Essay on The Employee Turnover Assignment

The issue of increasing employee turnover has been the subject of concern for ABC International. The human capital department has reported a sharp increase in employee turnover for the past year and it has been decided that the best approach to resolving this matter would be to first conduct a research. A secondary step would be to take completed Exit Interviews for the past three years. Using these two information, ABC would be able to analyze and get a big picture of how separated and current employees feel about the various aspects of the company such as compensation and benefits package, career advancement, training and education etc.

They continue to use resources to hire more people, but fail to put many of these resources toward minimising or eliminating turnover in the hourly employee and management ranks (DiPietro 2007). The cost of turnover is great given the financial expenses of recruiting, training and retaining employees. Furthermore, the emotional cost manifested by stress in the workplace for existing employees, supervisors and customers can have negative effects on the working environment (Hinkin and Tracey 2000). It is widely known across the globe that the general requirements for hospitality job roles require little skill and little proficiency in speaking the native language. As a result, training is often spent on new employees which are often an international migration of workers (Miller 2010).

What is hospitality? Hospitality industry is both a service and labor intensive proposition (Poulston, 2008). As per dictionary meaning is the kindness on welcoming guests or strangers, just like a reception for the patient when stay inside the hospital, patients will receive a friendly and generous reception. The hospitality profession is described by Fabienne Rollandin (2014), director of industry relations and market research at Swiss hospitality management school Glion, as a ‘people-orientated industry’. Students are expect to providing high contact services, every single movement or behaviour will give a big impact towards customer. The key determinants to provide service quality, which will direct linkage to customer or guest satisfaction and loyalty are employee attitude, performance, and behaviour (Heskett, Jones, Loveman, Sasser Jr., & Schlesinger, 1994). So hospitality industry consider one of the tough industry in the world, because dealing with people is always difficult and challenger.

In the hospitality industry, specifically in hotels, the industry faces an increasing high turnover rate. When dealing with the hotel industry, the question arises as to why employees have high turnover. The first task to figuring out hotel employee turnover is to identify what the employee’s needs are and what the industry is doing to meet those needs. The article points out the need for wages. The second point discussed is safety needs. Teams benefit both the employer and the employees. The fourth need defined by Maslow is esteem. The fifth and final need mentioned is the need for self-actualization. Ultimately, the reason why the hospitality industry experiences

Many factors play a role in employee turnover-wages; benefits, attendance and job performance all play a significant role in employee satisfaction and productivity. Some organizations may attempt to save costs by decreasing these benefits as a cost savings measure, but if employee retention is affected a cost savings is not realized.

Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.

The hospitality industry is a very lucrative and rewarding career choice. Choosing a career in this field is not for the faint at heart. A career in this industry requires an individual that is ambitious, self-motivated, and has a charismatic personality. However, the hard work comes with many personal and financial rewards. Hospitality covers all careers that can come underneath the lodging, restaurants, event planning, theme parks, transportation, and tourism. However, this paper will go in depth explaining the role of general management, growth of employment, and human

This paper shall establish a plan for Quality Improvement (QI) activities in an establishment like a therapeutic massage clinic such as the Relax Station. I have been a massage therapist since 1996. My training was in Florida, where I graduated in 1996 with 650 credit hours. I am certified from the school I attended, and am insured by one of the biggest associations for massage therapy, Associated Bodywork and Massage Professionals, (ABMP). I have worked as an employee and a contract worker for massage establishments. I am a contract worker now, but, used to work for Relax Station in Ann Arbor, MI, as an employee. The Relax Station has a problem with keeping staff, and the turnover is high.

Hospitality jobs, which include hotel jobs, resort jobs, restaurant jobs and other food service jobs, require constant positive interaction between individual employees and guests in order to establish a connection that will keep the business thriving (Wang, Y. (2010). New trends in management have swept through the international hospitality industry in recent years and some have left without a trace while others have shown more staying power. Whether it be total quality management, employee empowerment, or re-engineering, each new management shares a common element. The main yet rapidly changing role of the manager in implementing change, facilitating employee performance, building effective teams, and assuring delivery of quality goods and services to the public(Wang, Y. (2010). The hospitality industry 's employment base is the largest of any industry in the private sector in the USA. It surpasses the agriculture sector and the auto, electronics, steel, and textile industries combined in number of people employed. The hospitality industry worldwide employs over 255 million people. Within the USA, the hospitality industry employs over 13.9 million people, or 11 per cent of the working population. Hotel employee turnover is a well-documented problem in the hospitality industry with reported turnover rates ranging from 31 percent to 43 percent to 58.8 percent in the U.S. (Ziegler, H. (2015). Turnover in the hospitality industry is reported to be "nearly twice the average

Providing quality care in Long-Term Care (LTC) facilities is an ongoing challenge faced by administrators throughout the United States. There are many hurdles that need leveled in order to repair the status quo. One such obstacle is staff turnover. The financial cost is high for the facility and the emotional impact for the facility’s residents is great. In order to decrease staff turnover and increase resident outcomes, causality needs to be examined.

The research topic that I have chosen is staff retention in a domiciliary care setting to enable me to do this I will be looking into the 4 main categories to research which are:-

Managers that are therefore in a position to obtain a shared understanding of issues to do with employee turnover can be in a position to retain their employees and hence achieve a competitive advantage. Turnover is also important for organizations so that they can r4place the old employees in the process of them carrying out business processes (Glebbeek & Bax, 2004). Organizations are in a position to plan for employee replacement in the most convenient manner without necessarily disturbing the existing equilibrium. Decisions about turnover made by the employees have also been seen as an opportunity for employees to carry pout individual improvement. Employees are in a position to carry out an assessment of the current job and bring into perspective the possible alternatives that they can go for in the market.

Being a student of Hospitality Management, I have been asked to write an assignment about, accommodation and front-office services in different organisation within the hospitality industry. I will analyse the role and responsibilities of staff and how it is impact the effective management and operational issues effecting to the accommodation and front-office services. I have selected a ……….

All over the globe retaining employees is a most critical factor for the organisations. High employee turnover is more common in private sector as compared to public. In construction industry, to reduce employee turnover and to improve the productivity of an organisation, organisations have to be aware of the reasons why an employees quit the organisation?. Employee turnover can be explained as the expenses, in term of money, time, and quality of work, that an organisation bear while replacing an employee. If an organisation fails to satisfy the needs of its employees then it is obvious that the employees will look forward to fulfill their necessities. This chapter discuss the reasons why employees quit their jobs.

Hospitality is an industry that critically depend on their human resource, employees’ customer service is the main part of hospitality production,(Kysilka&Csaba, 2014). In this case, high quality employees and employee retention should be main areas to successfully operate a hospitality company. However, high staffing turnover widely exist in hospitality industry, particularly, employees