Journal Critique - Staffing Issues Among Small Hospitality Businesses

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Critical analysis of ‘staffing issues among small hospitality business: A college town case’  
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Executive summary
Staff turnover is the phenomenon with high frequency and large-scale flow, and turnover is greater than industry normal value. Overall, staff turnover is conducive to better match with the staff, which can bring about the healthy development of enterprises (Norma, Gillian & Sandra, 2002). Especially when the employee because of ability or health status can not be qualified for jobs offered to resign, it can reduce the burden on the organization. If staff turnover remained at a normal range, but also promote tissue absorb the new forces, optimizing the age structure of staff, the knowledge structure (Daniel F. Connor, et al., 2003). Of course, if the turnover exceeds the normal range, that is a huge loss of personnel occurred, would a significant increase in the cost of hospitality human resource management, resulting in lower service quality among hospitality, seriously affected the stable development of hospitality.  

Staff turnover despite is affected many factors, but the root cause should be the hospitality management problems (Lashley, 2006). With the increasing competition between enterprises, human resources management commitment to the important task of retention, this plays core competitive advantage development role in the enterprise, and becomes the most strategically important enterprise management component. The imperfections of human resource management will lead to staff discontent, but will encourage employees leaving companies to seek better ways to increase their value.  

To solve the problem of excessive attrition, hospitality should be fully analyzed the existing problems of human resources management based on the right medicine (Catherine M. Gustafson, 2002), the establishment of sound human resources management processes makes all aspects of management jointly support and motivate each other in the activities, to achieve the purposes to retain staff and develop staff in human resource management.  

Table of contents
Executive summary
Table of contents
1.0 Introduction
2.0 Body of work
2.1 Theme of the research
2.2 Importance of the research
2.3 Literature review
2.4 Methodology
2.5 Data collection method
2.6 Research results
2.7 Conclusion supported by the findings
3.0 Conclusion
1.0 Introduction
SMEs play an important role in the socio-economic development, playing an irreplaceable role in large enterprises. But brain drain is hampering the development of SMEs (Jane W. Lu & Paul W. Beamish, 2001). As the coming of knowledge economy era, where the most valuable intellectual capital, knowledge-based enterprise employees are increasingly becoming valuable resources to enhance competitiveness. In today's increasingly frequent movement of persons, knowledge workers how to reduce the losses caused by the loss of a business enterprise human resource management in a difficult problem (Ann Denvir & Frank McMahon, 1992). This report critically analyzed the 'staffing issues among small hospitality business: A college town case' written by Abel D. Alonso and Martin A. O'Neill.  

2.0 Body of work
2.1 Theme of the research
In the paper of 'staffing issues among small hospitality business: A college town case', the theme of the research is mainly to analyze the labor issues among small hospitality business in college towns in the United States, especially to promote employee retention, based on 21 small and medium hospitality owners and managers.  

From the chapter of methodology, it can be seen that the research problems are related to employee turnover and labor shortage, Coping with staffing problems and other challenges businesses face in the case, it has been set out clearly the research problems.  

2.2 Importance of the...
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