BE 31403

SUPERVISION IN HOSPITALITY INDUSTRY

INDIVIDUAL PROJECT

MADAM ANDI TAMSANG BINTI ANDI KELE

TITLE :

Human resources and employee turnover in hospitality industry (2015)

NAME MATRIC NUMBER

MOHAMMAD YUSUF BIN RAHMAN BB15110398

 SUBMISSION DATE : 10/11/2017

Introduction

Employee turnover has become an issue not only in our country but also in
worldwide. As we know the context of employee turnover means, the rotation of
workers around the labour market and between firms, jobs and occupations and
between the states of employment and unemployment.

On the other hand, turnover refers to the number or percentage of workers who
leave an organization and are replaced by new employees. For example, like
resignations and the termination of a worker. In hospitality industry, it has become a
unique one that exists to serve customers during their recreational time. This time is
often spent in the form of lodging and travel, amusement parks, cruises, and more.
To best serve customers needs, there are a vast variety of employees that staff
businesses in the hospitality industry from entertainers to customer service
representatives to maintenance staff. Unfortunately, these employees tend to have
high turnover rate that has long been unexplained.

Hotels are the largest employers and the high mobility or turnover rate
experienced within the industry is a common challenge. To get similar jobs with
other firms emphasized that jobs in tourism and hospitality industry are largely
perceived to be undesirable and common features of hospitality employment are
low wages, poor working conditions, lack of job security and promotion
opportunities, which result in high staff turnover.
Main Content

Employee turnover has become an issue because of the hotel labour market.
Turnover is the voluntary or involuntary exiting of staff from the employment in a
hotel. In contrast to increasing employment opportunities in the hospitality industry,
the hotel labour market has two key challenges. On the one hand, it is difficult to
attract suitable labour and on the other hand, it has relatively high levels of
employee turnover representing a significant loss of investment in human capital,
training and quality.

Based on what I’ve learned so far, recruitment can be defined as searching for
and obtaining a pool of potential candidates with the desired knowledge, skills and
experience to allow an organization to select the most appropriate people to fill job
vacancies while selection means once a pool of candidates has been identified
through the recruitment process the most appropriate candidate, or candidates are
identified through a selection process including but not limited to interviewing,
reference checking and testing.

Employee turnover is high in the hospitality industry and this happened because
the lack of vision. Initially, no employee cares about the organization’s profit but
about their personal interest and gains. These shortsighted employees come with
high expectations without realizing that the process would take some time.
Therefore, they tend to change their jobs.

Salary scale are also one of factors why employee turnover are high. This is the
common reasons why the employee turnover rate is high. Employees are for sure in
search of jobs that pay them well. In hospitality industry, when employees are
underpaid, they tend to look out for jobs that offer considerable pay with their
effort.
 The work environment are also one of the factors why the employee turnover
are high. Hospitality workers often work for long, labor-some hours in poor working
environments and they feel that they are unappreciated by either the companies
they work for or the patrons they serve, leading them to exit the industry to look for
more personally fulfilling jobs.

Conclusion and Recommendations

As we can see, employee turnover is a significant challenge to human resource

of hospitality industry where in management, they need to focus more to develop
the employee turnover intention because this will help to reduce the high employee
turnover.

Not only that, the four human resources practices should be adapted such as the
recruitment and selection, training and development, performance and appraisal
and compensation and benefits. First, effective recruitment and selection practices
are essential to employ potential candidates. In this case, the management should
focus on selecting the good candidates into their organization.

For the training and development, systematic training and career development
opportunities has to be offered to employees in order to develop their knowledge,
skills and abilities. Which will in turn motivate employees to retain with the firm for
longer duration. And not only that, the organization must provide their employee an
opportunity to advance themselves and develop their skill to higher level. Hospitality
and tourism industry need to focus on inclusion of all staff in training and increase in
the amount of investment in training and development.

Performance appraisals has to be periodically conducted which will enhance

employees future performance. Hotel management needs to increase their workers
salary due to type or work that need to be done by their workers and management
also need to determine the potential employee that have perform well and give
them chance to promoting themselves. In this case the organization must provide
the employee with facilities which will satisfy their workers.

References

[1] Franck Forget, MBA. Human resources and employee turnover in hospitality
industry (2015).

[2] Dr. Dilbag Singh, and Mr. Amandeep (2017). “IMPACT OF EMPLOYEE TURNOVER

ON HOTEL INDUSTRY - A STUDY OF SELECTED HOTELS OF NEW DELHI”

International Journal of Research - Grantaalyah 5(4), 153-158.
[3] Robin B. Dipietro PhD & Steven J. Condly PhD. “Employee Turnover in the
Hospitality Industry”. Journal of Human Resources in Hospitality & Tourism
Vol. 6 , Iss. 1,2007.