Strategies for Employee Retention and Problem Solving in Hotels

This report addresses employee retention and problem-solving within the context of the hotel industry, specifically referencing the "Paramount travel park royal hotel". It analyzes the importance of effective HR practices, including the selection of suitable candidates, setting clear job expectations, providing ongoing feedback, and implementing reward systems to improve employee performance and reduce turnover. The report also emphasizes the importance of addressing customer complaints through staff training on communication and empathy. It outlines key strategies for managing customer service issues, such as active listening, apologizing, and empathizing with customers to foster a positive guest experience and improve the overall hotel's reputation. The report incorporates references to academic literature on decision-making methods and sustainability assessments, suggesting a broader application of these principles to the hotel's operational challenges.

4.1 Evaluating tools and method for developing solution to work based problems
The Paramount travel park royal hotel need to must be
focuses on certain related to the development of solution
to the problem. The small level of employee retention is
one of the major problems that could affect the
performance and sustainability of the organization.
Solution of problems: -
Employee turnover problem: - Employee turnover is a
Big problem in the Hotel industry, but it does not have to
be. It the organization adopts better planning practices
and hire right candidates from the start. Then the
company reduce the employee turnover problem.
Various human resource management practices the
organization adopts to improve employee retention: -
Select the right people: - Firstly the company must
be focuses on the selection of process, have received
enough application, it’s time to review them. HR manager
trying to get a candidate who can do an excellent job and
be loved by guests, review their education in employment
and any other aspects' manager feel are important for the
organization.
Set expectation: - Provide a written job
description to sign and accept. The job description should
include describe about the position, roles, responsibility,
physical/ mental constraint, and skills needed to doing
their duties. Clearly explain the target, objective, for the
position or department
Give ongoing feedback and direction: - department managers
need to engage in an ongoing, build two-way communication
about their work performance with their workers. This direction
and feedback strategy helps improve employee performance.
Recognize and reward solid performance: - The hotel
manager like to feel appreciated. Need to formal and informal
ways to recognize and reward high performance.
Customer care problem: - The organization management must
be focuses on the customer complaints regarding their staff
members behaviour and service issues. Company provide
effective training to staff member regarding how to
communicates with the customer and how to take-al them.
Giving some guidance to employee for reducing
the customer care problems: -
Hear: - The first guidance to employee is properly
listen to the customer. Heart them out. Do not interrupt.
Sometimes a customer just wants to vent of course, other
time they have a real problem that need solving.
Empathize: - Empathy is defined as the ability to
imagine oneself in another 's place and understand the
other feelings, desires, ideas and actions.
Apologize: - This is most important thing is a big
one, and easy. It goes like this. '' I am sorry '' it can be that
easy. Many of the line- level team members tend to take
this sort of thing personally and feels apologizing for
something they may not control over to be uncomfortable.
REFERENCES
Zavadskas, E. K. and et.al., 2016. Hybrid multiple criteria
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887.
Myllyviita, T., Antikainen, R. and Leskinen, P., 2017.
Sustainability assessment tools–their comprehensiveness and
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