Career Development Plan in Hospitality

This assignment focuses on creating a personal career development plan within the hospitality industry. It outlines weaknesses, future development needs, and actionable steps to improve time management, leadership skills, and overall professional growth. The plan utilizes the Gibb's Reflective Cycle model for self-assessment and improvement.

Academic and Career
Skills with Work

EXECUTIVE SUMMARY
The report is summarising about the problem of high staff turnover in Travelodge Hotel
at Heathrow which impacts their business operations and overall organisational activities. The
report recommended them the strategies for analysing the situation and implementing actions for
reducing the impact of the stated issue.

TABLE OF CONTENT
PART 1............................................................................................................................................4
1. Introduction to the business topic of high staff turnover....................................................4
2. Demonstrating the relationships and associations between concepts, theories and best
practice in the selected business topic of high turnover ratio.................................................5
3. Critical analysis of data by building an argument that reflects the current debate and the
best practice from a wide range of sources............................................................................8
4. Suggestions for an appropriate communication strategy....................................................9
5. Recommendations and justification of practical business solutions for high turnover of staff
..............................................................................................................................................11
PART 2..........................................................................................................................................13
Organisation under review's interpretation and meaning of high performance and talent...13
Personal contribution to the organisation.............................................................................13
Areas of strength and areas of development compared with the organisation’s interpretation of
high performance and talent.................................................................................................14
Professional and Career Ready Skills helps a person towards a successful experience while
working in an organisation...................................................................................................15
Critical analyse of personal strengths and future development for long term professional
employability prospects........................................................................................................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................19
APPENDIX....................................................................................................................................21
Career Development Plan.....................................................................................................21

PART 1
1. Introduction to the business topic of high staff turnover
Employee turnover is referred to an appropriate rate of organisational bodies who are
basically thinking of leaving the enterprise. This creates consequences of voluntary and
involuntary turnover of staff members where a proper ratio is used to define an active existence
of voluntary resignation. Whereas, an involuntary turnover is mainly in regard to describe about
some consequent approaches of the employers where they themselves ask their workers to leave
the firm (Adzei and Atinga, 2012). The present report is providing essential information to state
about a situation of high staff turnover with a direct context to the business of Travelodge
company. It is where according to the enumerated data of UK governmental bodies, the
hospitality industries like Travelodge are currently dealing with a high prevalence of staff
turnover ratio. Travelodge entity mainly deals into the wide scope of hospitality sectors.
It has recently referred to adopt an innovative assumption of operating into the market
where they have recently established above 500 number of hotels that comprises with more than
37, 000 number of rooms. It is constantly leading its path with implementing some outstanding
growth strategies where it is now known to be amongst the most renowned establishments of UK
who finely deals into some expertise level of hotel related services (Bratton and Gold, 2012). It is
also recognised as the fastest growing enterprise of hotel industry with its budgeted amenities for
the users. With a foundation year of 31 years, this private organisation is headquartered in
Thames where they include some fine services of dining with some amazing offers for the
approaching guests and users. Travelodge company is vitally aimed at being one of the best hotel
service provider into their active number of markets. It is where they continually strive to
inculcate some fine contemporary amenities for its users where they together work upon some
upgraded concepts of hospitality business.
80% of hotel establishments by Travelodge are located into some finer areas where they
have together covered some popular destinations in their selected number of markets. As a result
to which, they have entirely employed around 10, 000 number of personnels to work across their
establishments. In addition to this, they are looking for an immense enlargement of their business
activities where they have already ascertained over 250 newer locations for it (Dörnyei, 2001).
However, they have together dealt with some high remarks of criticism onto which the entire
research has been conducted. It is therefore with relevance to the chosen business topic of high

staff turnover with a similar context to Travelodge. The relative study is thus intended into a
structural format to define the leading postulations of the associated organisational issue of high
employee turnover. This mainly includes some rational content via both primary and secondary
sources of research with some appropriate application of strategies.
It has also included a vital existence of certain argumentative statements that have
displayed it as a debatable context for critically analysing the affiliated prospects of the
designated topic of this business report. It has also referred to make a consent usage of varied
applicable theories and conceptions in relation to depict a reliable solvent of overcoming the
ascertained issue (Guha, 2010). The eventual section of this report have lastly covered some
suggestive measures for the enterprise in order to conclude it with some precise statements of
recommendation. It is mainly with reference to sought out the prevailing problems of high
turnover ratio in Travelodge with some possible measures of solving it. An apt existence of
leadership with some considerable styles of management are hereby referred with a pivotal sense
of presenting the statements. It has also elaborated a precise format of varied business practices
that should be adopted by Travelodge in order to defeat the originated problem of high employee
turnover ratio.
2. Demonstrating the relationships and associations between concepts, theories and best practice
in the selected business topic of high turnover ratio
It is mainly with reference to depict the leading cause of high employee turnover where it
generally exists with a dual conception of intentional and non intentional percept. The intentional
percept is defined as a voluntary turnover of employees where they themselves refer to quit their
jobs by placing resignation. A non intentional turnover of staff is in order to state about an
involuntary prospect of turnover where the upper administrative bodies hereby refer to terminate
their employees on basis of any inappropriate execution of work by them (Herzberg, Mausner
and Snyderman, 2011). These two are however referred to some common referrals of employee
turnover where functional and dysfunctional turnover of employees are conferred to represent yet
another existent measures. It is where the functional turnover mainly includes the batch of non
performing workers who often refers to leave the organisation with a dis-satisfactory content.
However, the dysfunctional turnover is in regard to define the non mitigated step of performing
employees where they often refer to leave the organisation due to some underrated level of work
satisfaction.

Travelodge organisation is duly suffering from a high rate of employee turnover at their
workplace which is directly affecting their level of productivity into a pessimistic manner.
However, all the determined clauses of employee turnover hereby refer to some consecutive
issues in part of the cited firm. It is where the competitors of Travelodge are referring to pay a
higher range of salary and wages to their employees that is simultaneously attracting them
towards it (Kremer and Hammond, 2013). Another reason could be a lenient approach of the
quoted entity in engaging its employees where they may lack in encouraging them for an active
participation into the decision making procedurals of employees. As a result to which, the
employees in Travelodge are dealing with a non willing perspective of continuing their
employment with them. Moreover, a poor managerial proceeding with a tedious conception of
tasking can also result into some similar resultant of high employee turnover ratio.
With an analogous context to it, the leadership styles of Travelodge along with some
considerable tactics of management is largely affiliated to it where the cited entity should hereby
refer to implement some vital strategies of motivating their employees into a profound manner.
Furthermore, the organisational culture also plays a pivotal role in boosting the morale of the
appointed workforce. With a similar reference to it, an entrepreneurial culture will aptly serve in
eliminating the negative consequent of employee turnover in Travelodge (Maslow, 2013). It is
where this peculiar culture cognitively refers to indulge the personnels into an active session of
discussion to frame some vital organisational decisions. It is mainly with reference to state about
some relative benefits of such inculcated culture that presents a valuable sense of working into
the establishment to the appointed set of workforce. As a result to which, they also refer to work
into a much productive state that ultimately benefits the quoted firm to timely meet their
ascertained goals and targets.
The managerial styles also work with a similar perceptive of leading the workers where
they should hereby adopt some considerable means of supervising their subordinates. It is where
a vigorous enforcement of a democratic style of leadership will largely assist the firm to obviate
the pessimistic consequences of employee turnover by rather enchanting their sense of working
into a much productive manner. It is where the high ratio of turnover is directly related to the dis
satisfactory content of personnels into which it mainly includes some prominent reasons of low
income level, miserable stipulations of working where they are constantly tasking for long hours
into a negative surrounding of work (Noltemeyer, Bush and et.al., 2012). Thus, in order to get rid

of these associable factors, Travelodge can hereby refer to implicate some profound strategies of
researchers and theorists. It is where they have introduced some leading models to motivate the
appointed set of personnels into an efficacious manner. Maslow's need hierarchy theory is
referred to be a considerable method of motivating the employees where it mainly consists of
five elementary dimensions, as delineated below- Self actualisation- It is referred to the foremost element of this peculiar model where the
employees with a vital preference to such self actualisation needs should be referred by
the Travelodge firm. Such inevitably mainly refers to some self fulfilment needs where
the workers hereby refer to display their creative cognition of tasking with a distinct
approach (Williams, 2008). These type of employees should hereby given a prior chance
by Travelodge to potentially execute their tasks and show their originative concept of
working. Esteem- It is a subsequent proportion of this need hierarchy model into which the
employees are hereby prefers to work into a respectable environment of the workplace. A
prestigious recognition with an accomplished sense of working are the two most absolute
aspect of this particular dimension (Zoglowek and Aleksandrovich, 2013). Belonging- It is referred to yet another vital psychological need of employees where they
hereby refer to build some gratified relationships with their peers at the workplace. It is
where Travelodge should hereby refer to inculcate an open format of interaction among
their workers where they can sufficiently fulfil their such respectable needs of
belongingness (Gautreau, 2011). Safety- It is referred to a basic need of employees where they are required to foresee a
safe and secured facet of work. It is mainly with reference to work into a considerable
surrounding of the workplace where Travelodge should also refer to involve some finer
means of providing health and safety benefits to their personnels (Wininger and Norman,
2010). They should together refer to work with a pivotal association of safety measures
into the organisation. It is with an active existence of fire extinguisher and some other
medical equipments in order to combat with any accidental event at the workplace.
 Physiological- It is considered to be yet another affiliated segment of basic needs where
the organisational personnels are hereby concerned about some common acquisition of
survival. This is mainly referred to some common requisitions of provisioning the

facilities of food, water and accommodation. Travelodge with a similar reference to it can
hereby refer to render a considerable level of payment to the employees who gives a huge
preference to their elementary requisition of survival (Sandhya and Kumar, 2011). It is
where an apt provisioning of payment they can themselves refer to fulfil their such basic
needs and demand.
Herzberg's dual factor theory is referred to yet another pivotal assistance of motivating
the employees into a desirable manner where it consists of only two leading factors, as
mentioned below- Hygiene constituents- These factors are mainly related to the hygienic components of
working where Travelodge should hereby refer to maintain a good working condition of
their workplace with some amenable implications of health and safety measures. These
constituents are mainly referred to lower the dis-satisfactory content of working in
employees (Moody and Pesut, 2006). Superiors attributes is also an associative part of
this peculiar dimension into which the workers greatly refers to work under a friendly
assistance of their respective managers and leaders.
 Motivation constituents- These constituents are hereby referred to provide a raised level
of satisfaction to the workers of Travelogde. It is with a prior accountability of the
solicitous bodies of the conferred establishment where they should reckon to provide
some growth opportunities to their workforce (Keller, 2009). It is where the appointed set
of personnels can hereby refer to work into a challenging prospective of tasks with a
valuable sense of succeeding towards both personal and professional development of
skills and abilities.
3. Critical analysis of data by building an argument that reflects the current debate and the best
practice from a wide range of sources
It is with reference to present an argumentative content for the above supportive concepts
of motivation. This is mainly with relation to depict about the aided measured of the two applied
theories and models of motivating the employees. According to the conferred statement of
(Hendry, 2012), the need hierarchy theory undoubtedly work upon rendering some basic
amenities to the appointed set of workforce in the establishment. It therefore demonstrates some
primary form of needs for an individual with no prior relevance to the actual cogitation of
motivating the employees of Travelogde, as referred by Gannon and Boguszak (2013). The dual

factor theory on another hand is together referred to concentrate upon such common implication
of strategies at the workplace where Travelodge should hereby opt to go beyond such general
tactics of boosting the employees as per the mentioned statement of Bruce and Nyland (2011). It
is with a fine enforcement of performance management into the organisation to meet the
challenging prospectives of work.
A precise execution of reward system at the workplace is thus referred to go beyond the
average resultants of both the theories of Maslow and Herzberg. They have also mentioned some
other meticulous formulation of benefiting the appointed set of workforce into the Travelogde
where the HR personnels should hereby refer to make accurate hiring of individuals at the
beginning of their R&S procedures. This will result into eliminating the involuntary transitions
of turnover as mentioned by Armstrong and Taylor (2014). It is where the employees are often
terminated due to their weaken capabilities of performing as per the given allocation of tasks and
assignations. However, to obviate the continual existence of voluntary turnover where the
workers intentionally decide to leave the enterprise can hereby resolved by taking some
corrective measures of providing compensation and other sort of benefits to them as defined by
Gautreau (2011). It is with regard to define both inclusion of financial and non monetary benefit
to the personnels with a vigorous association of considerable leadership and managerial tactics to
supervise the carried execution of employees.
Moreover, it has been addressed that Travelodge hotel has implemented various
strategical approaches like introducing 1,000 managers by 2020 in order to maintain their
relation with the employees and hold up the retention ratio is highly advantageous for them
(Phillips, 2008). For this, they have developed their working environment and trained managers
to help them in attaining better set of benefits. Along with this, adopting the technical approaches
for maintaining the records and implementing advanced reward system helps Travelodge hotel in
maintaining their connectivity with their workforces (HOSPITALITY INDUSTRY COULD SAVE
UP TO £700 MILLION BY EMBRACING NEW SKILLS and EMPLOYMENT STRATEGY.
2007).
4. Suggestions for an appropriate communication strategy
Communication is one the main element that creates connectivity among the managerial
aspects present in the organisation. The process of developing communication network required
proper attention and information about the business situations. It is crucial that an organisation

should effectively implement a strong network of connectivity within their organisation so that
the entire business operations could be properly placed and executed (Armstrong and Taylor,
2014). It creates a link between the two aspects positioned at different levels, areas, section,
branch, etc. in order to share the information and message related to their work and personal
perspective. The process of building up network of communication helps the business in
developing a connectivity system with their stakeholders and other related aspects.
In that context, Travelodge hotel needs to ascertain the significance of generating a
communication network in order to share their business values and approaches of conducting the
organisational activities. As the communication strategy helps them in addressing new sources
and areas for placing better set of operations and functions in order to accomplish better task and
results (Dörnyei, 2001). Considering the business scenario of Travelodge hotel where the
management suffers from the high staff turnover that eventually impacts the performance of the
managerial aspects. As the duty manager in the cited organisation, I'm responsible to overcome
this issue by implementing changes and alteration the current working cycle of the business. It is
recommended that the management should apply strategical theories and concepts of leadership
and related models in order to reduce the level of the stated impact.
Communication is highly helpful for the cited organisation and management in executing
the business operations and decreasing the level of high turnover among the employees. The staff
members generally conducts business activities by getting commands from the top and middle
level management. Similarly, the stakeholders are also conveyed the information about the
business operations by an effective medium of communication. As recommended, Travelodge
should adopt the formal communication strategy for developing and implementing a network
with their stakeholders (Guha, 2010). The internal stakeholders are mostly the employees,
managers, board of directors and investors whereas external stakeholders are the customers,
suppliers, government and communities. For sharing the information about the changes to the
internal stakeholders, Travelodge's prospects could consider formal and informal communication
as the most effective medium of connectivity. They should organise meeting with the internal
stakeholders for assessing better results and outcomes from the key recommended approaches.
Along with this, they should convey the information in forms of messages sent via mails
and letters as this give them the opportunities and sources to understand the approaches
specifically and clearly. In that respect, the cited organisation should also adopt strategical

methods and approaches to share the information related to the changes implemented by their
organisation (Keller, 2009). Moreover, the strategy of listening and assessing perception of the
stakeholders is also helpful in determining the changes that needs to be effectively structured in
the organisation. Travelodge hotel needs to conduct presentation and shows for their external
stakeholders for providing them the information about the changes that supposed and planned by
their management aspects for bringing alteration in the employee turnover rate.
5. Recommendations and justification of practical business solutions for high turnover of staff
High turnover among the staff impacts the ability and efficiencies of the organisation to
mark strong presence in the market. This influence also affects their productivity and
profitability which eventually reduces the sustainability of the organisation from the
marketplace. Similarly, Travelodge hotel and their managerial aspects is facing the impact of
employee's high turnover which has a great effect on their business approaches and functioning
(Hendry, 2012). Being as a duty manager, my responsibilities are to overcome the business
situation by taking appropriate actions and adopting methods of reducing the level of staff
turnover. In that following are the recommendation for decreasing and maintaining the most
appropriate level of employee's turnover which is suitable and affordable by the Travelodge
hotel:
 Recruitment and selection – Conducting better recruiting and selecting process would
be highly beneficial for the management of Travelodge Hotel. As the effective decisions
on hiring the right people from the starting stage is the most appropriate and best way to
reduce employee turnover (Moody and Pesut, 2006). In that context, organising
professional interviews and examining candidates carefully is useful for ascertaining the
proper set of skills and abilities that defines that they are fit for working with the
company culture, managers and co-workers.
 Reward system – The process of setting the right compensation and benefits for the
employees is highly important for developing strong relations between the organisation
and their staff members. Human resources mainly works for getting rewards, thus they
should be awarded for their work by assessing the current industry pay packages and
allotment of necessary benefits, flexible work schedules and bonus structures (Williams,
2008). Along with this, it is necessary that reviewing compensation and benefits packages
of each and every employee at least annually is highly advantageous for the HR team of

an organisation. Moreover, the cited enterprise should also focus on the turnover trends
prevailing in the marketplace and need to be accordingly placed by the HR team.
 Developing connectivity with employees – It is highly recommended that the activity of
paying attention to the employees’ personal needs and requirements gives the opportunity
to the HR team to offer more flexibility and ascertain the sources of attaining information
for taking actions (Zoglowek and Aleksandrovich, 2013). In that context, the
management team of Travelodge hotel should consider offering telecommuting,
generating compressed schedules, conducting on-site assessment or organising back-up
day care are among the best suitable methods for determining values of the employees. Retaining the staff members – The organisation should take effective and positive steps
for maintaining retention among the present staff members which needs proper attention
and knowledge (Maslow, 2013). For this, Travelodge hotel and their management team
should consider the stated aspects for creating and increasing the retention level among
the employees:
◦ Investment over the staff – It includes the process of retaining top talent by spending
time and money on mentoring, training and advancing the present team of staff. This
helps in reducing the impacts of frustration and stress for future development which
mainly forces the employee to leave the organisation.
◦ Open lines for communication – The method of implementing and building up
effective and open communication network for sharing information among the
management aspects defines a way or an opportunity for the employee to discuss the
issues and problems faced by them during the working hours in the organisation.
 Training and development – It is determined as the most effective approach adopted by
the organisation like Travelodge hotel for creating better relations with their employees
and staff members. The main aim of this method is to advance and boost up the current
ability of handling business situations to the level required by their management. In that
context, Travelodge hotel should adopt for OJP technique that would be highly beneficial
for the firm (Phillips, 2008). This support the individual in gaining the practical
knowledge about the business activities which are to be executed by them.

PART 2
Organisation under review's interpretation and meaning of high performance and talent
As per my perspective, an organisation's culture and structure is one of the major factor
that impact the employee's productivity and effectiveness which are highly crucial and required
in executing the assigned business duties. The structuring of employees in the organisation is
directly linked with their efforts for accomplishing the task systematically. It was witnessed by
me at Travelodge terminal 5, Heathrow being on the position of duty manager that organisation
structure and culture were some main factors which interpret my working and overall potency of
completing the business projects allotted to me. The top level management generally overviews
my work and mostly focuses on gaining better form of results. On the other hand, the service
providers are the highly dependent on me, as I was supposed to guide and direct them the way of
performing the business tasks.
High performance is termed as the greater level of working, effectiveness and efforts
given by the employees which is mush higher than the normal activities performed by an average
employee during their job period in the organisation. For this kind of services in form of high
performance the employee is generally awarded with high earnings, bonuses and incentives from
the organisational aspects. Besides this, talent is ascertained as the ability and efficiency of an
employee to handle the situation, analyse the condition and accordingly execute the business
operations allotted to them. For instance, a high form of talent always help me to complete the
activities on time and attain better reports from them.
Personal contribution to the organisation
Being as a duty manager at Travelodge Hotel near to Heathrow airport (terminal 5), I was
responsible to execute many tasks and duties which would help the organisation in
accomplishing better set of targets and overall achievements. In Travelodge hotel, most of the
activities were to be executed by the employees and staff members of the hotel and thus, I was
liable of maintaining their level of performance and ability to manage the entire functions. It was
crucial that all the work needs to be done effectively and appropriately with an aim to gain
higher satisfaction level from the employees and staff members. In that context, my contribution
was to maintain the efficiency and proficiency of working among the workers and employees so
that desired form of objectives and business goals.

For this, I was responsible to handle the organisation's customer service by implementing
strategies and applying action plans like training and development, proper set of recruitment and
selection, planning the operations, etc. In addition to this, I was responsible for organising
meetings with managers and executives so that better decisions could be taken and effective
actions could be placed for gaining proper reports and outcomes. My main share in the business
was to ensure that employees of the hotel are providing excellent service at every stage so that
customers are highly satisfied with the services offered to them during their stay. Along with
this, my part of duty was to reduce the number and level of customer's complaints and issues
faced by them which eventually decreases the image of the hotel. This process requires proper
attention, knowledge and experience in order to take appropriate and suitable actions.
Areas of strength and areas of development compared with the organisation’s interpretation of
high performance and talent
As compared to my perspective over the working situation at the Travelodge hotel near
Heathrow airport, I need to maintain a high level of professionalism on my work in accordance
to achieve better form of success. A duty manager is ascertained as the main element that
connects the top level management with the lower groups of staff team in an organisation. Thus,
at the position of duty manager, I need to execute each and every function with a motive to
accomplish the results in an effective and systematic manner. For this, I need to assess my
interpersonal skills and personalities which would help me in addressing fruitful reports and
planned set of objectives. Moreover, following were the areas that are defined as my strengths
which assists me in raising my efficiency in performing allotted activities and weaknesses that
needs to be develop by applying proper methods:
Table 1: Areas of strengths and development at personal perspective
AREAS OF STRENGTHS AREAS OF DEVELOPMENT
 My communication abilities were very
high that supports me in building strong
networks and conduct better operations.
 I was able to plan and organise my
work as per their importance in the
organisation.
 It was my disability that I was unable to
lead my team by showing them a
proper path of working and completing
their projects.
 I was unable to schedule my work as
per the available time and structure the

 My ability of presentation and
demonstration was also high that
benefited me conducting meetings and
gathering attention of viewers.
time-scale for executing the tasks.
 My efficiency of performing in critical
situations was very weak. As I was
unable to take effective actions at that
moment.
Professional and Career Ready Skills helps a person towards a successful experience while
working in an organisation
Masters programme
During my masters programme, the academic knowledge provided by the professors and
lecturers highlighted the areas which are generally involved in the work of duty manager at the
hotel. At this stage, I gained a wide theoretical knowledge and information about the type and
level of performance needed by a duty manager over its position and within the organisation. The
academic sessions in the masters programme assist me in addressing the areas which comes
under the aspects of duty manager.
Work placement
After getting a position in the organisation i.e. Travelodge hotel where I was responsible
for various duties and liabilities that helps the business in executing the operations and activities
with an aim to accomplish the desired forms of objectives. At the earlier period of my placement,
I was unable to perform the entire assigned tasks over the position. Soon the seniors suggested
me to consider an academic theory for understanding the business situations and accordingly
take suitable actions. In that context, Gibbs’ reflective cycle encourages me to think consistently
about the working phases and gaining a great source of experience or activity which helped me
to gain better knowledge about the type of performance needed over the position.

Personal development
Considering my opinion for performing better on the position and within the
organisation, I need to attain proper set of skills and attributes that supports me in evaluating the
business activities and completing the assigned tasks. The training and mentoring sessions
helped me in improving my abilities and capabilities of achieving the roles and responsibilities
charged on me over the position.
Critical analyse of personal strengths and future development for long term professional
employability prospects
In my opinion, a duty manager needs to be perfect in every aspect so that he/she can be
fruitful, productive and profitable for their company. In that respect, it is necessary to determine
the areas where the person is effective and the fields where he/she needs development.
Accordingly, it is essential for me as well to analyse the personal strengths which benefited me
in achieving better set of results and future developments where I have to take appropriate steps
Illustration 1: The Reflective cycle of Gibb's Model
(Source: )

of improvements. Moreover, following were my strengths and future developments needs for
long term professional working:
Personal Strengths
 Communication skills – I am able to communicate properly and effectively which helps
me in implementing connectivity with every aspect of the organisation. On the contrary, I
need regular interaction with each employee in the management which consumes my lot
of precious time. Presentation and demonstration skills – My ability to demonstrate the presentation in
front of public and clients is high which supports me attracting the attentions of viewers
and giving them the helpful information. Moreover, this ability was later on became a
negative factor for me because in every meeting of management, I was the only one
which would mostly selected for presentation. This discourages the chances for other
effective candidates.
Future developments
 Leadership – My inefficiency in leading the team impacts my ability to guide the team
to proper direction and accomplish better forms of results. On the other hand, this ability
requires high dedication and appropriate time in order to be developed. By developing
this skill and ability, I would be able to generate correct functions and operations that is
helpful for me conducting the business.
 Time scheduling skills – I need to develop the time management skills and accordingly
plan my time table for executing the business tasks with an aim to accomplish better form
of objectives. However, managing time-scale could be critical while negative situations
arising in the business.
CONCLUSION
The report is concluding about the impacts of high staff turnover over the working of an
organisation which needs to be reduced by their managerial aspects through taking proper set of
actions and implementing effective strategies. It is significant that organisation's management
team should analyse the business situation in order to assess the beneficial information so that
appropriate decisions could be processed for gaining higher level of results. This is highly
essential for an organisation to reduce the impact of high staff turnover for maintaining their
sustainability in their marketplace and concerned sector.

The report is also articulating about the understanding of techniques that are generally
adopted by the HR team of organisation for reducing the level of staff turnover and holding up
the relativity and retention among the current employees. In addition to this, the recommended
theories and strategies helps the managerial aspects to conduct better operations for decreasing
the influences of employee's turnover ratio among the cited enterprise.

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APPENDIX
Career Development Plan
Concerning the weaknesses and future development needs on my personal viewpoint, I
need to improve in following aspects and areas where progress is extremely required in order to
mark better presence in the business and management level. Following is the career development
plan which needs to adopted by me for addressing proper development and improvement:
Table 2: Career development plan
Skills Reason Methods Time
duration
Time
management
skills
Scheduling time for every
activity is highly productive and
profitable for a duty manager.
The best method is to prioritise
the work as per time available
and accordingly schedule the
time-scale.
2 months
Leadership
skills
It is mainly required to ascertain
the work and maintain the
employee's efficiencies in a
particular direction of attaining
fruitful results.
Taking mentoring or coaching
from a well approved and
experienced lecturer or
professor.
3 months