The effectiveness of Staff Retention Strategy in Hospitality Industry

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.