Abstract
The issue of fluctuation and personnel stabilization is a subject of discussion and study by several domestic and foreign authors. A typical situation in the Slovak labour market is a combination of factors for increasing demand for labour and a lack of qualified employees forcing hotel managers to internally change the perception of employees in terms of stability. The aim of the paper is to specify the causes of fluctuation and propose options for stabilizing the rate of turnover in the hospitality industry. A prerequisite for meeting the stated goal is to conduct a sociological inquiry in selected chains and independent hotels in Slovakia. This was achieved through a survey of hotels in 2018 highlighting the respondents' views on solving the challenges caused by increased fluctuation and the need for stability. The results identify the main reasons for employment turnover and helped formulate general conclusions and recommendations for the improvement of employee turnover.
Highlights
The development of the hotel industry depends on the ability of managers to recruit competent employees and create the right working environment and methods of performance evaluation
Slovakia is a country with a developed tourism and hospitality industry
We have sent out questionnaires to available hotel addresses of all hotels and personally to hotel managers who we work closely with. 128 hotels showed willingness to cooperate
Summary
The development of the hotel industry depends on the ability of managers to recruit competent employees and create the right working environment and methods of performance evaluation. It is possible to replace human resources with information and communication technologies in several sectors of the economy, the personal approach to customers is very important in hotel services. For this reason, human resources have a significant position in the management of each hotel. A satisfied and motivated employee provides quality services and is a prerequisite for a hotel competitiveness. If employees feel they are not living up to the expectations of managers in terms of work performance, their motivation decreases. As a result of job dissatisfaction, the parting employee can negatively affect the hotel's economy and the quality of its services
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