• Posted on November 21, 2024
• Anshu vyas

BAM7030 Independent Professional Project Assignment Sample

Introduction and research purpose 

Background 

For companies in the hospitality sector, a common issue is high employee turnover. As referred to in the study of Choi, (2020), the capacity of an organisation to operate with the same group of workers for a prolonged period is known as employee retention. Employee turnover, on the other hand, refers to the frequency with which workers depart from their jobs. Ghani et al. (2022) analysed that retention of employees is essential to the hotel industry because of its rigorous requirements. Restaurants, lodging facilities, vacation rentals, and other companies that provide services fall under this category and are required to be very skilled to carry out demanding duties and provide outstanding client service. 

Moreover, it is significantly essential that the organisation should focus on structuring effective strategies to place and encourage employee retention while creating a workforce that delivers exceptional service quality to its customers (Aguinis et al. 2024). In this context, hospitality organisations have been identified to be focusing on competitive benefits and compensation, offering employees growth opportunities, and having a positive workplace environment that allows the team to operate effectively while having a culture of transparency and effective collaboration. Besides this, Barreto and Mayya (2024) identified that the hospitality industry is also emphasising on employee recognition and building a diverse and inclusive workplace through which policies and initiatives significantly encourage a respectful culture while showcasing to each individual that they are important for the business’s profitability.

In this context, the following research will further analyse and evaluate the challenges in retaining employees in the hospitality sector.

Research problem 

The research problem of this study reflects on identifying significant challenges the hospitality industry is facing in terms of retaining employees. In this regard, existing strategies for employee retention would be critically analysed and evaluated that are somehow supporting hospitality businesses in improving their service offerings to consumers. Besides this, linking to the challenges an adequate focus will be put on strategizing effective suggestions to overcome the current challenges they are facing in the industry.

Purpose and objectives of the research 

The purpose of this research is to analyse the hospitality industry critically in terms of identifying the significant challenges the business faces in terms of retaining employees effectively. Therefore, the research aims to critically reflect on the challenges in the retention of employees in the hospitality sector while emphasising significant strategies to overcome these challenges alongside.

Research objectives for this research are reflected below:

• To identify the significance of employee retention in organisational performance
• To analyse the existing strategies for employee retention in the hospitality industry
• To determine possible challenges linked with employee retention in the hospitality industry
• To suggest effective strategies for overcoming challenges linked with employee retention 

Research questions

1. What is the role that staff retention plays in the functioning of an organisation?
2. What are the current staff retention tactics used in the hospitality sector?
3. What are the potential obstacles related to staff retention in the hospitality sector?
4. How does the hospitality industry resolve issues related to staff retention?

Rationale

The hospitality industry is one of the leading industries that conclusively contribute to global GDP (Gross Domestic Product), and its contribution was $77 trillion, as of 2022 (Statista, 2024). In the management of the overall activities of enterprises in this sector, employees play a key role. Employees are one of the most precious assets of enterprises, as they are responsible for the overall functionalities of enterprises in the hospitality industry and for ensuring improved customer experience (Ghani et al. 2022). This is the reason that retaining employees is always one of the critical concerns for businesses in the hospitality industry. 

However, in recent years, the “Bureau of Labor Statistics” found that employee turnover in this sector has been around 72% to 80% annually (Roostedhr, 2023). In terms of ensuring employee retention, organisations in this sector have been encountering various issues including toxic working environments, wages-related issues, lack of growth opportunities for employees, and others (Roostedhr, 2023). In consequence, it has become challenging for enterprises in this sector to effectively retain employees and reduce their attrition rate. For instance, Premier Inn, one of the renowned companies in the hospitality sector of the UK has faced challenges related to employees’ living wages in retaining employees (Wickens, 2021). 

Figure 1: Number of employees of Premier Inn

(Source: Statista, 2023)

Pointedly, in 2021 staff of this organisation protested in Northern Ireland, Scotland, Wales, and England by asking to be paid approximately £10.85 in London and £9.50 across other areas in the UK (Wickens, 2021). As a consequence, the organisation has increased its investment in staff retention and spent approximately £23 million in this regard (Hancock, 2021). As a result of this initiative, the organisation ensured effective employee retention in recent years. For evidence, in 2020/2021 the number of employees of the company was 32,503, which became 38,723 in 2022/2023 (Statista, 2023). Thus, it is acknowledged that there are issues in retaining employees in the hospitality industry and effective initiatives can help companies in this industry to mitigate the issues and retain their staff members. In this context, the research pays attention to critically evaluating possible challenges that are linked with employee retention and providing effective suggestions regarding them.

Significance of the research 

The following research has been focused on identifying and analysing the hospitality sector in terms of employee retention aspects. In this context, this research reflects a high significance in terms of allowing potential future readers as well as employees to understand the employee retention strategies, organisations are focusing on to retain staff in the hospitality sector. Through this understanding, businesses are also able to recognise possible ways to enhance their employee retention while saving costs and ensuring stability and productivity in the organisation. The following research study is an effective piece of work that will assist readers, employees, and business managers in understanding the potential challenges that exist in the industry regarding retaining employees, which are impacting company performance. Therefore, considering the research identification and possible strategies and recommendations, business managers would be able to comply with significant policy and intervention activities. This can allow organisations to perform better in the competitive marketplace along with educating employees to acknowledge the workplace environment that supports employees’ growth and productivity.

Literature review 

Critical assessment of the significance and benefits of employee retention within the hospitality industry

Successful business operations in the hospitality sector depend on implementing employee retention measures. In the opinion of Tshukudu (2020), increased staff turnover can be disadvantageous to a company as it can result in increased expenses for hiring and training new hires, decreased customer satisfaction, and major disruptions to daily operations. However, Igbinoba et al. (2022) argued that employee churn puts a company’s strategies and expansion plans at risk and can undermine them as well. This reflects that a stronger, more upbeat culture is a result of higher retention. This is because people are continuously shifting roles when a company has a high turnover rate, which damages organisational culture. In contrast, Stalmachova et al. (2021) stated that less cohesiveness and greater upheaval are present for those who remain amid a dysfunctional and unstable culture. Thus, it indicates the significance of proper employee retention within the hospitality sector in terms of maintaining organisational culture and ensuring proper operational values. 

Figure 2: Maslow Hierarchy of Needs

(Source: Bozyiğit, 2021) 

Similar to the aforementioned notion, Saleem et al. (2020) indicated that increased staff involvement and a strong, consistent culture are supported by high retention rates. It is because the stable operating notion seems to be satisfying employees as it meets the five basic requirement of employees as per Maslow’s Hierarchy of Needs theory. As per this theory, an employee is satisfied is the needs of love and belonging along with self-esteem, self-actualisation, and psychological and safety needs (Bozyiğit, 2021). This also helps in strengthening relationships between team members as they work together for years to solve problems and overcome obstacles. Besides, close teams have higher levels of engagement and commitment to accomplishing common objectives. Contrary to this, Ogutu et al. (2023) stated that the loss of institutional knowledge that is, employee’s knowledge about company policies, procedures, and industry norms is one of the biggest drawbacks of turnover. However, Caballero-Anthony et al. (2021) mentioned that to assist everyone in addressing current organisational issues, an experienced team member can converse with executives or newer employees by sharing experiences, examples, and lessons learned. 

Nonetheless, high rates of turnover fail to hold existing and old employees and guide new employees respectively. This is considered to be detailing another importance of high employee retention rates within the hospitality sector. Recruiting, hiring, and training another staff member after they leave is typically necessary, and this can be expensive. Concerning this. Michael and Fotiadis (2022) mentioned that recruitment and instruction costs can be reduced with steady staff. However, internal mobility, which can reduce training and development expenses is a result of high-retention cultures within an organisation. Reunited teams improve business success by learning how to operate more effectively. Besides, Li et al. (2022) indicated that decreased expenditures on hiring and recruitment are a result of high retention rates. Henceforth, high retention rates of employees are highly beneficial for the hospitality sector to manage employees and ensure operational efficiencies. 

Critical evaluation of the challenges of employee retention within the hospitality industry

As for the current competitive market environment around the globe, employee retention is found to be one of the prominent challenges that is being faced by organisational management within the hospitality industry. As supported by the opinions of Koncar et al. (2022), Herzberg’s Two-Factor Theory is a prominent framework that provides the ability to distinguish between hygiene factors and motivators in terms of employee retention within the workplace. 

Figure 3: Herzberg’s Two-Factor Theory

(Source: Koncar et al. 2022)

In consideration of the hygiene factors, there are several challenges that could be witnessed by organisational management in terms of maintaining sufficient employee retention within the workplace. According to the study of Ghani et al. (2022), low wages and limited benefits for the employees within the workplace has been a prominent challenge that results in impacting the overall employed retention rate. It causes the employees to experience dissatisfaction that leads to higher retention rate as well as impacting the competitive compensation, among other organisational management in the market. Contrary to the factor of low wages and limited employee benefits, Abdou et al. (2022) stated that irregular and long working hours within the hospitality industry has also been a prominent challenge that contributes to impacting employee retention. The majority of the jobs within the hospitality industry have been found to frequently require the employees to work weekends as well as holidays, impacting their overall work satisfaction level. The demanding schedule of employees within the hospitality industry has been a prominent factor that contributes to high turnover rates. In consideration with Herzberg’s theory, these poor conditions are significant hygiene factors that contribute to dissatisfaction.

As opinionated by Ghani et al. (2022), inappropriate recognition and achievement of the employees has also been a prominent challenge of employee retention within the hospitality industry. Although recognition and achievements are found to be the motivators of employees within the workplace, however, employees are often found to feel undervalued and unrecognition on the basis of their hard work that results in impacting the overall retention rate of the employees. The lack of recognition and opportunities for the employees to achieve personal and professional goals are found to diminish the motivation within the workplace to perform efficiently to achieve targeted goals within the workplace. Contrary to the above opinions, Chang and Busser (2020) stated limited career advancement opportunities has also been a prominent challenge that results in impacting the overall employee retention within the hospitality industry. In support of the above opinion, it can be analysed from the study of Ghani et al. (2022), the hospitality industry is often found to lack clear pathways for the employees for better career advancement as a significant motivator to improve employee retention. The majority of the employees are found to face significant challenges in terms of lacking opportunities for advancement and professional growth within their professional life. A comprehensive strategy is needed to address these issues, one that involves raising pay and benefits, giving more stable schedules, outlining clear career routes, lowering workplace stress and funding staff training and development.

Critical analysis of existing strategies for employee retention

Employee retention has been a significant problematic component in the hospitality sector, resulting in major concerns. However, there are certain strategies that may be quite effective in terms of addressing the issues of employee retention in the workplace owing to high turnover rates. According to the Social Exchange Theory, reciprocal exchanges and cost-benefit analyses play a key role in the formation and maintenance of human relationships (Zhang and Liu, 2022). Thereby, Social Exchange Theory (SET) can be considered as a prominent theoretical framework that could be highly beneficial in providing a comprehensive overview analysing the strategies for employee retention in the hospitality sector.

Figure 4: Social Exchange Theory (SET)

(Source: Zhang and Liu, 2022)

As analysed from the study of Singh (2019), offering competitive wages and comprehensive benefits has been a prominent strategy that could help organisational management to effectively eliminate the issues of low employee retention. This would provide the ability to the management to improve their methods of attracting and recruiting talented employees within the competitive market. In analysis of this particular strategy, it can be evident from the study of Boudreaux (2021), competitive wages and comprehensive benefits for the employees requires higher base salaries as well as benefits of health insurance, retirement plans, paid time off and performance bonuses. Similarly as argued by Ghani et al. (2022), flexible scheduling for the employees within the workplace has been one of the existing strategies that helps in improving the overall employed retention. It gives management the opportunity to concentrate on implementing shift-swapping programmes, part-time employment options, and regular work schedules that help workers more successfully manage their personal and professional life. Employers may lower employee fatigue and boost work satisfaction by offering flexibility. In accordance with the study of Mohammed et al. (2022), a comprehensive education programme is capable of rendering employees feel competent and confident in their professions. This covers initial onboarding training, ongoing skill development and possibilities for cross-training so staff members may pick up new business skills. An employee base with proper training is more likely to be content and retain more members. Through the use of these tactics, hospitality organisations may foster a more appealing and encouraging work environment that serves to both retain current staff members and draw in new talent. 

Literature gap

Despite the researcher’s initiative to highlight the overall challenges in the retention of employees within the hospitality industry, there has been a potential gap in the literature review part in terms of recognition of different market trends of improving employee retention through the help of different employee benefit programmes. This section has also been lacking in reviewing the Specific growth of initiatives that are being implemented by majority of the organisational management within the hospitality sector to improve their overall employed retention. Furthermore, there has been limited investigation into the unique challenges that may arise when attempting to retain employees in the hospitality business. In consideration of this particular gap, the researcher could have efficiently involved a number of prominent challenges that are being considered a critical factor for leading organisational management within the hospitality sector.

Methodology

Research onion is a crucial tool in research technique that aids researchers with managing the crucial steps required in conducting research. Every layer of the research onion contains a variety of methods for carrying out and methodically assessing research (Saunders et al. 2023). In addition to this, research onion includes numerous processes while covering techniques, philosophies, approaches, sampling, design, ethical considerations, and methods for acquiring and analysing data (Refer to Appendix 1). 

As supported by the onion framework, researchers must first consider a suitable philosophical stance, which can further guide them in the selection and application of all appropriate methods. Considering this view, the positivism philosophy has been chosen to be applied for conducting the complete research on analysing difficulties related to the retention of employees in hospitality companies. By highlighting the onion model, Mardiana (2020) determined that positivist philosophy is applicable in research with a primary focus. This is the main reason that this philosophy is considered to be utilised, as the current research has a focus on primary data collection. While considering the benefits of positivism, it is noted to assist receptors in providing suitable attention to pure information and facts for generating valuable insights (Alharahsheh and Pius, 2020). In consequence, it is believed that this philosophical view will effectively assist the scholar in developing a conclusive understanding of the research context, which is beneficial for its accomplishment.

Research approach 

A methodical and organised approach to carrying out and finishing the research process is necessary for effective research methodologies (Casula et al. 2021). According to Hall et al. (2023), the deductive strategy centralises on creating comprehensions grounded in particular information or experiences. To put it more clearly, the process of asembling data to pinpoint valuable patterns for the development of original ideas or concepts comes first. The potential of deductive reasoning to permit researchers to start with basic knowledge and work their way up to a more particular analysis, which is unquestionably the most significant benefit (Abdukarimova and Zubaydova, 2021). 

By using this method, the researcher will be able to observe potential issues related to staff retention in the hospitality sector. Furthermore, it is noted that the deductive method places a strong emphasis on articulating the causal links among a variety of research variables (Fife and Gossner, 2024). Thus, this method has been used to assess the causal relationship between the research’s variables, such as staff retention and company success in the hospitality industry. This project has aided in achieving the goals by drawing attention to the tactics that are currently in use in the hotel sector for staff retention, which can improve business performance. 

Research design

As guided by Mardiana (2020), without attention to research design researchers may make wrong decisions in their research journey that can affect research conclusions. Consequently, among several research designs including description, explanatory, and exploratory, the descriptive design will be applied for the research completion. The most considerable fact about this design is its guidance to scholars to describe all bindings regarding particular social phenomena constructively (Gu and Luo, 2022). Therefore, this design will be applied to constructively describe all observations and findings regarding existing strategies of employee retention as well as possible difficulties linked with the retention of staff members in the hospitality industry. With the effective description of findings, it will be possible to address the objectives of the research as well as answer its questions successfully, which are beneficial aspects for research completion.

Methods

The consideration of a research strategy assists researchers in specifying data sources, the inclusion of data, and ensuring effective study accomplishment, as it is a general plan of research (Al-Ababneh, 2020). Thus, in ensuring constructive accomplishment of the research on evaluating the challenges related to the retention of staff members in businesses in the hospitality sector, the quantitative research strategy will be undertaken. The quantitative strategy motivates researchers to be attentive to numerical or statistical information and interpret it effectively to generate insights related to the contexts of their study (King et al. 2021). As a consequence, the use of this strategy will assist the scholar in considering numerical data for generating adequate knowledge regarding the challenges that companies in the hospitality sector face while paying attention to retaining staff members. 

The completion of research strongly depends on collected information, which encourages researchers to consider an appropriate method to conduct the activities of collecting data. Hence, in relation to the quantitative research strategy, the primary method of data collection will be applied to this research. The primary method of data gathering inspires scholars to consider data directly from sources. Pointedly, while choosing the primary technique of data gathering, researchers are encouraged to consider actions like conducting surveys or interviews (HR and Aithal, 2022). Considering this idea, for completing the present research a survey will be conducted. 

The primary method of data gathering offers advantages such as consideration of primary information, up-to-date information, and data that are concerned with the research topic only and extremely relevant to the topic (Taherdoost, 2022). Consequently, it can be stated that with the consideration of the primary method of information collection, there is a profound possibility to consider up-to-date information that is concerned with the topic of employee retention in the hospitality industry and the challenges linked to this. The consideration of this type of information will positively assist the scholar in generating adequate insights regarding the research topic, in support of the achievement of research objectives. 

Participants

In consideration of the close-ended survey, selected as the investigation method of the present study, employees of the hospitality sector will mainly be targeted and will be forming the participants of the current survey. As a result of close-ended survey questionnaires, 52 employees of the hospitality sector through random sampling techniques will be selected. This technique is mainly implemented in order to mitigate biases in terms of participant selection further mitigating ethical considerations in this area as well. However, 52 employees who are currently working in any hospitality organisation or used to work in any hospitality organisation will be selected. This candidate will in turn be provided with 15 minutes of time to answer the closed-ended survey questions with multiple choice options. Hence, the responses gained from the survey participants will be effectively stored and used for the evaluation of this research outcome.

Validity and reliability 

The current investigation is based on analysing the challenges in terms of retaining employees within the hospitality sector. However, the selection of primary quantitative methods through surveys, for the data accumulation and analysis is considered to be highly reliable and valid to gain relevant outcomes. This is because the implementation of the survey is considered to be reliable and valid in terms of collecting real-time data from the external stakeholders of the company. As a result of this, the current investigation through the selected research method will help in evaluating the perspectives of hospitality sector employees regarding their satisfaction with working within a company for a long period. In addition to this, the current research will also ensure ethical considerations to prevent necessary ethical barriers in order to accomplish a suitable outcome. However, this area also marks the current investigation to be reliable and valid and indicates the execution of the targeted goals with utmost authentic and real-time data. Henceforth, different measures that will be adopted in this research, such as proper data collection, ethical considerations and others will be maintaining the reliability and validity of the generated outcome. 

Ethical considerations

One of the most important components of the entire research process is ethical consideration, which is necessary to protect the confidentiality and validity of the study findings alongside the data collected within the research (Khoa et al. 2023). Primary research raises a number of ethical concerns that may impede the study’s ability to reach its objectives. As a result, the researcher will be concentrating on putting various regulations into place to uphold the general validity and security of the data gathered for the study. Through promoting responsible behaviour and regard for human dignity, the use of ethical precision in research endeavours produces conclusions that are credible and helpful to society. Since data loss is likely to be a problem in accordance with the use of the primary quantitative research method, as discussed in the section previously, data will be kept on a hard drive with an appropriate cloud storage service so that it can always be recovered in the event that it is lost. 

The problem of data leaking essentially distinguishes primary research, particularly surveys, from the problem of data loss. In compliance with the UK’s Data Protection Act of 2018, this research will maintain ethical boundaries through suitable data protection (UK Government, 2024). The specified act has been chosen to guarantee the appropriate protection of ethics in this research in light of the previously mentioned methods of data collection and analysis. However, password protection will be utilised to secure research data in compliance with this legislation, and third-party access will be restricted. This is meant to prevent information leaks and ensure that moral considerations are made (UK Government, 2024). In accordance with the General Data Protection Regulations (GDPR), it will also guarantee the equitable and lawful use of information (GDPR, 2024). Safeguarding the liberties of the people whose data is being used is the primary goal of GDPR. This results in greater power and control over the information for the people whose private data is used. Henceforth, upholding the aforementioned act will be effective in avoiding ethical roadblocks in the ongoing studies. 

Data analysis

In consideration of the selected methods for the purpose of data collection, the current research will also be adopting a relevant data analysis method. As the section mentioned above, reflects the implementation of the primary quantitative data collection method, which is a survey, therefore, a suitable analysis technique will also follow. As a result of this, the current research will be implementing a percentage analysis of the survey responses through Excel. According to Daneshfar et al. (2024), percentage analysis carried out in Excel is considered to be effective in illustrating survey responses through graphs, charts and others and ensures correct evaluation within a low amount of time. It is not only considered to be time-effective but is also considered to be cost-effective and easy to use. Moreover, results generated from Excel are considered to be accurate with less or no chances of error. It also contributes to the area of reliability and validity of the adopted data analysis measures that further will help in generating accurate results. Henceforth, the selection of data analysis method in this area is effective and the outcome generated in this research can also be used in future studies in the same field. 

Research limitation

The current research is limited to the use of primary research for the purpose of data collection. In order to be specific, the primary quantitative method will mainly be used in the form of a survey to collect relevant responses regarding the challenges faced by the employees of the hospitality sector working within different hotels for a long period. However, the limitation of this research reflects the usage of employee responses only to generate suitable outcomes. Nonetheless, the elimination of secondary sources such as journals, books, articles and others to collect different literature regarding the current matter of concern is also observed further contributing to the limitations of the present investigation. 

Timeline 

Actions	Dates
	1	2	3	4	5	6	7	8	9	10	11	12
Research scope
Deliverables, research background
Research objectives and aim
Literature review
Methodology
Data collection planning
Data analysis and generation of findings
Ethics application
Final formatting and submission

Figure 5: Timeline 

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