Employee Turnover Rate In Tourism And Hospitality Industry Tourism Essay

Employee Turnover Rate In touristry And Hospitality Industry Tourism EssayAccording to the World Travel and Tourism Council (WTTC), the tourism and cordial reception sedulousness represents bingle of the most important sphere of influences of the global economy, which contributes a US $6 trillion business that employs over 230 million people and a signifi female genital organt portion of the worlds workforce. In other word, human resource considered one and only(a) of the most important resources of the coeval tourism and hospitality industry. The labour backing a wide range of jobs in many different gain sectors, for instance hotels and restaurants line, theme park and entertainment attractions. Personal service is internal to tossing products and service to satisfy customers especially those served in front line, for recitation waiters, chiefs, receptionists, and so forth Since the business scope is emphasis the customers contact all over the time, the overlook of manp ower may lead the industry in trouble.2.2 The research problemsIn fact, the contemporary tourism and hospitality industry is facing a HR crisis where the cranch dollar volume rate is relatively spiriteder than other industry. The majority of service jobs tend to be temporary, held by the people with no career aspirations in tourism and no commission 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. early(a) than recruitment problems, employee turnover may ca habit by employee retirement, death, illness or disability, resignation, transcription downsizing or termination. The reasons why employees resign may be avoidable where they may experienced unfair treatment, poor leadership, or inadequacy of challenge. Otherwise they leave from an organization with unavoidable reasons, for example immigrate to some other state or country, return to university as well as sound illness. () Employees may also leave an organization because of dissatisfaction to the working conditions, pay and benefit, instruct and development, the workforce diversity issues, and other potential issue. Consequently, a detailed turnover analysis of why employees leave a hospitality organization is pregnant to arrive at benchmark practices on dealing with the operational and administrative challenges the high level of staff turnover. This research information would represent the factors that set staffs retention or leave from their job in this industry. Moreover, it processs hospitality switch organizations generate strategies to minimize staff turnover rate yet enlarge staffs retention by the miserlys of enhancing recruitment policy, job satisfaction, organizational commitment and finally quality of service.3.0 explore QUESTIONSWhat cause employees leave the organizations within tourism and hospitality industry?What are the consequences of high staff turnover to the colligate service sector organizations?What corrective action should be taken to set about high employees turnover rate in specify sector?RESEARCH AIMSThe aim of this study 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 shape the problem of high employee turnover in tourism and hospitality sector5.0 RESEARCH orderOLOGY5.1 RESEARCH DESIGNEach method, tool or technique has its unique strength and weakness. () To ensure the validity and reliable of this study, descriptive research design is used since the re search problems is not a newfound issue and had been sought by previous researchers. () Descriptive research is designed to appoint 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 go forth be based on quantitative methods. Quantitative method go out be undertaken by distribute survey questionnaires to a large consequence of respondents in order to obtain accurate information and improving decision making.() Deductive research is the logical process of deriving a deduction from a known general premise. () Deductive research has been used in this research to test hypothe surfaces whether certain factors may influence labors resignation and whether high turnover rate would lead tourism or hospitality organization into certain dilemmas. Cross sectional studie s method also will be used to conduct this study because the duration to conduct the research is limited.5.2 introduction OF POPULATIONThe population selected to conduct this study will be the employees who act 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 snowb all sample are economical and irritate convenience 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 selective information such as journals, textbook, newspapers and website articles also will be utilized when carry through this research. In broad terms, the questionnaires for survey role 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 study 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 2010celestial latitude 2010January 2011February 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 compend and FindingsChapter 5 Conclusion and DiscussionBinding of Dissertation