Human Resource Planning and Labour Turnover in the Hotel Sub-Sector of Uganda: a Case Study of Hotels in Mukono Municipality

Abstract

This study set to examine human resource planning and labor turnover in the hotel sub-sector of Uganda. The study established the effect of organizational targetson labor turnover, found out the influence of current human resource capacity analysis on labor turnover and established the effect of man power forecasts on labor turnover in the hotel sub-sector. A quantitative and cross sectional design using a sample of 181 respondents was adopted. Simple random sampling techniquewas used to select the respondents and data was collected using well designed structured questionnaires. Findings reveal that human resource managers attract and retain the number of people required with the appropriate skills, this is revealed by a mean value of 4.45. It was also established that there is focus on performance of employees and organization by their human resource managers as reflected by mean value of 4.40. It was also established that human resource managers in the hotel focus on career development as shown by a mean value of 4.31. In conclusion, there is a direct relationship between organizational targets, current human resource capacity analysis, man power forecasts and the rate of labor turnover. The study recommends that the hotel sub-sector should to attract and retain the number of people required with the appropriate skills, expertise and competencies so as to meet the organizational targets and minimize cases of labour turnover. The hotel sub-sector should focus on the current human resource capacity analysis so as to ensure that personnel with appropriate knowledge and skills are hired as a way of minimizing labor turnover rate. In addition, the hotel sub-sector should ensure that there are manpower forecasts so as to improve training programs, renew pay and review working conditions among other possible mitigation actions in order to retain its employees.