(PDF) Employee Turnover in the Hospitality Industry

Project Proposal Report

Table of Contents
Title: Understanding employee turnover and learning to measure and control it in hotel industry 1
INTRODUCTION...........................................................................................................................1
Background of research study.....................................................................................................1
Rationale of research study.........................................................................................................1
Aim and objectives......................................................................................................................1
Research questions......................................................................................................................2
Significance of research..............................................................................................................2
Activities and time scale.............................................................................................................2
LITERATURE REVIEW................................................................................................................3
Concept of employee turnover in hotel industry.........................................................................3
Learning to measure and control employee turnover in Hilton hotel.........................................4
Interrelationship between employee turnover and measure and control it in Hilton hotel.........5
Recommend ways through employee turnover activities can be reduces and effectiveness of
Hilton hotel will be successfully develop in the country............................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

Title: Understanding employee turnover and learning to measure and control
it in hotel industry
INTRODUCTION
Background of research study
In hotel industry, employee turnover is one of the major issue that create impact on
organisation performances and outcomes. It is generally recognised as costly phenomena and
hotel businesses consequently initiate different turnover programs. It remains difficulties to
identify exact and effective turnover for operating profits. In order to assess return on
investment, designed are successfully develops to reduce turnover (Lu and Gursoy, 2016). It has
been seen that in UK, there are several hotels not consider appropriate functioning with their
satisfaction, loyalty program, etc. It also creates negative impact on profitability as HR manager
need to provide again and again training to new employees. It increases expenses of the business
so that it is essential to focus on effective performances of workers to focus on desired level of
results to gain more profits and revenue.
Rationale of research study
With the help of present study, it can be stated that appropriate functioning in hotel
industry will successfully develop. In this regard, proper rights and pay need to be provide all
employees which helps to maintain competitive advantages and loyalty program at workplace. It
assists to focus on show appropriate career path and allow flexible work schedules (Kang,
Gatling and Kim, 2015). It increases several benefits which compensated well and increase
appropriate working at workplace. Furthermore, hire right people is one of the important solution
to reduce turnover program and match appropriate skills with people. In assists to increase
business culture in appropriate manner and give praise with encouragement to finish whole work
in appropriate manner. Flexible schedule work must be applied to reduce turnover at workplace
of Hilton hotel.
Aim and objectives
Aim: To analysis understanding employee turnover and learning to measure and control it in
hotel industry – A Case Study on Hilton Hotel.
Objectives
1

 To understand concept of employee turnover in hotel industry.
 To analysis learning to measure and control employee turnover in Hilton hotel.
 To consider interrelationship between employee turnover and measure and control it in
Hilton hotel.
 To recommend ways through employee turnover activities can be reduces and
effectiveness of Hilton hotel will be successfully develop in the country.
Research questions
 What do you understand concept of employee turnover in hotel industry?
 How to analysis learning to measure and control employee turnover in Hilton hotel?
 How to consider interrelationship between employee turnover and measure and control it
in Hilton hotel?
Significance of research
Present study helpful consideration to focus on desired level of results and effectiveness.
Therefore, it assists to gather important consideration that assists to focus on take appropriate
caring of people those are working in Hilton hotel. With the help of flexible working schedule, it
can be stated that employees requires encouragement so that it would be beneficial to attain
overall work with present study program (Guchait, Cho and Meurs, 2015). When employees feel
respected, acknowledging and desired so that they are motivated to decrease employee turnover.
Activities and time scale
In order to accomplish aim and objectives, it can be stated that there are several activities
and tasks can be successfully implemented that assists to make desired level of results. In this
regard, as per time all activities will be establish to show its effectiveness and attain overall
transaction in positive manner. Different activities are as follows:
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Research
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Aims and
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Literature
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Research
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Recommen
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Submissio
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LITERATURE REVIEW
Concept of employee turnover in hotel industry
As per the views of Lu, Lu and Neale, (2016), in the organisation, there are several
employees work together to consider effectiveness at workplace. All people are belong from
different background and culture. Therefore, conflicts continuously take place in the business. In
hotel industry, it is one of the major issue of employee turnover. High turnover occur due to
many reasons so that entire process associated with filling vacant job. Sometimes, HR manager
not fulfil their employees requirements in appropriate manner so that it create negative impact on
profitability and productivity of the organisation. Furthermore, Deery and Jago, (2015) stated
that employees turnover is detrimental in the organisational performances and profitability. As a
result, it leads to loss of diverse financial and intellectual resources and assets. Motivation and
hygiene theory must be implemented that assists to focus on purpose of correlation study that
assists to provide proper satisfaction and pay to all members of Hilton hotel. There are several
elements exists that can be successfully implemented to attain appropriate working such as
compensation, employee engagement, employee motivation and work environment.
According to the point of Santhanam, Kamalanabhan and Ziegler, (2018), performance
and profitability are most useful fundamental well studied factors that involve with
organisational performances. Organisational leaders must understand those factors which
significant potential predict turnover and effect on the performances of a business. As a result, it
can be stated that motivation must be implemented that assists to focus on desired level of results
and perform several functions that can be successfully build overall goals and objectives at
workplace.
Learning to measure and control employee turnover in Hilton hotel
As per the point of Tews, Michel and Allen, (2014), there are several aspects through
employee turnover can be reduced with using different aspects in Hilton hotel. Hire the right
candidates and people in business assists to solve issues and problems to make sure that
appropriate work will be successfully develop. In this regard, clear roles and responsibilities can

be define which would be beneficial to focus on company culture. Absolutely work will be fit to
implement necessary things. On the other hand, Jung and Yoon, (2014) stated that keep
compensation and benefits assists to paying appropriate system for employees and fair going
wage in their work. Furthermore, better performances will be successfully develop that assists to
attain competitive benefits at workplace. It also seems to surprised and how companies raises for
development and actual rising worth. As a result, it can be stated that several people encourage
with given opportunity and connect with one another through acts of generosity and expression
of gratitude. Employees feel healthier, happier and less likely to coop and lookout to maintain
appropriate behaviour.
Interrelationship between employee turnover and measure and control it in Hilton hotel
According to the views of Saito Irving and Solnet, (2015), reducing turnover can be
successfully measure and control through recognised and reward employees. With this
consideration, employees are highly valued and appreciated through offering real time
recognition which can be celebrate to gain success and efforts. Make it specific, social and
supported with reward also ascertained with loyalty program. Crave and flexible working life
balance impact retention directly so that it indicates work arrangements with positive
effectiveness. In addition to this, flexibility is also important consideration that assist to reduce
employee turnover at workplace of Hilton hotel. On the other hand, AlBattat, Som and Helalat,
(2014) stated that pay attention towards business goals and objectives can be accomplish through
focus on simply run and engagement survey. As a result, several actions must be taken that build
effective culture of engagement in the business for long term promotion. Furthermore, it also
assists to focus on prioritise employees happiness which helps to focus on job satisfaction,
absenteeism and alignment with several values. As a result, it ascertained more creative work
performances to reduce employee turnover at workplace. Furthermore, engagement, productivity
and retention can be successfully build to focus on more significant advantages.
Recommend ways through employee turnover activities can be reduces and effectiveness of
Hilton hotel will be successfully develop in the country
As per the view of Guchait, Cho and Meurs, (2015), employee place as huge value with
several opportunities of growth. In fact, in recent survey it can be stated that it drew direct

connection between lack of development opportunities and high turnover retention. When
growth of employees can be successfully take place in the chosen business, they are able to
reduce employee turnover and increase appropriate effectiveness at workplace. In this regard,
investing several opportunities assists to focus on appropriate functioning at workplace. On the
other hand, Kang, Gatling and Kim, (2015) generated their views that clean up with
performances reviews if one of the important perspective that assists to find accurate information
that can be successfully accomplish to focus on trust and fortify relationship with employees.
Therefore, it can be stated that it is most important consideration that helps to increase
satisfaction which grow to attain more desired level of results. According to the view of
Carnahan, Kryscynski and Olson, (2017), benefits given to employee is one of the greatest
perspective that assists to reduce employee turnover in the business. As a result, effectiveness
will be continuously develop at workplace.
CONCLUSION
From the above study, it can be concluded that with the help of reduce employee turnover
so that it assists to provide attention to increase sense of purpose and meaning in their work. In
this context, present report shows secondary data regarding measure and control it in Hilton hotel
that assists to increase loyalty and building successful relationship among several members.
Demonstrate pay off in higher retention to keep employee safe.

REFERENCES
Books and Journals
AlBattat, A.R., Som, A.P.M. and Helalat, A.S., 2014. Higher dissatisfaction higher turnover in
the hospitality industry. International Journal of Academic Research in Business and
Social Sciences. 4(2). pp.45-52.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management. 27(3).
pp.453-472.
Guchait, P., Cho, S. and Meurs, J.A., 2015. Psychological contracts, perceived organizational
and supervisor support: Investigating the impact on intent to leave among hospitality
employees in India. Journal of Human Resources in Hospitality & Tourism. 14(3).
pp.290-315.
Jung, H.S. and Yoon, H.H., 2014. Antecedents and consequences of employees’ job stress in a
foodservice industry: Focused on emotional labor and turnover intent. International
Journal of Hospitality Management. 38. pp.84-88.
Kang, H.J., Gatling, A. and Kim, J., 2015. The impact of supervisory support on organizational
commitment, career satisfaction, and turnover intention for hospitality frontline
employees. Journal of Human Resources in Hospitality & Tourism. 14(1). pp.68-89.
Lu, A.C.C. and Gursoy, D., 2016. Impact of job burnout on satisfaction and turnover intention:
Do generational differences matter?. Journal of Hospitality & Tourism Research. 40(2).
pp.210-235.
Lu, L., Lu, A.C.C. and Neale, N.R., 2016. Work engagement, job satisfaction, and turnover
intentions: A comparison between supervisors and line-level employees. International
Journal of Contemporary Hospitality Management. 28(4). pp.737-761.
Saito, H., Irving, G. and Solnet, D., 2015. The staff break room as an oasis: Emotional labour,
restorative environments and employee wellbeing in the hospitality industry. CAUTHE
2015: Rising Tides and Sea Changes: Adaptation and Innovation in Tourism and
Hospitality. p.694.
Santhanam, N., Kamalanabhan, T.J. and Ziegler, H., 2018. Examining the moderating effects of
organizational identification between human resource practices and employee turnover
intentions in Indian hospitality industry. GSTF Journal on Business Review (GBR). 4(1).

Tews, M.J., Michel, J.W. and Allen, D.G., 2014. Fun and friends: The impact of workplace fun
and constituent attachment on turnover in a hospitality context. Human Relations. 67(8).
pp.923-946.
Carnahan, S., Kryscynski, D. and Olson, D., 2017. When does corporate social responsibility
reduce employee turnover? Evidence from attorneys before and after 9/11. Academy of
Management Journal. 60(5). pp.1932-1962.