Employee Turnover and Hotel Satisfaction

This assignment examines employee turnover within the hospitality industry, specifically focusing on Tower Hotel London. It utilizes a questionnaire to gather employee perspectives on various factors influencing their satisfaction and potential departure. The analysis explores topics such as salary expectations, working conditions, career advancement opportunities, management decisions, performance evaluations, and retirement benefits. The goal is to identify key areas for improvement within the hotel organization to reduce employee turnover.

RESEARCH PROJECT

Table of Contents
INTRODUCTION...........................................................................................................................4
Background of the study..............................................................................................................4
Rationale of the study..................................................................................................................5
Research aims and objectives......................................................................................................5
Research questions.......................................................................................................................6
IMPORTANCE OF THE STUDY..................................................................................................6
LITERATURE REVIEW................................................................................................................6
Concept of staff turnover.............................................................................................................6
Causes or reasons of high turnover in an organization................................................................7
Impact of high staff turnover on firm’s performance..................................................................8
Strategies to minimize excessive labor turnover..........................................................................9
METHODOLOGY........................................................................................................................10
PROPOSED TIME SCALE..........................................................................................................12
DATA ANALYSIS AND FINDINGS..........................................................................................14
SUMMARY & CONCLUSION....................................................................................................21
REFERENCES..............................................................................................................................22

INTRODUCTION
Title: “To analyze the factors that leads to the high labor turnover in hospitality industry, A case
study of Tower Hotel London.
Background of the study
Hospitality industry is a service-based industry that aims at rendering superb & excellent
quality products & services to their target audiences like luxurious accommodation facilities,
food & beverages (F&B), lodging, sports, gaming, entertainment & many others. The success
and growth of the industry is extremely depends upon the quality & performance of their
workers, because passionate, enthusiastic, dedicative, hard-worker, sincere & genuine workers
results in exceeding audience satisfaction or vice-versa. Hoteliers do not only require to just
recruiting the best individual that has excellent knowledge base, but also, make it ensure that the
associated staff will be willing to run for a prolonged period (Cahuc, Charlot and Malherbet,
2016). It is obvious that satisfied worker does not wish to depart the organization quickly and
also will be ready to work hard for a longer time span. Still, currently, in the practical corporate
world, there are number of organizations who are facing difficulties and issues of high labor
turnover, as workers are looking for other advanced and better employment opportunities for
creating bright career (Li, Kim and Zhao 2017). Here, turnover refers to leaving an organization
very frequently or in shorter time span may be due to different reasons like ineffective working
practices, strict rules and regulations, less salary, poor and unhealthier relationship at the
workplace & others. Tower Hotel London provides superb and exceptional accommodation
facilities to their target audiences. It was opened in the year 1972 & remodeled again in the year
2009. It provides luxurious accommodation services to their audiences through providing them
unique offerings in the hotel room such as TV, Wi-Fi, dishwasher and many others. It welcome
guests with the complimentary English breakfast. Moreover, it also provides food and beverage
facilities in its restaurants based on British cuisine. Apart from this, it provides services like bar,
entertainment, swimming pool, fitness, sports, gym services & others. Although the hotel has
excellent and superior audience base, still, currently high staff turnover caused number of
hurdles for the hotel which leads to poor functionality of the business. It not only affects the
internal functioning and strategic management but also affects customer satisfaction to a large

extent (Tower Hotel London, 2016). The reason behind this is in the hospitality sector,
effectiveness or superiority of the services rendered by the employees affects the consumers
whilst, recruitment of the new employees to replace the departed are not trained at the initial
point, as a result, their services delivery not looks as effective as the well-trained workers leads
to audience dissatisfaction. Therefore, the main target of conducting this study is to identify that
what are the reasons that caused dissatisfaction among employees and as a result they decides to
depart or leave the hotel. Moreover, it will also identify the most suitable strategies to overcome
high labour turnover and assure longevity and retention of the workforce.
Rationale of the study
In the today’s corporate world, employees became the centre or most crucial assets of the
organization. Every company either commercial establishment or service rendering firm delivers
goods & services to their clients through their staff members. Therefore, they need talented,
well-trained, sincere & dedicative worker base, hiring the best member ones is not only
sufficient, but companies also look after their employee’s retention. More importantly, in the
hospitality sector, success driven by the talented employees base that satisfy consumers through
giving services exactly in line with their requirement (Faia, Lechthaler and Merkl, 2014).
However, retention of the workers is an area of concern for the hotels to retain their existing
people in the organization for longevity period and meet set organizational targets. Therefore,
this investigation is conducted to investigate various factors that results into excessive staff
turnover and what are the prevention ways to combat the same & retain talented workers for
longer duration.
Research aims and objectives
Aims: To investigate the factors that results in high staff turnover in the hospitality sector, A
case study of Tower of London
Research objectives:
RO 1: To clearly understand the concept of high staff turnover in hospitality industry
RO 2: To identify the causes or reasons of high labor turnover in Tower Hotel London

RO 3: To examine the effect of high staff turnover on the Tower Hotel London’s operational
performance
RO 4: To recommend the best strategy to overcome issues of high turnover resulting employees
longevity
Research questions
RQ: 1 What is the meaning of high labor turnover?
RQ: 2.What are the reasons that caused high turnover rate at the workplace in the Tower Hotel
London?
RQ: 3 How excessive staff turnover impacts the operational performance of the hotel?
RQ: 4. What are the areas that assists hotelier to bring improvements in their performance
through reduction in high labor turnover?
IMPORTANCE OF THE STUDY
The study will provide many benefits to the hoteliers to combat the issues of excessive
turnover and retain the knowledgeable or talented people base in the organization. Moreover,
scholars or investigators who desire to carry out a study in similar area can use this study as a
conceptual base and support the study with the adequate theories and models. Apart from this
other companies who operate in the corporate field can identify the strategies that are fruitful to
retain talented individuals in the business for meeting out targets. Other than this, researcher has
also chosen concern study because it allows the researcher to gain information about staff
turnover. It will benefit researcher in the future while working with any big organization. It also
enhances the knowledge of researcher in regard to methods which can be employed for meeting
outcomes of investigation. Learning level has been advanced from the section of study which is
beneficial for continuous improvement.

LITERATUREREVIEW
Concept of staff turnover
Staff turnover is one of the most imperative facets of workforce strategic planning
process. With the globalized corporate world, it becomes the basic necessity for every
organization to satisfy their workers in order to retain their talented workers for a long period and
reduce turnover. In the light of the findings of Karatepe(2013), the concept of staff turnover has
been clearly explained as a ratio between the entrance of new employees and departure of the
existing workforce from the organization. Here, the study used the term departure in both the
sense either the leaving decision is voluntary separation or retirement. However, in the other
study by Park and Shaw (2013), workers turnover has been measured as a rate at which company
recruit new individuals to replace those members who have resigned the job. It is the basic
requirement for every business to have required number of people to cater their target audiences
requirements, thus, if any of the employee decides to leave, then they obviously has to replace
the vacant post by recruiting other members measured as turnover rate.
Unlike this, Kim (2014), suggested that turnover is just a rotation of the workers in the
labor market in different companies. However, in the context of an organization, it can be
regarded as the number of employee’s resignation or termination, thus, it covers both the
voluntary as well as compulsory exit. Exceeding turnover creates negative effect to the business
costs and the capabilities to deliver at least minimum required services to the clients on the
correct time. It is because, in order to replace the existing employee, company has to recruit
more number and bear cost, again, HR professionals need to train them to develop minimum
basic skills & competencies, so that, target consumers can be satisfied effectively.
Mowday, Porter and Steers (2013) defined voluntary turnover as departure from the
organization as per own choice, interest & discretion whereas involuntary exit may be the result
of worker’s death, retirement, termination or dismissal and others.
Causes or reasons of high turnover in an organization
There are lots of reasons that might encourage an individual to leave an organization.
According to the views of Faia, Lechthaler and Merkl (2014), it is broadly separated into two
parts that are organizational factor & job related factors. Under the first, employees may decides

to switch off from an organization if there is a lack of stability of the management, ineffective
working conditions & practices & others. Unlike this, factors that are directly related to the
individual’s job such as poor economic condition, lack of possibility of better appraisal, less
opportunities for the career growth & advancement and others.
The study conducted by Cahuc, Charlot and Malherbet (2016), evident economic model
and showed that workers often leave an organization due to financial situation. It means that high
salary is the first & foremost prior requirement of an organization and if they did not receive
good salary and remuneration in return for the rendered services then obviously, they will get
dissatisfied & willing to search other job opportunities. However, on the contrary side, Lang,
Kern and Zapf, (2016), presented that now-a-days, pay structure gains less importance over other
factors such as career promotion, management, working environment & job satisfaction. As per
the study, companies who design reward programs as an essential system of integration through
which companies can direct their people efforts towards the corporate strategies and goals. Here,
promotion, bonuses, incentive schemes, job enrichment & others results in higher satisfactions
whereas ineffective reward system leads to maximize the rate of departure decisions by workers.
The study also presented that the relationship between managers & workers also plays a crucial
role in retention of the workforce, because strong, happier & healthier relationships encourage
people to stay in the business otherwise leads to exceed turnover.
Chênevert, Jourdain and Vandenberghe (2016), discovered that establishments who do
not provides fringe benefits to their workers as an indirect way of rewarding & motivation also
may threaten with high turnover or vice-versa. Apart from this, leadership style is really very
important to cope with the work stress and pressure. Ineffective or poor leading style improves
the possibility or occurrence of departure decisions whilst participative style that invites
employees in managerial decisions proven successful to create better relationship with the
workers.
Despite this, Li, Kim and Zhao (2017), founded training and development sessions as a
reason for exit. It creates a positive environment at the workplace that leads to design free
communication and make employees good knowledgeable, which in turn, build self-
development. Thus, various forms of T&D satisfy workers as gaining skills is fruitful for them

for their professional growth, however, companies who do not introduce or conduct T&D
programs results in dissatisfaction of workers at a high turnover.
Impact of high staff turnover on firm’s performance
As per the views ofColes and Mortensen (2016), high staff turnover has a direct negative
impact to the corporation in various ways. Hiring new individuals at the job and high rate of their
departure bring requirement for the business to recruit more candidates to replace the vacant
place results in high cost and less return. Thus, the operational performance in terms of
profitability came down AlBattat and Som (2013), founded that leaving decisions by the
employees quickly creates negative impact to the corporation, henceforth, prospective employees
might think that the organization is not maintained better working conditions, do not provides
better salary, reward, training & development and career growth and advancement opportunities
as a result, they will not be ready to join the organization and render services to them.
However, in the study of Purce (2014)it has been observed that it does not only creative
negative corporate reputation in the mind of new joinnes, but also create adverse impact to the
existing workforce. It is because, high separation or departure decisions influence the existing
workforce negatively, therefore, they might decide to resign the job. At the same time,
employees directly interacts with the consumers, therefore, it also affects customer loyalty also.
It is because, regular interaction with the employees and workers create a social relationship
among them, therefore, every-time, if audience has to interact with other, then they might be
dissatisfied.
Strategies to minimize excessive labor turnover
There are various strategies used by the establishments to reduce staff turnover and attain
defined goals. According to the views of Li, Xu and Li (2016), recruitment process must be aims
at hiring the best or suitable candidate as per the job requirement of an organization. It creates a
positive interaction with the potential applicants and they will be ready to join the corporation.
Now-a-days, companies also look after their talented workers to retain them and ensure
employees longevity. They employ best strategies to stay knowledgeable, talented, creative &
best workers.

Leadership also plays an important role in satisfying workers, which in turn, they will be
ready to work with the organization for a longer duration.Chênevert, Jourdain and Vandenberghe
(2016) studied that effective leadership style such as participative, also called democratic style is
of vital significant, in which, managers considers the value of their personnel and invite them in
the decision-making process to come and express their thoughts, ideas, suggestions & unique
strategies.
Contrary to this, Baron, Franklin and Hmieleski (2016), suggested that now-a-days, every
individuals wants to make an effective balance between their personal as well as professional
life. Therefore, they give much importance to the job timing and other flexible working
practices. Henceforth, companies has to provides various flexible working arrangements like
part-time working, job sharing, online worker, voluntary work, work from home and many
others.
In the study of Faia, Lechthaler and Merkl (2014) training and development has been
discovered as an important way to provide opportunities to their employees for their self-
development and growth through getting in-depth knowledge of various work. It enable workers
to maximize their skills, talent & competencies to a great extent, as a result, they can get good
job opportunities in the future period and make their career brighter and stronger.
However, on the critical note, Kim (2014), commented that motivation of the workers is
also really very important to encourage and positively influence their staff to work passionately
and high level of dedication. With the help of this, employees can be motivated and inspired by
the leaders and managers to work with extra efforts to achieve their job targets successfully. As
a result, firm will be able to reach their targeted goals.
METHODOLOGY
Research approach: Deductive approach reasoning works towards moving general from
specific through hypothesis creation whilst inductive moves from specific to generalized
concepts, so that, new theory or model can be emerged or introduced (Mackey and Gass, 2015).
Current study supports inductive approach, in which, research questions has been formulated to
address and evaluate the concepts effectively and thereafter suggests new concepts or areas

where Tower Hotel London needs to focus to reduce high rate of staff turnover and retain their
workforce.
Research philosophy: The belief of the researcher how he or she believes in the
available phenomenon and test its claim to know the truth is called philosophy. Positivism works
on hypothesis to test the claim through applying various statistical and financial tools whilst anti-
positivist is just opposed and support qualitative researches(Flick, 2015). Looking the current
area of investigation, interpretivism paradigm has been applied to interpret the results in an
effective manner, so that, the responsible reasons along with the effect of excessive turnover on
business performance can be analyzed.
Research type: Quantitative studies follows numerical data and mathematical figures and
transform it into meaningful or useful manner to analyze through the best statistical look. For
instance, SPSS is often used by such scholars to examine the research issue. Unlike this,
qualitative studies use non-numerical data and information for the research purpose (Taylor,
Bogdan and DeVault, 2015). Considering both, current study applied qualitative research, in
which, information will be gathered to inquire the causes of high labor turnover in Tower Hotel
London.
Data collection: Out of primary & secondary, first gather data through conducting an
orginal investigation by the scholar whereas later is just opposed which do not conduct any real
investigation and use already available data source to reach the solution. Here, with the current
study, it is about to inspect that what are the responsible reasons for high staff turnover and its
consequences as well on the business (Glesne, 2015). Therefore, it will conduct a survey of
current employees of Tower Hotel London through designing a structured questionnaire. It has
been designed in two sections, one provides demographic information whereas second provides
the causes of workers departure decisions. Moreover, its effect on the business and strategies of
the business to reduce turnover will be gathered to thoroughly analyze the study.
Sample: Probabilistic also called random sampling technique has been used and
researcher has selected 20 employees of Tower Hotel London on a random basis without any
biasness. It is chosen to select the representative sample of overall universe (Smith, 2015).

Data analysis: Data will be analyzed through creating themes considering the findings of
the study. Thematic analytical technique is the most suitable way of evaluating gathered and
obtained data set in qualitative study (Panneerselvam, 2014). Moreover, for the effective
presentation of the data, it will be presented in graphical order through creating various graphs
such as pie diagram, bar diagram & column graph as well. Theme pinpoints and analyzes the
pattern of the phenomenon regards to the study and helps to drawn a right conclusion of the
study.
Ethical implications: Privacy of the data is maintained properly through keeping filled
web questionnaire electronically in computer through password setting. Data Protection law also
has been followed throughout the investigation for the security of confidential information.
However, secondary data has been given by proper credit to the ensure credibility through the
right source as per Harvard reference style (Vaioleti, 2016). Along with this, privacy of the data
has been maintained to safeguard the information or responses provided by the employees.
Limitations: Time-constraint is the prior most important limitation of the present
investigation, because the process of designing questionnaire and receiving it back from the
respondents takes time. This is the main reason behind the selection of web survey through
drafting web questionnaire.
PROPOSED TIME SCALE
Gantt chart
Activity (duration in weeks) 1 2 3 4 5 6 7 8 9 10 11 12
Selection of the topic
Briefly understanding the issue
rationale behind the study
collecting secondary information to
conduct literature
Collecting primary information to conduct
survey
Data analysis
Evaluation, findings and analysis
Recommendation
Conclusion
Submitting to the tutor

Required changes
Submission of modified report
Every company wants to enhance efficiency of employees which lead to increase
productivity of the overall organisation. In context to this there are different types of methods
and techniques which are the most helpful for firms in order to decline high turnover of labour
(Jacobsen, 2017). It can be recommended to the management of Tower Hotel London that it
needs to make effective strategies for motivate the employees and co-workers by which they
become more efficient. In context to this it should select and recruit highly skilled as well as
talented candidates in the company. Such types of candidates know that how to complete the
work or task which is allocated in proper manner and on time. Better and skilled employees not
requires more training and development programs by which expenses of such programs will not
there. Lower the cost help to enhance productivity of labour and Tower Hotel London as well.
In addition to this, the respective company should provide job securities to the employees
which is very helpful for it in order to reduce turnover as well as increase efficiency of them. It
requires to allow employees for share their opinions as well as ideas within the workplace which
helps to create values of the employees make them more efficient. Apart from this key
recommendation to the Tower Hotel London that it should arrange or organise training and
development programs on continuously basis. With such types of programs the company able to
make new and existing employees more as well as highly talented and skilled. Further, it can be
stated that high skills and talents lead to complete particular task in proper manner without
incurring extra times and costs. Hence, turnover of the employees will ultimately reduce and the
Tower Hotel London will become more productive in the hospitality industry.
Moreover, the company needs to provide different compensations as well as benefits to
the employees in terms of monetary and non monetary both. It helps to motivate and complete
the task in proper and effective way. Along with this Tower Hotel London should pay attention
towards employees in order to establish better employee relations at the workplace. By this it
will be able to make the working environment effective and more productive further; cost is to be
control in appropriate manner (Shroff, 2016). Furthermore, the company must provide training to
the employees in order to manage time and make balance between personal as well as
professional life. By this strategy the employees able to complete the tasks allocated on or before
deadline without incurring extra costs.

Along with the above mentioned strategies, it can be suggested to the management of
Tower Hotel London that it needs to set goals and communicate about this with the potential
employees of hotel. When they know that what is to be achieved then it is easy for them to
complete particular allotted task and objectives. Further, the company needs to provide different
benefits and bonuses to existing employees as well as pension schemes to the retired employees.
Hence, it can be said that the management should apply and adopt all the above mentioned
strategies for reduce turnover of labour and enhance efficiency as well at the workplace.
DATA ANALYSIS
Data analysis is the process which is undertaken by the researcher to analyze qualitative
facts and figures. In the present investigation, to analyze the causes and effect of high labor
turnover at Tower Hotel, London, thematic perception test technique has been undertaken by
scholar. According to such technique, several themes have been prepared the researcher on the
basis of employee’s response. Along with this, all the findings also have been supported the
researcher from secondary data. Hence, by considering all such aspects solution of the issue has
been presented by researcher in the best possible way.
Theme 1: Standard salary and good designation is expected by the employees at the time of
joining
Particulars Views of respondents % of respondents
Standard salary structure 6 30%
Medical and other
allowances
5 25%
Better designation 6 30%
Suitable location 3 15%
Total 20 100%

Standard
salary
structure
Medical and
other
allowances
Better
designation Suitable
location
0%
5%
10%
15%
20%
25%
30%
35%
% of respondents
% of respondents
The above mentioned table presents that 60% respondents employee said that they expect
high salary structure and designation at the time of joining. By doing literature it has been
assessed that salary or income level are the main factors that highly affect living pattern or style
of personnel. Further, designation and working activities which are offered by the firm to
personnel have high impact on their satisfaction level. Hence, result of survey shows that
personnel also expect good designation and salary from the unit. On the other side, 25%
personnel stated that they focus on medical and other allowances while making decision about
joining to any organization. On the contrary to this, 15% respondents consider job location while
start working with the firm as an employee.
Theme 2: Personnel are dissatisfied from the working time of Tower hotel, London
Particulars Views of respondents % of respondents
Yes 12 60%
No 8 40%
Total 20 100%

Yes No
0%
10%
20%
30%
40%
50%
60%
70%
% of respondents
% of respondents
From survey, it has been assessed that 60% employees are not satisfied from the working
time of Tower hotel. One of the respondents said that timing issues create difficulties in front of
them in relation to managing both personal and professional life. Secondary data evaluation
presents that time is the main cause of high labor turnover. Due to the high level of frustration
employees take decision in relation to leaving the organization. In contrast to this, 40% personnel
are satisfied from the timing hours of hotel. They said that only at the time of peak load company
places emphasis on stretching or extending the timing hours.
Theme 3: Working environment of Tower Hotel is not highly effective
Particulars Views of respondents % of respondents
Agree 2 10%
Strongly agree 3 15%
Neutral 4 20%
Disagree 5 25%
Strongly disagree 6 30%
Total 20 100%

Agree Strongly
agree Neutral Disagree Strongly
disagree
0%
5%
10%
15%
20%
25%
30%
35%
% of respondents
% of respondents
Outcome of survey entails that 30% respondents strongly disagreed and 25% disagreed
with the statement working environment of Tower Hotel is effective. Some of the respondents
said that hotel unit does not organize any kind of motivational programs. Along with this, there is
a lack of team culture which in turn negatively impacts the productivity aspect of personnel. On
the other side, 25% respondents gave their responses in the support of working environment of
hotel unit. They said that managers encourage them to present new ideas which make
contribution in organizational growth and success.
Theme 4: Lack of career growth opportunities is the main cause of high employee turnover
Particulars Views of respondents % of respondents
Lack of career advancement
opportunities
6 30%
Working conditions 4 20%
Insufficient salary 5 25%
Lack of training session 5 25%
Total 20 100%

Lack of career
advancement
opportunities
Working
conditions Insufficient
salary Lack of
training
session
0%
5%
10%
15%
20%
25%
30%
35%
% of respondents
% of respondents
By doing primary data investigation, it has been identified that most of the respondents
such as 30% personnel stated that lack of career growth and advancement is the main cause of
employee turnover. This aspect can be supported from literature review section which clearly
presents that now personnel prefer to stay in the organization which offers opportunities to them
in relation to building bright future. On the other side, 50% respondents presented that usually
they take decision in relation to leaving the organization when there is lack of training session
and ineffective salary structure exist. Besides this, 20% respondents of Tower hotel stated that
ineffective working condition compelled them to leave the organization.
Theme 5: Employees are facing issues due to the ineffectual decisions taken by higher
management.
Particulars Views of respondents % of respondents
Yes 14 70%
No 6 30%
Total 20 100%

Yes No
0%
10%
20%
30%
40%
50%
60%
70%
80%
% of respondents
% of respondents
Tabular presentation clearly shows that 70% employees of Tower hotel are not satisfied
from the decisions taken by the team of higher management. One of the respondents said that
senior managers take decision by considering the perspective and profit margin of company. It
shows that business unit highly avoids the sentiments and feelings of personnel. Literature
review section presents that now individuals like to work with the organization which respect the
feelings and suggestions of personnel. On the other hand, 30% respondents stated that they are
not facing problem from the policies framed and introduced by the team of higher management.
Theme 6: Employees feel that performance evaluation criteria undertaken by hospitality unit are
biased
Particulars Views of respondents % of respondents
Agree 4 20%
Strongly agree 6 30%
Neutral 5 25%
Disagree 2 10%
Strongly disagree 3 15%
Total 20 100%

Agree Strongly
agree Neutral Disagree Strongly
disagree
0%
5%
10%
15%
20%
25%
30%
35%
% of respondents
% of respondents
It has been identified from survey that approximately 75% said that performance
evaluation as well as reward and recognition program organized by Tower hotel is biased. From
secondary data investigation, it has been assessed that employees feel de-motivated when they do
not have ideas about the aspects undertaken by the team of senior management. Hence, it is one
of the main aspect due to which employees of hotel unit that team of senior management is
partial. Further, dissatisfaction in relation to such aspect may result into high absenteeism and
thereby turnover. On the other hands, 25% employees mentioned that they do not agree
management is partial while making evaluation of employee performance.
Theme 7: Lack of retirement benefits negatively affect the satisfaction level of personnel
negatively
Particulars Views of respondents % of respondents
Yes 13 65%
No 7 35%
Total 20 100%

Yes No
0%
10%
20%
30%
40%
50%
60%
70%
% of respondents
% of respondents
In survey, 65% respondents supported that retirement benefits is the main elements that
encouraged them to stay longer within the firm. The rationale behind this, now individuals are
highly concerned in relation to the aspects of job security. Along with this, concern towards the
near future also encourages people to work with the organization which offer retirement benefits
and pension plan scheme to the people. Hence, it may one of the causes due to which labor
turnover at Tower hotel, London increased with the very high pace. On the other side, 35%
respondents imply that they lay more focus on salary aspect. Moreover, when individual enjoy
sound salary structure then he has opportunity to invest money in the highly profitable
investment proposals. It shows that, salary highly matters for 7 personnel rather than retirement
benefits.
Theme 8: Personnel demand for improvement regarding the Health care and overtime policy as
well as benefits
Particulars Views of respondents % of respondents
Health care benefit policy 8 40%
Safety aspects 8 20%
Overtime policy and
associated benefits
4 40%
Total 20 100%

Health care
benefit policy Safety aspects Overtime policy
and associated
benefits
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
% of respondents
% of respondents
Graph shows that now along with the salary employees give more priority to the health
care and overtime policy undertaken by the firm. 40% respondents said that health care benefits
offered by the firm in terms of insurance encourage them to work and stay longer. In contrast to
this, 40% employees of tower London present that company needs to make improvement in the
overtime wage policy for reducing the level of high labor turnover.
DISCUSSION AND FINDINGS
According to above analysis, it can be stated that staff turnover is one of the most
imperative facets of workforce strategic planning process. With the globalized corporate world, it
becomes the basic necessity for every organization to satisfy their workers in order to retain their
talented workers for a long period and reduce turnover. Primary data collection also reflects that
overall outcome in regard to cost of operation might be affected due to high ratio of staff
turnover ratio. Moreover, employees of tower London present that company needs to make
improvement in the overtime wage policy for reducing the level of high labor turnover. Along
with this, individuals are highly concerned in relation to the aspects of job security. Along with
this, concern towards the near future also encourages people to work with the organization which
offer retirement benefits and pension plan scheme to the people.Moreover, the company needs to
provide different compensations as well as benefits to the employees in terms of monetary and
non monetary both. It helps to motivate and complete the task in proper and effective way. Along
with this Tower Hotel London should pay attention towards employees in order to establish

better employee relations at the workplace. Overall outcome of both primary and secondary data
indicates that staff turnover is considered as critical aspect which might affect the overall
performance.
SUMMARY &CONCLUSION
As per the conducted investigation, it can be summarized that retaining the existing
workforce for the establishments is very necessary for each and every corporations to retain
talented, dedicated, enthusiastic and trained people in the organization. Maintaining stronger
relationship with the employees and satisfying them through effectively helps businesses to
assure employees longevity. From the report, it has been investigated that training &
development, career growth plans, effective reward mechanism, healthier & familiar workplace
environment, right selection of the leadership & management style and giving value to the
contribution of the workers helps to satisfy them. As a result, personnel will be willing to stay
with the organization for a longer period leads to reduce high turnover rate.
Limitations of overall study
During the research some limitations were faced by the researcher. In addition to this, it
can be said that lack of timing is one of key issue which impacts the overall outcome of study.
Current study does not have enough time to give answer of each question of questionnaire in
apposite manner. Along with this, secondary sources availability is not appropriate which also
create obstacles for the study. It might affect effectiveness of overall study so experts need to
ensure about it effectively.
Recommendation for future research
In order to have better understanding about the subject the further study can be carried
out. Study on methods to improve staffing aspects will be beneficial because it will assist in
understanding ways that help in dealing with issues.
Recommendation on outcome
There are number of methods that an organization can consider for dealing with staff
turnover ratio. For example, changes in HR policies is one of most critical aspect which assist in
dealing with issue and lead business firm to impressive level of success. Moreover, improvement

in standards is also a key benefit which organization need to be consider for sustainable
development. Regular interaction will assist in understanding the issues and help in decision
making process regarding staff turnover.

REFERENCES
Books and Journals
AlBattat, A.R.S. and Som, A.P.M., 2013. Employee dissatisfaction and turnover crises in the
Malaysian hospitality industry. International Journal of Business and Management.
8(5). pp.62-71.
Baron, R.A., Franklin, R.J. and Hmieleski, K.M., 2016. Why entrepreneurs often experience low,
not high, levels of stress: The joint effects of selection and psychological capital.
Journal of management. 42(3).pp.742-768.
Cahuc, P., Charlot, O. and Malherbet, F., 2016. Explaining the spread of temporary jobs and its
impact on labor turnover. International Economic Review. 57(2). pp.533-572.
Chênevert, D., Jourdain, G. and Vandenberghe, C., 2016. The role of high-involvement work
practices and professional self-image in nursing recruits’ turnover: A three-year
prospective study. International journal of nursing studies. 53(16). pp.73-84.
Coles, M.G. and Mortensen, D.T., 2016. Equilibrium Labor Turnover, Firm Growth, and
Unemployment. Econometrica. 84(1).pp.347-363.
Faia, E., Lechthaler, W. and Merkl, C., 2014. Labor selection, turnover costs, and optimal
monetary policy. Journal of Money, Credit and Banking. 46(1).pp.115-144.
Flick, U., 2015. Introducing research methodology: A beginner's guide to doing a research
project. Sage.
Glesne, C., 2015. Becoming qualitative researchers: An introduction. Pearson.
Karatepe, O.M., 2013. High-performance work practices and hotel employee performance: The
mediation of work engagement. International Journal of Hospitality Management.
32(6).pp.132-140.
Kim, N., 2014. Employee turnover intention among newcomers in travel industry. International
Journal of Tourism Research. 16(1).pp.56-64.
Lang, J., Kern, M. and Zapf, D., 2016. Retaining High Achievers in Times of Demographic
Change. The Effects of Proactivity, Career Satisfaction and Job Embeddedness on
Voluntary Turnover. Psychology. 7(13). p.1545.

Li, J.J., Kim, W.G. and Zhao, X.R., 2017. Multilevel model of management support and casino
employee turnover intention. Tourism Management. 59(12).pp.193-204.
Li, T., Xu, Y. and Li, Y., 2016. Research On The Significance Of Enterprise Leaderships’
Professional Personality On Hospital Employees’ Loyalty Development. Basic &
Clinical Pharmacology & Toxicology, 118(15).pp.110-111.
Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design.
Routledge.
Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages: The
psychology of commitment, absenteeism, and turnover. Academic press.
Panneerselvam, R., 2014. Research methodology. PHI Learning Pvt. Ltd..
Park, T.Y. and Shaw, J.D., 2013. Turnover rates and organizational performance: a meta-
analysis.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67(12).pp.16-28.
Smith, J.A. ed., 2015. Qualitative psychology: A practical guide to research methods. Sage.
Taylor, S.J., Bogdan, R. and DeVault, M., 2015. Introduction to qualitative research methods: A
guidebook and resource. John Wiley & Sons.
Vaioleti, T.M., 2016. Talanoa research methodology: A developing position on Pacific research.
Waikato Journal of Education. 12(1). pp.16-39.
Online
Jacobsen, D., 2017. 12 Surefire Tips To Reduce Employee Turnover. [Online]. Available
through: <http://www.globoforce.com/gfblog/2013/12-surefire-tips-to-reduce-employee-
turnover/> [Accessed on 24th February 2017].
Shroff, M., 2016. 5 Essential Ways to Reduce Employee Turnover. [Online]. Available through:
<http://www.inc.com/women-2/how-to-reduce-employee-turnover-at-a-startup.html>
[Accessed on 24th February 2017].
Tower Hotel London. 2016. [Online]. Available through: http://the-tower-hotel-london.at-
hotels.com/. [Accessed on 24th February 2017].

Questionnaire
Demographic information
Name …..
Gender …….
Type of personnel
 Part time ()
 Full time ()
Income…………..
Q.1 What are your expectation level while you join the hospitality sector?
 Standard salary structure ()
 Medical and other allowance ()
 Better designation ()
 Suitable Location ()
Q.2 Are you satisfied from the working time of hotel organization?
 Yes ()
 No ()
Q.3 Do you agree that working environment of Tower hotel London of highly effective?
 Agree ()
 Strongly agree ()
 Agree
 Disagree ()

 Strongly disagree ()
Q.4 From the following list which factor compel you to leave the organization.
 Lack of career advancement opportunities ()
 Working conditions ()
 Insufficient salary ()
 Lack of training session ()
Q.5 Are you facing any kind of issues due to the decision taken by higher management?
 Yes ()
 No ()
Q.6 Do you think that performance evaluation criterion undertaken by management is biased?
 Agree ()
 Strongly agree ()
 Agree
 Disagree ()
 Strongly disagree ()
Q.7 Is the absence of retirement benefit affects your satisfaction level in a negative manner?
 Yes ()
 No ()
Q.8 Tick one factor which company needs to improve?
 Health care benefit policy ()
 Safety aspects ()
 Overtime policy and associated benefits ()
Q.9 Recommending suggestion for future improvements………… (Kindly clarify)