Topic: Recruitment Selection and the impact it has on Retentions & Turnover within the Hospitality Industry
Dissertation Proposal
Introduction
The Dissertation will consist of taking an in depth look at the process of Recruitment methods and selection strategies used within the Hospitality industry, to see how they work and the effectiveness each have on the retention of employees for the long term. On the other hand, it will also be vital to examine the percentage of employees that end up as Turnover statistics and the factors that lead to this.
Recruitment – is the process in which employers go through to find the right candidate to best suit the role required.
The Chartered Institute of Personnel and Development (CIPD) summary of recruitment is that “Recruitment is the process of having the right person, in the right place, at the right time and it is crucial to organisational performance” (CIPD, Recruitment, 2011: Online).
Retention – is the effort put into maintaining a working environment, such as incentives and motivation that the employees wish to stay with the company. “The events of the 1990’s will create such demands for the change upon organisations that many will go under. The major reason they will do so is that they will fail to recruit and retain the people they need to help them change. People make the place, and people set the pace.” (Herriot, 1989, p. 1).
Employee Turnover -is when employees leave the business which is usually measure on a year by year basis whether its staff resigning, being fired, made redundant or simply retiring.
Aim and Objectives
Aim
– To examine recruitment and selection at the Marriott Victoria & Albert Hotel Manchester, and its impact upon retention and turnover.
Objectives
– To examine recruitment and selection particularly in the hospitality sector.
– To examine retention and turnover in the hospitality sector and the impact of effective recruitment and retention.
– To critically evaluate recruitment and selection in the Marriott Victoria & Albert Hotel.
– To explain the most effective strategies for staff retention and the importance of effective recruitment and selection.
– To make recommendations for future recruitment methods.
Background
Companies are known to invest heavily in Recruitment management strategies, as when this is done successfully, in a nutshell the rate of Turnover is reduced. This then means that the work environment has a good balance and motivated staff.
There are many different ways in which recruitment is carried out, “employers are turning increasingly to electronic recruiting to fill jobs” Arthur, D. (2001), it is the modern age where technology is the quickest and most cost effective way of reviewing hundred of applicants before even reaching the interview stage.This is not just limited to the formal processes as contacting the recruitment agencies as normal, sometimes an unexpected opening needs to be filled at short notice, again for different reasons. The employer may already have contacts/friends/referrals seeking new employment which is to be considered an informal approach.Other means of recruitment are more traditional, this means job open days, recruitment firms, University graduates and even walk-ins. Following on from this the writer will be looking at the turnover in the industry and how this could be reduced by more effective recruitment and selection.
The Hotel industry is known for having a high turnover rate”A new report from Deloitte, Hospitality 2015 – Game changers or spectators, found that employee turnover in hospitality can be as high as 31% and may increase further as the recession is left behind. This is nearly double the average rate for other industries” (Hospitality People Group, 2015: Online). Moving forward the researcher will be looking at the number of reasons behind such a high turnover and way that could be devised to reduce or avoid this. Arthur, D. (2001) explains how the following contribute and are recognised as reasons for staff leaving the business,”Feelings of not being appreciated or valued, Not knowing how they’re doing, inadequate supervision, unequal salaries and benefits, lack of opportunity for growth and lack of training”.
As the researcher has been discussing the high turnover, this in turn makes for a bad rate of retention. The key to keeping staff from moving on is communication, in which employees are kept updated on what’s going on with the business. Motivation is the other key point to consider, providing staff goals and incentives to work towards individually and as a team. The staffs need to feel valued, that there input whether it is simply just doing their job or taking on more responsibly is having a positive effect and is being appreciated by the company.
No# of Pages: 6 pages (1,500 words)
Academic Level: Graduate
Subject Area: Hospitality Management
Paper Style: Harvard
No# of Sources Required: 12
