The essence of competition among hotels is the competition of human resource. If a group of skilled, sophisticated, and loyal employees can be retained by hotels, high quality of service, hotel brand and honor, and revenue can be guaranteed to a large extent. As a result, employee loyalty is one of the core competitiveness of hotel, largely influencing and determining the further development. Also, employee loyalty is one of the indicators of the performance Human Resource Management in a hotel. Employee loyalty is expressed by the behaviors and attitudes that are showed by hotel employees (Ineson & Berechet, 2011). With increasingly severe competition, the quality of product and productivity determine the destiny of a company. The employees who work longer are more familiar with the mission and vision of the company and regular working procedures, with the understanding of how to improve productivity and quality and save the costs, which are the competitive advantages of a company. Employees are part of hotels assets. The society also raises attention to employees’ loyalty, since employees turnover rises with low loyalty, which leads to a series of problems, like unemployment. Before a hotel employs new staffs, the on duty employees will undertake loads of responsibilities. High employee turnover will bring hotel to a chaos and revenue loss. Consequently, employee loyalty counts when dealing with high employee turnover. High employee loyalty can bring in lucrative benefit to hotel by reducing the recruitment and training costs, improving labor productivity, and creating more revenue. Also, the organization structure will be stable with high employee loyalty, stimulating the execution of tasks of related departments and achieving the continuing development. Besides, a specialty of hospitality management is that part-time employees play an important role in the delivery of guest service. Hotel could benefit a lot from properly managing part-time employees by saving training costs. So, part-time employees are another potential group of loyal employees, from which talents might be discovered. Currently, with much more choices are provided to the market, people are given more alternatives and chances, among which there is one that they cherish most and is suitable for their career development, the high employee turnover is a serious problem, which is urging to solve. In the following content, this article is going to talk about the factors that impact employee loyalty, both full-time and part-time, and different ways to improve employee loyalty.
Factors that impact employee loyalty
Individual characteristics, such gender, age, job tenure, and job position, have some impact on employee loyalty. For instance, for older (>40 years old) employees, job security, good maternity/paternity packages, a convenient workplace location, and a planned career path are most important, which reflect their life cycle priorities (Ineson & Berechet, 2011). Also, young employees (25-35 years old) have more ambitious to break rules and make decision without hesitation as long as there are more promising opportunities. Gender difference is obvious in hotels. Traditionally, men are supposed to be the bread-maker in a family, so most cleaning is done by women in the hotel, including the public area and guest rooms. Besides, job position has an impact on employees’ attitudes towards employee loyalty, which means that different hierarchical positions show different employee loyalty in hotel (Ineson & Berechet, 2011). Attitude toward Work
With the globalization of economy, the facilities and techniques in hotel industry improve a lot, and so does employees attitude towards career path, changing from consistency to variety—developing through career ladder. In the past, most people’s first job is the last one, whose attitude toward job is that the more stable, the better. Now, however, it...
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