This paper is meant to diagnose the problems associated with the luxury hotels that bring about the high employee turnover as well as the suggested ways of how to deal with the high turnover rate. Employee turnover has been found to be among the highest in the hospitality industry…
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Normally, the major reasons for a job change have to do with better benefits or satisfaction. The employees have a tendency to move towards an industry with better motivation in terms of benefits as well as satisfaction. They also assume a lifetime perspective as they make choices about job change. Employees therefore make such choices to change their jobs while considering the future changes in job satisfaction and enrichment as well as maximized benefits. Luxury hotels are among the categories of hotels in the hospitality industry. These kind of hotels are specifically built in strategic areas where there is targeted market of high class people in the society as well as foreign and domestic tourists. They are normally positioned in the big cities of a country where the GDP of that country is high and center for the business district where politicians, renowned businessmen, diplomats and other dignitaries can access them. They are also situated at tourist attraction centers where the tourists can get access to them whenever they visit the centers. These hotels are normally very expensive to board considering the kind of architecture they employ as well as the high standard of service that they offer. According to their positions or where they are situated, some of these hotels operate only on a seasonal basis. This is so because tourism makes the largest of their clients and when the tourists are not around, the hotels remain closed for a better part of their operation yearly. There are different categories of employees that do exist in the luxury hotels and these are together with; management as well as non-management. Management employees consist of those employees involved in the major decision making about the hotels which forms the basis for running the hotels. These might be together with the Chief Executive officer, Managing Director, Chief of Staff as well as Departmental Heads. They are involved in the major decision making about the hotel. The other category of employees is the non-management employees. This category consists of workers of lower rank like the casual laborers as well as the departmental employees apart from their heads that fall in the management category. Reasons for High Turnover in Luxury Hotels There are various reasons why employee turnover rate is very high in the luxury hotels. Some of these reasons are together with the seasonality of the hotel customers, low compensation level as well as low job satisfaction and enrichment that reduces the employees’ self esteem due to low employee motivation. (a) Seasonality of the Industry The major clients of the luxury hotels are the tourists apart from those built in the city centers which do not necessarily have to depend on tourists. Tourism as well known is a seasonal industry where the tourists may come to a country to visit different sites just during a particular season after which they go back to their country and attend to their other duties for the rest of their time until the season returns.
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The author of the paper states that the group has approximately five thousand employees working in various departments. For efficiency of service, the industry has various departments where employees are deployed. In its operation, the industry operates under Tourism Promotion Service (TPS).
People constitute the most valuable resource for any organisation that intends to emerge as a winner in the highly competitive marketplace. Any extent of material resources or the best of equipment available in the market can be of little use to an organisation unless it is productively employed by a team of competent and committed personnel.
They assess their business operations and environment for efficiency and enhancements of their core and advanced business functions. During all the process of organizational development, the Human Resource Management department plays a significant role in keeping the employees and workforce of the organization motivated and satisfied.
It is a systematic effort to gain new knowledge (Newman & Benz , 1998).” Research design This research will be exploratory and descriptive in nature. It will try to find out various factors which can be held responsible for employee turnover in organizations.
The research aims at underpinning and outlining the importance of motivation in reducing employee turnover in the banking sector. The research identifies the importance of motivation by analysing past literature and available information. This helped in understanding the fact that motivation often impacts in a positive way leading to better understanding and performances of employees.
Available information from the Internet has also been incorporated in the study after checking its authenticity. This has provided a greater variety of sources to the study which can be examined from various other angles.
Employee turnover is said to be an increasing phenomenon as with greater availability of jobs, increased ability and ambitions of people, the trend for job hopping has increased (Khatri, 1999).
This means that a company with a high employee turnover loses many employees as compared to those who are employed. It is noteworthy that this rate is s sure concern for many employers because this means frequent recruitment to cater for the leaving employees, and this can prove to be a complicated chore given the expenses involved.
Many retailers have resigned themselves to accepting this kind of turnover rate as a "cost of doing business" (Joinson, 1999). The costs associated with recruiting, retraining, diminished customer loyalty, and many other consequences of high turnover rates can be staggering.
Why is there a Large Employee Turnover Rate at Wal-Mart? Organizations spend a lot of time and money on human resource development and management (Ongori 2007; Linhartova). The cost starts with the recruitment process through to training and development at every stage through which the individual passes and then replacement in the case of an employee who quits.
Once a person is exposed to turnover factors, he looks around for other opportunities and waits for changes to happen in the current turnover factors. If alternative opportunities are available and changes in the turnover factors do not occur, then the employee leaves the job.
4 Pages(1000 words)Essay
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