hospitality and tourism industry
Background
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Firstly, the hospitality and tourism industry is not only a larger employer in Australia (at 5.6% of the labour force) but also has profound significance to the country’s economy (8.7% of GDP) (DITR, 2014).
Secondly, in light of the significant relationship between employee retention, training, service quality, job commitment and numerous sector profit strategies, this study pursued to evaluate this relationship as it shapes the practice of housekeeping human resource management.
Management decision
House-keeping enterprises, which constitutes apartels, bed & breakfasts, condominiums, dormitories, hospitals, hotels, and inns form a larger proportion of the players in this industry. Inappropriately, they tend to emphasize the essence of enhancing adequate training opportunities, sound working incentives or sustainable benefit schemes inadequately. Undeniably, these elements constitute a vital factor in the hospitality and tourism industry. Adversely affecting consequences arise whenever these players fail to address these elements. For instance, training in the hospitality and tourism industry pays off immensely in offsetting the resultant effects of employee unavailability and higher costs of employee exits. Poulston (2008) characterized training in the hospitality industry as involving lackluster approaches, having non-trained employees successively develop the new hires, and/ or involving cheap substitutes. Precisely, these enterprises’ management have habitually been unenthusiastic to train their staff effectively or develop incentives that favor employee retention. Resultantly, as observed by Chow, Haddad and Singh (2015) a succession in the industry has emerged where inadequate staff training and the resultant lack of motivation coupled with staff non-commitment is never ending.
Research question
Do demographics of the hotel industry (age, gender, education attained, work experience, and job qualifications) have an influence on job satisfaction and commitment in the house-keeping sector
Does the type of training positively influence the job satisfaction and commitment with training for housekeeping employees
Objectives
Research questions:
Characterize the house-keeping organizations, and particularly the human resource management
Evaluate the extent of employee turnover in the sector
Asses the influence of employee training on achieved job satisfaction and commitment for house-keeping employees
