Employee Retention Strategies

This assignment focuses on developing a research proposal investigating employee retention strategies. It requires conducting a comprehensive literature review on the topic, defining research aims and objectives, outlining a suitable methodology for data collection and analysis, and proposing a plan for analyzing the collected data. The proposal will delve into the various factors influencing employee retention and explore potential solutions to enhance retention rates within organizations.

1.0 Project Title
To assess the importance of Reward Mechanism to the Managers for increasing
employee motivation & retention: A Study of Hilton, UK
2.0 Abstract
3.0 Introduction
It has been determined that implementing suitable system of reward within the
organisation act as an aid in helping towards making sure team of highly motivated
personnel within the firm. The role of reward system is effective in retention of efficient

personnel and offer motivation to the employees to attain the goals in an appropriate
way. Motivation considers the stimulating factors that offers encouragement to the
individual at workplace Armstrong and Brown (2006). The proposed research is based
on making assessment of importance of reward mechanism to the managers for
enhancing motivation as well as retention at Hilton UK.
The concept of reward reflects the system or procedure that demonstrates reward
allocation, compensation, as well as several other intrinsic as well as extrinsic rewards.
The mechanism is based on work performance of the personnel. Reward mechanism
presents the execution of the policies within the firm based upon which the firm can
gain fair, equal as well as valuable rewards Cummins (2011). Motivation is regarded as
the factor that stimulates or affects the personnel in relation to work or provides them
motivation for meeting the requirements and desires needs (Malhotra and et. al. 2007).
It is comprised of internal and external factors which is considered as the major aspect
that motivates the personnel to make suitable efforts in attaining targets.
Reward system has greater impact not on the personnel but on the performance of the
firm. For example, company has employed reward system which has allowed employees
to gain better advantages in terms of monetary values. It means it assist in meeting long
term goals and objectives. Along with this, such values enhances the morale of
workforce so that they can have impressive efforts to meet objectives. Such aspect
enhances the work productivity and improve overall performance of business entity.
The initial one is for the employees and secondly it is effective for the organisational
performance as well. The major aim of the reward system is towards motivating the
personnel and retain them for long time span through satisfaction of their financial
needs Malhotra and et. al. (2007). This is dependent on kind of reward that states that
whether it would affect the employees to greater extent or not. The proposed
investigation is based upon assessment of the significance of reward mechanism to
manager of Hilton UK and way it enhances the motivation among the personnel and

their retention. The objectives of the proposed research have been devised so that
investigation can be carried out in specific direction
4.0 Rationale
Employees are considered as one of essential asset of the firm as they are key in
attaining the goal of the business (Armstrong and Murlis 2010). The rationale beside carrying
out the present investigation is towards making assessment of the significance of reward
mechanism for the managers within hospitality sector business such as Hilton hotel. The firm is
leading hotel within market of UK. It is being seemed that there is greater significance for the
hotel's management to offer primary attention towards the areas that offers motivation to the
personnel and ensure their retention within the organisation Kasmi (2011). Incorporating
suitable system of reward for hotel assist in keeping the staff satisfied and stimulate the in
paying greater efforts towards roles and responsibilities.
Proposed investigation on assessment of the importance of reward system would assist the
hotel in gaining knowledge regarding the significance of giving reward among the personnel.
Today there is increase in number of personnel who are leaving the organisation, this is due to
absence of motivation among them. This can be ensured by incorporation of effective reward
mechanism that help in motivating and retaining the employees (Hsu, 2006). By the means of
present investigation, the firms would be able to know about manner of retaining highly skilled
personnel. This is considered as the major solution. Along with this performance of the
employees needs to be the major criteria in order to offer reward so that issues related with
biasness can be minimized. The technique of monitoring can be used along with feedback for
superiors so that reward can be provided and issues of employee turnover can be reduced to a
greater extent.
4.1 Research questions
1. What is the significance of reward mechanism for managers within hotel
industry?
2. How staff motivation is significant in affecting the retention of the personnel?

3. What are the factors that affect motivation and performance of the employees
in hospitality sector?
4.2 Objectives
1. To explore the importance of motivation for retaining personnel within
hospitality sector
2. To determines the factors that can be used as motivation tool for the employees
3. To recommend suitable reward strategy that can enhance performance of the
employees
5.0 Literature Review
The research is based on reward that how it motivates and retain the personnel within
Hilton Hotel. This section is one of most important part of the project that assist the
researcher in assessing the outcomes of the research. The literature review would use
secondary information that is already published so that gap can be assessed and present
report can cover that for drawing valid outcome. The theories related with reward
mechanism can be used for carrying out the proposed resaerch.
According to Armstrong and Murlis (2010) reward management is considered as the
practice that includes development as well as implementation of the strategies that are
being conducted by the firm for the sake of rewarding people in fair, equitable and in
consistent way. It can be referred to as the strategy that is being used by the firm to
appraise and reward the personnel for the contribution made by them. Reward possess
significant role in increasing the motivation and satisfaction among the personnel who
are performing within hospitality sector. This is due to the reason that employees would
work in an effective manner when they are being appraised. However, in case such is
not being complied with then this can influence the organisation. As per the views of
Grenway (2008) reward management strategy possess basic aim that is related with
appraising the work of the individual. An effective management of reward can assist the
organisation in becoming more competitive, retain key personnel as well as reduction of

turnover. However, Hsu (2006) argued that reward is just not considered as the only
means that can assist in retaining the personnel. This is due to the reason that reward
not considered as the only means that can motivate the personnel and retain them for
long span of time.
Summary/analysis of the Literature review.
On the basis of above analysis, it can be stated that reward management is considered
as one of most critical aspect which allows to meet key goals and objectives. By having an
improved focus on effective management of reward can assist the organisation in becoming
more competitive. It means competitive advantage can be attained effectively which is
beneficial for continuous improvement. Along with this, individual morale can be advanced
effectively. It impacts positively on business performance.
Views to the literature review.
It has been observed by me that reward system allows to enhance the employee’s
morale by having use of diverse tactics. By having an improved focus on reward system the
morale can be advanced in diverse manner. According to me, reward possess significant role in
increasing the motivation and satisfaction among the personnel who are performing within
hospitality sector.
6.0 Methodology
Introduction
Through emphasis on the tools and techniques of the methodology effective outcomes
are being generated and findings can be gained with effectiveness. Along with this it
acts as an aid in examining the gathered information in order accomplish the purpose of
target of the firm. The tools and techniques of the research that are being employed
within the report are enumerated as under:
Research approach: Technique of research approach is applied to conclude the
understanding of the subject matter either in generalized form of results or in specific
form. By having an application of approach the outcome can be attained in desired
manner. Deductive approach would be employed for making generation of outcomes

that whether reward mechanism within Hilton UK would increase the motivation of the
personnel as well as their retention in an effective manner.
Research philosophy: It is considered as a factor which represents the view point of
researcher in order to advance the long term sustainability. Along with this, it is a
element which provide better path to overall investigation Golafshani (2003).
Interpretivism philosophy related with the investigation is being employed to assess the
impact of reward system within hospitality firm such as Hilton hotel UK. Through the
assistance of such research philosophy, investigator can make examination of the
impact that reward system has on the personnel.
Research design: It is referred as tool which provide a blue print of overall study. On the
basis of such values the overall outcome can be attained because it helps in selection of
tools and methods Crowther and Lancaster (2012). In present investigation, exploratory
research design would be employed for the sake of making evaluation of the outcomes
under investigation in terms that whether reward mechanism of Hilton hotel has
positive influence on the way manager can offer motivation to staff or hotel.
Data collection: It is a process which allows to have data collection effectively so that
overall outcome can be attained effectively. It helps in gathering of information from
different sources in order to meet objectives. The collection of the information will be
done by the means of both primary and secondary method Crowther and Lancaster
(2012). Primary information would be accessed from the personnel of Hilton. However
secondary data will be accessed through the means of journals, online websites, books
etc.
Data analysis: In order to analysis the data which was collected from the primary and
secondary method of data collection, qualitative and quantitative data analysis technique
was used Golafshani (2003). These were the most significant tool of the methodology on
the basis of which the results are generated Crowther and Lancaster (2012). There is
presence of two techniques of data analysis that includes qualitative and quantitative.

To examine the information qualitative tool would be used. Under this thematic
technique would be employed.
Validity and reliability: It is considered as most critical aspect for the study because it
allows to meet key goals and objectives. Proper justification of information collected can
be provided with a help of Validity and reliability. These aspects are regarded as the
most significant constituent of any investigation Golafshani (2003). In the proposed
investigation, the researcher would focus on both the aspect.
Ethics: By having an ethical consideration the key values can be advanced in order to
meet the objectives. Ethics allows to ensure that key principles and standards are being
well maintained for sustainable development Kuada (2012). The whole investigation
would be carried out in ethical way as well as substantial care would be taken in
detailing the data in relation with the significance of reward mechanism to the
managers. Data that would be gathered through primary sources will be kept
confidential Collis and Hussey (2013). Along with this the researcher has inferred
regarding the research purpose that is one of the essential ethical aspect.
Limitation of investigation: Limitations are referred as obstacles which are being faced
while conducting a study. Such values might affect the overall outcome of study so
experts need to ensure about it effectively. When carrying out the investigation certain
limitation would be faced by the investigator Kuada (2012). This would be regarding
accessing the secondary information as there is presence of restriction on the use of
several sites.

7.0 Gantt Chart
Activity Week 1 Week 2 Week 3 Week 4 Week 5 Week 6
Literature Review
Drafting Literature
Review
Setting Aim &
Objectives
Drafting Methodology
Drafting Research
Proposal
Analyse of Data
Draft Findings
Analyse Data
Completion of
Chapters

8.0 Reference
Armstrong M. and Brown D. (2006). Strategic Reward: Implementing More Effective Reward
Management. Kogan Page Publishers.
Armstrong M. and Murlis H. (2010). Reward Management: A Handbook of Remuneration
Strategy and Practice. Kogan Page Publishers.
Crowther D. and Lancaster G. (2012). Research Methods. 2nd ed. Routledge
Cummins A. (2011). The Reward Management Toolkit: A Step-By-Step Guide to Designing
and Delivering Pay and Benefits. Kogan Page Publishers.
Golafshani N. (2003). Understanding Reliability and Validity in Qualitative Research. The
Qualitative Report.
Grenway B. (2008). The Relationship Between Employee Motivation and Job Satisfaction of
African-American Human Service Employees. ProQuest.
Hsu I. (2006). Enhancing employee tendencies to share knowledge—Case studies of nine
companies in Taiwan. International Journal of Information Management.
Kasmi Z. (2011). Employee Retention: A challenges for HR Practitioners. Int. J. Commerce and
Management.
Kuada J. (2012). Research Methodology: A Project Guide for University Students.
Samfundslitteratur
Malhotra N. and et. al. (2007). Linking Rewards to Commitment: An Empirical Investigation
of four UK call centres. In International Journal of Human Resource Management. Routledge:
Taylor & Francis Group.
Collis J. and Hussey R. (2013). Business Research