Employee Turnover and Absenteeism in Hotel Industry

The provided assignment is a comprehensive analysis of employee turnover and absenteeism within the hotel industry, specifically focusing on Hotel Crown Plaza. It includes a questionnaire to assess awareness about labor turnover and absenteeism, as well as their impact on business performance and productivity. The study identifies major causes such as burnout stress, low morale, disengagement, depression, lack of growth opportunities, overwork, lack of feedback and recognition, and less opportunity for decision-making. It also explores the use of tools like merit raises, promotions, flexible schedules, and developing incentive policies to reduce staff turnover. The assignment concludes by recommending strategies for Hotel Crown Plaza to achieve higher profitability and competitiveness within the market place.

Research Project

Table of Contents
TITLE: ............................................................................................................................................1
Chapter 1: Introduction ...................................................................................................................1
Overview of the research ...........................................................................................................1
Background of the Research ......................................................................................................1
Rational of the Research ............................................................................................................2
Research Aim .............................................................................................................................2
Research Objectives ...................................................................................................................3
Research Questions ....................................................................................................................3
Chapter 2: Literature Review ..........................................................................................................4
The concept of labour turnover and absenteeism of workforce in organisation.........................4
Potential Issues that results in labour turnover and absenteeism................................................4
The relationship between issues in organisation and labour turnover........................................5
Different ways through which Hotel Crown Plaza deal with issues which results in labour
turnover.......................................................................................................................................6
Chapter 3: Research Methodology ..................................................................................................8
Chapter 4: Data Analysis ..............................................................................................................11
Chapter 5: Conclusion and Recommendation ...............................................................................22
REFERENCES .............................................................................................................................23
APPENDIX ...................................................................................................................................25

TITLE:
“To identify the major issues that arises in labour turnover and absenteeism within an
organisation.” A study based on Hotel Crown Plaza.
Chapter 1: Introduction
Overview of the research
Hotel industry is considered as the world's largest segment that employees the large
amount of human resources. In the modern business environment, the potential motive of each
small as well as large business enterprises is to attain higher growth and success within the work
place in respect to reaching at potential outcome (Schwab, 2013). The current trend in hotel
industry is increasingly growing. From the early decades till now, there are numerous numbers of
hotels that exists with high number of manpower. The speciality of the hotel industry is that the
manpower cannot be substituted with mechanical or electronic devices. The hotel industry
consider their manpower as their strength because the major motive of services industry is to
satisfying the needs and wants of people in terms of attaining long term benefits. The role of
manpower in hotel industry is very significant. Recently manpower turnover is the biggest issue
in the hotel and hospitality industry. This causes the productivity and performance of the hotels.
Labour turnover and absenteeism is considered to be the most essential issue within hotel
industry as these issues hamper the overall performance and productivity within the commercial
centre. It is the prior responsibility of an organisation or its management to manage the
employees turnover in respect to maintaining the organisational operations in appropriate
manner. Hotel Crown Plaza is the chosen organisation for this particular project. Its is a
multinational chain of full service, upscale hotel service provider organisation. The potential
motive of the firm is to reduce extra employee turnover in respect to enhance the profitability of
the firm within the commercial centre.
Background of the Research
In today's modern business era, competition is on its peak and the potential purpose of
each business enterprises is to attain higher growth and success within the market place
(Cameron and Whetten, 2013). High employee turnover and absenteeism is considered to be the
potential issue of service industry and the major concern of the hotel industry is to reduce high
employee turnover is respect to attaining significant profit and growth. Crown Plaza a famous
1

and multinational chain of full service, upscale hotels with its headquarter is in the country of
United Kingdom. The company was founded in the year of 1983. It forms different part of the
Inter Continental hotel groups family of brands, that involves inter Continental Hotels & Resorts
and Holiday Inn hotels & Resorts. The hotel industry majorly operates around 52 countries
through more than 400 hotels that are located in the city areas. Crown Plaza has its world wide
operations and widely concern on fulfilling the needs and demands of customers in respect to
retaining them for long run of business operations. Human resource is considered as an essential
aspect for each business organisation and in hotel industry manpower plays vast role in
increasing the operations and function through making appropriate alteration in their services and
offerings. As a large service industry, the hotel Crown Plaza is concern on maintaining effective
manpower and reducing extra employee turnover and absenteeism in order to reaching at higher
position through fulfilling the desires of people within the market place.
Rational of the Research
The research into consideration is based on the analysis of the major issues that arises
because of labour turnover and absenteeism within an organisation. This is a management
research project which provides an appropriate knowledge base in regards to the management
activities that helps the learner in enhancing their knowledge base on the specified area of study.
Employee turnover and absenteeism is considered as an essential issue which has a huge
influence on the overall activities of the firm (Sekaran and Bougie, 2016). Now a day's, the
potential concern of a small as well as large business enterprises is to retaining skilled employees
and reduce extra employee turnover in respect to enhancing the profitability and growth of the
firm at global level.
Research Aim
Research aim is determined as the key aspect of an investigation work as it is a
predetermined aspect in which the research issues is identified and mentioned in the form of
clear and concise statement (Cooper and Travers, 2012). This section of the research plays vast
role in assisting the investigator in implementing all the research activities in right manner so
that appropriate outcome can be attained. The potential aim of this particular research is:
“To identify the major issues which arise labour turnover and absenteeism in
organisation.” A case study based on Hotel Crown Plaza.
2

Research Objectives
Research Objectives are also ascertained as the another essential aspect of research work
in which the research variables are explained in the form of small statement, this section provides
guidance to the researcher to moving forward towards right direction to accumulate appropriate
or relevant information (Deery, Walsh and Guest, 2011). This section of the research is
interlinked with research aim and the potential objectives of this specific research are associated
as below:
 To understand concept of labour turnover and absenteeism of workforce in organisation.
 To analyse issues which results in labour turnover and absenteeism.
 To determine relationship between issues in organisation and labour turnover.
 To recommend various ways through which Hotel Crown Plaza deal with issues which
results in labour turnover.
Research Questions
Research Questions are also refers as the crucial part of the investigation. This section
has an interconnection with the aim and objectives of the research and provides a clear vision to
attempt the section of literature review in appropriate manner with the support of appropriate
evidence of author's perspective (Greer and Payne, 2014). The essential research questions of
this particular investigation are described as below:
 Do you aware about concept of labour turnover and absenteeism of workforce?
 What are the issues which results in labour turnover and absenteeism?
 What is the relationship between issues in organisation and labour turnover?
 What are the various ways through which Hotel Crown Plaza deal with issues which
results in labour turnover?
3

Chapter 2: Literature Review
The concept of labour turnover and absenteeism of workforce in organisation
Labour turnover means ratio of number of workers which leave organisation due to
dismissal, resignation within specified period of time. There are different reasons which increase
absenteeism of workforce within organisation. Employees absenteeism means non presence of
worker from his regular working style. Absenteeism is the reason of job satisfaction, personal
conflict, etc. There are different losses which employees as well as employer. For instance: in
case key employee is not part of organisation for longer period because of job dissatisfaction,
lack of motivation, etc. then this affects business operations of organisation because there is
negativity in mind of workers (Wehrmeyer, 2017). According to Shawn Grimsley labour
turnover and absenteeism are the major issues which these days organisations are facing. In case
of Hotel Crown Plaza, there are many employees and there is difference in cultural values,
geographical region, ethics, etc. which has to be kept in mind by manager to deal with
workforce.
There are different aspects which has to be considered by managers of organisation, so
major issue of labour turnover can be minimised. There is impact on performance of workers due
to lack of motivation, hence this affects there efficiency. Due to labour turnover and absenteeism
growth orate of association gets affected in negative manner. When employees leave
organisation, then it affects brand image of Hotel Crown Plaza in adverse manner. For instance:
employees is dismiss from the designation because of small mistake. In this case, this individual
may give bad review for Hotel Crown Plaza. In current market, monetary benefits are not
sufficient, there are some rewards, recognitions, gifts, holidays, entertainment activities which
helps to make long term relations with workers and provide them satisfaction (Marek, Schaufeli
and Maslach, 2017). Employees of Hotel Crown Plaza are the main source which represent in
front of consumers hence it is important to motivate and keep satisfied them, so their efficiency
can be maintained. This ultimately helps in growth and development of Hotel Crown Plaza.
Potential Issues that results in labour turnover and absenteeism
According to Cheryl VanOrnum there is difference in issues of labour turnover as per
difference in location, industry, location, geographical region, etc. Hence it is clear that there are
different reasons which affects employees turnover and absenteeism of workforce. In Hotel
4

Crown Plaza, there are some issues such as lack of motivation job dissatisfaction, etc. which
increases possibilities of labour turnover and absenteeism in organisation. Some of them are
discussed as under-
Ineffective training method- Due to improper training events, employees are dissatisfied.
They do not have knowledge about changes which has to be done in working style due to change
in external environment. These days, changes are taking place rapidly such as technological
changes, up gradations of machinery, etc. hence in this case, it is responsibility of managers of
Hotel Crown Plaza to take care of it and implement changes which is important for growth of
Hotel (Powell and DiMaggio, 2012). While if proper training is not provided to work force of
Hotel Crown Plaza, then they are not able to work efficient and not able to learn new changes.
This increases possibilities of labour turnover and absenteeism.
Less employee's engagement- Employee's of Hotel Crown Plaza are main asset which
deals with customers who avail services from hotel. Hence they are representative of
organisation in front of customers. In this context, they have more knowledge about demand,
issues, feedback of consumers, but top level managers of Hotel Crown Plaza do not give
opportunities to employees for decision making. Hence it is also reason if leads to increment in
labour turnover and absenteeism in Hotel Crown Plaza.
Imbalance between employee's and organisational objectives- There are many
employees in Hotel Crown Plaza such as departmental manager, staff at subordinate level, etc.
Hence they have their own goals and objectives which employees of Hotel Crown Plaza want to
be accomplished. In case, employees do not give emphasise on employee's goals and objectives,
then this increase about turnover. There is requirement of monetary or non monetary benefits for
employees. There is difference in demand of employees hence in case managers are not able to
identify requirement of workers, then dissatisfaction of employees causes labour turnover and
absenteeism in Hotel.
The relationship between issues in organisation and labour turnover
Due to employee's dissatisfaction, Hotel Crown Plaza is not able to perform well. Due to
above mentioned issues, there is increment in labour turnover and absenteeism. When employees
do not have any motivational spirit, then they are not able to perform well and hence they prefer
to leave association. This gives bad impression in front of external parties (Hatch, 2018). When
workers do not have decision making right, they feel that they are not important for organisation
5

and perform as per order from top level managers of Hotel Crown Plaza. According to Jan
Wynen, 2018, there is requirement of some motivational factors such as increment, promotion,
leaves, flexible working environment, etc. But these are not present in Hotel Crown Plaza so
employees are dissatisfied with their work place.
Employees are the main aspect which are required to perform operations according to
external changes. Hotel Crown Plaza does not accept external changes rapidly, hence they have
old working pattern. Hence this affects employees satisfaction because, these days, it is
important to have knowledge about current trends. This is beneficial for their career growth.
When employees are not satisfied, they do not perform well and hence this affects workings style
of overall organisation (Morse and et. al., 2012). With lack of motivation, there is bad culture
within organisation and affects brand image of Hotel Crown Plaza in industry. As there are many
employees, so due to above mentioned issues workforce is not satisfied which results in
increment in absenteeism. When employees are not retain for long time, then new candidates do
not prefer to become part of Hotel Crown Plaza. When employees are giving there best, then in
this case it is essential to provide some benefits such as flexible working environment which
makes them comfortable to perform at work place. They give their best because employees of
Hotel Crown Plaza are aware about fact that organisational growth means fulfilment of personal
demands and needs.
Different ways through which Hotel Crown Plaza deal with issues which results in labour
turnover
As per the views expressed by Mike Kappel, 2017, Employee turnover is considered as a
business concern with workers experiences. Employees are the key aspect of a business and the
sustainability of employee is essential for the growth and development of the business. There are
various ways that are adopted by Hotel Crown Plaza in respect to deal with issues which results
in labour turnover. Some essentials are associated as below:
Hire the right people: It is essential for Hotel industry to hire employees who are behavioural
and cultural fits for the job profile. Interviewer requires to ask employees behavioural interview
questions in order to find out their capabilities to react in certain situations (Bryan and
Thompson, 2013). The major concern area of Hotel Crown Plaza is to hire skilled and talented
staff in respect to reduce extra turnover to retain them within the work place.
6

Offer Competitive pay and benefits: In the modern business era the major concern of each
individual is to compensated well. Thus the major concern area for Hotel Crown Plaza is to
provide competitive pay benefits like housing utilities, food facilities, extra pay etc.
Allow flexible work schedule: As a large hotel industry it is required for Hotel Crown Plaza to
provide flexible work schedules as this is effective for employees to adjust their work, time and
location (Leiter and et. al., 2011). This considered to be the most appropriate measure which
helps the organisation in reducing extra employee turnover and create benefits for the firm or its
employees.
7

Chapter 3: Research Methodology
Research methodology is considered as a systematic or theoretical analysis of combined
methods that are applied to a field of study. It basically comprises the theoretical analysis of a
body of methods and principles that are associated with a branch of knowledge (Mendes and
Stander, 2011). This is the fundamental core of an investigation work that provides a specific
procedure or techniques that are used to identify, select, process and analyse the information in
regards to a specific area of study. This section of the research has involve various application in
which some suitable methodologies are associated as below:
Type of Investigation
A research project is based on a specific type and the selection of research is the major
obligation of the researcher. A research is either qualitative or quantitative in nature. Qualitative
investigation is based on qualitative means and on the contrary quantitative research is based on
statistical or metamathematical information (Bučiūnienė and Kazlauskaitė, 2012). The present
investigation is based on theoretical aspect as in this detailed analysis has been conducted
through the support of qualitative information. In this existing work qualitative research
technique has been applied by the researcher.
Research Design
Research Design is comprises as an another essential part of research work which
provides an appropriate outline specification to the investigator to implement all the research
activities in right direction. This section is based on three major type like descriptive, exploratory
and experimental research design. In the present research project descriptive research design has
been applied by the researcher as it is effective in providing support to the qualitative
investigation (Donovan, Doody and Lyons, 2013). This is the most suitable tool for analysing
qualitative research in effective manner.
Research Philosophy
This considered to be an essential component of research methodology as it helps the
researcher in providing appropriate guidelines to accumulate relevant information by analysing
the opinion of various authors and writers. This section has categorised among two major types
like interpritivisim or positivism research philosophy (McVicar, Munn-Giddings and Seebohm,
2013). In the present research project interpritivism philosophy has been selected by the
8

investigator as it is effective for qualitative investigation and also provides support to the
descriptive analysis on a specified area of study.
Data Collection Source
This is the fundamental aspect of research investigation as a research work is based on
relevant data or information, so it is the prior obligation of the researcher is to gather relevant or
reliable information in respect to reaching at the potential outcome. This part of the research is
significantly categorised among two major types one is primary data collection source and other
one is secondary source of data collection. At the time of conducting a research project primary
as well as secondary source of data collection has been used by the researcher (Van Der Vegt
and et. al., 2015). Primary source of data collection is effective for accumulation of primary data
which are gathered for the very first time and effective for justifying the research through
appropriate facts and figures. In collection of primary information questionnaire has been applied
by the researcher for the purpose of gathering relevant information from the large number of
population. on the other side secondary tools like books, journals, newspapers, past research
work are effective for conducting the section of literature review with the potential support of
articles with authors opinion.
Data Sampling
Research sampling is also considered as an essential aspect of an investigation work as it
replicates from the original population. The researcher is having choice to either select
probabilistic or non-probabilistic data sampling technique (Jensen, Patel and Messersmith,
2013). In the present research project random sampling technique from non-probabilistic
sampling tool has been applied by the researcher as it is most appropriate source for the
accumulation of reliable or relevant information. In this existing investigation work sample size
of 30 respondents has been taken by the researcher in respect to accumulation of actual
information.
Ethical Consideration
The ethical considerations are regarded as the highly essential aspect for conducting
research in an efficient manner. However, the researcher is obligated to ensure their respondents
about the safety and security of their personal information. It is the responsibility of researcher to
keep certain information confidential in nature. Moreover, the researcher should ensure that no
personal information is asked to the respondents in the manner of not hurting their sentiments or
9

emotions. In the course of conducting research work, researcher needs to ensure that research is
conducted in accordance with research objectives so that potential outcome can be attained. It is
the responsibility of researcher to make sure that the research objectives are achieved through
conduct of research into consideration. Along with this researcher research requires to consider
the aspect to time and cost into appropriate action as to proper management of the research
activities in effective manner. The investigator needs to collect all the relevant information by
authentic and reliable sources (De Gieter, Hofmans and Pepermans, 2011). It can be said that the
researcher is responsible to conduct research work as per the established guidelines and
principles. It is essential for researcher to take into consideration all ethical norms prevalent
while conducting research work.
Validity and Reliability of research
It is constitutional for investigator to produce the valid and reliable results by conduct of
research work in proper manner. Henceforth, validity and reliability are considered to be two
important aspects for the research conducted. In order to satisfy criterion of validity, the
researcher needs to extract information from authentic sources. The research is said to be valid in
nature when reliable and valid outcomes are drawn. On other side, a research is said to be
reliable in nature when similar outcomes are derived under different circumstances. In present
case, the researcher has ensured that the information is extracted from authentic or reliable
sources. Moreover, the suitable methods are used for the purpose of executing investigation work
in appropriate manner. Henceforth, it can be claimed that the researcher has ensured that the
research work satisfies criteria of validity and reliability. It can be therefore said that the study
proposed herewith proves to be valid and reliable in nature.
10

Chapter 4: Data Analysis
This describes as an essential part of research project that helps the researcher in
analysing the accumulated data and information with suitable method of technique. A suitable
tool is effective in reaching at the potential outcome of the research in which issue of research is
resolved through the evidence of relevant data or information. In the present exploration work
thematic analysis has been applied by the researcher as in this themes are prepared on the basis
of the questions of questionnaire (Greer and Payne, 2014). Thematic analysis is appropriate for
discussing the opinion of respondents with the help of graphs or charts. This section is effective
for reaching at the potential outcome of the research by analysing pre-defined aims and
objectives of the research.
Questionnaire
Q1) Are you aware about the concept of labour turnover or absenteeism in the
context of business?
Frequency
Aware 28
Not Aware 2
Q2) What issues arises through the emergence of extra labour turnover and
absenteeism within working environment of Crown Plaza?
Frequency
Less Profitability 10
Decreasing employee moral 10
Downfall in business performance 10
Q3) What are the major causes of absenteeism within an organisational
environment?
Frequency
Bullying and Harassment 8
Burnout stress and low morale 7
Disengagement 10
Depression 5
Q4) What are the major causes of employee turnover in Hotel Industry? Frequency
11

Lack of growth and progression 10
Being Overworked 8
Lack of feedbacks and Recognition 6
Less opportunity for decision making 6
Q5) What influence has high employee turnover on organisational performance? Frequency
Positive 4
Negative 26
Q6) Does the high staff turnover has direct impact on the overall business
operations of The Hotel Crown Plaza?
Frequency
Yes 25
No 2
Neutral 3
Q7) Which tools are used by Hotel Crown Plaza for reducing staff turnover
within the workplace?
Frequency
Merit Raises 5
Promotions 10
Flexible Schedule 8
Developing incentive policies 7
Q8) Does absenteeism has direct influence on the productivity of Hotel Crown
Plaza?
Frequency
Yes 26
No 2
Neutral 2
Q9) What is the major focused area for Hotel Crown Plaza to attain higher
competitive edge within the market place?
Frequency
12

Reduction in employee Turnover 12
Decreasing Absenteeism 6
Increasing Productivity 7
Enhancing Brand Image 5
Q10) Provide recommendation to Hotel Crown Plaza to generate higher
profitability of growth within the commercial centre.
13

Theme 1: People are aware about the concept of labour turnover or absenteeism in the terms
of business.
Q1) Are you aware about the concept of labour turnover or absenteeism in the
context of business?
Frequency
Aware 28
Not Aware 2
Interpretation:
From the description of the above given report it has been interpreted that 28 out of 30
respondents are aware about the concept of labour turnover or absenteeism in the terms of
business. Remaining 2 people are not aware about the same due to lack of knowledge or any
other issue.
14
28
2
Aware
Not Aware

Theme 2: Different issues arises through the emergence of extra labour turnover and
absenteeism within working environment of Crown Plaza.
Q2) What issues arises through the emergence of extra labour turnover and
absenteeism within working environment of Crown Plaza?
Frequency
Less Profitability 10
Decreasing employee moral 10
Downfall in business performance 10
Interpretation:
The above mentioned graph represents that different issues are arises through the
emergence of extra labour turnover and absenteeism within working environment of Crown
Plaza. Respondents provide equal concern to each aspect like Less productivity, decreasing
employee moral, downfall in business performance.
15
10
10
10
Less Profitability
Decreasing employee moral
Downfall in business
performance

Theme 3: There are various causes of absenteeism within an organisational environment.
Q3) What are the major causes of absenteeism within an organisational
environment?
Frequency
Bullying and Harassment 8
Burnout stress and low morale 7
Disengagement 10
Depression 5
Interpretation:
From the detailed analysis of the report it has been founded that there are various causes
of absenteeism within an organisational environment of a Hotel Industry. 8 out of 30 respondents
go with the option of Bullying and harassment, 7 are in the favour of Burnout stress and low
morale, 10 people said that disengagement is the major cause and remaining people go with the
option of depression.
16
8
7
10
5
Bullying and Harassment
Burnout stress and low morale
Disengagement
Depression

Theme 4: Different major causes of employee turnover in Hotel Industry.
Q4) What are the major causes of employee turnover in Hotel Industry? Frequency
Lack of growth and progression 10
Being Overworked 8
Lack of feedbacks and Recognition 6
Less opportunity for decision making 6
Interpretation
According the survey report it has been determined that there are various reasons of
causing high staff turnover within the hotel industry. 10 out of 30 people said that lack of growth
and progression is the potential cause, 8 are in favour of being overworked, 6 people go with the
option of lack of feedbacks and recognition and remaining people select the aspect of less
opportunities for decision making.
17
10
8
6
6
Lack of growth and progression
Being Overworked
Lack of feedbacks and
Recognition
Less opportunity for decision
making

Theme 5: Employee turnover majorly has negative influence on the performance of an
organisation.
Q5) What influence has high employee turnover on organisational
performance?
Frequency
Positive 4
Negative 26
Interpretation:
From above given discussion it has been analysed that 26 out of 30 people said that
employee turnover majorly has negative influence on the performance of an organisation. 4
people said that employee turnover said that employee turn over has positive influence on the
firm or its operations.
18
4
26
Positive
Negative

Theme 6: The high staff turnover has direct impact on the overall business operations of The
Hotel Crown Plaza.
Q6) Does the high staff turnover has direct impact on the overall business
operations of The Hotel Crown Plaza?
Frequency
Yes 25
No 2
Neutral 3
Interpretation:
As per the detailed analysis of the chart it has been evaluated that 25 out 30 respondents
are in favour with this argument that the high staff turnover has direct impact on the overall
business operations of The Hotel Crown Plaza and 2 people are not in favour with the same and
remaining people are neutral about this as they are not giving any kind of discussion on this.
19
25
2
3
Yes
No
Neutral

Theme 7: There are various tools that are used by Hotel Crown Plaza for reducing staff
turnover within the workplace.
Q7) Which tools are used by Hotel Crown Plaza for reducing staff turnover
within the workplace?
Frequency
Merit Raises 5
Promotions 10
Flexible Schedule 8
Developing incentive policies 7
Interpretation
According to the description of the chart it has been interpreted that there are various
tools that are used by Hotel Crown Plaza for reducing staff turnover within the workplace. 8 out
of 30 people go with merit raises, 10 people select the option of promotion, 8 respondent said
that flexible schedule is more suitable tool and remaining people are in favour of developing
incentives policies.
20
5
10 8
7
Merit Raises
Promotions
Flexible Schedule
Developing incentive policies

Theme 8: Absenteeism has direct influence on the productivity of Hotel Crown Plaza.
Q8) Does absenteeism has direct influence on the productivity of Hotel Crown
Plaza?
Frequency
Yes 26
No 2
Neutral 2
Interpretation:
The descriptive analysis of the research has been evaluated that 26 out of 30 respondents
are agree with this statement that absenteeism has direct influence on the productivity of Hotel
Crown Plaza. 2 people are not agree with the same and remaining people are not giving any
concern on this argument.
21
26
2
2
Yes
No
Neutral

Theme 9: The major focused area for Hotel Crown Plaza to attain higher competitive edge
within the market place.
Q9) What is the major focused area for Hotel Crown Plaza to attain higher
competitive edge within the market place?
Frequency
Reduction in employee Turnover 12
Decreasing Absenteeism 6
Increasing Productivity 7
Enhancing Brand Image 5
Interpretation :
According to the above given report it has been analysed that there are different focused
area for Hotel Crown Plaza to attain higher competitive edge within the market place like
reduction in employee turnover, decreasing absenteeism, increasing productivity and enhancing
brand image.
22
12
6
7
5
Reduction in employee
Turnover
Decreasing Absenteeism
Increasing Productivity
Enhancing Brand Image

Chapter 5: Conclusion and Recommendation
Conclusion
From the detailed analysis of the project it has been concluded that labour turnover and
absenteeism is considered as a major issue within the working environment of hotel industry.
Employees are refers as the key aspect for the growth and development of small as well as large
business enterprises. The profitability and growth of the firm is based on the performance of
employees, so it is essential for each business especially service industry to sustain their
employees in respect to attaining higher growth and success within the market place. The above
description of literature explore that in this modern business environment the major concern of
each business is to reduce extra employee turnover and absenteeism in order to generate higher
profitability and growth. Absenteeism is also recognised as the major issue which has direct
impact on the operations of a firm at large extent. The major concern of hotel industry is to
decrease absenteeism in respect to maintaining their offerings and provide appropriate facilities
to their final users. Hotel industry is widely focused on providing various benefits to their staff
members in order to retain them for long run of business operations.
Recommendation
As per the detailed analysis of the project it has been recommended that high staff
turnover and absenteeism is determined as a crucial issue for business. As a large business
enterprises Hotel Crown Plaza is majorly concern on reducing extra employee turnover and
absenteeism in respect to enhancing the market performance of the firm. Company should
positively manage their human resource in respect to moving forward towards attaining growth
and success. Company should also provide appropriate training session in regards to developing
the working capabilities to their new as well as old employees, thus this create value in
sustainability of the employees within the work place. Human resource department and HR
manager of Hotel Crown Plaza can ensure to develop a good working environment with fair
management and also need to offer a good compensation packages with added facility on which
employees mind stuck on the point that they are not discriminated with the system and they
could have good compensation packaged by these pay structure they can manage a standard life.
This cause higher sustainability of the employees within the work place.
23

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APPENDIX
Questionnaire
Name:
Age:
Gender:
Email Id:
Address:
Q1) Are you aware about the concept of labour turnover or absenteeism in the context of
business?
Aware
Not Aware
Q2) What issues arises through the emergence of extra labour turnover and absenteeism within
working environment of Crown Plaza?
Less Profitability
Decreasing employee moral
Downfall in business performance
Q3) What are the major causes of absenteeism within an organisational environment?
Bullying and Harassment
Burnout stress and low morale
Disengagement
Depression
Q4) What are the major causes of employee turnover in Hotel Industry?
Lack of growth and progression
Being Overworked
Lack of feedbacks and Recognition
Less opportunity for decision making
Q5) What influence has high employee turnover on organisational performance?
Positive
Negative
Q6) Does the high staff turnover has direct impact on the overall business operations of The
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