دانلود رایگان مقاله انگلیسی تاثیر مدیریت منابع انسانی در تصمیم گیری ها درباره ی بازده کارکنان - امرالد 2017

Introduction

Employee turnover remains as one of the most challenging issues for hospitality industry, worldwide. Consequences of employee turnover are related to financial implications including recruitment and training cost, talent attrition and decreased productivity (Loi et al., 2006). According to the U.S. Bureau of Labor statistics report (2015) the total separations, or employee turnover in hospitality and tourism industry was at 6.3% in April 2015, which rose from 5.7% in May 2014. These include voluntary turnover, layoffs and discharges, and other separations. In India, employee turnover rate in four star and higher category hotels was between 11 and 12 % in 2011 (Ministry of Tourism, Government of India, 2012). Ministry of Tourism (2012) report predicted the total employment in hotels to increase up to 7,600,000 by March, 2022. Subsequently, the manpower demand – supply gap in hospitality sector has arisen owing to lack of adequate training infrastructure, substantial growth in number of hotels and significant employee turnover rate. Considering the prompt developments in India’s hospitality industry and the growing demand for skilled employee, it is vital for the hotel employers to apprehend the employee’s perceptions and concerns about organizational practices (Mohsin et al., 2013). Employee turnover intention acts as a proxy for actual employee turnover, it is significant especially for labor-intensive industries to invest in proactive measures of employee retention rather than performing post-hoc check on employee turnover rates.

Conclusion

This study has examined the effect of four human resource management practices on psychological contract breach and employee turnover intention. However, most of the prior studies have studied the effect of individual human resource management practices. Examining the effect of bundle of human resource management practices add more value than considering the effect of single human resource management practices. In practice, organizations’ execute several human resource management practices which are inter-related and play a vital role in attaining efficiency and effectiveness in the functions of human resources. Future studies should focus on the role of several other human resource management practices and contextualize those practices based on the national/industry/work group. In order to reduce employee turnover intention, human resource practices and psychological contract should be monitored periodically and addressed proactively to fulfill the needs of employees. Additionally, this study results would clearly indicate the organizations and academicians about which human resource management practices has to be focused in order to enhance employee retention. Future studies may consider the role of environmental factors and employees’ demographic factors on psychological contract breach and its impact on employee turnover intention in hospitality industry context.