Introduction
Today in the globalized world, there has been a sudden increase in the improvement and development of the entertainment industries. Dining, venues, transportation, talents and accommodations are high in demand. In the various industries where the people themselves serve the other people, hospitality sector is considered as one of the most vital and important sectors. The hospitality sector is considered as one of the most interesting sectors based upon its business model. The sector is established by combining several different other industries and sectors as well as different operators for building up a large organisation there are a number of services which are offered to the customers named as hospitality (Bharwani & Butt, 2012). The present globalized world hospitality sector is regarded as one of the largest businesses across the globe which has a complex and deep supply chain. Currently hospitality sector offer employment to more than 200 million people across the world and still the number is growing as there is high demand of talented and skilled individuals in the development sector of hospitality. In almost all the developing and developed nation hospitality sector is considered as one of the most vital economic driver. The government authorities are making efforts to promote and build image of hospitality sector to enhance and increase the revenues of the country. The hospitality industry is also an important support system in the efforts of several developing Nations to present themselves as attractive Lifestyle destinations by having integrated resorts. There are several positive outlooks of the developing hospitality sector but it is also essential for the industry to improve it services as well as the satisfaction of the customers by the means of excellent service delivery (Bradford, 201). For accomplishing this purpose the hospitality sector require the most talented and skilled professionals who can improve their skills for managing unsatisfying the diverse needs of the growing customer base of hospitality sector. There is requirement of new recruitment team and well qualified stuff for the new and additional jobs which have been created for the development of the hospitality industry. The people will present the several challenges faced by the hospitality sector in the process of attracting and retaining the talented work force. This human resource assignment will also highlights several strategies such as recruitment and selection, HR planning, diversity management, job designing, motivation, training and development, work life balance etc. are the approaches for sustaining the challenges of attracting and retaining the workforce in the industry.
Key challenges in attracting and retaining workforce in the hospitality sector
In this human resource assignment to attract and retain the employees in the hospitality sector is not only challenge in the present scenario but is regarded as one of the most serious issues since decades. The first and the most primary factor related to the issue is the poor image of the sector. It has been analyzed and identified that the origin of the hospitality sector is considered as the domestic service and therefore it has its association with stability. The new generation and youth consider the hospitality sector as one of the lower wage payer. It has also been analyzed that the hospitality industry of very limited opportunities to the individual for their promotion as well as progression. In this industry the individual do not get the chance to enhance themselves as well as get promoted to higher positions in a rapid manner. Thus, it is considered as the most significant issue in attracting the talented and skilled individuals (Rigg, 2012). The new generation employees always look for a number of opportunities where they can have their personal development and also gain several professional advantages. Because of the unavailability of these opportunities the individuals are less interested in working in the hospitality sector. The next major issue with respect the recruitment of competent individual is the downturn in the economy and hospitality sector related crisis. Identified that there is an increasing number of terrorist attacks on several major hotels and hospitality sector organisation therefore because of such that the economy face a dental and also the individuals do not want to associate themselves with this industry. It has been observed that the major hospitality sector Organisation established in those areas which are prone to natural disasters. Therefore it negatively impacts the Talent acquisition in the hospitality sector. Another major challenge which takes place while recruiting and retaining the workforce in the industry is the seasonal job aspect. hospitality sector is considered as one of the seasonal business where there are increase number of tourist and visit us at some specific time periods and other than those periods the industry has to face losses or a lean season in their business (Sintayehu, Kassegn & Sewent, 2016). Therefore it reduces the job securities of the employees and this is considered as one of the vital aspect in retaining the workforce or attractive them to join the hospitality sector. The individuals experience a threat of losing their job and therefore they prefer associating themselves with those organisations or sector which provide them higher job security.
The changing pattern of the consumer demand as well as the advanced technological development are the another primary aspects which creates several issues in the Recruitment and retention of be competent employees. In various resources it has been identified that the pattern of the consumer demands keep on changing with time and therefore to meet those changing and diverse consumer needs the companies are required to have technological advancements and innovative approaches. But the already existing employees who have a certain skill area do not able to work upon the new and innovative technologies and therefore it created a number of issues in retaining employees (Peric, 2005). As well as the changing and diverse needs of the consumer court high pressure upon the employees to work as per the need of the customers. Thus, the increasing pressure of customer satisfaction make the employees demotivated and therefore they do not written in the hospitality sector as well as new employees reframe themselves from associated with the hospitality industry. The continuously increasing globalization has resulted in intense market competition in the hospitality sector. For sustaining the competition and to acquire competitive edge it is essential for the companies to upgrade their value proposition for retaining the customer base (Koutroumanis, 2011). Therefore the companies require more diverse suitable as well as talented work force for attracting the customers. With the increase cultural diversity in the workforce there are challenges of developing Unity among them. but on the other hand, the increased cultural diversity refrain restrict the individuals to join the hospitality sector essay find uncomfortable to adjust in a culturally diverse environment and with the employees which are of different culture. Therefore all these issues resulted in challenges towards attracting and retaining of the competent individuals in the hospitality sector.
It has been observed in this human resource assignment that the nature of the characteristic of the hospitality sector is fast paced which means that there are continuous changes in this sector as well as it is growing with a higher speed. It is a sector where the human resource or the people are required to serve the customers on 24×7 basis. It resulted in high work pressure as well as stressful duties which restrict the individuals to experience a work life balance. In the hospitality sector the customers can come at any point of time and therefore the employees are required to serve them for long and irregular working hours (Dzhandzhugazova,Blinova, Orlova & Romanova, 2016). Because of the high work pressure the employees stand to feel stressed and they do not have the time to take care of the health even. it is considered as one of the major reason behind increased turnover in the hospitality sector organisation. A several number of hospitality sector companies that tried to introduced work life balance as well as flexible time schedule for the employees but still it has been observed that to attain work life balance is a major challenge for the hospitality sector organisations (Victorino,Verma, Plaschka & Dev, 2005).The extreme workload and inflexible time schedule do not attract the talented and competent individuals to associate themselves in the hospitality industry and therefore there exist the challenge for recruitment and retention of the skilled and talented employees. Other major aspects which are associated with the decrease recruitment of talented individuals in the industry are that the service as well as the front line staff does not get much respect for their profession. Both in the organisation as well as in the industry these people are not given adequate respect. Health the individuals who are competent and talented do not want to work in the hospitality organisation because of the society status quo as well as their self-respect. Hence these entire aspects combine reframe the individuals to participate in hospitality sector employment and become a part of the industry (Syed & Kramar, 2009).
Training and development are considered as two most vital aspect in retaining the workforce and attracting new talent in the organisations. In the absence of training and development of the employees in any sector or industry it has results in lack of skilled and talented individuals. In the hospitality sector it has been observed that organisations do not provide adequate training to their staff or the employees which result in a less skilled or incompetent work force which are unable to deal with the diverse customer needs, advanced technology tools and equipment, new methods and approaches, etc. (Verma, Stock & McCarthy, 2012). Even at some places where the orientation and training takes place are highly ineffective, boring as well as time consuming for the employees. When the training provided are ineffective then it gives more better outcome even the time of the human resource are also exhausted. In maximum of the hospitality sector organisations there are still use the traditional coaching method and there is no significance or Emphasis paid up on the use of virtual methods in the industry (Victorino, Verma, Plaschka & Dev, 2005). Because of the failure of providing latest as well as Advanced Technological information and knowledge to the Employees the workers fail to work upon the new and innovative technology platforms. Employees cannot take use of new technology and therefore the results and outcomes of the hospitality sector still continue to be the same. It is also realize that for the employees working in the hospitality sector there are no clear and adequate career development paths. It is regarded as one of the most major issue which industry recruitment of talented individuals in the hospitality sector. Every employee need some kind of growth development and progression in their job or working but because of the restricted career development paths The talented individual district themselves as well as do not want to become the part of the hospitality industry (Hausknecht, Rodda & Howard, 2009). Because of the restricted development of the individuals their results in higher level of employed the satisfaction. When the employees are the workers get depressed with their job and when there is very less level of job security provided to them then its result in increased turnover rate. The organisations are required to pay higher attention on the training and development of the employees, using virtual methods, providing training to take use of new technology platforms as well as offering them high level of job security for decreasing the turnover rate and increase the retention of the employees (Syed & Kramar, 2017).
Motivation is regarded as the significant source for attracting and retaining the employees in any organisation or industry. If there is absence of motivation approaches or strategies in order to motivate the work force than those Industries like the recruitment of competent employees (Christensen Hughes & Rog, 2008). In present scenario all the employees are required to pay higher attention to the work life balance and motivation of the workers as they have understood the importance of motivation and its link with the performance of the employees. In the hospitality sector dear has also been identified a power gas which decrease the motivation of the employees and it's become difficult for them to work in the hospitality industry (Kramar & Syed, 2012). In the industry there is also lack of word motivation which means that the supervisors or the higher authorities do not motivate the ground level employees. It results in lack of word motivation and therefore the employees are unable to discuss their issues with the managers. In the hospitality sector there is usually requirement of new generation or the youth and therefore there are very less opportunities for the elderly workers (Buckley & Caple, 2009). Hence if the elderly workers are skilled talented or competent then also they have the least opportunities to get recruitment in the industry. Therefore at some point of time the individuals felt that there is decrease job security as well as at the young is only the individual decide to work or associate themselves with any other sector which can offer them a long term employment without any job in security (D'Annunzio-Green, 2009). In respect with the non-financial rewards the employees do not get any kind of such rewards or promotions which can motivate them in enhancing their performance. Usually the employees only get the financial or monetary rewards which are not much motivated in nature or helps in increasing the motivation of the workers (Laing, 2009). The hospitality sector also left behind in offering adequate safety to its employees and first female individuals respect themselves from recruiting or getting employment in the hospitality industry. Hence it is considered that there is a vital need for motivational techniques and strategies to get implemented in the hospitality sector organisations for attracting them as well as for retaining them for a longer time period (Kramer et al., 2011)..,
Conclusion
With the growth and development of the hospitality sector there is also an increase in the several challenges in attracting and retaining employees of work force in the industry. From this human resource assignment it has been concluded that there are several issues or challenges in attracting and retaining the competent workforce. Some of the major issues which has been analyzed and concluded from the study are the poor image of the hospitality sector, limited opportunities for the development, promotions and progression of the employees, economic downturn, and threat of natural disasters as well as terrorist attack. It has also been observed that there are several negative implications upon talent attraction in this industry because of the various factors such as increase globalization, diverse pattern of consumer needs, intense competition and technological development. In order to offer value proposition to the customer the companies try using innovative and Advanced Technological features which make difficult for the existing employees to work upon search tools. To match the service consumer needs the companies take use of culturally diverse individual and therefore there also exist issues of developing Unity among the diverse cultural individuals. It has also been concluded from the analysis undertaken in the human resource assignment that the hospitality sector is highly fast paced where the employees work under stressful duties and irregular working hours which motivate them to leave the organisation. Even the lack of training and development sessions in the hospitality sector is also considered as the major source of turnover (Laing, 2009). When the employees do not get an adequate level of training, they are unable to participate and work with the new technologies and therefore there developed the issues in recruiting and retaining the talented work force. Even the employees remain demotivated because of the poor wages and absence of incentives. Therefore it is recommended by this human resource assignment that the hospitality sector must work upon the improvement of its image so that hire number of individual can associate them self with the industry (Christensen Hughes & Rog, 2008). Secondly it is also essential for the companies operating in the hospitality industry to offer higher level of job security to the individuals. It is essential for the companies to provide training to the Employees so that they can easily made the diverse consumer needs and also worked upon the new and innovative technologies in the organisation. Hence it is also recommended that the hospitality sector organisations must also focus on increasing the work life balance of the employees as it will help in reducing the challenges behind the recruitment and retention of the competent and skilled individuals in the hospitality industry (Hausknecht, Rodda & Howard, 2009). Humean resource assignments are being prepared by our resource assignment help experts from top universities which let us to provide you a reliable total assignment help service.
