HRM Report: Orientation, Employee Satisfaction, and Turnover in Hotels

This report focuses on the importance of human resource management (HRM) orientation, particularly within the hotel industry. It begins by outlining the significance of the orientation process in introducing new employees to the organization's vision, mission, and operational procedures, including essential paperwork and codes of conduct. The report then delves into a literature review, examining studies on the impact of employee service orientation on turnover rates in the US hotel industry, and how effective orientation can reduce job stressors, thereby improving employee satisfaction and retention. The review highlights the importance of orientation in clarifying job roles and responsibilities, and its potential to mitigate negative impacts on employee efficiency. The report concludes by referencing relevant research and studies that support the claims made within the document.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

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Portfolio: Orientation
Introduction:
The modern day organizations significantly face the need of the orientation for the
new employees into the workforce. The orientation process is significantly helpful for the
human resource management department in introducing the organization’s vision and mission
to the employees. The orientation process also includes the formal paper works like the filling
up of the forms, bank details and the visa details. Apart from that the orientation process is
significantly helpful for the management in introducing the employees’ code of conduct to
the new employees. The paper is dedicated in describing the process with specific focus in
responsibility of the HRM in the mentioned purpose.
Literature Review:
The role of employee service orientation in turnover in the US hotel industry.
The high turnover rates in the hotel industry is a major issue for the operating
organizations as the significant amount of cost and the time that the organizations offer to
their employees for the training purposes goes in vain with the employee leaving the
organization. Hence the organizations are in significant need to make sure that their
orientation policies and schemes are absolute in eliminating the threat of employee turnover.
The paper evaluates the impact of the employee service orientation in the employee turnover
with precise focus on the aspects like job satisfaction and the employee commitment. Apart
from that, the paper has great significance in assessing the quality and the need of the
orientation in employees’ intention of to leave an organization. The study involved partial
square method on responses of 63 hotel employees of United States where 30% of the
responses were directed towards the service orientation for variability in the intentions of the
employees’ regarding separation. The paper showed that the grooming and the traditional
introductory sessions were significant for the employees in understanding their job.

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Does work engagement mediate the effects of challenge stressors on job outcomes? Evidence
from the hotel industry.
The paper is dedicated in evaluating the impact of the orientation policies in reducing
the job stressors in the hotel industry. The paper shows that the employees of the hotel
industries are subjected to significant amount confusion regarding the job profile and their
responsibilities and the effectiveness of the orientation policies in reducing those concerns.
The study is significant in stating that these confusions have the potential to cause negative
impacts on the efficiency of the employees in the form of job stresses and dissatisfaction
generated from the work-time characteristic. The study revealed that the orientation in such
cases is the best possible method for creating awareness among the employees regarding their
operations.

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Bibliography:
Dusek, G. A., Ruppel, C. P., Yurova, Y., & Clarke, R. (2014). The role of employee service
orientation in turnover in the US hotel industry. Journal of Organizational Culture,
Communications and Conflict, 18(2), 87.
Karatepe, O. M., Beirami, E., Bouzari, M., & Safavi, H. P. (2014). Does work engagement
mediate the effects of challenge stressors on job outcomes? Evidence from the hotel
industry. International Journal of Hospitality Management, 36, 14-22.