Hospitality

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Introduction

In the sector of hospitality is growing very fast however, there are many competitors in the
same field and every day the competition is going tougher for every person. Besides that, the
business can be considered as one of the oldest businesses in history. The huge growth of
these industries also required a huge amount of skilled workers or employees to provide a
better customer support. Apart from that, the companies are providing many opportunities to
the people. In the past, the employees are not so important for the companies now a day is the
employees are the key services to the hospitality sector. To retain the employees are also
important for a hotel as the competitors can absorb the skilled workers. In this project, it will
be discussed regimentally, that how it is important to retain the employees or to attract the
new employees to this industries, and how much this new workforce is important for this
industries.
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Discussion

Background of the Hospitality Sector:

The hospitality industries are one of the oldest business which includes the hotels and motels
or lodging. The industries provide the meals personal service and the accommodation for the
permanent residents and the traveling public. The hospitality industries can be divided into
four categories (Ariza-Montes, Arjona-Fuentes, Han, & Law, 2017).

 Food and beverages

 Travel and tourism
 Lodging
 Recreation

Apart from that, the range of the employment opportunities is very huge in this sector. The
growth of the employees can be considered as high as compared to the other sectors. The
number of employees working is huge but the skilled and best employees are less. So to
retain the employees the company have to do many things.

Understanding the retention and attraction in hospitality industries:

As there is a hard competition between the hospitality industries it is required to hold the
current workforce apart from that it also requires attracting the new workforce. A stream has
research in the HRM strategies to examine the linkage between the practices of the HRM and
the effectiveness and performance of the organization. However, it is necessary for the HRM
to have a systematic approach, so that the workplace will provide the high-performance work
system. If the companies do not focus on hiring the employees who can involve in the
development of the company then the business will not grow up. The company also have to
understand if the company does not focus on the employee's problems or does not provide the
facilities, the employee can move out of the organization. Thus, the organizations need to
build a positive work environment so that they can attract and retain the employees.
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HR Planning and the workplace:

HR planning is one of the important factors, which is needed to improve the business and the
employees thinking. If the brand of the company or the hotel goes, it will necessarily increase
the brand value. If the brand value goes high, there is a possibility that the employees will get
attracted to the hotels to work there. Branding is one of the factors, which attract the
workforce (Yang, Wan, & Wu, 2015). However, it does not mean that on the brand value of
the company will attract the new workplace as the attraction and the retention are interlinked
which each other. As if the employees are not happy in spite of the brand name the new
employees will also not able to join the company.

Hr planning should be accurate to identify the issues and the problem. Because it is
necessary for the hospitality management as managers are not aware of the HR planning or
the benefits of the HR planning and the managers always plan in their way (Cortini, 2016).
That will make an impact on the employees. The SPF (Strategic problem Formulation) can
help to identify the negative impacts of the HP planning process (Lyles, 2014). By this, it is
identified that there are eight factors that make the process more complex.
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Challenges in Retention of the employees

The retention of the employees depends on the industries or the specific sector. Some of the
organizations have some internal issues that can lead them to the downfall of the employee's
retention. In this project will discuss the main areas that one organization can review and
understand the main reason for the decrease in the level of key employees, which are leaving.

In the high turnover of the employees in the company that may involve the hidden cost,
however, it defers from company to company. Nevertheless, there are some problems also
while retaining the employee's high retention levels also create issues for the company. For
example, an employee or a particular team have become so much good at their profession that
the head of the company will not want to lose them. Even promoting them cannot able to
solve the problem. This will result in the stagnation or it will de-motivate.

The retention does not mean to retain all the employees some companies are there to retain all
of the employees, which is not good, as the company will lose their creditability if they will
retain all the employees. Retention does not mean to retain the non-performer. The
employees who are productive or the good performer should be encouraged and these
employees can come under the retention policy. Those who do not perform should be
understood that the company does not want them. That means the company should retain
those who can provide profit to the company.

Organizational Cost:

One of the major factor for them in the huge employees turnover is the organizational cost.
There might be some the reason for the organizational cost that can affect the retention part of
the employees (Vardaman et. al.,2016). If the company is doing cost, cutting in the
company’s budget the management will leave those employees who are not performing well
or the company will not stop any employees who want to leave the company if the company
is suffering from a loss. The human capital theory suggests that some labor is more
productive than others and it needs more resources to invest in the training of the new
employees. So retaining the old employees will save the cost of the company. However, some
companies do not stop the experienced employees as they can hire those employees who can
demand less salary.
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Job satisfaction

One of the main problems is that the organization is not able to hold the experienced
employee in the company is that the company is not able to provide the job satisfaction. If the
employee is satisfied with the job, then there will be no reason for the employee to leave the
job (Lu, Lu, Gursoy, & Neale, 2016). The management of the company should ensure that the
talented employees should be given the autonomy to work. They suppose to provide the work
related to the designation.

The problem regarding the job satisfaction is that the company is not able to provide the good
environment in the workplace. If the company can provide a better work environment then
the retention of the employee will be not necessary, as the employee will not go anywhere.
Apart from that, the company can provide training to the employees if the employee is not
able to cope up the pressure of the work then the company should provide the training to the
employee. However, most of the employee cannot able to handle the pressure of the work,
which led them to leave the organization.

Lack of motivation:

One of the major problems is that the employee does not find any motivation for the work. If
the company is providing the motivation to the employees the employees can also devote to
the work (Grobelna, & Marciszewska, 2016). Motivational theories can be classified into four
categories:

 Economic needs of the man

 Social concept of motivation
 Self-actualization
 The contingency approach

The motivation can improve the employee's work and the retention part. Lack of motivation
can decrease the productivity of the employees and make the employees feel like they are
working under the pressure. This feeling will lead the employee to leave the company.
Moreover, the company will not be able to hold the employee for a longer period. Sometimes
if the employee does not get motivation from the upper management the employees feel
undervalued which is not a good thing for the company. Motivation can be described as the
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psychological process that can cause the direction and the persistence of voluntary actions to
move forward to achieve the goal.

Is management can be the problem in retention of employees:

Management can be one of the reasons, which can cause the problem in retaining the
employees. If the company’s management is not able to provide the career growth, learning
and development of the individual employees this will cause the company to lose one of the
employees. Management has the direct relation with the retention of the employees. If the
company’s management is not able to provide the satisfaction to the employees, the
employees will have a chance to leave the company (Deery, & Jago, 2015).

One of the researches has suggested that the maximum number of employees has been
resigning from their job because of the managers who are not able to provide the job
satisfaction to the employees. They failed to become a good leader to lead the team. If the
boss is inspiring then the employees are likely to stay more time with the company.

Key problems in Attracting Workforce:

Overview: The company needs to provide a positive working environment. Without the
positive working environment, employees could not trust the company and could not rely on
the management system (Hauswald et. al., 2016). Therefore, it will directly affect on the
strength of the company that they are trying to increase and to attract the new employees. The
positive working environment is such an important which is very necessary for the reputation
of the company too and if the reputation remains good, the employees will try to join the
company by own choice. The employee needs self-satisfaction with the work and it is
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possible only if the company allows having that environment. It refers to the friendly
environment too that will motivate the employees to work and get attracted to those
companies.

Companies need to reward the employees to attract them and get motivated by the thoughts
and conceptual behavior of the other employees. The company must pay the reinforcements
to those employees who are in real need (Fruhen, Weis, & Flin, 2015). Such incidents will
help the employees to trust the companies and to work more for the company. These are
some assets of the company too. To recognize the old customers and to keep belief over the
employees can make a company more strong and can help in bringing more employees in the
future.

Evaluation and measuring:

Evaluation is necessary for the employees who are working with particular company
employees. It is a system, which can improve the employee’s performance, and the
evaluation is the process, which identifies the satisfaction level of the workforce (Schwartz,
Borchert, Hirth, & Tran-Gia, 2015). The evaluation process includes the measurement of the
morale of the employees, the turnover and the engagement level of the workforce. If the
company is not able to evaluate all these things company, cant able to attract new employees
from the industries. it is necessary to showcase these things. If the company is not able to
display these things, it will have a negative impact on the future employees. For the new
employees, they always check the company's policies when they come for an interview. In
hospitality industries, it is necessary to get the skilled employees for the better customer
service.

Involvement of the company:

One of the major challenges in attracting the employees is that the company does not involve
in the productivity of the company (Raub, 2017). A company does not take ideas and
suggestions from the employees. If the companies take feedback from the employees the
company can able to understand that what is the main need of the employees while working.
This one of the reason as the employees always wants to see that the company can hear the
suggestions of the employees what they want from them.

Lack of rewards and incentives:

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One of the challenges of the company while attracting the workforce is that the company
does not highlight the reward systems or the easiness of work in the company. Reward
system is one of the strategic planning of the HR (De Vito et. al., 2018). It is one of the tools
to raise the commitment levels of the employees. It also helps the HR to attract the employees
in the same field to join the company. However, the company is not able to provide the
reward system into the platform or while recruitment. This is one the problem the employers
cannot able to attract the new workforce. As the workforce is not found the company policies
attractive to work with.
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Conclusion

By this topic, it could understand that employees are the important part of the hospitality
sector. The employees are the one who can provide better service to the customers. If the
employees can be retained in the company, the outcome of the company will be high.
Retention is one of the major policies in the HRM. However, if the company is retaining the
employees who are having less experience and those employees are not performing well then
it will be the loss for the company as the expenditure of the company will be high and the
outcome will be low. Apart from that, it is necessary to recruit new employees if the company
need more skilled employees in their company but there are many challenges to hire those
employees. The company needs to improve the employee’s satisfaction or the job and they
need to make a better workplace environment, which will attract many other employees to be
the part of the company. These two parts are interrelated to each other, as these two will
ensure how positive the employees about the organization are.
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