Workshop on the adaption of a Strategic Human Resource Plan for the Tourism Industry 12 Sep 2011 On the Job Training Efforts – Training Investment for the Competition? by Ahmed Asbaab

Agenda - Talent War! The Needs ? Finding Talent Keeping Talent

WHO NEEDS TALENT?

64 General Managers 64 General Managers 296 Directors 296 Directors 888 Department Managers 888 Department Managers 37,000+ Entry level 37,000+ Entry level Talent Pipeline Asia Pacific Talent Pipeline – HWW

So we have a problem!

Finding Talent Is there enough ‘local’ talent to feed your talent pipeline? So what should we be doing to attract and train the talent?

Keeping Talent – some Facts! Employees who feel neutral about or dissatisfied with their jobs are more than twice as likely to leave the organization. Turnover rates will continue to increase Costs or replacing an employee ranges form 29% – 46% of the annual salary! Source: DDI – Development Dimensions International – extract from report based on 745 responses to retention survey submitted to 118 Organization QS Front Line Staff $ 300 x 12 = $ 3,600 $ 3,600 x 30% = $ 1,080 $ 1,080 x 20 = $ 21,600 = MRF 333,072

Retention as a Business Priority When retention is ABOVE AVERAGE Customer Satisfaction Productivity Profitability Will also tend to be ABOVE AVERAGE

Why do you think employees Jump Ship or Stay? From a HR perspective… Top 5 Opportunity for growth and advancement Quality of compensation package Amount of job stress Quality of relationship with supervisor or manager Ability to balance work and home life Source: DDI – Development Dimensions International – extract from report based on 745 responses to retention survey submitted to 118 Organization

Why do employees Jump Ship or Stay? From a Employee perspective… Top 5 Quality of relationship with supervisor or manager. Ability to balance work and home life Amount of meaningful work – the feeling of making a difference Level of cooperation with coworkers Level of trust in the workplace 19th 20th 21st Source: DDI – Development Dimensions International – extract from report based on 745 responses to retention survey submitted to 118 Organization

Tactics for Improving Retention Conducting internal studies – surveys, focus groups to better understand why employees leave/stay Improving selection practices Conducting entry/exit interviews Improving communication between Management/Employees Training & Development opportunities

Key Drivers Need to recognize the most important key drivers as to WHY EMPLOYEES STAY WHY EMPLOYEES LEAVE!

Thank you!