Strategies for Retaining the Skilled Employees - Outline Example

Upon recruitment, players in the two industries must establish viable strategies for retaining skilled employees. Players in the hospitality and tourism industry should develop career promotional campaigns as a method of attracting and retaining skilled employees (Australian Government, 2015, p.29). The companies, through the campaign programs, can enlighten prospective employees about the career opportunities and growth programs the industry can offer. Players in the tourism sector should advocate the inclusion of tourism education in the curriculum of the system (Shakeela, Breakey, & Ruhanen, 2012, p.35). Education creates awareness and encourages youths to pursue further training in fields related to the industry.

To bridge the gap of a skilled labour shortage during the peak season, hospitality, and tourism companies should incorporate outsourcing as an intervention measure (Davidson & Wang, 2011, p.239). The hiring of qualified employees during the peak season in hotels and tourism agencies lead to enhanced efficiency in handling the influx of tourism. Outsourcing is relatively cheap and convenient because the companies do not need to incur the high cost of labour during the low season. Hotel and Tourism companies need to strategize on the method of recruiting new employees into the industry.

The recruits must possess the necessary qualifications in terms of academia for the jobs, as this will influence directly performance (Hui-O & Hsin-Wei, 2011, p.205). Companies must evaluate what skills they are in need of prior to recruitment. Besides the skills, attitude and capability of the newcomers need to require thorough vetting to ascertain their suitability for the industry. Adjustment of remuneration packages for the skilled workforce in the hotel and tourism industry is instrumental in the retention of employees (Daft, 2010, p.310). Salaries and allowances should coincide with skills and services delivered to the company.

There should be equity in compensation among the employee. Compromise inequity may drive the highly skilled workforce from the industry, as the skills are readily transferable to other sectors. Mentoring and coaching programs encourage newcomers in the organizations to stay for longer (Daft & Marcic, 2013, p.351). Experience members of staff within the organization guide and assist the new members in adapting to the organization’s systems. They learn how networking strategies help in career advancement.

The promotion of employees from within the company boosts the morale of the workforce to stay in the business (Epstein & Rejc, 2014, p.7). The employees become sure of their career projections within the company and the hospitality and tourism industry at large. Due to the large resource base, international players in the hotel and tourism industry are at an advantage in applying strategies aimed at combating skilled labour shortages. When adequately incorporated within the management, the strategies are viable.