Employees are indispensable figures in a company, the success or failure of any organization is depends upon on their employees. In hospitability industry, the importance of an employee becomes more significant because of its nature- manpower intensive industry. Regarding research Kossivi, B,Xu,M.and Kalgora, B (2016), the toughest challenge organizations face nowadays is not only need to know how manage the employees but also be conscious of how to keep them on the job as long as possible and how to maintain them vigorous and ambiguous. When an organization failed to retain their employee, the management of the organization may facing high potential employees who decide to quit for a better opportunity and this will cause the organization
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When employees feel unappreciated or treated unfairly, they will become de-motivated and inactive while achieving organizational objectives. According to Karatepe (2014) research, employees in hospitality industry are unhappy with the late start and the late finish of their shifts, in which demotivates employees as they will have no social life. Most of the staff would have to work the next morning or day, which makes them more discouraged about their job. In order to solve this problem, manager have to build confidence in employees, they should offer a work-life balance, which contributed to their improved performances. According to Lunenburg & Ornstein (2011), manager should be an effective connection between the effort done and expected rewards to enhance employee performance. Most of employees’ motivation is low in the hotel industry because the pay is not enough and they only work to sustain living (Korzynski, 2013). Motivate hotel staffs not only by offering financial rewards but also providing nonfinancial rewards. Financial rewards such as high wages, bonus, incentives, and compensation. In order to give compensation, organization may offer indirect compensation, which puts money in employees' pockets by giving them services and …show more content…
Wright (2006) points out that recruitment and selection are processes concerned with identifying, attracting and securing suitable people to meet and organizational human resource needs. Recruitment is concerned with identifying and attracting suitable candidates. Hamnett and Bake (2012) mentions that, when managers become more selective during the employee recruitment process, company will not change jobs as often, which will create stable workforces. Through selection, Manager can observe the candidate attitude and responsible and choose the right one which may not easy leave of their job. Besides, if the candidate is very enthusiastic about the job, he also she may not easy resign or change to new job because they willing to learn and like the challenging work. Baum (2008) suggested that hospitality organizations need to focus on inclusion of all staff in training and increase in the amount of investment in training and development. In order to choose the wrong employees, Human Resource Manager have to Interview the candidates carefully, not just to ensure that they have the right skills but also that they fit well with the company culture, managers, and co-workers to avoid choose the wrong person. For example, when selecting a housekeeper, a hotel can fully handle the hiring process from recruitment to evaluation to selection; alternatively, they can hire agencies to
When employees feel unappreciated or treated unfairly, they will become de-motivated and inactive while achieving organizational objectives. According to Karatepe (2014) research, employees in hospitality industry are unhappy with the late start and the late finish of their shifts, in which demotivates employees as they will have no social life. Most of the staff would have to work the next morning or day, which makes them more discouraged about their job. In order to solve this problem, manager have to build confidence in employees, they should offer a work-life balance, which contributed to their improved performances. According to Lunenburg & Ornstein (2011), manager should be an effective connection between the effort done and expected rewards to enhance employee performance. Most of employees’ motivation is low in the hotel industry because the pay is not enough and they only work to sustain living (Korzynski, 2013). Motivate hotel staffs not only by offering financial rewards but also providing nonfinancial rewards. Financial rewards such as high wages, bonus, incentives, and compensation. In order to give compensation, organization may offer indirect compensation, which puts money in employees' pockets by giving them services and …show more content…
Wright (2006) points out that recruitment and selection are processes concerned with identifying, attracting and securing suitable people to meet and organizational human resource needs. Recruitment is concerned with identifying and attracting suitable candidates. Hamnett and Bake (2012) mentions that, when managers become more selective during the employee recruitment process, company will not change jobs as often, which will create stable workforces. Through selection, Manager can observe the candidate attitude and responsible and choose the right one which may not easy leave of their job. Besides, if the candidate is very enthusiastic about the job, he also she may not easy resign or change to new job because they willing to learn and like the challenging work. Baum (2008) suggested that hospitality organizations need to focus on inclusion of all staff in training and increase in the amount of investment in training and development. In order to choose the wrong employees, Human Resource Manager have to Interview the candidates carefully, not just to ensure that they have the right skills but also that they fit well with the company culture, managers, and co-workers to avoid choose the wrong person. For example, when selecting a housekeeper, a hotel can fully handle the hiring process from recruitment to evaluation to selection; alternatively, they can hire agencies to