Career Development Plan in Hospitality
Added on 2020-02-03
21 Pages6737 Words471 Views
Leadership ManagementProfessional DevelopmentTeacher Development
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Academic and CareerSkills with Work
EXECUTIVE SUMMARYThe report is summarising about the problem of high staff turnover in Travelodge Hotelat Heathrow which impacts their business operations and overall organisational activities. Thereport recommended them the strategies for analysing the situation and implementing actions forreducing the impact of the stated issue.
TABLE OF CONTENTPART 1............................................................................................................................................41. Introduction to the business topic of high staff turnover....................................................42. Demonstrating the relationships and associations between concepts, theories and bestpractice in the selected business topic of high turnover ratio.................................................53. Critical analysis of data by building an argument that reflects the current debate and thebest practice from a wide range of sources............................................................................84. Suggestions for an appropriate communication strategy....................................................95. Recommendations and justification of practical business solutions for high turnover of staff..............................................................................................................................................11PART 2..........................................................................................................................................13Organisation under review's interpretation and meaning of high performance and talent...13Personal contribution to the organisation.............................................................................13Areas of strength and areas of development compared with the organisation’s interpretation ofhigh performance and talent.................................................................................................14Professional and Career Ready Skills helps a person towards a successful experience whileworking in an organisation...................................................................................................15Critical analyse of personal strengths and future development for long term professionalemployability prospects........................................................................................................16CONCLUSION..............................................................................................................................17REFERENCES..............................................................................................................................19APPENDIX....................................................................................................................................21Career Development Plan.....................................................................................................21
PART 11. Introduction to the business topic of high staff turnoverEmployee turnover is referred to an appropriate rate of organisational bodies who arebasically thinking of leaving the enterprise. This creates consequences of voluntary andinvoluntary turnover of staff members where a proper ratio is used to define an active existenceof voluntary resignation. Whereas, an involuntary turnover is mainly in regard to describe aboutsome consequent approaches of the employers where they themselves ask their workers to leavethe firm (Adzei and Atinga, 2012). The present report is providing essential information to stateabout a situation of high staff turnover with a direct context to the business of Travelodgecompany. It is where according to the enumerated data of UK governmental bodies, thehospitality industries like Travelodge are currently dealing with a high prevalence of staffturnover 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 marketwhere they have recently established above 500 number of hotels that comprises with more than37, 000 number of rooms. It is constantly leading its path with implementing some outstandinggrowth strategies where it is now known to be amongst the most renowned establishments of UKwho finely deals into some expertise level of hotel related services (Bratton and Gold, 2012). It isalso recognised as the fastest growing enterprise of hotel industry with its budgeted amenities forthe users. With a foundation year of 31 years, this private organisation is headquartered inThames where they include some fine services of dining with some amazing offers for theapproaching guests and users. Travelodge company is vitally aimed at being one of the best hotelservice provider into their active number of markets. It is where they continually strive toinculcate some fine contemporary amenities for its users where they together work upon someupgraded concepts of hospitality business.80% of hotel establishments by Travelodge are located into some finer areas where theyhave together covered some popular destinations in their selected number of markets. As a resultto which, they have entirely employed around 10, 000 number of personnels to work across theirestablishments. In addition to this, they are looking for an immense enlargement of their businessactivities 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 entireresearch 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 astructural format to define the leading postulations of the associated organisational issue of highemployee turnover. This mainly includes some rational content via both primary and secondarysources of research with some appropriate application of strategies.It has also included a vital existence of certain argumentative statements that havedisplayed it as a debatable context for critically analysing the affiliated prospects of thedesignated topic of this business report. It has also referred to make a consent usage of variedapplicable theories and conceptions in relation to depict a reliable solvent of overcoming theascertained issue (Guha, 2010). The eventual section of this report have lastly covered somesuggestive measures for the enterprise in order to conclude it with some precise statements ofrecommendation. It is mainly with reference to sought out the prevailing problems of highturnover ratio in Travelodge with some possible measures of solving it. An apt existence ofleadership with some considerable styles of management are hereby referred with a pivotal senseof presenting the statements. It has also elaborated a precise format of varied business practicesthat should be adopted by Travelodge in order to defeat the originated problem of high employeeturnover ratio.2. Demonstrating the relationships and associations between concepts, theories and best practicein the selected business topic of high turnover ratioIt is mainly with reference to depict the leading cause of high employee turnover where itgenerally exists with a dual conception of intentional and non intentional percept. The intentionalpercept is defined as a voluntary turnover of employees where they themselves refer to quit theirjobs by placing resignation. A non intentional turnover of staff is in order to state about aninvoluntary prospect of turnover where the upper administrative bodies hereby refer to terminatetheir employees on basis of any inappropriate execution of work by them (Herzberg, Mausnerand Snyderman, 2011). These two are however referred to some common referrals of employeeturnover where functional and dysfunctional turnover of employees are conferred to represent yetanother existent measures. It is where the functional turnover mainly includes the batch of nonperforming 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 performingemployees where they often refer to leave the organisation due to some underrated level of worksatisfaction.
Travelodge organisation is duly suffering from a high rate of employee turnover at theirworkplace which is directly affecting their level of productivity into a pessimistic manner.However, all the determined clauses of employee turnover hereby refer to some consecutiveissues in part of the cited firm. It is where the competitors of Travelodge are referring to pay ahigher range of salary and wages to their employees that is simultaneously attracting themtowards it (Kremer and Hammond, 2013). Another reason could be a lenient approach of thequoted entity in engaging its employees where they may lack in encouraging them for an activeparticipation into the decision making procedurals of employees. As a result to which, theemployees in Travelodge are dealing with a non willing perspective of continuing theiremployment with them. Moreover, a poor managerial proceeding with a tedious conception oftasking 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 someconsiderable tactics of management is largely affiliated to it where the cited entity should herebyrefer 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 theappointed workforce. With a similar reference to it, an entrepreneurial culture will aptly serve ineliminating the negative consequent of employee turnover in Travelodge (Maslow, 2013). It iswhere this peculiar culture cognitively refers to indulge the personnels into an active session ofdiscussion to frame some vital organisational decisions. It is mainly with reference to state aboutsome relative benefits of such inculcated culture that presents a valuable sense of working intothe establishment to the appointed set of workforce. As a result to which, they also refer to workinto a much productive state that ultimately benefits the quoted firm to timely meet theirascertained goals and targets.The managerial styles also work with a similar perceptive of leading the workers wherethey should hereby adopt some considerable means of supervising their subordinates. It is wherea vigorous enforcement of a democratic style of leadership will largely assist the firm to obviatethe pessimistic consequences of employee turnover by rather enchanting their sense of workinginto a much productive manner. It is where the high ratio of turnover is directly related to the dissatisfactory content of personnels into which it mainly includes some prominent reasons of lowincome level, miserable stipulations of working where they are constantly tasking for long hoursinto a negative surrounding of work (Noltemeyer, Bush and et.al., 2012). Thus, in order to get rid
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