NAME: AKINYI SYNTHIA ELIZABETH
COURSE: CATERING AND ACCOMMODATION
ADM: CAC/J19/006
PAPER: RESEARCH PROJECT
TITLE: EFFECTS OF REMUNERATION ON EMPLOYEE TURNOVER IN
RATED HOTELS IN BUSIA COUNTY
COLLEGE: THE KISUMU NATIONAL POLYTECHNIC
A PROPOSAL SUBMITTED PARTIALLY IN FULLFILMENT OF THE
REQUIREMNTS FOR THE AWARD OF DIPLOMA IN CATERING AND
ACCOMMODATION OF THE KISMU NATIONAL POLYTECHNIC
DECLARATION
Declaration by the researcher
I hereby declare that this is my original work and it has never been submitted for award of
certificate in any course.
Researcher: Akinyi Synthia Elizabeth
Signature
Date
Declaration by the supervisor
This work is submitted for examination with my approval as the institution’s supervisor
Supervisor:
Signature:
Date:
DEDICATION
I gladly dedicate the proposal to all hotel manager and employees in hotel industry.
ACKNOWLEDGEMENT
First and foremost, I wish to express my sincere heartfelt appreciation to the Almighty God for his
grace and providence in accomplishing this task. I would also like to convey my sincere gratitude
to my mum for overwhelming financial support and encouragement. I’m also deeply indebted to
my brother Robert for committing his time and keen attention to see that I complete this proposal.
Also, special thanks goes to my respondents, employees in hotels for their support to enable me
complete this project and their immense support. I would also convey my gratitude to my most
wonderful supervisor who made it easier for me to complete the proposal. Also, those who typed
and printed my proposal skillfully. I salute you all and may the Almighty God bless the work of
their hands.
ABSTRACT
The study investigated the effects of remuneration on employee turnover. The main objectives of
employee turnover; to identify effects of remuneration on employees and to find out factors
determining employee’s remuneration in rated hotels in Busia county. The study particularly sort
to solve the problem of remuneration on employee turnover which is; “the hotel industry in Kenya
falls short of the industries turnover average and still lead in employment turnover. Today the
industry is confronted with the continue evolving challenge of demand for retention of appropriate
talents. These has impacted negatively on hotel business sustainably due to high demand and cost
of training new staffs, replacement and separation for the departing employees as well as affecting
customers satisfaction”. The study was conducted through descriptive survey research design to
show the effects of remuneration on employee turnover in rated hotels in Busia county. The study
used cross-sectional survey design. The major purpose of descriptive research design was to
provide information on characteristics of population. The data was collected during the period of
April – May 2022 using questionnaire and interviews from 15 respondents. The data was analyzed
using descriptive statistics inform of frequency counts and means and presented in tables. The
study established that most employees in hotel industry are male and the age gap of 18-41. The
study also finds out that employee turnover
TABLE OF CONTENTS
DECLARATION ........................................................................................................................ 2
DEDICATION ............................................................................................................................ 3
ACKNOWLEDGEMENT .......................................................................................................... 4
ABSTRACT ................................................................................................................................ 5
CHAPTER ONE ............................................................................................................................. 8
INTRODUCTION .......................................................................................................................... 8
BACKGROUND OF THE STUDY ........................................................................................... 8
1.1 PROBLEM STATEMENT ................................................................................................... 9
1.2 RESEARCH PURPOSE ....................................................................................................... 9
1.3 OBJECTIVES OF THE STUDY .......................................................................................... 9
1.4 RESEARCH QUESTIONS ................................................................................................... 9
1.5 SIGNIFICANCE OF THE STUDY ...................................................................................... 9
1.6 LIMITATION OF THE STUDY ........................................................................................ 10
1.7 CONCEPTUAL FRAMEWORK ....................................................................................... 10
CHAPTER TWO .......................................................................................................................... 11
LITERATURE REVIEW ............................................................................................................. 11
2.0 INTRODUCTION ............................................................................................................... 11
2.1 EFFECTS OF EMPLOYEES TURNOVER IN RATED HOTELS ................................... 11
2.2 EFFECTS OF REMUNARATION ON EMPLOYEES ..................................................... 12
2.3 FACTORS DETERMINING EMPLOYEES REMUNERATION..................................... 12
2.3.1 JOB PERFORMANCE AS A DETERMINANT OF EMPLOYEE REMUNERATION 13
2.3.2 EMPLOYEE SKILLS AS DETERMINANT OF EMPLOYEE REMUNERATION .... 13
CHAPTER THREE ...................................................................................................................... 14
3.0 METHODOLOGY ................................................................................................................. 14
3.1 RESEARCH DESIGN ........................................................................................................ 14
3.2 STUDY LOCATION .......................................................................................................... 14
3.3 TARGET POPULATION ................................................................................................... 14
3.5 SAMPLE SIZE AND SAMPLE TECHNIQUES ............................................................... 15
3.6 INSTRUMENTS OF DATA COLLECTION..................................................................... 15
3.6.1 INTERVIEW .................................................................................................................... 15
3.7 DATA ANALYSIS ............................................................................................................. 15
CHAPTER FOUR ......................................................................................................................... 16
DATA PRESENTATION ANALYSIS AND INTERPRETATION ........................................... 16
4.0 INTRODUCTION ............................................................................................................... 16
4.1 DEMOGRAPHIC CHARACTERISTICS .......................................................................... 16
4.1.0 RESPONDENCE ON GENDER DISTRIBUTION ........................................................ 16
4.1.1 RESPONDANCE ON EDUCATION LEVEL ................................................................ 16
4.2 EFFECTS OF EMPLOYEE TURNOVER ......................................................................... 17
4.3 EFFECTS OF REMUNERATION ON EMPLOYEE ........................................................ 17
4.4 FACTOR DETERMINING EMPLOYEE REMUNATION .............................................. 18
CHAPTER FIVE .......................................................................................................................... 19
SUMMARY, CONCLUSION AND RECOMMENDATION ..................................................... 19
5.2 CONCLUSION ................................................................................................................... 20
5.3 RECOMMENDATION ...................................................................................................... 21
REFERENCES .......................................................................................................................... 22
APPENDICES .............................................................................................................................. 24
QUESTIONNAIRE ................................................................................................................... 24
INTRODUCTION LETTER ..................................................................................................... 26
CHAPTER ONE
INTRODUCTION
1.0 BACKGROUND OF THE STUDY
Employee’s turnover is the rate at which employees leave an establishment or an organization or
even being sacked. (World Health Organization 2019). Employee turnover is a bad aspect in the
operation and survival of an organization hence the management should put into consideration
when putting guidelines and other strategic plans to ensure turnover is minimized in order to meet
organizational set targets. There are many types of employee’s turnover, this includes: voluntary,
involuntary, retirement, avoidable and unavoidable. Internal transfer is the thing that causes
employees turnover. Voluntary turnover is the case where an employee decides to leave the job by
his or her own (Sharma, Sharma & Agarwal 2016). Involuntary turnover is the where the employee
is sacked by the establishment with their own reasons (Sharma et al 2016). Retirement is where
the employee reaches the maximum age at work (Sharma et al 2016). A voidable turnover is a
turnover that can be controlled by giving employee morale at work (Turna 2018). Unavoidable
turnover is where the employee gets into a situation that cannot allow him/her to continue working.
Workers also leave the establishment due to financial reasons, better work openings. According to
(Work Institute 2019). Developed nations like USA, high labor turnover is due to issues like no
promotional opportunities, commitment of organization and also lack of motivation of staff.
According to Maphumulo and Bhengu (2019) in African’s business sectors, people who work in
firms are recognized as part of important aspects that brings competition cutting edge mainly in
retail area. African employees job turnover is caused by age, gender, education levels, low job
satisfaction, job stress, better jobs, conflict with management, unclear job descriptions (Al Mamum
and Hassan 2017). Retaining personnel is crucial to the long-term development and achievement
of a firm.
1.1 PROBLEM STATEMENT
The hotel industry in Kenya falls short of the industries turnover average and still lead in
employment turnover. Today the industry is confronted with the continued evolving challenge of
demand for retention of appropriate talents. This has impacted negatively on hotel business
sustainability due to high cost of training new staffs, replacement and separation for the departing
employees as well as affecting customers’ satisfaction. This study, therefore, is an attempt to
establish the influence of remuneration on employees’ turnover.
1.2 RESEARCH PURPOSE
The purpose of the research is to know the effects of remuneration of employees’ turnover in rated
hotels in Busia County.
1.3 OBJECTIVES OF THE STUDY
The research objectives are:
a) To find out the factors determining employee’s remuneration in rated hotels in Busia
County
b) To identify effects of remuneration on employees in rated hotels in Busia County.
c) To find out the effects of employee’s turnover in rated hotels in Busia County
1.4 RESEARCH QUESTIONS
a) What are the factors that determines employees’ remuneration in rated hotels in Busia
County?
b) What are the effects of remuneration on employees in rated hotels in Busia County?
c) What are the effects of employees’ turnover in rated hotels in Busia County?
1.5 SIGNIFICANCE OF THE STUDY
The research may be of benefit to the hotel worker and also customers. The workers will get
motivated and therefore, they will do their work without any force being applied on them. The
customers will also get satisfied with the services the employees will offer them since they will
not use more money on training new staff. The owner of the hotels will also be happy since there
will be good profits.
1.6 LIMITATION OF THE STUDY
a) There will be adequate finance to carry out the research in different hotels. This is when
one will not be able to get enough financial support through the research periods hence
hinders one to do the study.
b) Bad weather, the problem of travelling due to bad weather changes like during rainy
seasons. When the persons home place is far from the hotels and roads too are in bad
conditions to reach the place hence cause delay.
1.7 CONCEPTUAL FRAMEWORK
INDEPENDENT VARIABLE
REMUNERATION
DEPENDENT VARIABLE
Employee turnover
 Salary / wages
 Allowances
 Completion from other institutions
 Employees attitude
CHAPTER TWO
LITERATURE REVIEW
2.0 INTRODUCTION
This chapter discusses the literature related to effects of remuneration to employee’s turnover in
related hotels in Busia County. It particularly focuses to determine the types of remuneration and
causes of remuneration in relation to employees’ turnover.
2.1 EFFECTS OF EMPLOYEES TURNOVER IN RATED HOTELS
Employee’s turnover is a measurement of the numbers of the employees who left the work or the
organization. According to the published article on Gethppy (n.d) Corcoran and Furso (n.d) defines
employees’ turnover; “employees’ turnover is a situation where employee exit the organization
voluntary for various reasons or are relieved by organization, most times negatively in terms of
cost and the capacity to deliver the minimum required service”. The new employee needs to be
trained as well as they want some time to know more about work so that they can be productive.
According to Furso (2015), in his study into the Causes and Effects of Employee turnover, he
states that; “Employee turnover is one of the most studied and important issue to the organization
and one that needs special attention. “Stated that the organization ‘s effectiveness is the theme of
how important is in attaining the outcomes, the organization wishes to produce. (Muhammad,
Ghafoor and Naseer, 2011) also narrated that the effectiveness of an organization is theoretical
concept and it is impossible to determine. Instead of assessing organizational effectiveness, such
things may be included as management efficiency. The employee’s performance, core
competencies, number of employees served and population segment with respect to types and sizes
served.
ORGNIZATIONAL REPUTATION
High turnover ratio of employees will affect performance in a negative way. The employees, which
leave the organization in pathetic condition, he/she will certainly talk about the organization in a
negative way. This will result in the negative reputation of the organization.
CHALLENGES FACED BY THE ORGANIZATION
According to Frost (2018), employees’ turnover has a negative impact on the organization
efficiency. It is important to understand the effects of losing the company its potential employee.
For the organization to generate profit and for more appealing work environment, the company
should work hard to reduce the turnover rate. Knowing the serious consequences of leaving the
employee their jobs in advance can help the company avoid many future losses.
2.2 EFFECTS OF REMUNARATION ON EMPLOYEES
Maicibi (2005) defines remuneration as pay or reward given to individual for work done. Further,
he identified the indicators of remuneration as; basic salary, wages, health schemes, pension
schemes, transport allowances, overtime allowances and responsibility allowances.
Schneider (2001) observes that remuneration is what an employee receives as pay (in terms salary,
wages, piece rate), incentives (in terms of commission, bonuses, profits) and other employee
benefits received such as sick pay, vacation pay, retirement benefits.
The financial reward dealt with pay, incentives and employee’s benefits, achievement.
PAY
Mathis and Jackson (1988) define pay as basic compensation employees receives, usually as salary
or wage. Moorhead and Griffin (1989), assert that pay, which includes salary and wages
encourages employee to improve their productivity in line with expected pay.
INCENTIVES
Mathis and Jackson (1988) assert that incentives enhance employee increases productivity for
expected incentives for extra effort put up in work. Applebaum and Shappiro (1991) observes that
incentives are rewards designed to encourage and reimburse employees for efforts beyond normal
performance expectation.
EMPLOYEE BENEFITS
Mathis and Jackson (1988) define benefits as what is given to an employee or group of employees
as part of membership. Maicibi (2005) asserts that, if employee benefits match individual needs
and interests. It makes the employee, performance to increase, although employee benefits create
additional cost of the operation of the organization.
ACHIEVEMENTS
Nelson and Campbell (2003), defines achievement as manifest (easily perceived) needs that
concerns individual’s issues of excellence, competition, challenging goals, persistence, and
overcoming difficulties. Nelson and Campbell (2003) assert that a person with high need for
achievement seek excellence in performance, enjoys difficult and challenging goals and it is
persevering and competition in work activities.
2.3 FACTORS DETERMINING EMPLOYEES’ REMUNERATION
For most people, pay is primary reason for working. Indeed, compensation is at the core of any
employment exchange and it serves as a defining characteristic of any employment relationship
(Glassman et al 2010). Pay is an important work outcome for most employees as employee often
regard pay as an indicator of their achievement and recognition (Goodman, 1974, in shore et al
2006). According to Palmer (2009), pay trends in the past thirty or so many years, particularly in
the private sectors, have shown a move away from quansi-automatic incremental progression
based initially on service to system based on assessment or individual performance and more
recently the system based on performance and competence or some other combinations.
Determinants of pay also depends on whether a company falls under the public or the private
(Corby, 2009). As posted by palmer, in Corby (2009:72), the private sector is much more likely to
use a combination or individual pay; bread bands and job families than either the voluntary or
public sectors. According to Palmer, in terms of pay progression, given the weight that the private
sector gives to performance and the market, the main progression emphasis is on a combination of
performance, skills, competences and individual performance. (Corby, 2009).
2.3.1 JOB PERFORMANCE AS A DETERMINANT OF EMPLOYEE
REMUNERATION
According to Gomez – Mejia et al (2010), when performance is used as basis for distributing
rewards payment is provided for individual or group contributions to the firm, strict performance
contingent compensation delivers payment for the output or outcome and mostly closely resembles
the operation of tradition piece – rate plans or sales commissions. Pay-for-performance system are
frequently used by companies in an effort to link compensation to improve employee performance
(Bevilacqua and Singh, 2009).
Dohmen (2004) attempts to account for performance as determinant of employee compensation
by providing for the use of performance scores. According to Dohmen, five different performance
evaluation scores determine the attainable wage. The wage ceiling within a salary scale wage
range.
2.3.2 EMPLOYEE SKILLS
REMUNERATION
AS
DETERMINANT
OF
EMPLOYEE
Martocchio (2011) assert that skills-based pay reward employees for range depth and types of
skills they are capable of applying productivity to their jobs. Employees can earn more rewards by
acquiring new horizontal skills, vertical skills or greater depth skills. The more “hats an individual
can wear” the higher his or her pay. Thus, skill-based pay rewards the individual for the versatility
rather that for actual tasks performed.
CHAPTER THREE
3.0 METHODOLOGY
This chapter will be discussed under the following sub-topics
Research design, study location, target population, scope of the study, sample size and sampling
techniques, data collection instrument and data analysis.
3.1 RESEARCH DESIGN
The study used the descriptive survey research design to show the effects of remuneration on
employees’ turnover in rated hotels in Busia County. The study will use cross sectional survey
design. The major purpose of descriptive research design is to provide information on
characteristics of population or phenomenal (Mugenda & Mugenda, 2003). Descriptive research
is used as a precursor to qualitative research designs as it provides the general overview giving
some valuable pointers as to what variables are worth testing quantitatively. A cross section survey
was used for the study because it employs a single point of data for each participant, it is cheaper
to undertake. According to Kothari (2002), descriptive research design has an advantage that all
the population elements have a chance to be included in the sample, data collection is often
quantitative and statistical techniques are usually used to summarize the information. It includes
surveys and fact findings enquires of different kinds. On the other hand, it has disadvantage that if
the objectives are not well specified, the collected data may be irrelevant. This was overcome by
specifying the objective thoroughly e.g., formulating what the study is about and why it is being
made. Another thing is that designing the methods of data collection (techniques of gathering data
will be adopted), selecting the sample (how much materials were needed)
3.2 STUDY LOCATION
The study will take place in Busia County.
The main reason of taking the study in Busia town is the rate at which youths who have done
hospitality are idling around the town instead of searching jobs in hotels in Busia county. The
study wants to establish the effects of remuneration on employee’s turnover in Busia County.
There is a high rate of employee turnover in hotels in Busia County and the study has focus on
Busia to find out the reason behind high rat turnover.
3.3 TARGET POPULATION
The study targeted all rated hotels all the staffs in the rated hotels and the owners of the hotels in
Busia County as respondents.
3.4 SCOPE OF THE STUDY
The study on the effects of remuneration on employee’s turnover was conducted in Busia County
between the month of April and May. The study was conducted using descriptive and crosssectional survey design. 3 hotels were randomly selected. A sample size of 30 respondents
comprising of 3 managers, 3 human resources, 10 waiters, 6 cooks and 8 housekeepers. Data was
collected by means of questionnaires, interviews and observations and analyzed using descriptive
statistics inform of frequency counts, means and percentages. The study was presented inform of
tables pie charts and graphs.
3.5 SAMPLE SIZE AND SAMPLE TECHNIQUES
A sample size of 30 respondents comprising of 3 managers, 3 human resource managers, 10
waiters, 6 cooks and 8 housekeepers were selected from 3 hotels giving a total of 30 respondents.
3.6 INSTRUMENTS OF DATA COLLECTION
Data was collected by use of questionnaires, interviews and observation method. According to
Kothari (2004, a questionnaire is a sheet of paper that has questions which a respondent is required
to fill or answer. It can be administered orally as the researcher records the responses to each item
or the respondent may be left to respond to the items independently. This method has advantages
like, it can be stored for future reference, faster method of data collection saves time since there is
no deeper conversation.
3.6.1 INTERVIEW
Interview is typically a face-to-face conversation between a research and participant involving a
transfer of information to interviewed. According to Kothari, Croswell (2012), an interview is
primarily done in qualitative research and occur when researchers ask one or more participants
general open-ended questions and record the answers.
The advantages of this method are that, one is able to ask detailed question, there can be further
probing can be done to provide rich data and non-verbal data can be collected through observation.
3.7 DATA ANALYSIS
Data was analyzed using descriptive statistics inform of frequency counts, means and percentage
quantitative data will be coded and transcribed in emergent themes.
CHAPTER FOUR
DATA PRESENTATION ANALYSIS AND INTERPRETATION
4.0 INTRODUCTION
This study investigates the effects of remuneration on employee turnover in rated hotels in Busia
County. This was in light of industries turnover average of employee. The data was analyzed using
descriptive statistics. This chapter presents the results of the analysis.
4.1 DEMOGRAPHIC CHARACTERISTICS
AGE
18 – 25
26 – 33
34 – 41
Above 50
FREQUENCY
1
6
6
2
PERCENTAGE
6.7
40
40
13.3
Source: field work 2022
The respondents were asked to indicate their bracket in part one questionnaire. The responses were
as shown in table 4.0 above. The above table indicates that 6.7 is the lowest percentage and 40
percent the highest. This clearly indicates that most are at the age bracket of 26-33 and 34 -41. The
age bracket consists of energetic people who are still strong and can work well.
4.1.0 RESPONDENCE ON GENDER DISTRIBUTION
GENDER
Male
Female
FREQUENCY
9
6
PERCENTANGE
60
40
Source: field work 2022
The respondents were asked to indicate their gender and is as shown in table 4.1.0 above. The table
shows that a good percentage of people working in hotels are male. This is because maybe men
are very energetic and can work any condition compared to women.
4.1.1 RESPONDANCE ON EDUCATION LEVEL
EDUCATION LEVEL
Secondary
Artisan
Certificate
Diploma
Higher diploma
Degree
Source: field work 2022
FREQUENCY
0
0
1
10
4
0
PERCENTAGE
0
0
6.67
66.67
26.67
0
The respondents were asked to indicate the education level and the results were as shown form the
table 4.1,1 above. The table indicates that most people who are working in hotels are diploma
people. This shows that the owners of the hotels prefer to employ people of diploma level may be
because of the knowledge and skills they have.
4.2 EFFECTS OF EMPLOYEE TURNOVER
FACTOR
Profit
Reputation
Service underdone
Closure
MEAN
3.4
3.8
4.7
3.1
Source: field work 2022
To achieve the above objective, the respondents were asked their views on scale of 1 – 5 where 1very low, 2 – low, 3 – average, 4 – high, 5 – very high. According to (Muhammad, Naseer, Sheraz
7 Mahfouz 2021). Alert warning rate is decreased in motivation among organization, which of the
factors that affects organizational productivity in high number employee turnover. From the above
table 4.2, it also indicated that, high employee turnover led to underdone service since it has the
highest mean of 4.7 followed by 3.8 which is reputation followed by 3.4 which is profit and then
finally 3.1 which is the closure of the business.
4.3 EFFECTS OF REMUNERATION ON EMPLOYEE
FACTORS
Motivation
Stress
Sickness
Resignation
absenteeism
MEAN
2.8
3.1
3.2
5.0
3.6
Source: field work 2022
Respondence to effect of remuneration on employee. Table 4.3 shows that a mean of 5.0 from the
respondence is the highest mean and therefore it’s clear that remuneration led to resignation if not
well taken. According to Mathis and Jackson (1988) assert that remuneration enhances employee
increases productivity for expected remuneration for extra effort put up in work.
4.4 FACTOR DETERMINING EMPLOYEE REMUNATION
FACTORS
Job performance
Employee skills
Responsibilities
Commission
Recognition
MEAN
3.2
3.8
3.9
2.4
2.2
Source: field work 2022
Form the above table 4.4, it clearly indicates that responsibilities are the main factor that determine
employee remuneration. This is because for one to be employed he/she has to know the
responsibilities or his/she duties first for him/her to negotiate on remuneration. However,
according to Gomez – Mejia et al (2010), performance is most used as basis for distributing
remuneration.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
These chapter presents the summary, conclusion and recommendation on the effects of
remuneration on employee turnover in rated hotels in Busia County. A discussion of the findings
is made in terms of how they address the objectives and research questions raised previously in
the study. Further discussion examines how the findings relate to previous research and the theory
in the relevant areas.
According to the study 100% of respondents responded. This showed that the respondents
cooperated and this made it possible for me to get the information which made it possible for me
to get the information which made it easy for the researcher to generalize the findings. It was
established that majority of respondents under objective one (1) which is “effects of employee
turnover” says that when there is high employee turnover, services will be underdone since there
is high employee turnover, services will be underdone. Since there are few people to carry out
different tasks. A mean of 3.8 follow as the reputation. This means that there is high employee
turnover, the reputation of the organization can be tarnished the employees who have left the job
in that organization. There are also chances of losing profits with a mean of 3.4 as indicated in the
finding.
The findings established that the majority of the people working in hotel are males with the highest
percentage of 60%. Majority of the people working in hotel are aged between 26 – 41 which gives
a percentage of 80%. The majority of the people are diploma holders. The findings also show that,
employee remuneration is mostly determined by responsibilities. When there is low remuneration
to employees mostly services will not be good and employees will not get motivated.
5.2 CONCLUSION
From the research done, the research can conclude that most hotels has employed many males and
female. The age bracket that is mostly employed is between18 -41. On the effects of remuneration
on employee turnover, it is clear that for a hotel to run well, the owner has to make sure that
employee are okay to work. The employees are motivated so as to avoid high turnover
5.3 RECOMMENDATION
The researcher recommended that the owners pf the hotel should pay the employees well so as to
avoid high turnover and loss of profit which will come as a result of employees turnover
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APPENDICES
QUESTIONNAIRE
Kindly indicate your respondance by using a tick (√) to the questions provided or write as
appropriate. You do have to write your name or the name of your organization .
The information given will be strictly be used for academic purposes.
PART A
Correspondence personal characteristics
Sex: Male
Age: 18-35
Female
20-33
Professional qualification
Secondary
Artisan
Certificate
Diploma
Higher diploma
Degree
Years of experience
Above 50
PART B
Effects of remuneration on employee turnover in rated hotels in Busia county
Using a scale of 1-5 where 1-very low, 2-low, 3-averager, 4-high, 50very high, indicate your
response.
Effects of employee turnover
Profit
Reputation
Service underdone
Closure of the business
1
2
3
4
5
Effects of remuneration on employee
Motivation
Stress
Sickness
Resignation
Absenteeism
1
2
3
4
5
Factors determining employee remuneration
Job performance
Employee skills
Responsibility
Commissions
Recognition
1
2
3
4
5
INTRODUCTION LETTER
AKINYI CYNTHIA
P.O BOX 84-40100
KISUMU KENYA
TO THE MANAGER
THROUGH THE PRINCIPAL
KISUMU NATIONAL POLYTECHNIC
P.O BOX 143-40100
KISUMU
REF: PERMISSION TO CARRY OUT RESEARCH
I am Akinyi Synthia Elizabeth, a student at the Kisumu National Polytechnic undertaking a course
in Diploma in Catering and Accommodation as part of the requirement for the award of the
certificate by KNEC.
I am required to carry out a research I kindly request for your permission to carry out the research
on the effects of remuneration on employees turnover in your establishment. Information given
will strictly be used for academic purposes.
Thank you in advance for your consideration
Yours faithfully
Akinyi Synthia