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  • Attrition

    Diunggah oleh

    Uday Sengar
    26 tayangan14 halaman
    Churn in staff inevitably means a huge monetary drain and in turn huge training costs poor fit with the organizational climate and culture poor connections between the individual, their coworkers and the supervisor poor opportunities for growth and advancement. Identify and weed out poor managers Hold managers accountable for turnover Create a positive work environment Avoid discrimination among employees Make people feel appreciated Stricter norms against mobility to be followed Measure attitudes of the workforce Provide proper incentives and secured workplace.

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    Churn in staff inevitably means a huge monetary drain and in turn huge training costs poor fit with the organizational climate and culture poor connections between the individual, their coworkers and the supervisor poor opportunities for growth and advancement. Identify and weed out poor managers Hold managers accountable for turnover Create a positive work environment Avoid discrimination among employees Make people feel appreciated Stricter norms against mobility to be followed Measure attitudes of the workforce Provide proper incentives and secured workplace.

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    Attribution Non-Commercial (BY-NC)
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    26 tayangan14 halaman

    Attrition

    Diunggah oleh

    Uday Sengar
    Churn in staff inevitably means a huge monetary drain and in turn huge training costs poor fit with the organizational climate and culture poor connections between the individual, their coworkers and the supervisor poor opportunities for growth and advancement. Identify and weed out poor managers Hold managers accountable for turnover Create a positive work environment Avoid discrimination among employees Make people feel appreciated Stricter norms against mobility to be followed Measure attitudes of the workforce Provide proper incentives and secured workplace.

    Hak Cipta:

    Attribution Non-Commercial (BY-NC)
    Unduh sebagai PPT, PDF, TXT atau baca online dari Scribd
    Tandai sebagai konten tidak pantas
    dari 14

    ANALYSIS OF ATTRITION ON THE HOSPITALITY SECTOR IN GULF COUNTRIES

    PRESENTED BY: UDAY VEER (61E) UDIT BHATIA(62E) VIKARNT YADAV(64E) VINITA RAO(65E) VIVEK SIROHI(66E) ZUBINA BANO(67E)

    INTRODUCTION

    Hospitality Management

    Attrition

    Key Gulf Countries

    Attrition Trend

    Organizations face high attrition rates upto 20-30% despite the government restrictions on workforce movement Among sectors, healthcare and retail saw the biggest staff expansions while hospitality had the least growth High demand of countries hospitality professionals in foreign

    Comparisons

    All value is USD

    Revenue Comparison

    All values in USD Million

    CAUSES
    Inequality in salaries Competitive labor market and limited professionals results in workforce mobility supply of

    The constant churn in staff inevitably means a huge monetary drain and in turn huge training costs Poor match between the person and the job

    Causes (Contd.)
    Poor fit with the organizational climate and culture Poor alignment between pay and performance Poor connections between the individual, their coworkers, and the supervisor Poor opportunities for growth and advancement

    OPPORTUNITY

    Qatar world cup 2022

    Analysis

    Clearly, the situation is like a weed growing along and necessary to be removed at the earliest The continuity of such a situation could be drastic for any industry anywhere in the world This industry especially at this geographic location contributes much to the countrys GDP Necessary measures to counter this are the need of the hour

    Recommended Solutions

    Identify and weed out poor managers Hold managers accountable for turnover Create a positive work environment Avoid discrimination among employees Make people feel appreciated

    Stricter norms against mobility to be followed Measure attitudes of the workforce Provide learning opportunities Provide proper incentives and secured workplace

    THANK YOU

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