HRMT11011 Human Resource Management | Global Hospitality Industry
Questions:
Learning Outcome
- Critically evaluate the principles of research in the social sciences and specialist area.
- Critique research questions in relation to the students’ chosen area and to design an appropriate research plan accordingly.
- Critically evaluate relevant literature in the specialist area.
- Evaluate, select and apply appropriate qualitative and/or quantitative data collection, presentation and analysis to their chosen area of research ensuring that evidence gathered, its analysis and conclusions drawn are valid and reliable.
- Construct an original piece of research of their own design and demonstrate independent research, presentation skills and reflect on personal development.
Assessment Overview
Research portfolio including proposal writing, self-reflection on professional development and dissertation.Answers:
Research Title
"Examining the impact of strategic human resource management practices in talent retention and supporting succession plan ".
Literature Background
In this era of globalization accompanied by high competition between organizations, Strategic Human Resource Management (SHRM) practices are considered to be one of the most efficient tools to improve as well as maintain the performance of an organization by retaining highly skilled and experienced employees. SHRM practices are conceptualized as independent variables measured through a bundle of distinct practices. According to researchers, a good number of multinational organizations operating worldwide are facing several issues when it comes to retaining employees who are highly efficient and skilled (Boella and Goss-Turner 2013). Lack of appropriate remuneration plan, training sessions as well as work-place environment are considered to be the some of the chief reason behind attrition of talented employees. According to Li, Sanders and Frenkel (2012), unavailability of efficient and talented employees is a chief issue which is hindering succession planning. AlBattat and Som (2013) stated that training and development as well as restructuring the compensation system can be considered as two of the most efficient SHRM practices.
Industry Background
According to survey, the global hospitality industry has the highest attrition rate in the year 2017 (Li, Kim and Zhao 2017). The chief reasons behind employee attrition as encountered by researchers are lack of appropriate training session, employee-friendly workplace environment and inappropriate remuneration structure. Considering the fact that the mentioned industry is associated with high competition between the competitors, attrition of highly efficient and talented employees is imposing negative impact on the succession planning of the organizations (Sagar 2016). Development of new leaders who possess the potential and talent to replace old leader is highly crucial for the industry.
Research Aim, Research Questions, and Objectives
The aim of the research paper is to found out the impact of strategic human resource management practices in talent retention and supporting succession plan in the hospitality industry.
The objectives of the research are:
- To determine the chief reasons behind employee attrition in the hospitality industry.
- To find out which of the SHRM tools are most effective for talented employee retention as well as succession planning.
Research Methodology and Resources
In order in depth analysis of the issues associated with employee attrition in the hospitality industry and the role of SHRM to deal with the issue, qualitative data collection method will be followed. For data collection, 5 relevant literatures will be analyzed a secondary source of data. Along with that, an open-ended interview will be conducted with managers of three managers of well known restaurants in UK.
Ethical Considerations
The researcher will ensure that no unauthorized disclosure of the interviews takes place in the research paper. Moreover the chief purpose of the research will be stated to the interviews before conducting the interview.
Timescale
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1st week |
2nd week |
3rd week |
4th week |
5th week |
6th week |
7th week |
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Determination of research topic |
Y |
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Literate review |
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Y |
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Data collection through interview |
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Y |
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Data analysis and interpretation |
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Y |
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Formulating conclusion |
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Y |
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Development of draft |
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Y |
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Final submission |
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Y |
Table 1: Gyantt Chart
Source (Created by the Author)
References
AlBattat, A.R.S. and Som, A.P.M., 2013. Employee dissatisfaction and turnover crises in the Malaysian hospitality industry. International Journal of Business and Management, 8(5), pp.62.
Boella, M. and Goss-Turner, S., 2013. Human resource management in the hospitality industry: A guide to best practice. Routledge.
Li, J.J., Kim, W.G. and Zhao, X.R., 2017. Multilevel model of management support and casino employee turnover intention. Tourism Management, 59, pp.193-204.
Li, X., Sanders, K. and Frenkel, S., 2012. How leader–member exchange, work engagement and HRM consistency explain Chinese luxury hotel employees’ job performance. International Journal of Hospitality Management, 31(4), pp.1059-1066.
Sagar, A., 2016. An Analytical Study Of High Rate Of Employee Attrition In Hospitality Industry With Special Reference To Budget Hotels In Mumbai Region.
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