Solutions and conclusion

 

It is no secret that many businesses give careful consideration to the recruiting process and the well-being of their employees because people are the company's most valuable asset (Bogatova, 2017). Without committed and skilled people resources, a business will not succeed even with a great strategy and stable funding (Bogatova, 2017). As such according to Dogonyaro (2021), employee productivity can decrease from ineffective retention strategies, which could impact the profitability and sustainability of the company. As stated by Bogatova (2017), it's important to choose the most appropriate sources from which to find applicants in order to recruit the most qualified and talented workers. This is in addition to determining the best skills and requirements needed. Therefore, it is essential to be aware of the sources of recruitment and to identify which of them may help the business attract talented employees (Bogatova, 2017). The sources of recruitment can be divided into three distinctive groups as internal, external and walk-ins (e.g. direct applications) (Bogatova, 2017). Understanding how people are motivated differently can help to understand whether managerial recruitment initiatives are effective or unsuccessful (Williams and Hunter, 1991). It is the responsibility of the hotel organization to create a recruitment process that offers accurate information about career options from a motivating perspective (Williams and Hunter, 1991).

Employee motivation

The Herzberg Two Factor Theory can make it easier to understand how managers deal with employee commitment, motivation, job satisfaction, and job dissatisfaction, all of which are important for proactive organizational systems that influence employees' attitudes and performance (Dogonyaro, 2021). Employees that are happy in their jobs typically perform more effectively at work and are more committed to the organization, which improves employee retention and lowers employee turnover (Dogonyaro, 2021). Other than the above, in the business world, the Maslow's Hierarchy has gained popularity as a paradigm for understanding employee needs (Bogatova, 2017). Along with motivation theories, Dell and Crisp (1993, 39) provide a unique manual for effective motivating at work and the acronym "LEARN" is formed by the following five steps (Bogatova, 2017): L – Learn to Lead, E – Examine Expectations, A – Act Like You Care, R – Respect Employees as Professionals, N – Never Stifle Personal Growth.

 Employee orientation, training and development

The hotel sector's inability to innovate, results in lower productivity than in all other economic sectors (Dogonyaro, 2021). It explains the fundamental principles, goals, regulations, politics, and processes of an organization during the orientation process beginning on the first day at the new destination (Bogatova, 2017). One of the most significant persons in the orientation process is a supervisor, he/she is the one who leads and supports the new employee (Bogatova, 2017). A new employee should participate in a variety of training exercises to get ready for their upcoming responsibilities inside the organization. All other personnel should receive regular training at the same time (Bogatova, 2017). As per Williams and Hunter (1991), training in management development can improve the professionalism, self-worth, and job happiness of new employees.  

Conclusion

Hotel managers face numerous challenges in using effective strategies to improve employee retention and recruitment. This study discussed the concepts of recruitment and retention in the hotel sector, relevant examples, critical evaluation of every aspect of the problem, theories linked with the problem and the solutions. In a summary, employee motivation, orientation, training and development are the main points that should get consideration in the recruitment and retention of employees in the hotel sector and the same has been discussed in every of the above blog posts clearly with examples and references.

 

References:

Bogatova, M. (2017). Improving Recruitment, Selection and Retention of Employees. Case: Dpointgroup Ltd. thesis. pp.1–86.

 

Dogonyaro, H. (2021). Employee Retention Strategy in the Hospitality Industry. Dissertation. pp.1–135. Ghani, B., Zada, M., Memon, K.R., Ullah, R., Khattak, A., Han, H., Ariza-Montes, A. and Araya-Castillo, L. (2022). Challenges and Strategies for Employee Retention in the Hospitality Industry: A Review. Sustainability, [online] 14(5), p.2885. doi:10.3390/su14052885.

 

Williams, P.W. and Hunter, M. (1991). Recruitment and Retention Insights for the Hotel Industry. Hospitality Review, 9(1), pp.1–10.