Hospitality sector, as many other sectors, faces the problem of fluctuation. Fluctuation represents the ratio between the number of resignations and new arrivals of employees within an organization. In hospitality, turnover is considered a natural occurrence. We must point out that a major issue in recent years has been the trend of negative turnover in the hospitality industry. Employee turnovers represent a loss of knowledge for organizations and an increase in costs (e.g., costs of attracting and onboarding new employees). As a result, organizations have developed various retention strategies to maintain an effective workforce in existing positions.
In the theoretical part of master’s thesis, we defined the fundamental concepts of turnover, employee retention, hospitality industry, and retention and turnover of hospitality staff. In the empirical part, based on interviews with (former) hospitality workers and with hospitality employers we examined the perspectives of workers and employers on the turnover and retention of hospitality staff. Through the research, we found out that employers are aware of employees' desires and are already taking certain measures (such as closing restaurants on Sundays). Both workers and employers emphasize the need for appropriate education (vocational hospitality schools) for employees in the hospitality sector, which would enhance the reputation of the industry and consequently reduce turnover.
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