Reason for High Turnover Rate of Hospitality Industry in China

Abstract
The hospitality industry in China is gradually developing and being matured increasingly. It is the rapid increase in the number of hotels resulted in growing demand for qualified employees. However, China’s hotels are facing serious human resources challenge including shortage of qualified staff, high-staff turnover, and the unwillingness of university graduates to enter the industry. Specially, the high turnover rate of the hotel is playing a huge role to obstruct the hotel’s growing. The reason of high turnover rate in the hospitality industry will be researched and both qualitative and quantitative data sets will be created. Personal interviews, extended
Hires and promotions
According to Becker and Huselid (1999), selective hiring procedures are necessary to assure effective retention of the most qualified employees while lowering employee turnover in the long term. “You can always train people to have the right skills but you cannot train them to have the right attitude. That is why we have developed a recruitment method that emphasizes behavior rather than skill”, explained Flavio Bucciarelli, Sheraton Skyline general manager.(David Pollitt, 2006)” One tool that can assist with ensuring proper screening of candidates is pre-employment tests. Cho et al. (2006) theorize that the practice of pre-employment testing and the result of candidates passing such skill-based tests can heighten new hires’ sense of organizational commitment. However, their research also dicovered that once employees are on-board and seek upward mobility, promotions can increase turnover rates of non-managerial employees if not practiced appropriately. For example, in instances in which inadequate employee training and development exist, employees can become frustrated and stressed by assuming greater responsibility for which they are ill equipped. Therefore employer policies and practices regarding employee promotions and work designs are among the top reasons why people join, stay or leave an organization (Cafaro, 2001).

Employee recognition, compensation and reward
A major and perhaps