaningful results in less time
and cost as well (Malek, Kline and DiPietro, 2018).
Sampling: It is the procedure which allow research worker to select sample size for
conducting investigation from the total respondents. In addition to this, there are mainly two types
of sampling methods such as probability and non-probability sampling method. In context to the
present investigation, non-probability sampling method is used. The 5 participants are selected for
the interview with the help of non-probability sampling method. The main reason to select is it
requires less time and assist researcher in saving cost also.
Ethics: It is one of the valuable and significant part of an investigation that help researcher
to complete the study in an ethical and systematic manner. It is vital for research worker to follow
all the ethics such as informed consent, confidentiality, anonymity and many more. Following of all
the ethics assist to execute activities without any issues and delay. It is important that participants
have knowledge about the research objectives for which they provide information. Also,
15
influence and determined a labour lower migration?
Q4) As per your view point, is Motivation and rewards are having positive impact on employee
migration and what can be the other factors that influence employee’s levels of motivation,
thinking and behaviour in order to maintain staffing levels?
Data collection: It is defined as the process that is used by researcher in order to gather or
collect data on the particular topic. There are mainly two forms of data collection that is primary
and secondary sources. Primary sources include data which is collected for the first time whereas
secondary data involves information that is existing and already collected by other research worker.
In the present study, both primary and secondary information is taken into consideration. The main
motive to select primary data collection is it assist to gain in-depth knowledge about topic. Also, the
secondary research assist to collect data from view point of various authors that makes study more
reliable and effective as well. Moreover, it also help researcher to gain valid and authentic
information that leads towards attainment of research objectives.
Data analysis: It is mainly defined as the process that is used to analyse the collected
information on the topic. This help researcher to draw meaningful and reliable conclusion that
shows research objectives are attained properly. There are various data analysis methods that is
thematic analysis, frequency distribution analysis and so on. In the present study, thematic analysis
is taken into consideration and the main reason to select is it help in interpreting qualitative
information in a proper manner. Also, it allow researcher to develop meaningful results in less time
and cost as well (Malek, Kline and DiPietro, 2018).
Sampling: It is the procedure which allow research worker to select sample size for
conducting investigation from the total respondents. In addition to this, there are mainly two types
of sampling methods such as probability and non-probability sampling method. In context to the
present investigation, non-probability sampling method is used. The 5 participants are selected for
the interview with the help of non-probability sampling method. The main reason to select is it
requires less time and assist researcher in saving cost also.
Ethics: It is one of the valuable and significant part of an investigation that help researcher
to complete the study in an ethical and systematic manner. It is vital for research worker to follow
all the ethics such as informed consent, confidentiality, anonymity and many more. Following of all
the ethics assist to execute activities without any issues and delay. It is important that participants
have knowledge about the research objectives for which they provide information. Also,
15
participants have the right to ask where the information is kept and used as well. All this will help
in attainment of research objectives in an effective and ethical manner (Lin and Huang, 2020).
4. Results/Findings
With respect to the current project, use of the qualitative nature of the study has been made
for collection and analysis of the facts. Thus, use of the thematic analysis has been made to have
better review and interpretation of the collected raw data.
Theme 1: The main factors that influence and impact the high turnover and how this will affect
the London /hotel sector
Interpretation
Participant 1: As per my view point the main factors that influence and impact the high turnover
within a firm tend to comprises of lack of proper rewards, compensation and recognition for
employees. I believe that rewards and recognition forms it a vital way and essential to retention
employees for a longer period as it keeps them motivated and enthusiastic towards there work.
Beside this, recognition plays a vital role in meeting the intrinsic motivation level of employees.
Further, as my view point, I believe that high employee turnover can only have a negative impact
on the London hotel sector as it leads to reduction in the productivity level of a firm.
Participant 2: The main factors that influence and impact the high employee turnover with a firm
comprises of the lack of effective work place flexibility along with poor relationship with the
manager. I am having a thinking that when an employee feels harassed and overburden with their
work and having no flexibility and freedom then that started feeling dissatisfied and starts
looking for some better opportunity which provides the higher workplace flexibility. It has bene
also seen that poor relationship with the manager tend to cause the creates a conflicting and
unhealthy workplace environment which reduce stress for employees that also directs and
motivates them to find some new job thus, act as main factors and reasons behind high
employees turnover. The positive relationship with manager and lack of flexibility causing high
employee turnover tend to have a negative impact on the hotel sector of London as it directly
effects the performance and productivity level as lead to higher workplace absenteeism as well as
higher chances of chaos and confusion.
Participant 3: I believed that the having poor learning and development opportunity is also being
taken as a main factors that influence and impact the high turnover as after some time every
16
in attainment of research objectives in an effective and ethical manner (Lin and Huang, 2020).
4. Results/Findings
With respect to the current project, use of the qualitative nature of the study has been made
for collection and analysis of the facts. Thus, use of the thematic analysis has been made to have
better review and interpretation of the collected raw data.
Theme 1: The main factors that influence and impact the high turnover and how this will affect
the London /hotel sector
Interpretation
Participant 1: As per my view point the main factors that influence and impact the high turnover
within a firm tend to comprises of lack of proper rewards, compensation and recognition for
employees. I believe that rewards and recognition forms it a vital way and essential to retention
employees for a longer period as it keeps them motivated and enthusiastic towards there work.
Beside this, recognition plays a vital role in meeting the intrinsic motivation level of employees.
Further, as my view point, I believe that high employee turnover can only have a negative impact
on the London hotel sector as it leads to reduction in the productivity level of a firm.
Participant 2: The main factors that influence and impact the high employee turnover with a firm
comprises of the lack of effective work place flexibility along with poor relationship with the
manager. I am having a thinking that when an employee feels harassed and overburden with their
work and having no flexibility and freedom then that started feeling dissatisfied and starts
looking for some better opportunity which provides the higher workplace flexibility. It has bene
also seen that poor relationship with the manager tend to cause the creates a conflicting and
unhealthy workplace environment which reduce stress for employees that also directs and
motivates them to find some new job thus, act as main factors and reasons behind high
employees turnover. The positive relationship with manager and lack of flexibility causing high
employee turnover tend to have a negative impact on the hotel sector of London as it directly
effects the performance and productivity level as lead to higher workplace absenteeism as well as
higher chances of chaos and confusion.
Participant 3: I believed that the having poor learning and development opportunity is also being
taken as a main factors that influence and impact the high turnover as after some time every
16
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individual need something new and interesting in their professional life. Further, doing the same
work for a long time leads to boredom and lack of interest which caters and causes higher
employee turnover within firm. Thus, to maintain the morale and interest level of employees it is
vital to have regular training and development session. Beside this, I also believe that poor
learning and development opportunity also leads to low employee morale which is taken as main
reason behind high employee turnover over that tends to have a negative impact on the hotel
sector of London.
Participant 4: I believe that overload of the work and company culture are also the main factors
that causes and leads to issue of high employee turnover. Company culture consist and reflects
about the shared values, goals, attitudes and practices that characterize an organization towards
its employees that tend to directly affect the retention and motivation level of staff. Further,
company culture also reflects the way people feel about the work they do, the values they believe
in, where they see the company going and what they're doing to get it there thus, tend to
influence the employee turnover level. It has bene seen that positive company culture with
specific work load tend to attract and retain employees while on the other hand, negative
company culture comprises of discrimination at workplace along with extra load of work are
taken as the main reason and factor that contributes for the issue of high employee turnover that
is having negative impact on hotel sector.
Participant 5: I believe that lack of effective leadership and communication is the main factor that
causes the issue of the high employee turnover as it leads to ineffective employee engagement
and lack of guidance and motivation for employees. I am having a thinking, lack of ineffective
leadership leads to a situation where there is no one to direct and guide the efforts of employees
which leads them in a situation of chaos and confusion. Beside this, ineffective communication
also causes feeling of chaos and lack of coordination ate workplace which causes and leads to
higher issue of the employee turnover that is negatively affective the productivity and
performance level of hotel sector.
Theme 2: The impact of effective training program on the meeting the changing requirements of
an impacted job force along with its impact on the employee’s commitment toward organisation
Interpretation
17
work for a long time leads to boredom and lack of interest which caters and causes higher
employee turnover within firm. Thus, to maintain the morale and interest level of employees it is
vital to have regular training and development session. Beside this, I also believe that poor
learning and development opportunity also leads to low employee morale which is taken as main
reason behind high employee turnover over that tends to have a negative impact on the hotel
sector of London.
Participant 4: I believe that overload of the work and company culture are also the main factors
that causes and leads to issue of high employee turnover. Company culture consist and reflects
about the shared values, goals, attitudes and practices that characterize an organization towards
its employees that tend to directly affect the retention and motivation level of staff. Further,
company culture also reflects the way people feel about the work they do, the values they believe
in, where they see the company going and what they're doing to get it there thus, tend to
influence the employee turnover level. It has bene seen that positive company culture with
specific work load tend to attract and retain employees while on the other hand, negative
company culture comprises of discrimination at workplace along with extra load of work are
taken as the main reason and factor that contributes for the issue of high employee turnover that
is having negative impact on hotel sector.
Participant 5: I believe that lack of effective leadership and communication is the main factor that
causes the issue of the high employee turnover as it leads to ineffective employee engagement
and lack of guidance and motivation for employees. I am having a thinking, lack of ineffective
leadership leads to a situation where there is no one to direct and guide the efforts of employees
which leads them in a situation of chaos and confusion. Beside this, ineffective communication
also causes feeling of chaos and lack of coordination ate workplace which causes and leads to
higher issue of the employee turnover that is negatively affective the productivity and
performance level of hotel sector.
Theme 2: The impact of effective training program on the meeting the changing requirements of
an impacted job force along with its impact on the employee’s commitment toward organisation
Interpretation
17
Participant 1: As per my opinion the, positive impact of effective training program on the
meeting the changing requirements of an impacted job force along with its impact on the
employee’s commitment toward organisation as it helps in the improving and upgrading the
overall the knowledge and skill level of the employees. It has been seen that these improvements
in the knowledge and skill level tend to have a positive impact on the overall productivity of
workers and also meets the ethics and safety concern of employees leading positive human
relation which supports more effective meeting of the changing requirements of an impacted job
force along with its impact on the employee’s commitment toward organisation.
Participant 2: As per my view point, a positive impact of effective training program on meeting
the changing requirements of an impacted job force along with its impact on the employee’s
commitment toward organisation has been seen as training tend to prepare and built employees
for higher level of responsibility thus supports improved motivation level along with higher
commitment level.
Participant 3: With respect to my view point, I believe that providing regular training and
development programmes for the employees tend to gives to a feeling that employees are valued
by their organisation thus, it tend to have a positive impact on meeting the changing requirements
of an impacted job force along with its impact on the employee’s commitment toward
organisation.
Participant 4: An review can be made that the providing of training ensures the higher
competency and better skills within an employees and also makes them able to meet and achieve
their professional development plan thus, it tend to have a positive impact on meeting the
changing requirements of an impacted job force along with its impact on the employee’s
commitment toward organisation.
Participant 5: Providing regular training and development programmes also tend to lead the
increased job satisfaction along with higher employee engagement based on the fact that it
creates new professional opportunities and increase better career growth. Thus, I believe that
regular training and development programmes tend to have a positive impact on meeting the
changing requirements of an impacted job force along with its impact on the employee’s
commitment toward organisation.
18
meeting the changing requirements of an impacted job force along with its impact on the
employee’s commitment toward organisation as it helps in the improving and upgrading the
overall the knowledge and skill level of the employees. It has been seen that these improvements
in the knowledge and skill level tend to have a positive impact on the overall productivity of
workers and also meets the ethics and safety concern of employees leading positive human
relation which supports more effective meeting of the changing requirements of an impacted job
force along with its impact on the employee’s commitment toward organisation.
Participant 2: As per my view point, a positive impact of effective training program on meeting
the changing requirements of an impacted job force along with its impact on the employee’s
commitment toward organisation has been seen as training tend to prepare and built employees
for higher level of responsibility thus supports improved motivation level along with higher
commitment level.
Participant 3: With respect to my view point, I believe that providing regular training and
development programmes for the employees tend to gives to a feeling that employees are valued
by their organisation thus, it tend to have a positive impact on meeting the changing requirements
of an impacted job force along with its impact on the employee’s commitment toward
organisation.
Participant 4: An review can be made that the providing of training ensures the higher
competency and better skills within an employees and also makes them able to meet and achieve
their professional development plan thus, it tend to have a positive impact on meeting the
changing requirements of an impacted job force along with its impact on the employee’s
commitment toward organisation.
Participant 5: Providing regular training and development programmes also tend to lead the
increased job satisfaction along with higher employee engagement based on the fact that it
creates new professional opportunities and increase better career growth. Thus, I believe that
regular training and development programmes tend to have a positive impact on meeting the
changing requirements of an impacted job force along with its impact on the employee’s
commitment toward organisation.
18
Theme 3: Main benefits of effective training programs and development that can influence and
determined a labour lower migration
Interpretation
Participant 1: According to my opinion, building motivation and performance level of the
employees is the main benefits of effective training programs and development that can influence
and determined a labour lower migration. Training tend to sharpen the overall skill and
competency of emolyess thus, leads to higher motivation and better performance.
Participant 2: Training tend to ensure a higher level of confidence within an employee as it
supports improvement in the skill level which is the benefits of effective training programs and
development that can influence and determined a labour lower migration.
Participant 3: It has been seen that regular training tends to support enhanced career development
and better future opportunity for employees which boost up there motivation level thus, it tend to
be beneficial and effective training programs and development tend to influence and determined
a labour lower migration.
Participant 4: I am having an opinion that training supports lower chances of wastage and errors
and thus creates a positive and better workplace relationship that is the benefits of effective
training programs and development that can influence and determined a labour lower migration.
Participant 5: As per my thinking level, training leads an improved organisational structure along
with reduced level of need of supervision that is main benefits of effective training programs and
development that can influence and determined a labour lower migration.
Theme 4: Motivation and rewards are having positive impact on employee migration and other
factors that influence employee’s levels of motivation, thinking and behaviour in order to
maintain staffing levels
Interpretation
Participant 1: I favoured that the Motivation and rewards are having positive impact on employee
migration as motivation and rewards tend to meet the both intrinsic as well as extrinsic needs of
19
determined a labour lower migration
Interpretation
Participant 1: According to my opinion, building motivation and performance level of the
employees is the main benefits of effective training programs and development that can influence
and determined a labour lower migration. Training tend to sharpen the overall skill and
competency of emolyess thus, leads to higher motivation and better performance.
Participant 2: Training tend to ensure a higher level of confidence within an employee as it
supports improvement in the skill level which is the benefits of effective training programs and
development that can influence and determined a labour lower migration.
Participant 3: It has been seen that regular training tends to support enhanced career development
and better future opportunity for employees which boost up there motivation level thus, it tend to
be beneficial and effective training programs and development tend to influence and determined
a labour lower migration.
Participant 4: I am having an opinion that training supports lower chances of wastage and errors
and thus creates a positive and better workplace relationship that is the benefits of effective
training programs and development that can influence and determined a labour lower migration.
Participant 5: As per my thinking level, training leads an improved organisational structure along
with reduced level of need of supervision that is main benefits of effective training programs and
development that can influence and determined a labour lower migration.
Theme 4: Motivation and rewards are having positive impact on employee migration and other
factors that influence employee’s levels of motivation, thinking and behaviour in order to
maintain staffing levels
Interpretation
Participant 1: I favoured that the Motivation and rewards are having positive impact on employee
migration as motivation and rewards tend to meet the both intrinsic as well as extrinsic needs of
19
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employees through ensuring proper recognition as well as monetary rewards. Further, as per my
opinion, effective communication and positive workplace culture is also vital factor that
influence employee’s levels of motivation, thinking and behaviour in order to maintain staffing
levels.
Participant 2: I support that Motivation and rewards are having positive impact on employee
migration. Beside this, regular training and development programmes can also be taken as
effective measure that influence employee’s levels of motivation, thinking and behaviour in order
to maintain staffing levels.
Participant 3: I tend to be strongly agreed with the statement that Motivation and rewards are
having positive impact on employee migration. Further, I believe that adoption of effective
leadership style such as participative leadership tend to act as a vital factor influence employee’s
levels of motivation, thinking and behaviour in order to maintain staffing levels.
Participant 4: I also believed that that Motivation and rewards are having positive impact on
employee migration. Along with this, ensuring regular rewards and performance based incentives
are tend to be effective measure that influence employee’s levels of motivation, thinking and
behaviour in order to maintain staffing levels.
Participant 5: Yes, I believed that Motivation and rewards are having positive impact on
employee migration. Further, I also want to share that having a sense of equality along with a
positive workplace culture are effective measure that influence employee’s levels of motivation,
thinking and behaviour in order to maintain staffing levels.
5. Analysis and evaluation of results
On the basis of the findings of the current study, an analysis can be made out that the high
employee turnover has become a most vital and serious issues within the hotel sector comprising of
larger number of employees who are dissatisfied and demotivated towards their work. It has been
evaluated that the employee’s turnover phenomena within Hotel industry are leading and emerging
as a subdivision of hospitality industry that is directly linked and associated with the efficiency and
consistency of trainings and continuous development programs. Therefore, an analysis can be made
that the training needs to become a vital and essential part of all hotel organisation as it ensures that
20
opinion, effective communication and positive workplace culture is also vital factor that
influence employee’s levels of motivation, thinking and behaviour in order to maintain staffing
levels.
Participant 2: I support that Motivation and rewards are having positive impact on employee
migration. Beside this, regular training and development programmes can also be taken as
effective measure that influence employee’s levels of motivation, thinking and behaviour in order
to maintain staffing levels.
Participant 3: I tend to be strongly agreed with the statement that Motivation and rewards are
having positive impact on employee migration. Further, I believe that adoption of effective
leadership style such as participative leadership tend to act as a vital factor influence employee’s
levels of motivation, thinking and behaviour in order to maintain staffing levels.
Participant 4: I also believed that that Motivation and rewards are having positive impact on
employee migration. Along with this, ensuring regular rewards and performance based incentives
are tend to be effective measure that influence employee’s levels of motivation, thinking and
behaviour in order to maintain staffing levels.
Participant 5: Yes, I believed that Motivation and rewards are having positive impact on
employee migration. Further, I also want to share that having a sense of equality along with a
positive workplace culture are effective measure that influence employee’s levels of motivation,
thinking and behaviour in order to maintain staffing levels.
5. Analysis and evaluation of results
On the basis of the findings of the current study, an analysis can be made out that the high
employee turnover has become a most vital and serious issues within the hotel sector comprising of
larger number of employees who are dissatisfied and demotivated towards their work. It has been
evaluated that the employee’s turnover phenomena within Hotel industry are leading and emerging
as a subdivision of hospitality industry that is directly linked and associated with the efficiency and
consistency of trainings and continuous development programs. Therefore, an analysis can be made
that the training needs to become a vital and essential part of all hotel organisation as it ensures that
20
employees would have master the knowledge, skills, and behaviours emphasized in training and
apply them to their day-to-day activities (Zimmerman, Swider and Boswell, 2019). Beside this, it
has been also seen during the current study that the regardless and irrespective of the business
segment in which individuals work, most employees have the same basic wants and needs, they
share the same basic concerns about how they are treated by their superiors, which impacts their
work performance and length employment. Thus, it has become important and vital for the
hospitality industry to cater and evaluate all these needs along with meeting them to overcome and
resolve the issue of high employee turnover. Along with this, organisation need to effectively
pursue towards attaining organizational goals that can be achieved only by leading out diversity of
human resource strategies and approaches, and a sustained effort have been done in the last decades
in relationships with individual’s training and organisational performance. Thus, based on the
evaluation current research it has been evaluated that overall a positive impact of trainings and
development link to employee’s turnover in Hospitality/Hotel Industry-London (Oh and Chhinzer,
2021).
Further, the findings of the current study also reflect that implication of some relevant
theories are needed by the managers of the hotel to ensure better understanding of the behaviour
and influencing factors of employees so that they can be motivated for higher retention to overcome
the issues of employee turnover. It has been analysed that the application of the Human Capital
theory tends to support and leads out a more effective analysis about the behaviour of employees so
that there expected needs and wants can be meet to have higher employee retention and improved
productivity level (Yingjie, Deng and Pan, 2019). Apart from this, it has been also evaluated that
the use of the Expectancy theory has been also effectively seen within the hotel sector that set out a
process which tend to explain the reason for giving preference of one type of behaviour over
another, considering the connection between effort and performance could conduct to minimal
performance, low motivation and commitment. Along with this, the current study also facilitates a
critical discussion about the Factors that influence and impact the high turnover that comprises of
the lack of proper communication and rewards along with the lack of effective culture and training
within the firm. It has been evaluated based on the primary findings that the rewards and
recognition forms it a vital way and essential to retention employees for a longer period as it keeps
them motivated and enthusiastic towards there work while the unhealthy workplace environment
which relates stress for employees that also directs and motivates them to find some new job thus,
act as main factors and reasons behind high employees turnover (Vardaman, Allen and Rogers,
2018).
21
apply them to their day-to-day activities (Zimmerman, Swider and Boswell, 2019). Beside this, it
has been also seen during the current study that the regardless and irrespective of the business
segment in which individuals work, most employees have the same basic wants and needs, they
share the same basic concerns about how they are treated by their superiors, which impacts their
work performance and length employment. Thus, it has become important and vital for the
hospitality industry to cater and evaluate all these needs along with meeting them to overcome and
resolve the issue of high employee turnover. Along with this, organisation need to effectively
pursue towards attaining organizational goals that can be achieved only by leading out diversity of
human resource strategies and approaches, and a sustained effort have been done in the last decades
in relationships with individual’s training and organisational performance. Thus, based on the
evaluation current research it has been evaluated that overall a positive impact of trainings and
development link to employee’s turnover in Hospitality/Hotel Industry-London (Oh and Chhinzer,
2021).
Further, the findings of the current study also reflect that implication of some relevant
theories are needed by the managers of the hotel to ensure better understanding of the behaviour
and influencing factors of employees so that they can be motivated for higher retention to overcome
the issues of employee turnover. It has been analysed that the application of the Human Capital
theory tends to support and leads out a more effective analysis about the behaviour of employees so
that there expected needs and wants can be meet to have higher employee retention and improved
productivity level (Yingjie, Deng and Pan, 2019). Apart from this, it has been also evaluated that
the use of the Expectancy theory has been also effectively seen within the hotel sector that set out a
process which tend to explain the reason for giving preference of one type of behaviour over
another, considering the connection between effort and performance could conduct to minimal
performance, low motivation and commitment. Along with this, the current study also facilitates a
critical discussion about the Factors that influence and impact the high turnover that comprises of
the lack of proper communication and rewards along with the lack of effective culture and training
within the firm. It has been evaluated based on the primary findings that the rewards and
recognition forms it a vital way and essential to retention employees for a longer period as it keeps
them motivated and enthusiastic towards there work while the unhealthy workplace environment
which relates stress for employees that also directs and motivates them to find some new job thus,
act as main factors and reasons behind high employees turnover (Vardaman, Allen and Rogers,
2018).
21
Along with this, the current study also supports the evaluation about the effective training
program, that prepare labour for a specific qualified level of knowledge and defined skills that have
a positive impact on employee’s commitment toward organisation. It has been observed during
current study that having regular and effective training programmes tend to helps in the improving
and upgrading the overall the knowledge and skill level of the employees and prepare and built
employees for higher level of responsibility thus supports improved motivation level that ensures
and leads to a higher commitment level which directs and motivates them for higher retention.
Further, it has been also analysed based on the findings of current study that the Motivation and
rewards frame monetary or non-monetary benefits tend to have a positive impact on employee
migration and retention as it supports the meeting of the both internal and external motivation of
employees in form of higher recognition and ensuring monetary funds (Okae, 2018). Finally, the
current study provides a vital evaluation about the factors that influence employee’s levels of
motivation, thinking and behaviour in order to maintain staffing levels which comprises of
providing regular training and development programmes along with meeting the compensation of
employees. Beside this, it has been also analysed that the assisting employees in their presents
function can predict and lower the turnover on Hotel Industry by the way of ensuring improved
guidance and direction for tem that tend to build an improved motivation level. Further, it has been
also find out and analysed that having effective leadership style and building a positive workplace
culture comprising of effective communication supports higher employee engagement through
leading a positive workplace that is free from stress and chaos thus, leads to higher retention of
talented candidates. A higher level of confidence level along with the feeling of being valued is also
lead out by the regular training and development of employees along with improved professional
development and growth opportunity that emphasis that training having a positive impact in
resolving and mitigating the issue of high employee turnover and also supports improved
productivity and performance level for a firm (Lyons and Bandura, 2019).
6. Conclusion
On the basis of current study, a conclusion can be made that the employee turnover is a
vital issue that is being faced within the hotel sector which is concerned with the measurement of the
average number of the employees who tend to leave an organisation based on various factors during a
specified period of time. It has been also summarised that employee turnover has been a long
majored concerned of the Hotels industry-affecting the quality services and cost revenue which tend
to defined as the movement of people into and out of employment within an organisation. Along with
this, the current study is also presenting conclusion about the relevant theory that are being applied
22
program, that prepare labour for a specific qualified level of knowledge and defined skills that have
a positive impact on employee’s commitment toward organisation. It has been observed during
current study that having regular and effective training programmes tend to helps in the improving
and upgrading the overall the knowledge and skill level of the employees and prepare and built
employees for higher level of responsibility thus supports improved motivation level that ensures
and leads to a higher commitment level which directs and motivates them for higher retention.
Further, it has been also analysed based on the findings of current study that the Motivation and
rewards frame monetary or non-monetary benefits tend to have a positive impact on employee
migration and retention as it supports the meeting of the both internal and external motivation of
employees in form of higher recognition and ensuring monetary funds (Okae, 2018). Finally, the
current study provides a vital evaluation about the factors that influence employee’s levels of
motivation, thinking and behaviour in order to maintain staffing levels which comprises of
providing regular training and development programmes along with meeting the compensation of
employees. Beside this, it has been also analysed that the assisting employees in their presents
function can predict and lower the turnover on Hotel Industry by the way of ensuring improved
guidance and direction for tem that tend to build an improved motivation level. Further, it has been
also find out and analysed that having effective leadership style and building a positive workplace
culture comprising of effective communication supports higher employee engagement through
leading a positive workplace that is free from stress and chaos thus, leads to higher retention of
talented candidates. A higher level of confidence level along with the feeling of being valued is also
lead out by the regular training and development of employees along with improved professional
development and growth opportunity that emphasis that training having a positive impact in
resolving and mitigating the issue of high employee turnover and also supports improved
productivity and performance level for a firm (Lyons and Bandura, 2019).
6. Conclusion
On the basis of current study, a conclusion can be made that the employee turnover is a
vital issue that is being faced within the hotel sector which is concerned with the measurement of the
average number of the employees who tend to leave an organisation based on various factors during a
specified period of time. It has been also summarised that employee turnover has been a long
majored concerned of the Hotels industry-affecting the quality services and cost revenue which tend
to defined as the movement of people into and out of employment within an organisation. Along with
this, the current study is also presenting conclusion about the relevant theory that are being applied
22
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within hotel industry to have better underdoing if employee behaviour such as the Human capital
theory that tend to a vital theory to effectively analysis about the behaviour of employees so that
there expected needs and wants can be meet to have higher employee retention and improved
productivity level. Further, it has been also summarised that training tend to plays a vital role in
mitigating the issue of high employee turnover by the way of boosting the morale and competency
level of employees along with ensuring higher performance and efficiency level based on improved
knowledge level.
Beside this, a summarisation can also be made that the findings of current study are
effective in meeting all the set objective as it supports and provide a better understanding about the
main factors that influence and impact the high turnover and how this will affect the London /hotel
sector along with analysing the main benefits of effective training programs and development that
can influence and determined a labour lower migration. Further, a conclusion can also be made that
the application of the qualitative nature of the research method has also supported the better meeting
and review of set research questions by the way of leading and providing an in-depth analysis of data
and information. At last, based on finds of current study, a summarisation can be made that the
training program lead to higher level of knowledge and defined skills that have a positively impact on
employee’s commitment toward organisation along with the fact that assisting employees in their
presents function lead to lower the turnover on Hotel Industry by the way of ensuring better guidance
and improved employee engagement level.
7. Recommendation
On the basis of the current study, it has been seen that employee turnover is a vital issue that
is being faced by the Hotel industry. Thus, having effective ways and strategies that ensures
improved employees engagement and higher retention of employees has been highly recommended
for hotel sector. Providing regular training and development programmes is highly suggested as it
ensures improvement in the key skill and knowledge level of the employees along with building
here commitment level therefore supports mitigation of issue of high employee turnover (Haque,
Fernando and Caputi, 2019). Apart from this, providing regular incentives and performance based
rewards are also recommended for hotel sector as it tend to meet the monetary needs and
motivation level of employees which ensures their higher retention. At last, having effective
leadership style which supports proper assisting and guidance for employees has been also
recommended as it lead to higher employee engagement based on positive workplace culture and
relationship (Kang and Sung, 2019). Implication of the participative nature of leadership style has
been recommended as it ensures proper involvement of all employees and creates a feeling of being
23
theory that tend to a vital theory to effectively analysis about the behaviour of employees so that
there expected needs and wants can be meet to have higher employee retention and improved
productivity level. Further, it has been also summarised that training tend to plays a vital role in
mitigating the issue of high employee turnover by the way of boosting the morale and competency
level of employees along with ensuring higher performance and efficiency level based on improved
knowledge level.
Beside this, a summarisation can also be made that the findings of current study are
effective in meeting all the set objective as it supports and provide a better understanding about the
main factors that influence and impact the high turnover and how this will affect the London /hotel
sector along with analysing the main benefits of effective training programs and development that
can influence and determined a labour lower migration. Further, a conclusion can also be made that
the application of the qualitative nature of the research method has also supported the better meeting
and review of set research questions by the way of leading and providing an in-depth analysis of data
and information. At last, based on finds of current study, a summarisation can be made that the
training program lead to higher level of knowledge and defined skills that have a positively impact on
employee’s commitment toward organisation along with the fact that assisting employees in their
presents function lead to lower the turnover on Hotel Industry by the way of ensuring better guidance
and improved employee engagement level.
7. Recommendation
On the basis of the current study, it has been seen that employee turnover is a vital issue that
is being faced by the Hotel industry. Thus, having effective ways and strategies that ensures
improved employees engagement and higher retention of employees has been highly recommended
for hotel sector. Providing regular training and development programmes is highly suggested as it
ensures improvement in the key skill and knowledge level of the employees along with building
here commitment level therefore supports mitigation of issue of high employee turnover (Haque,
Fernando and Caputi, 2019). Apart from this, providing regular incentives and performance based
rewards are also recommended for hotel sector as it tend to meet the monetary needs and
motivation level of employees which ensures their higher retention. At last, having effective
leadership style which supports proper assisting and guidance for employees has been also
recommended as it lead to higher employee engagement based on positive workplace culture and
relationship (Kang and Sung, 2019). Implication of the participative nature of leadership style has
been recommended as it ensures proper involvement of all employees and creates a feeling of being
23
valued in employees which leads to higher loyalty and commitment level and mitigate the issue of
the employee turnover.
REFERENCES
Books & Journal
Noe, Raymond A. (2016). Employee Training & Development. 7th ed. pp. 8
Wlters, Kelly., Rodriguez, Joel. (2017). The importance of Training and Development in Employee
Performance and evaluation. Journal of Multidisciplinary Research and development.
3(10,) pp. 206 -212.
Denvir, F., & McMahon, A. (1992). Labour Turnover In London Hotels and the costs effectiveness
of preventive measures. International Jurnal of Hospitality Management. 11(2), pp.143-154
Prosper, Atongdem. & Combert, James. (2019). Evaluation of Factors that influence Employee
Turnover in the Hospitality industry in the Upper East Region. Journal of Business and
Management. Vol.21, 8(1), pp.40-56
McGraw, Hill. (1984). Personnel Management. 6th edition.
David, K.,Hayes, Jack D.,Ninemeier. Human Resources Management in the Hospitality Industry.
Pp.7
Khairi,Mohamed,Omar,. Et all. (2018). Motivation Effect on Human Resource Management
Performance in Bahraini Market Regulatory Authority. Human Resource Management
Research. 2018; 8(2): 34-41.
Scott, Brum. (2007).What impact does Traininghave on Employee Commitment and Employee
turnover? Pp.3-10
D.Singh, Amandeep. (2017). Impact of Employee Turnover on Hotel Industry- A study Of Selected
Hotels of NEW DELHI. International Journal of research. , Vol.5 (Iss.4): April, 2017
D.R.Thomas, I.D.Hodges. (2010). Design and mamanging your research poject: Core skills for
social and healt research.
Dickson,Adam.Et.All. (2018). Theoretical and conceptual framework: Mandatory ingredients of a
quality research. International Journal of Scientific Research. Volume 7,Issue 1-January
2018. No.2277
Henry, Ongori. (2007). A teview of the literature on employee turnover. Jurnal Business
Management. pp 49-54
W.,Milhem.Et.all. (2014). Training strategies, Theories and Types. Journal of Accounting-Business
&Management. Vol21.no.1 pp.12-26
CIPD. (2017). Human Capital Theory. Technical report. Available at: [www.cipd.co.uk]. Accesed
at: 08.09.2021.
A.Ismaill,.Et.All. (2017). Employee learning Theories and theyr organisational applications.
Academic journalof Economic Studies. Vol.3.No.4 pp.96-104
N. Nassazi, 2013. Effects of training on employee performance: Evidence from Uganda. Univ. of
Applied Sciences.
M. Strebler, et.al., 1997. Getting the best out of your competencies. IES Report.
Tomlinson, C., 2020. Using the Romantics to understand the imagination: A creative and original
methodology for research into coaching. International Journal of Evidence Based Coaching
& Mentoring, 18.
Mason, A.J. and et. al., 2020. A framework for extending trial design to facilitate missing data
sensitivity analyses. BMC medical research methodology, 20(1), pp.1-12.
Ding, Z. and et. al., 2020. A thematic network-based methodology for the research trend
identification in building energy management. Energies, 13(18), p.4621.
24
the employee turnover.
REFERENCES
Books & Journal
Noe, Raymond A. (2016). Employee Training & Development. 7th ed. pp. 8
Wlters, Kelly., Rodriguez, Joel. (2017). The importance of Training and Development in Employee
Performance and evaluation. Journal of Multidisciplinary Research and development.
3(10,) pp. 206 -212.
Denvir, F., & McMahon, A. (1992). Labour Turnover In London Hotels and the costs effectiveness
of preventive measures. International Jurnal of Hospitality Management. 11(2), pp.143-154
Prosper, Atongdem. & Combert, James. (2019). Evaluation of Factors that influence Employee
Turnover in the Hospitality industry in the Upper East Region. Journal of Business and
Management. Vol.21, 8(1), pp.40-56
McGraw, Hill. (1984). Personnel Management. 6th edition.
David, K.,Hayes, Jack D.,Ninemeier. Human Resources Management in the Hospitality Industry.
Pp.7
Khairi,Mohamed,Omar,. Et all. (2018). Motivation Effect on Human Resource Management
Performance in Bahraini Market Regulatory Authority. Human Resource Management
Research. 2018; 8(2): 34-41.
Scott, Brum. (2007).What impact does Traininghave on Employee Commitment and Employee
turnover? Pp.3-10
D.Singh, Amandeep. (2017). Impact of Employee Turnover on Hotel Industry- A study Of Selected
Hotels of NEW DELHI. International Journal of research. , Vol.5 (Iss.4): April, 2017
D.R.Thomas, I.D.Hodges. (2010). Design and mamanging your research poject: Core skills for
social and healt research.
Dickson,Adam.Et.All. (2018). Theoretical and conceptual framework: Mandatory ingredients of a
quality research. International Journal of Scientific Research. Volume 7,Issue 1-January
2018. No.2277
Henry, Ongori. (2007). A teview of the literature on employee turnover. Jurnal Business
Management. pp 49-54
W.,Milhem.Et.all. (2014). Training strategies, Theories and Types. Journal of Accounting-Business
&Management. Vol21.no.1 pp.12-26
CIPD. (2017). Human Capital Theory. Technical report. Available at: [www.cipd.co.uk]. Accesed
at: 08.09.2021.
A.Ismaill,.Et.All. (2017). Employee learning Theories and theyr organisational applications.
Academic journalof Economic Studies. Vol.3.No.4 pp.96-104
N. Nassazi, 2013. Effects of training on employee performance: Evidence from Uganda. Univ. of
Applied Sciences.
M. Strebler, et.al., 1997. Getting the best out of your competencies. IES Report.
Tomlinson, C., 2020. Using the Romantics to understand the imagination: A creative and original
methodology for research into coaching. International Journal of Evidence Based Coaching
& Mentoring, 18.
Mason, A.J. and et. al., 2020. A framework for extending trial design to facilitate missing data
sensitivity analyses. BMC medical research methodology, 20(1), pp.1-12.
Ding, Z. and et. al., 2020. A thematic network-based methodology for the research trend
identification in building energy management. Energies, 13(18), p.4621.
24
Giltrap, D. and et. al., 2020. Global Research Alliance N2O chamber methodology guidelines:
Summary of modeling approaches. Journal of Environmental Quality, 49(5), pp.1168-1185.
Schairer, C.E. and et. al., 2020. Interdisciplinary development of a standardized introduction to
gene drives for lay audiences. BMC medical research methodology, 20(1), pp.1-15.
Hirsch, J.A. and et. al., 2021. Business data categorization and refinement for application in
longitudinal neighborhood health research: a methodology. Journal of Urban Health, 98(2),
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turnover? Empirical evidence from Chinese companies. Internet Research.
Vardaman, J.M., Allen, D.G. and Rogers, B.L., 2018. We are friends but are we family?
Organizational identification and nonfamily employee turnover. Entrepreneurship Theory
and Practice, 42(2), pp.290-309.
Okae, B.H., 2018. The effect of employee turnover in the hospitality industry: Quantitative
correlational study. International Journal of Learning and Development, 8(1), pp.156-183.
Lyons, P. and Bandura, R., 2019. Employee turnover: Features and perspectives. Development and
Learning in Organizations: An International Journal.
Haque, A., Fernando, M. and Caputi, P., 2019. The relationship between responsible leadership and
organisational commitment and the mediating effect of employee turnover intentions: An
empirical study with Australian employees. Journal of Business Ethics, 156(3), pp.759-774.
Kang, M. and Sung, M., 2019. To leave or not to leave: the effects of perceptions of organizational
justice on employee turnover intention via employee-organization relationship and
employee job engagement. Journal of Public Relations Research, 31(5-6), pp.152-175.
Online
Benefits of training programs, 2020 [Online] Available through; <
https://www.getsmarter.com/blog/employee-development/employee-training-and-
development-the-benefits-and-why-its-important/>
Factors affecting employee turnover and sound retention strategies, 2020 [Online] Available
through;https://www.businessperspectives.org/images/pdf/applications/publishing/
templates/article/assets/8193/PPM_2017_01_Mamun.pdf
Factors affecting employee motivation, 2019 [Online] Available through;
https://www.penguins.co.uk/incentive-travel-blog/5-factors-that-affect-employee-
motivation
UKHospitality.(2021). Available at:
[https://www.ukhospitality.org.uk/blogpost/1721400/325437/Retaining-Staff] (Accessed at:
05.09.2021)
25
Summary of modeling approaches. Journal of Environmental Quality, 49(5), pp.1168-1185.
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gene drives for lay audiences. BMC medical research methodology, 20(1), pp.1-15.
Hirsch, J.A. and et. al., 2021. Business data categorization and refinement for application in
longitudinal neighborhood health research: a methodology. Journal of Urban Health, 98(2),
pp.271-284.
Yang, J. and et. al., 2021. Methodological approaches to imputing early-pregnancy weight based on
weight measures collected during pregnancy. BMC Medical Research Methodology, 21(1),
pp.1-10.
Malek, K., Kline, S.F. and DiPietro, R., 2018. The impact of manager training on employee
turnover intentions. Journal of Hospitality and Tourism Insights.
Lin, C.Y. and Huang, C.K., 2020. Employee turnover intentions and job performance from a
planned change: the effects of an organizational learning culture and job
satisfaction. International Journal of Manpower.
Zimmerman, R.D., Swider, B.W. and Boswell, W.R., 2019. Synthesizing content models of
employee turnover. Human Resource Management, 58(1), pp.99-114.
Oh, J. and Chhinzer, N., 2021. Is turnover contagious? The impact of transformational leadership
and collective turnover on employee turnover decisions. Leadership & Organization
Development Journal.
Yingjie, L., Deng, S. and Pan, T., 2019. Does usage of enterprise social media affect employee
turnover? Empirical evidence from Chinese companies. Internet Research.
Vardaman, J.M., Allen, D.G. and Rogers, B.L., 2018. We are friends but are we family?
Organizational identification and nonfamily employee turnover. Entrepreneurship Theory
and Practice, 42(2), pp.290-309.
Okae, B.H., 2018. The effect of employee turnover in the hospitality industry: Quantitative
correlational study. International Journal of Learning and Development, 8(1), pp.156-183.
Lyons, P. and Bandura, R., 2019. Employee turnover: Features and perspectives. Development and
Learning in Organizations: An International Journal.
Haque, A., Fernando, M. and Caputi, P., 2019. The relationship between responsible leadership and
organisational commitment and the mediating effect of employee turnover intentions: An
empirical study with Australian employees. Journal of Business Ethics, 156(3), pp.759-774.
Kang, M. and Sung, M., 2019. To leave or not to leave: the effects of perceptions of organizational
justice on employee turnover intention via employee-organization relationship and
employee job engagement. Journal of Public Relations Research, 31(5-6), pp.152-175.
Online
Benefits of training programs, 2020 [Online] Available through; <
https://www.getsmarter.com/blog/employee-development/employee-training-and-
development-the-benefits-and-why-its-important/>
Factors affecting employee turnover and sound retention strategies, 2020 [Online] Available
through;https://www.businessperspectives.org/images/pdf/applications/publishing/
templates/article/assets/8193/PPM_2017_01_Mamun.pdf
Factors affecting employee motivation, 2019 [Online] Available through;
https://www.penguins.co.uk/incentive-travel-blog/5-factors-that-affect-employee-
motivation
UKHospitality.(2021). Available at:
[https://www.ukhospitality.org.uk/blogpost/1721400/325437/Retaining-Staff] (Accessed at:
05.09.2021)
25
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Ons.Gov.UK., 2021. Available at:
https://www.ons.gov.uk/businessindustryandtrade/business/activitysizeandlocation/articles/
coronavirusanditsimpactonukhospitality/january2020tojune2021. Accessed at: 30.11.2021
UKH, 2018. Available at: https://www.ukhospitality.org.uk/. Accessed at: 31.11.2021
26
https://www.ons.gov.uk/businessindustryandtrade/business/activitysizeandlocation/articles/
coronavirusanditsimpactonukhospitality/january2020tojune2021. Accessed at: 30.11.2021
UKH, 2018. Available at: https://www.ukhospitality.org.uk/. Accessed at: 31.11.2021
26
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