International Journal of Management and Commerce Innovations ISSN 2348-7585 (Online) Vol. 7, Issue 2, pp: (393-396), Month: October 2019 - March 2020, Available at: www.researchpublish.com
Managing High Employees’ Turnover in Hospitality Industry: A Strategic Analysis Mr. Ajay Ratewal Housekeeping Executive, Le Meridien Hotel, Gurugram
Abstract: Employees’ turnover is the biggest challenge for hospitality sector. This research paper provide an insight of different methods and strategies that can be adopted to reduce employees’ turnover in hospitality sector. Hospitality industry is losing its good employees to other sectors due to various reasons. As hospitality is mostly rely on employees, the high rate of employees turnover has caused a serious threat to hospitality sector. The employees’ turnover is not only limited to monetary loss, it also lead to customer dissatisfaction, reduced employees morale, decreased productivity, irregular service quality and overall adversely affect the performance of an organization. The present study focuses on the causes of turnover and various strategies that can be adopted to reduce it. Keywords: Employees’ Turnover, Employees’ Retention, Hospitality sector, Strategies.
I.
INTRODUCTION
The recent development in technology brings lot of modification in hospitality sector too. The advancement also bring lot of change in travelling habits of people. At present large number of tourists are joining the tourism. There have been numerous colleges and institutes too which trained the students’ professional to deal with tourist. But still there is a large gap between the demand and supply of employees in tourism sector. Also it has been noticed by several researchers that people are switching their jobs from hospitality sector to other sectors such as software companies, marketing jobs, academics, banking and finance etc. In these sector jobs are secure and full time, work specific and timings are fixed whereas in hospitality sector every employees whether skilled or unskilled have to work 24X7. There are no fix timing and also incentives are too low to justify the work. It was also noticed by Barron (2009) that entry level positions are filled with low skilled workforce and also informal staffs are permitted to enter and exit the organization liberally. It has also been noticed that low skilled jobs such as housekeeper, food attendants, cleaners in restaurants, coffee shops, bards, lounge etc. allows part time job. Especially in service sector, employees are hired specifically for banquet during wedding season. Hughes (2008) explained various shortcoming in hospitality sector related to workforce working in it. He identified some of reasons behind the high employees’ turnover such as low income, high work pressure, low job security, irregular job, odd working hours and less incentives as compared to other sectors. For the recent development of hospitality sector, employee retention and their commitment towards the organization is the biggest challenge. It also effects the moral of other employees, corporate restructuring efforts and tough competition is hard to survive if you don’t have good workers. It has also been noticed that employees turnover directly affect the productivity of an organization. This direct relation between employees’ turnover and productivity is especially critical in current economic scenario and following downsizing of corporates when there is high rate of employees’ turnover (Caplan and Teese, 1997; Ambrose, 1996; Noer, 1993).
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