Impact of HR Practices on Employee Retention in Hospitality Sector

This report discusses three key proposals related to human resources in the hospitality industry. The first proposal examines how HR best practices can influence employee retention in the Middle East, highlighting the challenges organizations face in retaining competent employees due to market competition and the high costs associated with recruitment and training. The second proposal focuses on the benefits of creating a coaching culture in the hospitality industry, emphasizing the importance of positive communication and the role of coaching in enhancing relationships between leaders and employees. The third proposal explores the impact of training on productivity in the Middle East's hospitality industry, defining training as a systematic process for improving employee behavior, motivation, and knowledge to achieve organizational goals. The report references academic articles to support its arguments.

Running head: BUSINESS RESEARCH METHOD
BUSINESS RESEARCH METHOD
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1BUSINESS RESEARCH METHOD
Proposal 1:
How the HR best practices can influence the retention of the employees in the hospitality
industry (Focused in the middle east region)
Value of the research question
Every organization face challenge when it comes to the retention of the employees
owing to the increased competition in the market. The objective of organizations should be to
hire competent employees that would render the company a competitive advantage over the
other competitors in the market. However, studies have found that retaining competent
employees is a challenge compared to the recruitment of the employees. Organizations are
always in the lookout of able employees who are talented and a huge amount of money and
time is invested in training the employees to make them compatible for the organization (Lin
and Hsu 2017). There are several factors like the dearth of skilled workforce, employee
turnover and economic growth that would demand to devise polices for the retention of
employees. The hospitality industry would lose employees who are competent and have the
potential to become long-term employees due to their skills and knowledge. Recruitment of
new employees is associated with the additional expenditure and these expenses are incurred
in the screening, verification of the credentials of the employees, training them for the job.
Given the labour and cost associated with the recruitment and training of new employees for
the organization, it is important for the HR to seek strategies that would retain the employees
for the hospitality industry (food and beverage).

2BUSINESS RESEARCH METHOD
Proposal 2:
Benefits of creating a coaching culture in the hospitality Industry
Coaching and mentoring are considered to be crucial in establishing a positive
communication of the employees in relation to the business (Freeman and Lindsay 2012).
The term positive communication refers to the consideration of the skills and credibility
required in communicating and seeking the effectiveness of the same. Positive
communication strengthens the relationship between the leaders, staff and teams in regard to
the trust and also the stakeholders who are communicating needs to be focused and
manageable. Coaching in the food and beverage industry would lead to the enhancement of
the dialogues and enhance the relationship of the leader (HR manager) with the employees or
workforce There is a need to create a learning environment that would encourage the better
communication between the leader with the workforce and lead to the delivery of sustainable
improvement in business. Given the role of the HR is to delve into the issues faced by
employees, it is important that coaching is adopted and the benefits of coaching are realized
at the earliest.

3BUSINESS RESEARCH METHOD
Proposal 3:
How the Training impacts the productivity in the hospitality industry in the Middle East
The term human resources connotes the employees of the organization. Human
resources are the most important asset of the organization as the policies and the programmes
are integrated and represented by the workforce towards the accomplishment of the desired
goals (Samson and Gungul 2014). Training is understood to be the systematic process of
making a change in the behaviour, motivation and knowledge of the employees in the
direction of increasing the effectiveness and organizational goal achievement (Collings,
Doherty, Luethy and Osborn 2011). Training has been perceived to be an organizational
effort that would embolden the employees to acquire the requisite skills that would enable
them to perform the given tasks. It is a development in the process that is aimed at
influencing the knowledge of the employees as well as the attitude of the staff to enable them
to perform in an optimal manner. In this context, it is important to understand that in what
ways training would accelerate the productivity in the food and beverage industry in Middle-
East.

4BUSINESS RESEARCH METHOD
References
Collings, D.G., Doherty, N., Luethy, M. and Osborn, D., 2011. Understanding and supporting
the career implications of international assignments. Journal of Vocational Behavior,78(3),
pp.361-371.
Freeman, S. and Lindsay, S., 2012. The effect of ethnic diversity on expatriate managers in
their host country.International Business Review, 21(2), pp.253-268.
Lin, S.R. and Hsu, C.C., 2017. A study of impact on-job training on job performance of
employees in catering industry.International Journal of Organizational Innovation
(Online),9(3), p.125A.
Samson, A.J. and Gungul, T., 2014. Effects of Human Resource Training and Development
on Productivity in Nigerian Hospitality Industry. International Journal of Public
Administration and Management Research, 2(2), pp.80-87.