Despite the issues that the hospitality industry encounters in retaining talented employees, little attention has been paid to the development of retention strategies, resulting in poor organizational performance and sustainable growth. The current study, therefore, aims to review and discuss the employee retention strategies in the hospitality industry in order to keep talented employees for a longer period of time. The study is based on past literature and peer-reviewed articles published between 2010 and 2020. The databases Web Knowledge, Emerald, Google Scholar, and Science Direct were used to find the relevant papers using the key words such as “Hospitality Industry”, “employee retention”, “employee turnover”, and “employees”. The findings of this study suggest that employee retention is contingent on employee satisfaction, which is comprised of four factors: sustainable positive work environment; sustainable growth opportunities; sustainable & effective communication; and sust.
See Full PDF See Full PDFStrategies for Retaining Employees in the Hospitality Industry by Melvia Edna Scott MBA, Nova Southeastern University, 2011 BS, Bethune-Cookman University, 2006 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University December 2015 Abstract Employee retention is a critical issue for business leaders. The United States Bureau of Labor Statistics reported over 4.5 million employee separations in 2014 because of resignations, layoffs, or terminations. Hospitality managers face some of the lowest employee retention rates of any industry, which leads to poor customer satisfaction and decreased profitability. The purpose of this multiple case study was to explore the perceptions of 3 hospitality managers from 3 different mid-sized hospitality organizations in Brevard County, Florida. The conceptual framework for this study was built upon motivation theory; existence, relatedness, and growth theory; and expect.
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Online International Interdisciplinary Research Journal, Employee Retention has become a key issue in today's global market scenario. The retention of employee depends on both tangible and intangible variable that determines the level of job satisfaction. The hospitality industry always faces a major setback on retention of talented and skilled employee due to various factors. This paper highlights the major determinants of employee turnover in hotel industry. The present study reviews literature and research work carried out on employee retention and the factors affecting employee retention and job satisfaction in various industry or sector. The employee job satisfaction and employee retention relies on the best HR Practices followed in industry depending upon its nature and size as a universal solution. Download Free PDF View PDF International Journal of Advanced Research and Publications Human Resources [HR] is the vital capital of an organization. And naturally, it requires continuous investment for capacity enhancement, fulfillment of expectations, and continued retention in the organization. It is more important to retain HR in hospitality institutions as it requires a lot of time, effort, and cost to empower them with technical and human skills competence matching with the nature of service requirement of this special segment of the economy. In this context, the present paper has been crafted on suitable conceptual and theoretical ground to establish relevant pragmatic approaches to promote the retention of HR in the hospitality industry. The primary aim of this work is to explore the underpinning conceptual and theoretical perspectives and pragmatic approaches to staff retention replicable to hospitality institutions. More specifically, the paper examines the retention theories, observes applicable and practiced models with an emphasis on human resource retention in hospitality institutions, and determines the most suitable approaches to HR retention in the light of unique hospitality. Since this study is fully thematic desk research-based, the present scribe has used exploratory research by comprehending the conceptual, theoretical perspectives, standards, and relevant models of staff retention which was assessed through the various secondary sources. The established conceptual perspectives and institutional practices of motivation and retention models can be a benchmark for organizational success and thrive. The suggestions drawn from each theory and model positions staff as a valuable asset that needs to be continuously motivated with the needful intervention of strategies and solutions that best suits them. Many organizations are exploring different concepts and theories, strategies, and established models that explain the application towards better employee retention to gain a competitive advantage. Future research should emphasize the creation and promotion of a sound working environment, better communication, and the rest of human development and motivation-related matters with an aim to retain the trained and matured workforce. Similarly, the culture of inquiry in this respective field of study should be initiated to explore more relevant system approaches to staff recruitment and selection process, empowerment with ownership, and creation of their self-respect and dignity while being the member of an organization so that they would not dare to quit the organization. Of course, any study focused on the long-term cost and benefits of effective staff retention would serve work for both academia and industry. Staff is a prerequisite for the effective management of an organization. They must be empowered and motivated with the right use of resources, strategies, and practiced models of retention. Effective application of the existing theories in the workplace drive HR practitioners to grasp the exact scenarios that could result in desired outcomes leading with positive impacts for staff, organization, society, and hence to the nation. Download Free PDF View PDF Business: Theory and Practice