A tourism employee talent management framework for hotel employee retention in Zimbabwe

Abstract

This study endeavoured to construct a model which will resolve the talent management challenges specifically retention of skilled employees currently being faced by the hospitality industry of Zimbabwe. The aim of the study was to investigate human resources practices among hotel employees by determining which elements of tourism employee talent management and tourism employee training aim at enhancing tourism employee retention in Zimbabwe. Talent management environment was explored as well as profiling the study subjects - hospitality employees into employee segmentation variables. The study sought to investigate the relationship dynamics between the TTMF and TER in the workplace mediated by TET. Literature from various HR and Tourism paradigms was investigated under TROs. Five hypotheses were established to address the quantitative aspect of the study, while six GQs sought to address the QUAL input of the study. A cross-sectional survey was conducted on a purposive sample of hotel employees in the selected hotels. Confirmatory factor analysis (CFA) and structural equation modelling (SEM) were employed to analyse the quantitative data while for qualitative data, QSR NVivo v11 was used to further understand the quantitative results. A mixed method study with qualitative data using sequential explanatory design, produced two-pronged results, which were integrated into a joint display. The main finding of the study is that the results are not consistent with the findings of other results related to employee and tourism employee retention, as training did not mediate relationship between TTMF and TET. At a theoretical level, the study extended the understanding of talent management strategies, hotel employee behaviours and the antecedents thereof in the workplace. At a methodological level, the study delivered an empirically tested TETMF model for enhancing retention at the workplace. Finally, at a practical level, interventions for organisational and industrial in terms of the model were recommended.

Hierdie studie het gepoog om ’n model te konstrueer om talentbestuur-uitdagings te oorkom, spesifiek wat betref die behoud van geskoolde werknemers in die gasvryheidsbedryf van Zimbabwe. Die doel was om mensehulpbronne-praktyke te ondersoek wat hotelwerknemers affekteer, deur te bepaal watter elemente van die talentbestuur en opleiding van toerismewerknemers gerig is op die behoud van toerismewerknemers in Zimbabwe. Die talentbestuur-omgewing is bestudeer en gasvryheidswerknemers is gekategoriseer volgens werknemersegmentering-veranderlikes. Met die studie is daar gepoog om die verhouding tussen die Toerisme-talentbestuurraamwerk (TTMF) en Toerismewerknemerbehoud (TER) in die werkplek te ondersoek, bemiddel deur Toerismewerknemeropleiding (TET). Literatuur van verskeie mensehulpbronne- en toerismeparadigmas is bestudeer onder Teoretiesenavorsingsdoelwitte (TROs) Vyf hipoteses is daargestel om aan die kwantitatiewe aspek van die studie aandag te skenk, en ses Leidende vrae (GQs) het gepoog om die QUAL-inset van die studie te aan te roer. ’n Deursnee-opname is gedoen op ’n doelbewuste steekproefneming van hotelwerknemers in uitgesoekte hotelle. Bevestigende faktorontleding (CFA) en strukturele-vergelyking-modellering (SEM) is gebruik om die kwantitatiewe data te ontleed. Wat die kwalitatiewe data betref, is QSR NVivo v11 gebruik om ’n beter begrip van die kwantitatiewe resultate te kry. ’n Gemengdemetode-studie met kwalitatiewe data wat ’n sekwensiële verklarende ontwerp aanneem, het tweeledige resultate gelewer, wat geïntegreer is in ’n gesamentlike aanbieding. Die vernaamste bevinding is dat die resultate nie strook met die bevindinge van ander resultate wat met werknemer- en toerismewerknemerbehoud te doen het nie, omdat die opleiding nie die verhouding tussen TTMF en TET bemiddel het nie. Op ’n teoretiese vlak het die studie die begrip van talentbestuurstrategieë, hotelwerknemergedrag en die voorlopers daarvan in die werkplek uitgebrei. Op ’n metodologiese vlak het die studie ’n empiries getoetste Toerismewerknemer-talentbestuurraamwerk (TETMF)-model gelewer vir beter behoud in die werkplek. Laastens, op ’n praktiese vlak, is intervensies vir organisasies en in die bedryf ten opsigte van die toepassing van die model aanbeveel.

Lolu cwaningo luzame ukwakha imodeli yokuxazulula izinselelo zokuphathwa kwethalente, ikakhulukazi mayelana nokugcinwa kwabasebenzi abanamakhono embonini yezokuvakasha eZimbabwe. Inhloso bekuwukuphenya izinqubo zabasebenzi ezithinta izisebenzi zasemahhotela ngokuthola ukuthi yiziphi izici zokuphathwa kwethalente labasebenzi bezokuvakasha kanye nokuqeqeshwa kwezisebenzi zezokuvakasha okuhloswe ngazo ukuthuthukisa ukugcinwa kwezisebenzi zezokuvakasha eZimbabwe. Indawo yokuphathwa kwethalente yahlolisiswa futhi izisebenzi zokwamukela izihambi zahlukaniswa ngokuhlukahluka kwezigaba zabasebenzi. Lolu cwaningo belufuna ukuphenya ubudlelwano phakathi kohlaka lweTourism Talent Management (TTMF) kanye neTourism Employee Retention (TER) endaweni yokusebenza okulamulelwa yiTourism Employee Retention (TET). Izincwadi ezivela kuMnyango Wezabasebenzi eyaziwa ngokuthi yi-HR kanye namapharadimu Ezokuvakasha eyahlukene yaphenywa ngaphansi kwama-TRO. Imibono emihlanu yasungulwa ukuze kubhekwane nengxenye yobuningi bocwaningo futhi ama-GQ ayisithupha afuna ukubhekana nokufaka kwe-QUAL kocwaningo. Inhlolovo ehlukahlukene yenziwa ngesampula yenhloso yabasebenzi basemahhotela akhethiwe. I- Ukuhlaziywa kwesici sokuqinisekisa (UKS) kanye nemodeli yezibalo zesakhiwo (eyaziwa ngokuthi yi-SEM) kwasetshenziswa ukuze kuhlaziywe idatha yobuningi. Mayelana nedatha yekhwalithi, i-QSR NVivo v11 yasetshenziswa ukuze kuqondwe kangcono imiphumela yobuningi. Ucwaningo lwendlela exubile olunedatha yekhwalithi eyamukela idizayini echazayo elandelanayo yakhiqiza imiphumela enezinhlangothi ezimbili, eyahlanganiswa ekubonisweni okuhlanganyelwe. Okutholakele okuyinhloko ukuthi imiphumela ayihambisani nokutholwe kweminye imiphumela ehlobene nokugcinwa kwabasebenzi kanye nezokuvakasha ngoba ukuqeqeshwa akuzange kulamule ubudlelwano phakathi kwe-TTMF ne-TET. Ngokwezinga lethiyori, ucwaningo lwandisa ukuqonda kwamasu okuphatha ithalente, ukuziphatha kwabasebenzi basehhotela kanye nokwandulela kwakho emsebenzini. Ezingeni lendlela yokwenza, ucwaningo lwethule imodeli ye-Tourism Employee Talent Management Framework (TETMF) evivinywe ngokunamandla ukuze kuthuthukiswe ukugcinwa emsebenzini. Ekugcineni, ezingeni elingokoqobo, ukungenelela kwezilungiselelo zenhlangano nezimboni mayelana nokusetshenziswa kwemodeli kwanconywa.