The effectiveness of Staff Retention Strategy in Hospitality Industry

This research proposal aims to evaluate the effectiveness of staff retention strategy in the hospitality industry and address the strategies for retaining the staffs in the hospitality industry. The proposal includes a literature review, research philosophy, research approach, research design, data collection method, sampling method, data analysis method, research limitations, ethical consideration, justification, resources, contingency plan, and references.

Running head: RESEARCH PROPOSAL
The effectiveness of Staff Retention Strategy in Hospitality Industry

RESEARCH PROPOSAL 2
Table of Contents
Background information..................................................................................................................3
Business issue statement..................................................................................................................3
Literature Review............................................................................................................................4
Research Philosophy....................................................................................................................8
Research Approach......................................................................................................................8
Research design............................................................................................................................9
Research types..............................................................................................................................9
Research Strategy.........................................................................................................................9
Data Collection Method...............................................................................................................9
Sampling Method.......................................................................................................................10
Data Analysis Method................................................................................................................10
Research Limitations..................................................................................................................10
Ethical Consideration.................................................................................................................10
Gantt chart..................................................................................................................................11
Justification................................................................................................................................12
Resources...................................................................................................................................13
Contingency plan.......................................................................................................................13
References..................................................................................................................................14
Appendix........................................................................................................................................18

RESEARCH PROPOSAL 3
Background information
Employee retention is a key challenge that may influence the attainment of the hospitality
industry. Crises related to employee turnover and employee retention has been emerging into the
21st century for the different business of hospitality sectors. In addition, retention in the
hospitality sector is ever-evolving and continuing efforts for retaining the feasible talent of labor
because hospitality managers face the barriers in terms of managing changing needs of
employees at a regular basis (Noe, Hollenbeck, Gerhart, & Wright, 2017). Investigators
addressed that some managers have either not identified the concern of workforces retention or
have tried to recognize the concern with small attainment. It can be concluded that the workforce
can stay at the workplace when given a combination of retention strategies would be used at the
workplace (Williams & Owusu-Acheampong, 2016).
Business issue statement
Low employee retention in the hospitality sector may result in the loss of thousands of dollars
with the departure of valuable resources and human capital. It is reported that there are 4.5
billion of total employee separation in 2014 and it is characterized the employee turnover due to
different causes such as discharges, layoffs, and quitting. The general business issue is
incompetency of some hospitality manager for retaining the workforces within an organization
that results in declining customer satisfaction and profitability. The particular business issue was
that some hospitality managers have lack of strategies in terms of enhancing employee retention
(King, & Tang, 2018).
Project objectives
Following are the objectives of research that would be attained throughout this investigation:

RESEARCH PROPOSAL 4
RO1: To assess the conceptual understanding regarding employee retention and hospitality
industry
RO2: To evaluate the effectiveness of staff retention strategy in the hospitality industry
RO3: To address the strategies for retaining the staffs in the hospitality industry
Significant and Justification
This research is beneficial for researchers to gain an understanding of the conceptual
understanding regarding employee retention and the hospitality industry. This investigation is
effective for the hospitality industry to comprehend the effectiveness of staff retention strategy in
the hospitality industry. It would be also significant for academician and business organization to
apply different strategies for retaining their employees at the workplace.
Literature Review
Conceptual understanding regarding Employee retention and hospitality industry
According to Mohan & Arumugam (2016), employee retention is defined as different policies
and activities that enable the employees to stay at the workplace for a longer duration. Every
company invests the money and time for grooming new joinee, makes him a corporate-ready
material as well as gives value them as existing workforces. An organization can face failure
while workforces leave their task after a training period. Along with this, employee retention
considers different measures so that, an individual stays within a company for a maximum time
period. In addition, employee retention is a procedure where workforces are encouraged to stay
at the workplace or longer duration and until project completion. It is significant for the company
as well as workforces.
In contrast to this Ashton (2018), the hospitality industry is wider areas within the service sector.
It involves event planning, transportation, traveling, theme parks, lodging, cruise line and

RESEARCH PROPOSAL 5
additional fields within the tourism sector. The hospitality sector relies on the availability of
disposable income and leisure time. A hospitality unit like the hotel, restaurant and amusement
park incorporate multiple groups like direct operations and facility maintenance.
Causes of People Quit Their Jobs
According to Sheehan Grant & Garavan (2018), no recognition can lead the people for quitting
their job because employees think that they are under-appreciation at the workplace. When an
individual takes credit for the work of others and their colleagues get promotion on contribution
along with, boss fail for acknowledging a role played in the project then it can make feel
devalued to that individual.
In opposed to this, Qazi Khalid & Shafique (2015) evaluated that personality conflict is another
cause for employees to leave their jobs. There are always chances of creating minor personality
conflict in the workplace. When an individual is constantly dealing with someone, they do not
like then it can drive that individual for quitting the job. There are some people who generally
implement the wrong method and when there is no manner to reach a compromise or agree to
disagree, then little issues can develop over time. It is particularly true when an individual faces
conflict with the boss.
In the view of Chung & D’Annunzio-Green (2018), poor management can lead the employees to
quit their job. Poorly managed workforces may quit as they do not experience they have any kind
of professional direction. When the boss is failed to adequately train their employees and
supports them in job functions then employees can get frustrate. An individual who feels they are
free-floating at work can be disappointed with their position and can give resign.
The effectiveness of staff retention strategy at the workplace

RESEARCH PROPOSAL 6
As per the view of Sourvinou & Filimonau (2018), staff retention strategy would be beneficial
for managing the employee turnover at the workplace. In addition, employers can implement
retention approaches for managing the employee turnover and influence the quality workforces
into the hospitality industry. Retention program can emphasize an association between
management as well as their employees. Along with this, competitive pay, employee recognition,
employee assistance program, and benefits are all part of the company’s efforts for keeping the
employee satisfaction. Human resources specialist can exercise the feedback they get from exit
interview and focus group to maintain the relationship with the employees and declining the
turnover.
In contrast to this, Belias Trivellas Koustelios Serdaris Varsanis & Grigoriou (2017) stated that
staff retention strategy is beneficial for maintaining the performance and productivity at the
workplace. It is identified that employee retention practices can aid a company for increasing the
productivity of an organization. Recruiting and training new workforces may take more time.
Along with this, an unfilled position indicates work is not getting done. Even if a position is
filled, there is still a learning curve that most workforces should overcome before their work
become lucrative. In the hospitality industry, the company should take the required steps for
keeping current employees satisfied with their roles and make sure productivity is not affected.
Naim & Lenka (2018) evaluated that staff retention strategy is effective for enhancing the
recruitment. This strategy begins at the time of employee recruitment procedure. Workforces are
more inclined towards the company that fulfills the promises made while their employment
offers are comprehensive. Corporations that offer a realistic mode of the corporate environment,
advancement opportunity and job expectation for new hiring can favorably affect the employee
retention.

RESEARCH PROPOSAL 7
In opposed to this, Ibidunn Osibanjo Adeniji Salau & Falola (2015) opined that staff retention
strategy is effective for increasing the morale. Workforces that enjoy what they perform and the
environment where they work are more prospects for remaining employed with their
organization. Along with this, retention strategies are essential as it is supportive for developing
a favorable working atmosphere and strengthen the commitment of employees towards the
company. In addition, strategies that target the engagement of employees like community
involvement, team building can help in the morale of the company and give workforces a sense
of pride in what they perform.
RO3: Strategies for retaining the employees at the workplace
According to Brlečić Valčić & Bagarić (2017), employees can be retained by offering the right
salary. It is no secret; however, the best method for corporations to stay their top employees at
the workplace is offering well payment to their workers. In the hospitality industry, the company
can provide wonderful perks like extensive in-house training, lavish holiday parties and flexible
starting hours. However, corporations that are not willing to pay top dollar to their best
employees will not be competent to keep their key market participants from recruiting them
away.
In contrast to this, Murphy Torres Ingram & Hutchinson (2018) stated that the company should
provide flexibility to retain the employees in the longer term. The company should appreciate for
instant messaging, internet and smartphones because there are large numbers of workforces who
do not have to assemble in the office all day but they can work effectively from their home.
Other workforces can perform better work early in the morning. Before traditional 9 to 5
workday initiates, still other works better in the late afternoon and early evenings.

RESEARCH PROPOSAL 8
As per the view of Reilly (2018), managers who address that not everyone performs, in the same
manner, will have prompt time for retaining the workforces. The company who wants to
maintain their workforces happily and productive can offer them the chances to work on flexible
schedules, permitting them to start later in the day, come into the office earlier and level before
rush hours as well as work from home several days in a week.
On the other side, Rahimi & Kozak (2017) discussed that additional training should be provided
by the company to retain the staff in the hospitality industry. Top workforces can make efforts to
grow in their job. Furthermore, employees do not want to keep the talented people on board. It
would ensure to provide the onsite training that can set them for other position in the coming
period. The key factor that can motivate the workforces is offering the opportunity for career
advancement. By offering in-house training session, corporations can provide them this hope.
The gap in the literature
For attaining the investigation aim, the researcher will use both primary and secondary data
through different sources. Primary data would be collected via survey through the questionnaire
that takes more time as well as secondary data would be collected by databases, academic
publication and online websites that could be more costly. The gap is creating when the
researcher will collect a high amount of information about the effectiveness of staff retention
strategy in the hospitality industry (Chung, & D’Annunzio-Green, 2018). Since, this literature
will mainly emphasize the latest data about research concern. The paid version of data would not
be collected by the researcher due to financial and timing constraints. Insufficient facts and
figures may create complexity in understanding the theory and model. This may also influence
the quality of research due to the existence of a gap (Siddiqui & Bisaria, 2018). The researcher
would not be able to attain the investigation in accordance with the expected level.

RESEARCH PROPOSAL 9
Approach and methodology
Research Philosophy
In this investigation, research philosophy will be used for generating the knowledge regarding
the existing research issue. The interpretivism research philosophy will be created as it would
enable the research scholar for assessing the opinion and perception of research participants. It
will also support an investigator to reach a valid conclusion related to the effectiveness of staff
retention strategy in the hospitality industry. In opposed to this, positivism and realism are not
used in this research due to no requirement for executing highly structured methodology such as
hypothesis development and assessing the research result (Supian, Ismail, Sidi, & Omar, 2018).
Research Approach
In this investigation, the feasible selection of research approach is beneficial with regards to
assessing the suitable method and design for research. In the context of the investigation,
Inductive approach would be implemented over a deductive approach as this approach will
enable the investigator for improving the subjective knowledge with regards to the effectiveness
of staff retention strategy in the hospitality industry. In opposed to this, the deductive approach
would not be feasible because there is no requirement for creating a hypothesis to resolve the
research questions (Bouranta, Psomas, & Pantouvakis, 2017).
Research design
Research design makes competent an investigator for completing the aim and objective of the
investigation. Under this investigation, both mixed research design would be entailed for
completing the aim and objectives of the investigation. This research design will be used as it
contains the features of both qualitative and quantitative research design. This research design
will aid an investigator to eliminate the limitation of both techniques and creates a valid and

RESEARCH PROPOSAL 10
reliable outcome. Moreover, qualitative research design will support an investigator for obtaining
theoretical information with regards to existing issues. The quantitative research design will be
beneficial for creating non-numeric information regarding the effectiveness of staff retention
strategy in the hospitality industry (Bowie, Buttle, Brookes, & Mariussen, 2016).
Research types
There are different types of research that significantly helps an investigator for addressing the
particular design of the investigation. In this investigation, a researcher will use descriptive
research design for conducting their investigation and creates valid investigation outcome. By
using this technique, an investigator would be competent for addressing the association between
staff retention strategy and hospitality industry (Han & Hwang, 2018). The use of descriptive
research design would enable an investigator for increasing the understanding regarding the
effectiveness of staff retention strategy in the hospitality industry. This research design will aid
an investigator for gathering the perception and opinion of the researcher regarding the
accomplishment of research intention. Along with this, the causal research design will not be
used by an investigator due to the subjective nature of investigation (Marshall, Mottier, & Lewis,
2015).
Research Strategy
In this investigation, research strategy will be one of the effective elements that make competent
to an investigator for addressing the research issues by responding to the research question in a
significant manner. Moreover, both survey through questionnaire and interview would be used
by an investigator as it would be competent for gathering the information regarding the
effectiveness of staff retention strategy in the hospitality industry (Chung & D’Annunzio-Green,
2018). The survey strategy makes competent an investigator for creating an appropriate result in

RESEARCH PROPOSAL 11
minimum time and cost because it increases the reliability and validity of research results. In
contrast to this, an interview strategy can be favored by the investigator for gathering the
perception regarding research respondents with regards to research issue. It may support to
develop the research result (Korff, Balbo, Mills, Heyse, & Wittek, 2015).
Data Collection Method
In this investigation, data collection technique is used for pooling the data in a feasible manner
by incorporating different sources such as primary and secondary technique. Primary data
gathering technique would be effective for capturing the fresh data regarding research concern.
There are different sources of primary data gathering such as survey through questionnaire and
interview. It would make competent to an investigator for making direct communication with the
selected participant about the effectiveness of staff retention strategy in the hospitality industry
(Ibidunn, Osibanjo, Adeniji, Salau, & Falola, 2015). Secondary data would be collected by
different sources such as journal articles, textbooks, academic publication, databases, and online
websites. In this way, the researcher will go through different databases such as Google Scholar,
sage journal and IEEE and many more where the researcher will access a large number of journal
articles. From these articles, the researcher will select feasible article regarding research issue. It
would be beneficial for gathering the secondary information regarding research issue (Brlečić
Valčić, & Bagarić, 2017).
Sampling Method
The sampling technique would be implemented for choosing the applicants to conduct the
investigation regarding the research question. In this research, an investigator will select a
probability sampling technique as compared to a non-probability sampling technique for
conducting the investigation (Siddiqui, & Bisaria, 2018). This technique would be beneficial for

RESEARCH PROPOSAL 12
declining the biases from research. Under this investigation, 70 employees will be selected from
the hospitality industry to conduct the investigation and gathers the opinion regarding the
effectiveness of staff retention strategy in the hospitality industry.
Data Analysis Method
After collecting the data, it is effective to assess them in terms of developing valid and reliable
outcome about the effectiveness of staff retention strategy in the hospitality industry. With
regards to assessing the gathered data, a statistical data assessment tool would be practiced.
Under this, an investigator would use a descriptive statistic for analyzing the information such as
correlation, regression and cross tabulation (Bouranta, Psomas, & Pantouvakis, 2017). In this
investigation, an investigator will use Ms-Excel software to depict the gathered data through
table and graph for developing the understanding regarding findings of the effectiveness of staff
retention strategy in the hospitality industry (Supian, Ismail, Sidi, & Omar, 2018).
Research Limitations
Research limitation can impact the upcoming outcome of the investigator. In addition, an
investigator should consider different elements such as cost, time and resources. It is also
assessed that these components will directly affect the result of the investigation. The inadequate
result can create a restriction on the investigator for attaining the aim and objectives of the
investigation. It would adversely affect the quality of the investigation. For instance, the primary
data gathering technique can be time-consuming as compared to other techniques (Bouranta,
Psomas, & Pantouvakis, 2017).
Ethical Consideration
Under this investigation, ethical concept is related to finishing of each activity of investigation in
a reliable and valid way by attaining the privacy of respondents and guidelines of the university.

RESEARCH PROPOSAL 13
It would also support the investigator for selecting the appropriate behavior regarding attainment
of goal in a systematic manner. An investigator can face different ethical concern associated with
the volition of the copyright act, plagiarism, and data fracturing. These issues could be avoided
by an investigator by offering the full credit to the actual investigator and authors of facts
(Wakabi, 2016).
Project plan
Gantt chart
Task
1st
and
2nd
Week
3rd
and
4th
Week
5th
and
6th
Wee
k
7th
and
8th
Week
9th
and
10th
Week
11th
and
12th
Week
13th
to
16th
week
17th
to
20th
Week
21st
to
23rd
Week
Identification of
research concern
Introducing the
research topic
Developing aim
and objectives
Literature review
by using different
secondary sources
Accessing journal
articles and

RESEARCH PROPOSAL 14
textbooks
Selection of data
collection
Designing the
survey through
questionnaire
Collecting
primary
information
Collecting
secondary
information
Assessment of
data by using the
statistical
technique
Creating a draft
Finding and
Interpretations
Conclusions and
Recommendation
s
Revision

RESEARCH PROPOSAL 15
Final Submission
Justification
The initial two weeks would be essential for the identification of research concern. In the next
two week, the introduction to the research topic would be drafted as well as aim and objectives
would be developed. In addition, a literature review by using different secondary sources will be
conducted in this week. In 5th and 6th week, journal articles and textbooks will be accessed by
using different databases and online websites for using literature review. In the next week, data
collection technique would be selected and survey through questionnaire will be designed. In 7th
to 10th week, primary and secondary data would be captured about the effectiveness of staff
retention strategy in the hospitality industry. In the 11th and 12th week, data would be analyzed by
using statistical information. In 13th to 16th week, the draft would be created about the
effectiveness of staff retention strategy in the hospitality industry. In 17th to 20th week, findings
and interpretations will be done along with; conclusion and recommendation are made during
this research. In 21st to 23rd week, the revision will be done and the research report will be
submitted.
Resources
The present investigation will have need of different resources to attain the goal. Along with this,
traveling expenses would be essential for travel in terms of approaching the participants for
investigation. Other resources will be essential for internet and laptop. These would be practiced
for writing the research and searching the secondary sources like researchers and journal articles.
Printing cost would be entailed while final research will be printed for submitting the report
(Marshall, Mottier, & Lewis, 2015).

RESEARCH PROPOSAL 16
Contingency plan
There would be chances of creating the different kinds of risk such as bias of interview, high cost
and time, fake outcome and privacy risk. These uncertainties can obstruct the outcome of the
investigation. An investigator will practice IT technique like password system for monitoring,
safety as well as assuring the quality. These methods would be advantageous to secure the
information and facilitates the safety to workforces. An investigator can assure the respondents
that their data will not be practiced in other investigation and discusses the effectiveness of staff
retention strategy in the hospitality industry (Han, & Hwang, 2018).

RESEARCH PROPOSAL 17
References
Ashton, A. S. (2018). How human resources management best practice influence employee
satisfaction and job retention in the Thai hotel industry. Journal of Human Resources in
Hospitality & Tourism, 17(2), 175-199.
Belias, D., Trivellas, P., Koustelios, A., Serdaris, P., Varsanis, K., & Grigoriou, I. (2017).
Human resource management, strategic leadership development, and the Greek tourism
sector. In Tourism, Culture and Heritage in a Smart Economy (pp. 189-205). USA:
Springer, Cham.
Bouranta, N., Psomas, E. L., & Pantouvakis, A. (2017). Identifying the critical determinants of
TQM and their impact on company performance: Evidence from the hotel industry of
Greece. The TQM Journal, 29(1), 147-166.
Bowie, D., Buttle, F., Brookes, M., & Mariussen, A. (2016). Hospitality marketing. UK:
Routledge.
Brlečić Valčić, S., & Bagarić, L. (2017). Return on strategic effectiveness–the need for
synchronizing growth and development strategies in the hotel industry using revenue
management. Economic research-Ekonomska istraživanja, 30(1), 1631-1654.
Chung, K. L., & D’Annunzio-Green, N. (2018). Talent management practices in small and
medium-sized enterprises in the hospitality sector: An entrepreneurial owner-manager
perspective. Worldwide Hospitality and Tourism Themes, 10(1), 101-116.
Han, H., & Hwang, J. (2018). Growing competition in the healthcare tourism market and
customer retention in medical clinics: New and experienced travelers. Current Issues in
Tourism, 21(6), 680-702.

RESEARCH PROPOSAL 18
Ibidunn, S., Osibanjo, A. O., Adeniji, A. A., Salau, O. P., & Falola, H. O. (2015). Talent
retention and organizational performance: A competitive positioning in Nigerian banking
sector. Periodica Polytechnica Social and Management Sciences, 24(1), 1-13.
King, B., & Tang, C. M. F. (2018). Employee preferences for industry retention strategies: The
case of Macau’s “Golden Nest Eggs”. International Journal of Hospitality & Tourism
Administration, 1-26.
Korff, V. P., Balbo, N., Mills, M., Heyse, L., & Wittek, R. (2015). The impact of humanitarian
context conditions and individual characteristics on aid worker retention. Disasters,
39(3), 522-545.
Marshall, T., Mottier, E. M., & Lewis, R. A. (2015). Motivational factors and the hospitality
industry: A case study examining the effects of changes in the working environment.
Journal of Business Case Studies (Online), 11(3), 123.
Mohan, A. K. L., & Arumugam, D. (2016). A Study on an evaluation of Human Resource
Practices in Hotel Industry with special reference to selected Hotels in Chennai City.
International Journal of Academic Research in Accounting, Finance and Management
Sciences, 6(4), 268-273.
Murphy, K., Torres, E., Ingram, W., & Hutchinson, J. (2018). A review of high-performance
work practices (HPWPs) literature and recommendations for future research in the
hospitality industry. International Journal of Contemporary Hospitality Management,
30(1), 365-388.
Naim, M. F., & Lenka, U. (2018). Development and retention of Generation Y employees: a
conceptual framework. Employee relations, 40(2), 433-455.

RESEARCH PROPOSAL 19
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Qazi, T. F., Khalid, A., & Shafique, M. (2015). Contemplating employee retention through
multidimensional assessment of turnover intentions. Pakistan Journal of Commerce and
Social Sciences (PJCSS), 9(2), 598-613.
Rahimi, R., & Kozak, M. (2017). Impact of customer relationship management on customer
satisfaction: The case of a budget hotel chain. Journal of Travel & Tourism Marketing,
34(1), 40-51.
Reilly, P. (2018). Building customer centricity in the hospitality sector: the role of talent
management. Worldwide Hospitality and Tourism Themes, 10(1), 42-56.
Sheehan, M., Grant, K., & Garavan, T. (2018). Strategic talent management: A macro and
microanalysis of current issues in hospitality and tourism. Worldwide Hospitality and
Tourism Themes, 10(1), 28-41.
Siddiqui, N. N., & Bisaria, G. (2018). Innovative Techniques of Motivation for Employee
Retention in the Aviation Industry. ANVESHAK-International Journal of Management,
7(1), 136-151.
Sourvinou, A., & Filimonau, V. (2018). Planning for an environmental management programme
in a luxury hotel and its perceived impact on staff: an exploratory case study. Journal of
Sustainable Tourism, 26(4), 649-667.
Supian, S. R., Ismail, I. A., Sidi, F., & Omar, Z. (2018). The relationship between Human
Resource Practices and Talent Retention among Professional and Management Staff of a

RESEARCH PROPOSAL 20
Public University in Malaysia. International Journal of Academic Research in Business
and Social Sciences, 8(7), 834-862.
Wakabi, B. M. (2016). Leadership style and staff retention in organizations. International
Journal of Science and Research, 5(1), 412-416.
Williams, A., & Owusu-Acheampong, E. (2016). Human resource management practices and
their effect on employee turnover in the hotel industry in Cape Coast, Ghana. Global
Journal of Human Resource Management, 4(4), 35-45.

RESEARCH PROPOSAL 21
Appendix
Appendix 1:
Task
1st
and
2nd
Week
3rd
and
4th
Week
5th
and
6th
Wee
k
7th
and
8th
Week
9th
and
10th
Week
11th
and
12th
Week
13th
to
16th
week
17th
to
20th
Week
21st
to
23rd
Week
Identification of
research concern
Introducing the
research topic
Developing aim
and objectives
Literature review
by using different
secondary sources
Accessing journal
articles and
textbooks
Selection of data
collection
Designing the
survey through

RESEARCH PROPOSAL 22
questionnaire
Collecting
primary
information
Collecting
secondary
information
Assessment of
data by using the
statistical
technique
Creating a draft
Finding and
Interpretations
Conclusions and
Recommendation
s
Revision
Final Submission
Appendix 2:
Demographic-based questions
Please specify your gender

RESEARCH PROPOSAL 23
Male
Female
Please mention your age-group
26-30 years
31-35 years
36-40 years
More than 40 years
Please specify your experience:
1-3 years
4-6 years
7-9 years
Above 9 years
Objectives based questions
Do you agree that no recognition can lead the people for quitting their job?
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Do you believe that personality conflict is cause for employees to leave their jobs?
Strongly agree
Agree
Neutral

RESEARCH PROPOSAL 24
Disagree
Strongly disagree
Do you agree that poor management can lead the employees for quitting their job?
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Do you agree that staff retention strategy would be beneficial for managing the employee
turnover at the workplace?
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Do you believe that staff retention strategy is beneficial for maintaining the performance
and productivity at the workplace?
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Do you agree that staff retention strategies are effective for enhancing the recruitment?

RESEARCH PROPOSAL 25
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Do you agree that staff retention strategy is effective for increasing the morale?
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Do you agree that employees can be retained by offering the right salary?
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Do you agree that the company should provide flexibility to retain the employees in the
longer term?
Strongly agree
Agree
Neutral
Disagree

RESEARCH PROPOSAL 26
Strongly disagree
Do you agree that additional training should be provided by the company to retain the staff
in the hospitality industry?
Strongly agree
Agree
Neutral
Disagree
Strongly disagree