HRM Practices Used in Hotel Industry in Relation to Employee Satisfaction: A Study with special reference to Chandigarh

Paatlan, Sandeep; Chamoli, Vinay

doi:10.26465/ojtmr.2017219495

Cited by 2 publications

(1 citation statement)

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“…For employee satisfaction compensation & social benefits, performance appraisal, training & development, recruitment & selection should be improved. The findings of this study are helpful in explaining impact of human resource practices on employee motivation, employee commitment, employee retention in hotel industry [56]. As a result of low respect in society, long working hours, the seasonal nature of the industry, inadequate utilization of talent, limited growth opportunities, poor training of employees, as technology advances, and low salaries in the industry, job roles should be redesigned so that they are more challenging and exciting.…”

Section: Review Of Literaturementioning

confidence: 94%

Employee Retention Practices in Indian Hotel Industry

Chauhan,

Guleria

2024

Proceedings of the 3rd International Conference on Reinventing Business Practices, Start-Ups and Sustainability (ICRBSS 2023)

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Employees are considered as internal customers of the organization. Research main focus is to find employee retention practices in Indian hotel industry. Secondary research is conducted with the help of research papers & articles to find out issues related to employee retention and strategies to retain hospitality employees for longer duration of time. Future of hotel industry in term of job opportunities is very bright but to retain existing employee is a great challenge. Attrition rate is a major challenge for attainment of objectives in hotel industry. Management need to work very hard to improve low employee retention. Career opportunities should be enhanced by providing proper training and growth-oriented job roles. Job roles should be redesigned so that they are more challenging and exciting. For cost effective business, organization should focus more on employee retention policies and programs. Positive relationship exists between appreciation from senior and intention to quit. Manager support training to be conducted to reduce turnover and making them responsible for employee retention. Low salary, work environment, lack of trust in management, job security, job characteristics, managerial support and policy issues plays important role in employees leaving job. Employee turnover give rise to recruitment cost, training cost, low productivity, and low customer service. Many policies and programs have been developed to curb employee turnover but its effectiveness related to the issue is not up to the mark. Employee tend to stay longer if there is safe and clean work environment along with stress relief programs. Main focus of the research is to analyse employee retention, factors responsible for employee retention, and suggestion which can improve retention in hotel industry.

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Section: Review Of Literaturementioning

confidence: 94%