Factors Affecting Employee Retention at Hilton Hotel

The assignment requires students to analyze the factors that influence employee retention at Hilton Hotel, based on a survey of employees. The study aims to identify the major challenges faced by employees in performing their duties well and whether they are satisfied with their current working environment. Additionally, it investigates the importance of incentives and appraisal systems in retaining employees.

RESEARCH PROJECT

TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION....................................................................................................1
1.1 Research project specification...............................................................................................1
1.2 Factors that contribute in research project selection..............................................................2
1.4 Research specification...........................................................................................................2
1.5 Time scale..............................................................................................................................3
CHAPTER 2: LITERATURE REVIEW.........................................................................................3
1.3 Critical review.......................................................................................................................3
CHAPTER 3: RESEARCH METHODOLOGY.............................................................................5
2.1 Resource efficiency to research questions.............................................................................5
2.2 Research investigation in accordance with agreed specification...........................................6
CHAPTER 4: DATA ANALYSIS..................................................................................................7
2.3 and 3.2 Recording of data and Interpretation........................................................................7
3.1 Research evaluation.............................................................................................................10
CHAPTER 5: CONCLUSION AND RECOMMENDATIONS...................................................11
3.3 Conclusion and Recommendation.......................................................................................11
4.1 Media presentation...............................................................................................................11
REFERENCES..............................................................................................................................12
APPENDIX....................................................................................................................................14

CHAPTER 1: INTRODUCTION
1.1 Research Project Specification
Background of study
Employee’s turnover has become enduring problem in hospitality industry. Employer
always prefers to hire skilled workers in organization. They provide them training so that they
can perform well in workplace. Satisfaction can be defined as constructive feeling and emotions
of employees towards their work. Contentment of employees plays significant role in business
unit. If people are satisfied in an enterprise then they will stay in workplace for longer duration
and will perform well (Anitha and Begum, 2016).
Human Resource Management is responsible for managing staff members and retaining
them in firm for longer duration. If people are not happy then they will prefer to leave their job.
In such situation overall condition of business gets affected badly.
Hospitality industry is fastest growing sector, it contributes well in economic
development of nation. Over a period of time, employees’ turnover has been increased in this
industry. Due to poor wages and ineffective management practices, people feel dishearten thus,
they prefer to leave their job soon (Aruna and Anitha, 2015).
Present study is based on Hilton hotel which is a leading hotel. Entity operates its
business globally and it recruits many peoples. Research paper will discuss conceptual
framework of employee retention and turnover. Furthermore, it will describe factors that impact
on satisfaction level of staff members. It will review literature of other authors and will evaluate
the data.
Aim
“To identify factors affecting employee’s retention and its impact on performance of
organization: A study on Hilton Hotel”
Objectives
 To understand conceptual framework of employee’s retention and turnover
 To identify factors that impacts on employee’s satisfaction and enhance turnover rate in
Hilton Hotel.
 To examine relationship between employee’s retention and company’s performance
 To find strategies that can help in improving retention rate of workers.
Research questions
1

 What is the meaning of employee’s retention and turnover?
 What are the major factors that impacts on employee’s satisfaction and enhance turnover
rate in Hilton Hotel?
 Examine relationship between employee’s retention and company’s performance?
Research problems
Hospitality industry of UK is facing huge challenges due to which overall profitability of
company is getting affected. Increasing turnover rate of employees has become a major problem
in hotels and restaurants. Poor wages, unhealthy workplace environment increases dissatisfaction
among them and they feel disheartened (Bode, Singh and Rogan, 2015). This is serious issue and
entity is losing its skilled people in workplace for longer duration. This increases overall cost of
firm and impact on its performance.
Scope of study
This study will be useful in order to highlight factors that increase risk of high employee
turnover. This will support hospitality firms in order to find out root cause of problems. This will
support in improving management practices in the workplace (Cloutier and et.al, 2015).
Furthermore, this research will be beneficial for other scholar in order to conduct further research
on the same topic.
1.2 Factors that contribute in research project selection
There are various factors that have contributed in research project selection. There are
huge data available on employee retention so scholar can get in-depth detail about the topic.
Furthermore, scholar has interest in topics .. Apart from this, individual has worked in the
hospitality industry as HR manager. This has supported individual in understanding basic
fundamentals related to subject matter (Beynon and et.al, 2015).
1.4 Research Specification
In order to carry out research, scholar will take support of interpretvitism research
philosophy and this will help in involving theories to develop understanding about research
areas. In addition, researcher will use primary data collection sources so that real factor that
impacts on employee retention can be identified (Jensen, 2013). This will aid in preparing
themes and presenting data in graphical manner.
2

1.5 Time scale
Scheduling 1th
Wee
k
2nd
Wee
k
3rd
Wee
k
4th
Wee
k
5th
Wee
k
6th
Wee
k
7th
Wee
k
8th
Wee
k
9th
Wee
k
1
0
Topic Selection
Conducting
Literature
Review
Research
Methodology
Complete
Proposal
Primary Data
Collection
Data Recording
Data Analysis
Conclusion And
Drawing
Recommendation
s
Final Submission
3

CHAPTER 2: LITERATURE REVIEW
1.3 Critical Review
Employee’s retention and turnover
As per the view of Singh, (2016) employee turnover creates negative impact on overall
growth of business unit. Workers are assets of the company, if they satisfied with working
practices of entity then they retain in workplace for longer. Retention of staff members can be
defined as holding of skilled people in workplace for longer duration. It is the responsibility of
Human Resource Management to create healthy workplace environment and fulfil basic needs of
workers so that they feel happy.
Munir and et.al, (2017) stated that employee retention rate is a measurement of time
length of workers to stay in an organization. There are many people who leave their jobs and
company must hire new people to fill the gap. Retention rates of employees help in identifying
overall performance of business (Employee Retention, 2018).
Factors that impacts on employee’s satisfaction
Khan, Kashif and Ahamd, (2017) stated that pay scale or wages is considered as one of
the most important factors that impact on satisfaction level of employees. If an enterprise is not
able to offer them salary as per their capabilities then they may feel unhappy. In such condition,
these people leave their job soon.. Improper salary distribution creates feeling of injustice in the
mind of staff members. Munir and et.al, (2017) argued that working situation is a major
factor that increases dissatisfaction level among workers. People always prefer to work under
healthy workplace environment. If they are not getting such facilities then they may feel unhappy
and think to leave their job soon.
As per the view of Anitha and Begum, (2016) supervision and training is the most
important part of Human Resource Management. HR manager is responsible to provide training
to staff members and supervise their performance. If managers are unable to make them
understand with their role and responsibility then they feel unable to perform particular task. In
such condition, they feel under confident and uncomfortable in workplace. This is the reason that
makes them dissatisfied towards the brand and they fail to perform their work effectively.
Relationship between employee’s retention and company’s performance
According to Aruna and Anitha, (2015) employees are most essential part of of business;
if they are not satisfied with the brand then it may impact their performance. By this way, they
1

fail to provide quality services to consumers as per their requirements. Poor salary wages make
them negative towards an enterprise. In such a condition, they do not put their hard efforts to
raise overall performance of business. When employee leave their job then entity has to
fill this gap by hiring other candidate but new person is unable to perform well. Thus, entity gets
failed to offer satisfactory products and services to consumers as per their requirements that
reduces their sales revenues to great extent. Beynon and et.al, (2015) argued that ineffective
management practices decrease their confidence. They fail to perform their duties well that
negatively impact on overall working of business unit.
CHAPTER 3: RESEARCH METHODOLOGY
2.1 Resource efficiency to Research Questions
Research methodology plays significant role in business unit. It helps in conducting research
in effective manner. There are various methods that are used by researcher in order to address
research questions that discussed as below:
 Research philosophy: It is the way of carrying out investigation and philosophy of
researcher regarding conducting study on particular topic. Positivism and interpretvitism
are two main types of methods used in different projects. Positivism approach applies in
quantitative studies because in this researcher has to formulate assumption and have to
test these hypothesis (Chatrakul Na Ayudhya, Smithson and Lewis, 2014). On the other
hand, interpretvitism method involves theories and models for gathering information. In
the present study on factors affecting employee retention, researcher has applied
interpretvitism philosophy that supported in conducting investigation in systematic and
simple manner.
 Research design: It is another method that describes outline of entire investigation. In
the present study, researcher has selected descriptive research design. This helped scholar
in describing facts related to employee retention and factors that affect retention rate of
staff members in hospitality industry. This is suitable option for the qualitative type of
research projects (Jensen, 2013).
 Research approach: There are two main types of approaches that are used in research
projects and dissertation: inductive and deductive. Inductive is the type of method in
which researcher involves theories to find out answers to questions whereas in deductive
2

approach, scholar formulate hypotheses and test theories. These both are effective tools
and are used as per the nature of investigation. Present study is qualitative in nature thus;
researcher has used inductive research approach (Lee and Jarvik, 2014). This has helped
in gathering information related to employee retention and its impact on company’s
performance.
 Data collection:. Individual has used questionnaire technique in order to find out factors
that enhance employee turnover rate and how it impacts on overall performance of
organization. This is considered as best methods because by this way individual has find
out real facts related to employee retention and its impact on company’s performance
( Lee, 2014 ).
 Sampling: In order to address research questions, scholar has applied random sampling
method. This has supported in selecting people in investigation randomly and find out
real situation of organization. For answering research questions about factors affecting
employee retention, researcher has involved 15 employees of Hilton hotel. They have
good knowledge about this company thus; they can give better details about topic
(Chatrakul Na Ayudhya, Smithson and Lewis, 2014).
 Data analysis: Investigation has used thematic analysis method. Preparation of themes
and presenting data through graphs has supported researcher in presenting details in an
appropriate manner.
2.2 Research investigation in accordance with agreed specification
In order to carry out investigation in effective manner, researcher has used various resources
that have supported individual in competing study.
 Time resource: Investigator will require sufficient time so that data can be gathered
properly. Primary data collection is time taking. However, effective scheduling has
supported in utilizing time significantly.
 Financial resource: It is another resource required by investigator to gather information
in an effective manner. Researcher needs funds for gathering data for managing entire
activities (Jensen, 2013).
 Technical resources: Scholar has used technical resources such as internet, computer for
collecting information about employee retention in hospitality industry.
3

Proper scheduling and effective monitoring has helped researcher in completing this
investigation within specified period of time. Researcher has utilized resources well and have
prepared effective research project (Lee and Jarvik, 2014).
CHAPTER 4: DATA ANALYSIS
2.3 & 3.2 Recording of data and Interpretation
Theme 1: Time length of working in organization
Less than 1 year 3
1-2 year 7
3-5 year 2
More than 5 year 3
Interpretation: from the above data, it is found that there are 7 out of 15 respondents who are
working in an organization since 1-2 years. On the other hand, 2 out of 15 participants replied
that they are working in a firm since 3-5 years. From the above details, it can be interpreted that
there are maximum people workign from 1-2 years. Maximum staff is new.
Theme 2: Major factor that creates difficulty for you to perform their duties well
Poor wages 4
Inflexible working hours 5
Strict regulation 4
Frequent changes in practices 2
4

Interpretation: from the above data, it is found that 5 out of 15 respondents have viewed
inflexible working hours is the major factor that creates difficulty to perform their duties well.
Due to lengthy hours, they fail to spend time with their families. On the other hand, 4 out of
15 participants have answered that poor wages is the major factor due to which they feel
disheartened and do not perform well at workplace. They do not get salaries as per their
capabilities. Whereas 4 out of 15 have replied that company have strict regulations which create
difficulty in performing well for longer duration. From the above data, it can be interpreted those
inflexible working hours, poor salaries are major issues .
Theme 3: satisfied with current working environment of Hilton Hotel
Highly satisfied 2
Satisfied 3
Dissatisfied 7
Highly dissatisfied 3
5

Interpretation: From the above data, it can be interpreted that maximum people are in the
company who are not satisfied with the working environment of Hilton hotel. That is the main
reason due to which people leave their job.
Theme 4: Do you get incentives or rewards in your organization
Yes 5
No 3
Sometimes 7
Interpretation: From the above data, it is found that maximum people have viewed that they get
incentives sometimes. Nevertheless, they do not get it on regular basis. Financial benefits
6

motivate them to perform their duties well and retain them for longer duration. However, if they
do not get timely rewards then they feel disheartened.
Theme 5: Strategy that you feel happy and can hold you in company for longer duration
Good salaries 6
Flexible working hours 3
Involvement of employees in decision making 5
Training and development 1
Interpretation: From the above study, it can be interpreted that involvement of employees in
decision-making process and providing them good salaries are effective strategies that can help
in motivating people and retaining them in workplace for longer duration.
3.1 Research Evaluation
In order to conduct research projects and addressing problems, scholar has collected data
from reliable sources. These all websites, books and journals have provided accurate details
related to employee retention and its impact on company’s performance. This has supported in
answering research questions and finding solutions to minimize this issue. It was difficult to
collect information on this topic. However, scholar has scheduled activities and completed
research on time. Researcher has improved research skill with the help of this study and it has
improved knowledge about working practices in hospitality industry.
7

CHAPTER 5: CONCLUSION AND RECOMMENDATIONS
3.3 Conclusion and Recommendation
Conclusion
From the above study, it can be concluded that employee retention is essential part of
business unit that helps in retaining skilled people in workplace for longer duration. Employer
always works to manage its employees well and enhancing their motivation level. This helps
them in creating healthy workplace environment and retaining them in workplace for longer
duration.
Recommendations
 Hilton hotel should offer good salaried to staff as per their abilities and performance in
the firm. By this way they will work for longer duration in firm.
 Entity should provide flexible working practices so that people feel comfortable and they
can manage their personal and professional life well. This will make them feel satisfied.
4.1 Media Presentation
Covered in PPT
8

REFERENCES
Books and Journals
Anitha, J. and Begum, F. N., 2016. Role of organisational culture and employee commitment in
employee retention. ASBM Journal of Management. 9(1). pp.17.
Aruna, M. and Anitha, J., 2015. Employee retention enablers: Generation Y employees. SCMS
Journal of Indian Management. 12(3). pp.94.
Beynon, M. J. and et.al., 2015. Investigating the impact of training influence on employee
retention in small and medium enterprises: a regression‐type classification and ranking
believe simplex analysis on sparse data. Expert Systems. 32(1). pp.141-154.
Bode, C., Singh, J. and Rogan, M., 2015. Corporate social initiatives and employee retention.
Organization Science. 26(6). pp.1702-1720.
Chatrakul Na Ayudhya, U., Smithson, J. and Lewis, S., 2014. Focus group methodology in a life
course approach–individual accounts within a peer cohort group. International Journal of
Social Research Methodology. 17(2). pp.157-171.
Cloutier, O and et.al., 2015. The importance of developing strategies for employee retention.
Journal of Leadership, Accountability and Ethics. 12(2). pp.119.
Jensen, K. B., 2013. A handbook of media and communication research: Qualitative and
quantitative methodologies. Routledge.
Khan, I., Kashif, S. and Ahamd, A., 2017. Effect of Non-Monetary Rewards on Employee
Retention with a Mediating Role of Motivation in the Banking Sector of Pakistan. Imperial
Journal of Interdisciplinary Research. 3(7).
Lee, C. I. and Jarvik, J. G., 2014. Patient-centered outcomes research in radiology: trends in
funding and methodology. Academic radiology. 21(9). pp.1156-1161.
Lee, S. P., 2014. A query on research methodology and ethics: defending Citizens Advice, its
work and goals. Work, employment and society. 28(6). pp.1016-1025.
Munir, Z. A. and et.al., 2017. Achieving organizational prosperity through retention among
Generation Y. In 29th International Business Information Management Association
Conference-Education Excellence and Innovation Management through Vision 2020: From
Regional Development Sustainability to Global Economic Growth. International Business
Information Management Association, IBIMA.
Singh, I. S., 2016. Influence of employee compensation job satisfaction and working
environment on employee retention.
9

Online
Employee Retention. 2018. [Online]. Available through
<https://www.managementstudyguide.com/employee-retention.htm>
10

APPENDIX
Name
Age
Gender
How long have you been working for Hilton hotel?
 Less than 1 year
 2-3 year
 3-5 year
 More than 5 year
What is the major factor that creates difficulty to perform their duties well?
 Poor wages
 Inflexible working hours
 Strict regulation
 Frequent changes in practices
Are you searching for new job?
 Yes
 No
Are you satisfied with current working environment of Hilton Hotel?
 Highly satisfied
 Satisfied
 Dissatisfied
 Highly dissatisfied
Do you get incentives or rewards in your organization?
 Yes
 No
 Some times
Do you think that company make appraisal on the basis of their performance?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
11

What can make you feel happy and can hold you in company for longer duration?
 Good salaries
 Flexible working hours
 Involvement of employees in decision making
 Training and development
12