Staff Turnover in the Australian Hospitality Industry

Running head: STAFF TURNOVER IN THE AUSTRALIAN HOSPITALITY INDUSTRY
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STAFF TURNOVER IN THE
AUSTRALIAN HOSPITALITY INDUSTRY
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STAFF TURNOVER IN THE AUSTRALIAN HOSPITALITY INDUSTRY
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Abstract
Employee turnover is currently reaching a crisis proportion for organizations in the
tourism industry that are struggling to maintain proper and effective staffing levels in the
competitive labour market. Turnover in several cases has been utilized as a measure of an
organization or industries performance, an aspect that remains expensive in regards to
operational and financial efficiency. Research studies have revealed that the hotel industry in
Australia has noted higher turnover rates over the past few years. This study therefore seeks to
explore staff turnover rates in the Australian hospitality industry in an effort to establish
approaches of retaining employees in hotel chains across the nation. A qualitative research
method will therefore be used in the collection of data from various peer-reviewed journals,
books and other relevant literature. The findings of the study revealed that career advancement
practices, employee involvement, fair career advancements and promotions, compensation, the
empowerment of women employees, employee training, and effective work environments as
well as flexible working hours remain important in the retention and minimization of turnover
rates in the hospitality industry in Australia. The study additionally found that the lack of growth,
low salaries, and the minimal opportunities to develop employees in the industry were the main
causes of higher rates of turnover in the industry. This research study therefore expects to add on
knowledge to the body of research in an effort to improve on workforce retention in the
hospitality industry in Australia.

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Table of Contents
1. Introduction.............................................................................................................................................4
2. Background and Rationale.......................................................................................................................5
3. Problem Statement:................................................................................................................................5
Aim and objectives......................................................................................................................................7
4. Justification and potential output of the research project......................................................................7
5. Theoretical Framework............................................................................................................................8
5.1 Literature Review..................................................................................................................................8
5.2 Research Methodology:.......................................................................................................................11
6. Secondary Data and Data Analysis Methods:........................................................................................12
7. Data Analysis and Findings....................................................................................................................14
8. Discussion..............................................................................................................................................15
9. Conclusion.............................................................................................................................................16
Budget Estimation.....................................................................................................................................17
Gantt chart................................................................................................................................................18

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1. Introduction
The principal intent of this research study remains in exploring the element of staff
turnover rates in the Australian hospitality sector within a section of hotel chains in the country.
The researcher therefore acknowledges that resource constraints such as time challenged the
study in examining several hotels in Australia, efforts that would have helped in generalizing the
findings of this study. The aim of this chapter remains to provided an outline on the research
study. The research paper will be disintegrated into six sections. The first section will provide a
brief background of the study as well as its rationale. In the second part, the researcher will
provide a prescription of the research studies problem, an aspect that will be followed by the
studies aim and objectives. The next section will give a description of the studies research
methods and questions. The core of the study will be protracted from the contributions of other
literatures in the literature review section in which the structure of the research as well as its
relationship with other subsequent chapters will be provided followed by a summary of the
research study. Staff turnover therefore remains a vital subject for executives and organizations
in the Australian hospitality sector since staffs are observed as assets and pillars to an
organization and the failure to establish methods of retaining them would result in turnover, an
aspect that costs organizations a considerable amount of money. According to Deery & Shaw
(2008), employees make considerable inputs to the organizations they work for in regards to
skills, abilities, and knowledge, an aspect that aid the hospitality industry to gain a competitive
advantage in the industry. This therefore denotes the need to address this issue, positing the
intent of this paper.