hi i am an mba student doing my summers in a 5 star hotel.
my prject is to suggest ways to reduce attrition.
some of the nost common problem is that of of compensation. employees work for maximum one year and them go aboroad for better compensation. there is no real dissatisfaction expressed by them . is there a solution for this .
another query, if some cud help me out. ...
there are positions in this hotel wherein the job responsibilities are similar. there are many employees that have complained about the number of levels in the organisation. they say they have to wait very long to reach a certain position . will cutting out on levels i.e. flattening the org structure do any good . because if that is done promotions will be a problem and there are employees who have also said that the progress in the hotel is slow.. is there a soution for this
plzzz help
From India,
1my prject is to suggest ways to reduce attrition.
some of the nost common problem is that of of compensation. employees work for maximum one year and them go aboroad for better compensation. there is no real dissatisfaction expressed by them . is there a solution for this .
another query, if some cud help me out. ...
there are positions in this hotel wherein the job responsibilities are similar. there are many employees that have complained about the number of levels in the organisation. they say they have to wait very long to reach a certain position . will cutting out on levels i.e. flattening the org structure do any good . because if that is done promotions will be a problem and there are employees who have also said that the progress in the hotel is slow.. is there a soution for this
plzzz help
From India,
hi tania,
i went to attend one seminor on competnecy mapping in that one prof.venkatsean... he gave his lecture on competency mapping he is from delhi area only.. he is from hotel industry... i will check out his mail id and if i have i will give may be even he can helpful
ok see u
byee
From India, Vadodara
i went to attend one seminor on competnecy mapping in that one prof.venkatsean... he gave his lecture on competency mapping he is from delhi area only.. he is from hotel industry... i will check out his mail id and if i have i will give may be even he can helpful
ok see u
byee
From India, Vadodara
The first, and most important, way of understanding retention is a comprehensive exit interview. Departing employees will tell you why they are leaving. Their comments may need interpretation but they will always give some keys to you.
Some ideas for you to look for: 1) Employees like to be recognized and appreciated. That doesn't always mean with money. Sometimes a simple "thank you" or "good job" can be enough to make somebody feel part of the company. Comp time can be a great reward, in lieu of money, if cash is a problem. An extra half day of personal time can yield days worth of quality manhours down the road. Also, it helps if those above them know their names.
2) Employees like to know exactly what is expected of them on any given day. Supervisors who are vague or who don't allow employees to finish a project before moving them on to another task can do more to harm an employee's affinity for the company then you know.
3) Employees want to feel as if they are growing and moving forward. Opportunities for training and education, lateral movement within the organization and the ability to explore different tasks can take the place of some of the movement up those extra layers.
That's just a start but you should also be aware that, on average, 20% of your employees generate 80% of your positive production and 10% are so bad that they are negative influences on the bottom line. The key is in maximizing ROI on the center 70% and doing EVERYTHING to keep the top 20% moving up the ladder.
Hope that helps!
Regards,
Jon
______________________
Northeast Athletic Concepts
Sport psychology based consulting to improve HR performance
Some ideas for you to look for: 1) Employees like to be recognized and appreciated. That doesn't always mean with money. Sometimes a simple "thank you" or "good job" can be enough to make somebody feel part of the company. Comp time can be a great reward, in lieu of money, if cash is a problem. An extra half day of personal time can yield days worth of quality manhours down the road. Also, it helps if those above them know their names.
2) Employees like to know exactly what is expected of them on any given day. Supervisors who are vague or who don't allow employees to finish a project before moving them on to another task can do more to harm an employee's affinity for the company then you know.
3) Employees want to feel as if they are growing and moving forward. Opportunities for training and education, lateral movement within the organization and the ability to explore different tasks can take the place of some of the movement up those extra layers.
That's just a start but you should also be aware that, on average, 20% of your employees generate 80% of your positive production and 10% are so bad that they are negative influences on the bottom line. The key is in maximizing ROI on the center 70% and doing EVERYTHING to keep the top 20% moving up the ladder.
Hope that helps!
Regards,
Jon
______________________
Northeast Athletic Concepts
Sport psychology based consulting to improve HR performance
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