Report: Analyzing Employee Turnover at Marriott International Hotel

This report analyzes the issue of employee turnover at Marriott International hotel, a leading lodging firm facing challenges in retaining skilled workers. The study investigates the factors contributing to high staff turnover, including dissatisfaction with job benefits, performance management, and employee relationships. The research employs both primary (interviews and questionnaires) and secondary sources to gather data, focusing on key aspects like job security, performance appraisals, and workplace communication. Findings indicate that employees value job security, appropriate performance management techniques, and open communication. The report concludes with recommendations aimed at improving HR practices, enhancing employee satisfaction, and reducing turnover rates, with the ultimate goal of fostering a more stable and productive workforce. The report emphasizes the importance of addressing employee needs and creating a supportive work environment to boost retention and organizational success.

USING INFORMATION IN HUMAN RESOURCES

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Background.............................................................................................................................1
Aim of the Report...................................................................................................................1
Rationale of the study.............................................................................................................1
Scope of review......................................................................................................................2
LITERATURE REVIEW................................................................................................................2
Primary Sources......................................................................................................................2
Secondary sources..................................................................................................................4
Ethical consideration..............................................................................................................5
KEY Findings and Discussion................................................................................................5
CONCLUSIONS............................................................................................................................17
RECOMMENDATIONS ..............................................................................................................18
BIBLIOGRAPHY..........................................................................................................................19

INTRODUCTION
Background
Present report is based on Marriott International hotel, it is the leading lodging firm that
operates its business in more than 122 countries. Its main agenda is to increase satisfaction level
of consumers by offering them products and services as per their requirements. Recently
employees of firm are not feeling satisfied and they are leaving their jobs frequently. Increasing
staff turn over or the poor retention of skilled workers is the main problem faced by the cited
firm. Now employees are demanding more financial benefits for their work and want necessary
changes in its HR policies. Thus, company is required to make positive changes in its HR
practices so that it can retain skilled workers in the workplace for longer duration.
Aim of the Report
The aim of the study is to provide necessary recommendations to the management of
Marriott international hotel increasing employee turnover problem that was identified through
research.
“To suggest ways of decreasing staff turnover rate in Marriott international hotel”
Rationale of the study
As per the view of Cascio, (2018, pp. 395-429) employees are assets of the company they
contribute well in the success of business unit. Skilled staff members are able to perform well
and they deal with consumers effectively. This supports the firm in attracting new customers and
enhancing its sales revenues. If workers are satisfied in the organization and if they are working
in the organization for longer duration then it is beneficial for the growth of corporation. Pohler
and Schmidt, (2016, pp. 395-429) argued that skilled and experienced people are able to
understand need of specific clients and they provide them products and services as per their
requirements. That enhances satisfaction level of clients that supports in gaining competitive
advantage. If there is high employee turnover then entity has to invest high amount in hiring
new staff and have to give them training as well. That increases cost of the corporation to great
extent and entity may get failed to fulfil its objectives. That reflects that employees are the key
plays in the success of the entity. Thus, it is very important for the Marriott International hotel
that to focus on retention of staff members. For this reason this study is being conducted so that
company can get necessary solution to retain workers in the workplace for longer duration.
1

Scope of review
According to Cascio, (2018, pp. 395-429) employee retention can be defined as ability of
the firm to retain its skilled labour in the workplace for longer duration. Firms make efforts to
develop healthy workplace environment so that workers feel satisfied and they like to work in
the organization. If people are not satisfied with the policies and practices of business unit then
they think to leave their jobs that impact on entire business performance.
For this purpose, there are several factors that demotivate the people:
 Basic monitory benefits (Incentives, attractive pay)
 Poor employee relationship
 Performance management
LITERATURE REVIEW
In order to complete this research, scholar has selected several sources of data collection.
Characteristic of these sources are as below maintained:
Primary Sources
Interview
Rationale of chosen interview technique As per the view of Seitz, (2016, pp.229-235)
interview is the data collection technique in
which researcher take face to face interview
with the participants and try to get real facts
about the subject matter. As in the present
research scholar has to identify the factors that
demotivate people and increase turnover ate in
the firm. For that it is essential to ask with the
managers so that current situation of the
business and its HR practices can be identified.
By taking interview researcher becomes able to
observe the actual working of the firm and real
factors that demotivate people and encourage
them to leave the job (Deakin and Wakefield,
2

2014, pp.603-616).
Advantage According to Low and et.al, (2015, pp. 286-
294) interview technique is beneficial tool it
support in accurate screening of the situation.
With the assistance of this method individual
can capture behaviour of employees and can
get real facts about the firm. Hewson and
Stewart, (2016) argued that this is the method
that helps in gathering sufficient information at
minimum time period.
Disadvantage In order to conduct interview with employees
of Marriott hotel researcher will have to take
permission from the higher authorities and
individual will have to ask same questions with
different participants that is too time
consuming. Some time people do not express
their feeling in the interview and they give
biass answers (Deakin and Wakefield, 2014, pp
6.3-616).
Conclusion From the critical analyses of interview
technique it can be concluded that interview is
appropriate technique for the qualitative
studies. As there will be not more than 12
managers in the face to face interview so
causes of high turnover of staff can be
identified by the researcher easily and
accordingly individual can be able to give
recommendations.
3

Questionnaire
Rationale of chosen questionnaire technique Questionnaire technique supports the
researcher in monitoring the factors that
demotivate people in the organization. Scholar
involves employees to fill out the questionnaire
form and give responses on these questions
Advantage As per the view of Deakin and Wakefield,
(2014, pp.603-616) it is time saving and cost
effective technique.
It helps in identifying real situation of the
business and finding rout cause of the problem.
Disadvantage It is very difficult to get permission from
higher authorities to ask questions with its
employees because it may leak its confidential
information.
It may be possible that unreliable data can get
collected by the researcher.
Some unclear questions may develop
confusion in the mind of respondents.
Conclusion In order to minimize issue in questionnaire
technique researcher is required to use
appropriate language and words so that clear
answers can be collected.
Secondary sources
Online data bases
Rationale of chosen online data base technique There are various sources such as CIPD,
4

Rigzone etc. on which qualitative ad
quantitative data are available. That helps the
researcher to identify the HR trends in
companies.
Advantage It is time saving method, relevant information
can be gather by the person in less time.
It supports in identifying the trends so that rout
cause can be analysed.
Disadvantage It fails to give real facts about the company.
Lack of control over quality data is another
draw back of the method.
Conclusion It can be concluded that it is important source
that supports in identifying the best practices
that can help in retaining employees in
workplace for longer duration.
By taking support of primary and secondary data collection sources quality of report can
be enhanced and risk can be minimized.
Ethical consideration
If scholar is been involved in the collection of secondary and primary data so they must
be involved in better planning. The sources which are to be used and employed must be correct,
authentic and reliable Wikipedia should not b e used as source of data collection.
KEY Findings and Discussion
Section 1. Basic factors
Job Security
Q1.Are you satisfied with your Jobs Benefits?
 Yes
 No
5

Q1.Are you satisfied with your
Jobs Benefits?
YES NO
Respondents 8 2
Interpretation: From the above it can be easily generalise that benefit getting to the employees
which is helpful for the employees turnover which will satisfied in the job. From the 10
employees in which the 8 employees said yes on their job benefits help in providing job security
in the organisations. Only 2 employee think that they are not getting proper benefits which
provides the effective job security. So it is important for the firm to focus on giving some more
benefits that assist in reducing employee turnover in the organisations.;
Q2.Does job Security helps in reducing the employee turnover.
 Agree
 Strongly agree
 Disagree
 Strongly Disagree
6
YES NO
0
1
2
3
4
5
6
7
8
9
Series1

Does job
Security helps in
reducing the
employee
turnover?
Agree Strongly agree Disagree Strongly
Disagree
Respondent 5 2 2 1
Interpretation: From the above graph it can be easily interpreted that the organisation need to
provide the job security which will help to reducing the employee turnover. On the basis of 10
employees there are 5 who are agreed that job security will reduce the employee turnover from
the organisations. While 2 employees strongly agree on the same, further, there are 2 employees
who are Disagreed and while 1 employee is strongly Disagreed on this scenario.
7
0
0.5
1
1.5
2
2.5
3
3.5
4
Agree
Strongly agree
Disagree
Strongly Disagree

Section 2. Performance management and Appraisal
Q1.Are you aware about your performance measuring key element during Performance
management system applied?
 Yes
 No.
Are you aware about your
performance measuring key
element during Performance
management system
applied?
YES NO
Respondent 7 3
Interpretation: From the above graph it can be easily interpreted that the employees are aware
about with their elements of measuring performance management in the organisation. The total
10 employees give response on this in which it finds that 7 employee are know about the key
8
0
1
2
3
4
5
6
7
YES
NO

element of the performance measurement while 3 are not aware which shows that organisation
should give appropriate guidelines to the employee on the performance management.
Q2. Is the techniques of performance management is appropriate for you?
 Agree
 Strongly agree
 Disagree
 Strongly Disagree
Is the techniques
of performance
management is
appropriate for
you?
Agree Strongly agree Disagree Strongly
Disagree
Respondent 6 1 3 0
9
Agree Strongly agree Disagree Strongly Disagree
0
1
2
3
4
5
6
Row 10

Interpretation: From the above graph it can be easily interpreted that the techniques of
performance measurement used by the organisation is appropriate for the employees in which
out of 10 employees response 6 are agreed that the performance measurement techniques is
effective for them while 1 employee is strongly agreed. On the which 3 employees are disagreed
and think it is not appropriate for them while no employee strongly disagree on this.
Section 3. Developing and Sustaining relationship
(a)Do you think that managers of organization promotes open communication at workplace?
Yes
No
Not Sure
(a)Do you think that managers of organization promotes
open communication at workplace? No of respondents
Yes 5
No 3
Not Sure 2
Total 10
10