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A CRITICAL STUDY OF RECRUITMENT PROCESS AND ITS IMPACT ON HR STRATEGIES OF EMPLOYEE- RETENTION IN HOSPITALITY INDUSTRY OF GARHWAL AND KUMAUN REGION OF UTTARAKHAND

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Uttarakhand is a state with high potential of tourist attractions.Being very near to the national capital New Delhi, it catches the attention of the visitors from around the country to get a break from their schedule. The cities in this state are equipped with hospitality points, which even diplomatically force the guest to stay for a longer. In a recent time, after getting the status of tourism state, plenty of the hotels and resorts have emerged with their brand and name. Few of the international hotels also have settled their properties in Uttarakhand to grab the opportunity. It also helps to reduce skill-drains from the state, as it is well known that the state has best level of hospitality skills.The existing hotels of Uttarakhand have different practices regarding recruitment of employees. Many of the hotels throughout country have the employees or work force from Garhwal and Kumaun region almost in all departments at different level. The people from Uttarakhand even don‟t want to escape from their home state. But the ultimate situation is different. In this research paper, therewould an emphasis on the HR strategies for recruitment of employees and its impact on employee- retention in hospitality industry of Garhwal and Kumaun region of Uttarakhand. The data would be collected from the employees of three stars and above category of hotels through the questionnaire; and then analysis will come out with the conclusion that why there is employee retention problem in study area. Keywords: HR Strategies, Recruitment, Selection, Employee- Retention, Hospitality Industry, Garhwal and Kumaun Region. Uttarakhand.
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    Scholarly Research Journal for Interdisciplinary Studies, Online ISSN 2278-8808, SJIF 2016 = 6.17, www.srjis.com   UGC Approved Sr. No.45269, SEPT-OCT 2017, VOL- 4/36 https://doi.org/10.21922/srjis.v4i36.10028 Copyright © 2017, Scholarly Research Journal for Interdisciplinary Studies A CRITICAL STUDY OF RECRUITMENT PROCESS AND ITS IMPACT ON HR STRATEGIES OF EMPLOYEE- RETENTION IN HOSPITALITY INDUSTRY OF GARHWAL AND KUMAUN REGION OF UTTARAKHAND Neeraj Aggarwal 1 , Ph. D. & Mr. Kumar Satyam 2 1 UIHTM, Panjab University, Chandigarh 2  IHMCT, Bhopal Uttarakhand is a state with high potential of tourist attractions.Being very near to the national capital  New Delhi, it catches the attention of the visitors from around the country to get a break from their  schedule. The cities in this state are equipped with hospitality points, which even diplomatically force the guest to stay for a longer. In a recent time, after getting the status of tourism state, plenty of the hotels and resorts have emerged with their brand and name. Few of the international hotels also have  settled their properties in Uttarakhand to grab the opportunity. It also helps to reduce skill-drains  from the state, as it is well known that the state has best level of hospitality skills.The existing hotels of Uttarakhand have different practices regarding recruitment of employees. Many of the hotels throughout country have the employees or work force from Garhwal and Kumaun region almost in all departments at different level. The people from Uttarakhand even don‟t want to escape from their home state. But the ultimate situation is different. In this research paper, therewould an emphasis on the HR strategies for recruitment of employees and its impact on employee- retention in hospitality industry of Garhwal and Kumaun region of Uttarakhand. The data would be collected from the employees of three stars and above category of hotels through the questionnaire; and then analysis will come out with the conclusion that why there is employee retention problem in study area. Keywords:  HR Strategies, Recruitment, Selection, Employee- Retention, Hospitality Industry, Garhwal and Kumaun Region. Uttarakhand. 1.   Uttarakhand Uttarakhand became the 27 th state of the Republic of India and formed on 09 th  November, 2000. The state has been carved from a large landscape Uttar Pradesh, which is already still one of the largest states in India. Uttaranchal was the name given to this state, when it came into the existence, but later it got its contemporary name on the demand of its native people. Because of its association of Hindu Gods and Goddesses and temples scattered throughout the state, it is also known as Devbhoomi. The four most famous pilgrim places are the icon of Uttarakhand, i.e. Gangotri, Yamunotri, Kedarnath and Badrinath. These places are called the Chardham of the state.The other famous pilgrimage sites are: Gopeshwar, Vishnuprayag, Karnprayag, Devprayag, Nandprayag, Rishikesh, NeelkanthMahadev, Gaurikund, Tungnath,  Scholarly Research Journal's is licensed Based on a work at  www.srjis.com     Dr. Neeraj Aggarwal & Mr. Kumar Satyam (Pg. 6843-6859) 6844 Copyright © 2017, Scholarly Research Journal for Interdisciplinary Studies Guptkashi, Madhyamaheshwar, Har-ki-Pauri. The popular tourist destinations in KumaonareBaijnath, Bhowali, Binsar, Chakouri, Ranikhet, Ramnagar, Pithoragarh,  Naukuchiyatal, Sattal,Bhimtal, Nainital, Munsiyari, Mukteshwar, Mohaan, Kausani, Dhalia, Corbett National Park, Chaukori, Binsar, Bhowali, Baijnath, and Almora.The other tourist attractions in Uttarakhand are Dhikhuli camp, Milam Glacier Trek, Panchachuli Glacier Trek, Pindari Glacier Trek, PindariKafni Glacier Trek, Sunderdunga Glacier Trek, and Singri Camp, which arethe trekking and camping destinations also.The border of state is sharing its northern international lines with Nepal and China (Tibet), in the west and north-west Himachal Pradesh, Uttar Pradesh State is in the south and Nepal in the east. Uttarakhand is well connected via rail, road and airport with national capital New Delhi. Dehradun is equipped with all the modern facilities, required for being the capital of state and approximately 250 km distance from Delhi. The other cities of Uttarakhand like Haldwani, Haridwar, Rishikesh, Nainital, Almora, Roorkie, Tehri etc. has also significant values and got administrative importance.Being in Uttarakhand provides a blend of unlimited experiences and opportunities with nature, wildlife, culture, heritage, adventure, yoga,pilgrimages and meditation. These are also the strength for being the tourism based mountainous state. Garhwal and Kumaun are two regions of Uttarakhand, which can be considered as western and eastern part of the state respectively. There are thirteen districts in Uttarakhand, from which six are in Garhwal and seven are in Kumaun regions. Haridwar, Dehradun, Tehri, Uttarkashi, pauri, Chamoli, and Rudraprayag districts are in Garhwal region. The Kumaon region consists of Almora, Bageshwar, Champawat, Nainital, Pithoragarh, and Udham Singh  Nagar district.Both of the region have a potential of tourist attractions because of its richness in wildlife area. The wildlife of Garhwal include key areas like: Assan barrage, Goving Wildlife Sanctuary, Nanda Devi National Park, Rajaji National Park, and Valley of Flowers. The wildlife of Kumaon include destinations like: Askot sanctuary, and Corbett National Park. The glaciers of Garhwal include: BanderPunchh Glacier, ChorbariBamak Glacier, Dokriani Glacier, Doonagiri Glacier, Gangotri Glacier, Khatling Glacier, Nandadevi Glacier, Satopnath and Bhagirathi-Kharak Glacier, and TipraBamak Glacier. The glaciers of Kumaon include: Kaphini, Maiktoli, Milam, Namik, Pindari, Ralam and Sunderdhunga Glaciers. 2.   Uttarakhand: Hospitality Industry Being very near to the national capital New Delhi, it catches the attention of the visitors from around the country to get a break from their schedule. The cities in this state are equipped    Dr. Neeraj Aggarwal & Mr. Kumar Satyam (Pg. 6843-6859) 6845 Copyright © 2017, Scholarly Research Journal for Interdisciplinary Studies with hospitality points, which even diplomatically force the guest to stay for a longer. In a recent time, after getting the status of tourism state, plenty of the hotels and resorts have emerged with their brand and name. Few of the international hotels also have settled their  properties in Uttarakhand to grab the opportunity. It also helps to reduce skill-drains from the state, as it is well known that the state has best level of hospitality skills. The existing hotels of Uttarakhand have different practices regarding recruitment of employees. Forthe nature lover tourists Uttarakhand is a favourite destination. For them it is a ground of dissatisfaction that hotel industry has not got sufficient development at the same rate as the tourist sites (Bagri et al., 2010).There are day to day many emerging challenges before the Hospitality industry of Uttarakhand, which affect the performance of hotel organizations. These challenges are related to availability of skilled employees which contributes to the poor  performance in terms of low level of service quality. Many of the hotels throughout country have the employees or work force from Garhwal and Kumaun region almost in all departments at different level. The people from Uttarakhand even don’t want to escape from their home state. But the ultimate situation is different. In this research paper, there would an emphasis on the HR strategies for recruitment of employees and its impact on employee- retention in hospitality industry of Garhwal and Kumaun region of Uttarakhand. These challenges enforce hospitality employers to think about HR strategies to retain the employees. Choosing performance indicators is a challenging and dynamic process. Performance indicators may be appropriate today, but the system needs to be continually re-assessed as strategies and competitive environments evolve. The management is responsible for making a strategic decision on adoption and use of various performance indicators. 3.   Employee Retention vs. Employee Turnover The job dissatisfaction, lack of support by the supervisors and their feedback, inappropriate  pay system and lack of training and development are significant aspects for the employee retention (Kemelgor& Meek, 2008) . In the Survey carried out through CIPD by Taylor (2008) , he states that highest turnover is found in hotels and catering industry as compared to any other industry.  Agrusa&Lema, 2007   found in their research conducted in casinos that employee turnover gives directs impact on customers turnover, which ultimately relates the  business operations. He also states that the strategies for riding off the issues in the hospitality industry has become significant as equal to organizational effectiveness.    Dr. Neeraj Aggarwal & Mr. Kumar Satyam (Pg. 6843-6859) 6846 Copyright © 2017, Scholarly Research Journal for Interdisciplinary Studies Staff turnover may be defined as the ration of number of employees replaced in a given time span to the average number of employees. (Taylor, 2008). Valuable employees are the assets to the organisation and it is quite difficult for the HR managers to hire the good employees (Panoch, 2001) . Retention of the talented employee plays a countless role in the development of organization, it has been stated that the organization’s future will be in talented hands with the invention of efficient performance and drive innovation in a very new way (Martin, 2010) .  It is important to retain the employee because of involvement of indirect costs due to low level of customer loyalty, customer satisfaction as well as loss of revenues. In today’s scenario, retention is challenging due to availability of qualified manpower and their demands in the market (Pardon, 2004) . 4.   HR Strategies for RecruitmentProcess Employees are the key factor behind the success of any enterprise, its productivity and  profitability & it starts from recruitment till retention (Honore, 2009) . Staff Turnover, specially the skilled employee, in a high volume has a negative impact on organizational development, because it creates a heavy number of untrained manpower in the organization. It creates an imbalance in the manpower planning, because of the damaged ratio of skilled and unskilled personnel (Taylor, 1998) .  Johnson (2007) says that employee retention is very much dependent on the management and leadership style of the organization as well as strategies adopted by Human Resource Department. It means that that the subordinates get motivated by the managers’ or supervisors’ competencies and knowledge. It leads towards  productivity of the organization. As  Sigler (1999) suggested that the non-productive and less  performed employees are often considered to leave the organization, where as the employees who are talented and productive are pampered to stay at a cost, because management thinks to retain them rather to hire the fresher or new employees. The employers, who are well familiar with the importance of human capital and accordingly apply the management practices and organizational policies to tackle with the sitation of employee retention leads in the market competition (Moncarz, 2008) . Retention and turnover of employees start very early throu gh from “recruitment” and “selection”. Recruitment is considered as a positive activity, in which the bunch of relevant and prospective employees opt their employer for the futuristic purposes or vice versa as the employers sell themselves in the market of relevant manpower to construct a pool of qualified employees. Whereas the selection process is deemed as negative activity, as it is the bunch of
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