Employee Turnover Rate In Tourism And Hospitality Industry Tourism Essay

Employee Turnover Rate In Tourism And Hospitality patience Tourism EssayAccording to the World Travel and Tourism Council (WTTC), the tourism and hospitality industry represents ane of the close to important sectors of the global economy, which contributes a US $6 trillion business that employs over 230 million race and a significant portion of the worlds workforce. In another(prenominal) word, human resource considered one of the most important resources of the contemporary tourism and hospitality industry. The labour supporting a wide range of arguments in many different service sectors, for instance hotels and restaurants line, musical composition park and entertainment attractions. Personal service is essential to delivering products and service to satisfy customers especially those served in front line, for example waiters, chiefs, receptionists, etc. Since the business scope is tension the customers contact all over the time, the lack of manpower may lead the industry in trouble.2.2 The look for problemsIn fact, the contemporary tourism and hospitality industry is facing a HR crisis where the labor disorder judge is relatively extravagantlyer than other industry. The bulk of service mull overs tend to be temporary, held by the people with no career aspirations in tourism and no commitment to the industry. () That is no doubt that the contemporary tourism and hospitality industry offers job opportunities for the youth, women and less advantaged groups in society. Other than recruitment problems, employee turnover may cause by employee retirement, death, illness or disability, resignation, brass instrument downsizing or termination. The reasons why employees resign may be avoidable where they may experienced unfair treatment, poor leadership, or lack of challenge. Otherwise they leave from an organization with unavoidable reasons, for example immigrate to another republic or country, return to university as well as serious illness. () Employ ees may also leave an organization because of dissatisfaction to the working conditions, pay and benefit, training and development, the workforce transmutation issues, and other potential issue. Consequently, a detailed turnover analysis of why employees leave a hospitality organization is meaningful to arrive at benchmark practices on dealing with the operational and administrative challenges the high-pitched level of staff turnover. This look for information would represent the factors that influence staffs retention or leave from their job in this industry. Moreover, it helps hospitality trade organizations generate strategies to minimize staff turnover rate yet increase staffs retention by the means of enhancing recruitment policy, job satisfaction, organizational commitment and finally quality of service.3.0 look for QUESTIONSWhat cause employees leave the organizations within tourism and hospitality industry?What are the consequences of high staff turnover to the related service sector organizations?What corrective action should be taken to face up high employees turnover rate in specify sector? question AIMSThe aim of this field of view is to identify the reasons of high staffs turnover in tourism and hospitality industry. Further, this study seeks to examine the impacts of high employee turnover to the organizations in the industry and how organizations tackle this challenge.4.1RESEARCH OBJECTIVESTo examine the reasons of high employee turnover rate in tourism and hospitality sectorTo evaluate the consequences of high employee turnover in an tourism and hospitality organizationTo evaluate how organizations satisfy the employees in order to solve the problem of high employee turnover in tourism and hospitality sector5.0 RESEARCH METHODOLOGY5.1 RESEARCH DESIGNEach method, tool or technique has its unique strength and weakness. () To ensure the validity and reliable of this study, descriptive explore design is used since the research problems is n ot a new issue and had been sought by previous researchers. () Descriptive research is designed to describe characteristics of a population or a phenomenon, where in this research, is to describe the characteristics of the labor turnover within the tourism and hospitality industry. Further, it may help to examine the ways that may reduce such phenomenon.Therefore, this research will be based on quantitative methods. Quantitative method will be undertaken by distribute survey questionnaires to a large telephone number of respondents in order to obtain accurate information and improving decision making.() Deductive research is the logical process of deriving a conclusion from a known general premise. () Deductive research has been used in this research to test hypothesizes whether certain factors may influence labors resignation and whether high turnover rate would lead tourism or hospitality organization into certain dilemmas. Cross sectional studies method also will be used to suf fer this study because the duration to conduct the research is limited.5.2 UNIVERSE OF POPULATIONThe population selected to conduct this study will be the employees who engaged in the tourism and hospitality organizations that is high labor turnover rate, for example tourism attractions like Genting Highlands and certain hotels as well as restaurants in Malaysia.5.3 SAMPLING DESIGN5.3.1 SAMPLE SIZETo conduct this research, the selected sample size will be 200 employees within the tourism and hospitality in Malaysia.5.3.2 SAMPLE APPROACHESSince it is difficult to seek the people who experience high labor turnover rate even resignation in the tourism and hospitality organizations, the research are undertaken by snowball sample. Snowball sample is one of the non-probability samples that selects the initial respondents by probability sample and then obtained the additional respondents by referral from initial respondents. The advantages of using snowball sample are economical and make widget to the researcher as well as respondents. With this approach, this study can conducted by makes initial interview with the small group and then use these to establish contacts with other relevant employees to answer the designed questionnaires.5.4 RESEARCH METHODSecondary data such as journals, textbook, newspapers and website articles also will be utilized when carry by means of this research. In broad terms, the questionnaires for survey purpose are designed with closed and open-ended questions. The questions designed expect to deliver the reasons of high employee turnover rate together with its consequences to the organizations within tourism and hospitality industry.6.0 DATA ANALYSISThe data obtained from survey methods will be analyzed by using SPSS VS.18.0 per window. It is used to obtain the descriptive statistic like frequencies, mean and standard deviations that reveals the outcome of the research problem.7.0 TIME SCALEGANTT CHARTNovember 2010December 2010January 2 011February 2011Chapter 1 Introduction1.1 Research Questions1.2 Research ObjectivesRationale of the research chosenChapter 2 Literature ReviewChapter 3 Research Methods3.1 Secondary data3.2 Focus group3.3 Case studies3.4 Survey questionnairesChapter 4 Data compendium and FindingsChapter 5 Conclusion and DiscussionBinding of Dissertation