The Impact of Human Resource Practices on Employee Assignment

Assignment Task

1.0 Introduction

1.1 Study Background

Employee retention has been a challenging issue faced by human resource management in the current day business environment (Davidescu et al. 2020). In this connection, it has been observed that despite the success the tourism industry has gained all across the globe, the same still encounter extensive issues in the need of retaining highly talented individuals for ample time (Tuomi et al. 2021). The major reason has been found as the improper use of retention strategies or the higher expectations of the employees in modern times towards their workplaces.

1.2 Problem Statement

The argument from Immaneni et al. (2021), critically depicts that the tourism businesses are failing to manage professional employee retention strategies due which in turn is leading to poor organizational performance and lack of employee retention. In this connection, the current study is focused on undermining the challenges and issues faced by human resource management in the tourism industry to manage a high level of employee retention.

1.3 Research aims and objectives

1.3. Aim

The focused aim of the stated research will be to analyse the significant issues and challenges faced by the HRM connected to the tourism industry in managing employee retention.

1.3 Objectives

The connected objectives that would be fulfilled for the research are:

• To examine the vitality of employee retention in the tourism business industry.
• To evaluate the key role play of HRM in the management of retaining employees in the industry of tourism business.
• To analyse the challenges and issues faced in managing employee retention in the tourism business industry.
• To suggest the recommendations that would help in managing extensive employee retention in the tourism business industry.

1.4 Research Questions

• Why is employee retention important to be managed in the tourism business industry?
• What is the key role play of HRM in the management of employee retention in the tourism industry?
• What are the challenges and issues faced in managing employee retention in the tourism business industry?
• Suggest some recommendations that would help in managing extensive employee retention in the tourism business industry.

1.5 Scope and value of the proposed research

This research will prove to be beneficial for tourism business industries as well as other businesses to help understand the importance of employee retention and thus manage professional retention strategies. The same will also help future researchers to work with the analysis of the importance of HRM in managing employee retention.

1.6 Justification of the research study

The research proposed will be carried out to help the tourism business industries to upsurge the level of employee retention and thus the performance of the same. This, in turn, will prove to be beneficial in increasing the financial strength of the tourism businesses and thus contribute better to the world economy.

1.7 Study Rationale

The rationale behind choosing the concerned research study is the need to fulfilling the gap between the retention strategies used by the tourism industry to the actual professional strategies that would help in better employee retention. There has been known to be significant challenges in the tourism businesses to meet the need of the employees to keep them satisfied and not shift to other job opportunities (Streimikiene et al. 2021). Thus, the undertaken research is focused on finding those challenges to help frame the solutions.

2.0 Literature Review

2.1 Introduction

The given section will help in working with the study of the academic articles to help gain a deep understanding of the research topic. In this connection, a core understanding of the employee retention challenges faced by the tourism business industry would be gained. The evaluation of the literature review will further help in increasing the research reliability in terms of the past studies taken into consideration. This, in turn, will help the researcher to connect the past studies to the need of understanding the future of employee retention management in the tourism industry.

2.2 Conceptual Framework

2.3 The importa nce of employee retention in the tourism business industry

As opined by Ghani et al. (2022), when the talented workers are recruited and retained in a tourism business, the same does not help in increasing the human resource competitiveness, but also the cost of hiring the wrong applicants for the job. In this connection, it can be articulated that employee retention is an important factor to be considered for the tourism business to help increase its monetary strength and revenue making. It has also been argued by Almeida and Coelho (2019), increased employee retention helps in increasing the brand image and awareness of the organisation in the external business market.

According to Vo-Thanh et al. (2020), positive employee retention in a tourism business helps in upsuring the productivity rate of the working individuals and thus the overall performance of the business is affected positively. Positive employee retention is known to work as a result of positive employee management strategies and increased job satisfaction among the employees within their connected workplaces. However, the case of the tourism industries across diversified nations the globe is opposite with the employee turnover rate increasing and thus retention becoming a global challenge for the HR connected with the tourism businesses (Vetráková et al. 2019). This is because managing employee retention is one of the most important functions to be fulfilled by human resource managers working in tourism organisations. Nonetheless, positive employee retention comes in a positive overall business performance helping a tourism business to make better profits (Dwesini 2019). Satisfied and retained employees in the argument of Hewagama et al. (2019), have been known to render better customer service in the place of employees feeling dissatisfied at their workplaces.

2.4 The key role play of HRM in the management of employee retention in the tourism industry

The human resource department connected within a tourism business or even others is accountable to perform a major role in ensuring positive employee retention (Islam et al. 2020). This is because the human resource department the one which needs to render significant efforts for employee retention strategies. Those strategies include employee training and development, performance measurement and appraisal, managing a positive working environment, health and safety management, and others (Malik et al. 2020). In this connection, any negligence or unethical activity is undertaken in the management of any of these activities would directly lead to the loss of employees and an increase in employee turnover rate rather than retention rate.

Therefore, it can be critically articulated that the role of the HR department in the tourism business is to manage different functions such as hiring the right applicant for the right job, managing anti-discrimination policies, etc. (Schloemer-Jarvis et al. 2022). Thus, the HRM is important for the little too large things that help a business acquire extensive talent and retain the same. Take, for instance, if the HR in any tourism business is involved in the unethical practice of discriminating the employees based on their gender and nationality, the same proves to be a negative approach of HR management. This aspect would lead to decreased employee trust and satisfaction towards the workplace leading to decreased employee retention (Qu et al. 2020). Thus, the key role of HRM is reflected in managing positively increased employee retention to work with professionalism and an ethical approach.

2.5 Summary

The above literature study helps in noticing that when the talented workers are recruited and retained in a tourism business, the same does not help in increasing both the rate of competitiveness of the human resource management along with the performance scale of the same. This is because positive employee retention is reflected in a tourism business only when the human resource department of the same is capable enough of keeping its employees motivated and sustained. The study further analyses that to be able to keep the employees sustained in one particular tourism business, the HRM needs to ensure that the needs and feedback of the employees have been taken into effective consideration. Take, for instance, the employees seek an aspect of work-life balance in their workplace and the HR department can render a flexible working environment. This will help the company gain increased employee retention. On another hand, if an HR of a tourism business fails to hear the employee's voices and does not care about the needs of the employees, the same will fail to retain its employees and the performance will also decrease as a consequence.

3.0 Research Methodology

3.1 Research Onion

The Research Onion approach developed by Saunders helps a researcher to gain the methodological choices and understanding to be worked upon for a research paper (Melnikovas 2018). Thus, the given section will help in analysing the research approach, research philosophy, research strategy and design to be used for the study of the same. Further, the data collection, sampling and analysis method will be examined with the help of the concerned section to ensure to completion of the informational study of the research topic.

3.2 Research Philosophy

Research Philosophy helps in indicating the novel whereabouts of the study based on the need of the interest in the research area (Zakari et al. 2019). Thus, the research philosophy chosen for the concerned paper is the positivism research philosophy. Based on Alharahsheh and Pius (2020), the reason is stated as the positivism research philosophy helping to gain an objectified study of the research topic and work with the research objectives.

3.3 Research Approach

The research approach helps in gaining a fundamental study of the selected research topic with the help of pre-development of how to work with the research results (McConnell et al. 2018). Thus, the concerned study will be focused on the use of an abductive research approach. The reason behind the choice is that the abductive approach will help in enabling creativity and an innovative approach to the study with the help of involvement in the theoretical evolution of the same (Mitchell and Education 2018).

3.4 Research Design

Research design is the mapping of any research helping to detail the data-gathering process entailed with the research questions in the study (Sosa-Díaz and Valverde-Berrocoso 2022). Thus, the use of descriptive research design is found to be suitable for this study since the same will help in the attainment and comparison of the collected data (Atmowardoyo 2018). The same will also allow patterns of convergence to be maintained for the research study and thus establish the needed interpretation (Sovacool et al. 2018).

3.5 Data Collection Method

The current study will be implied on primary quantitative and secondary qualitative data analysis (Sileyew 2019). The specific use of mixed methodology would thus be undertaken for the study. The primary data study will be done with the help of a survey questionnaire followed by the use of the Likert scale, close-ended questions and rating scale questions. The secondary data will be entailed with the help of thematic analysis. The researcher will make use of the sources such as journal articles, online articles, blogs, books, magazines, newspapers, industry reports, government websites, and more (Kiger and Varpio 2020).

3.6 Sampling Technique

The sampling technique has been deemed an important factor to help gather the needed data for the completion of the research study (Gabriel et al. 2019). The researcher needs to point out the variance in the probability sample to be chosen for the study with the non-probability sample. Thus, the purposive sampling technique will be chosen as a part of completing the research study in a subjective manner (Campbell et al. 2020). The data will be collected from the diversified employee connected within the tourism sector all across the globe. The sample size will be around 180-200. The purposive sampling technique will help in facilitating the freedom of the participants to answer the questions based entirely on their thinking process (Campbell et al. 2020).

3.7 Data Analysis Method

The data analysis for both the primary quantitative and secondary qualitative study will be done with the help of using the interpretation and evaluation technique (Taylor et al. 2018). The survey responses will be analysed through the help of making graphs and pie charts. The secondary data will be analysed with the help of dividing the study into diversified themes. This analysis technique entails coding qualitative data into groups of identical objects, and the recognition of reliable patterns and relations between themes, to bring forth a theoretic elucidation of the event under study (Grodal et al. 2021). It is chosen since this is not research-specific and might be utilized for any sort of study either qualitative or quantitative or both.

3.8 Ethical aspects and limitations of the study

The study will be morally and ethically suitable to conduct legal behaviour to the study. The ethics will be significantly deemed in the data collection methods of the study (Ross et al. 2018). Further, the researcher will be obligated to ensure that the data protection of the primary participants involved in ensured (Surmiak 2018). The personal information of the participants will be kept confidential and none of the collected data will be misused.

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