The present study “Staff turnover in Hong Kong's hospitality industry” is related to the existing state of hotel industry. The basic resources for this will be available from organizational handbooks, reports and reviews of the hotel industry in Hong Kong…
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The phenomenon of employee turnover is considered as one of the natural outcomes of conduct of business in modern organizations. Thus it is said that achieving zero percent turnover is not practical and should not even be attempted in today’s rapidly changing employment environment (Branham, 2000). It is also said that some turn over may be desirable as it would enable a shake out amongst the employees avoiding bunching up of a large number with similar pay scales, salaries and capabilities making a pyramid (Branham, 2000). To retain all such employees will be extremely expensive for the organization. New employees are also said to bring in fresh ideas, approaches, abilities, attitudes and also prevent the organization from remaining stagnant (Branham, 2000). 2.3 Brief introduction of Hong KongHong Kong is said to be a very vibrant metropolis which has a life and dynamism of its own making it one of the unique cities in the World. It has a typical Chinese culture which has remained unaffected by British influence over the years (Hong Kong, 2006). It offers a mix of the modern and the ancient, the Oriental and the Western and therein lies its charm. At the same time the employment environment in Hong Kong follows a very flexible tendency. Thus employees in Hong Kong are not inhibited by generally accepted norms of loyalty and life long service which is characterized by some Eastern management cultures such as the Japanese (Hong Kong, 2006).
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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).
Upon seeing these things, Hong Kong has a big potential in attracting tourists and more likely uplift the Hotel industries within its vicinity. However, due to the fact that Honk Kong is very much industrialized, we cannot neglect the fact that most of the operations of Hotels here compromises with the environment in terms of energy and some natural resources.
The severity of turnover varies widely by type of business and the economic health of the region where the companies are located. Innovative high tech companies and most successful manufacturing companies frequently experience low turnover rates while fast food restaurant managers expect turnover to be as high as 50 to 75% turnover is a major problem for companies in many Asian regions, such as, Hong Kong, South Korea, Malaysia, Singapore and Taiwan (Barnett, 1955; Chang, 1996; Syrett, 1994).
Organizations are overseeing the business functions such as hiring, training, conducting interviews, relaying of company related business trends and issues and employees benefits etc. This type of thinking is oriented among professionals because they want that the company they are working with, able to stay on top despite of existing competition against companies who compete with the same product or services a certain company caters to.
The two main environments present employee turnover, a booming economy and accepting job swapping culture, will be explored. The research will be explored through literature reviews, statistics, and charts. The reasons for employee turnover in the Hong Kong hotel industry, possible solutions, and prediction will be explored in this paper
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