Journal Critique - Staffing Issues Among Small Hospitality Businesses
Critical analysis of ‘staffing issues among small hospitality business: A college town case’
Name:
Student ID:
Word count: 1,899
05/06/10
Executive summary
Staff turnover is the phenomenon with high frequency and large-scale flow, and turnover is greater than industry normal value. Overall, staff turnover is conducive to better match with the staff, which can bring about the healthy development of enterprises (Norma, Gillian & Sandra, 2002). Especially when the employee because of ability or health status can not be qualified for jobs offered to resign, it can reduce the burden on the organization. If staff turnover remained at a normal range, but also promote tissue absorb the new forces, optimizing the age structure of staff, the knowledge structure (Daniel F. Connor, et al., 2003). Of course, if the turnover exceeds the normal range, that is a huge loss of personnel occurred, would a significant increase in the cost of hospitality human resource management, resulting in lower service quality among hospitality, seriously affected the stable development of hospitality. Staff turnover despite is affected many factors, but the root cause should be the hospitality management problems (Lashley, 2006). With the increasing competition between enterprises, human resources management commitment to the important task of retention, this plays core competitive advantage development role in the enterprise, and becomes the most strategically important enterprise management component. The imperfections of human resource management will lead to staff discontent, but will encourage employees leaving companies to seek better ways to increase their value. To solve the problem of excessive attrition, hospitality should be fully analyzed the existing problems of human resources management based on the right medicine (Catherine M. Gustafson, 2002), the establishment of sound human resources management processes makes all aspects of
Name:
Student ID:
Word count: 1,899
05/06/10
Executive summary
Staff turnover is the phenomenon with high frequency and large-scale flow, and turnover is greater than industry normal value. Overall, staff turnover is conducive to better match with the staff, which can bring about the healthy development of enterprises (Norma, Gillian & Sandra, 2002). Especially when the employee because of ability or health status can not be qualified for jobs offered to resign, it can reduce the burden on the organization. If staff turnover remained at a normal range, but also promote tissue absorb the new forces, optimizing the age structure of staff, the knowledge structure (Daniel F. Connor, et al., 2003). Of course, if the turnover exceeds the normal range, that is a huge loss of personnel occurred, would a significant increase in the cost of hospitality human resource management, resulting in lower service quality among hospitality, seriously affected the stable development of hospitality. Staff turnover despite is affected many factors, but the root cause should be the hospitality management problems (Lashley, 2006). With the increasing competition between enterprises, human resources management commitment to the important task of retention, this plays core competitive advantage development role in the enterprise, and becomes the most strategically important enterprise management component. The imperfections of human resource management will lead to staff discontent, but will encourage employees leaving companies to seek better ways to increase their value. To solve the problem of excessive attrition, hospitality should be fully analyzed the existing problems of human resources management based on the right medicine (Catherine M. Gustafson, 2002), the establishment of sound human resources management processes makes all aspects of