The hospitality industry has been confirmed as the fourth largest industry in the UK, with 2.92 million direct jobs and a further 775,000 indirect jobs totaling over 4.6 million jobs (British Hospitality Association, 2015 ). Hospitality is generally considered to have high employee turnover, low barriers to entry, and to be an employee-driven industry. According to the British Hotel Association survey (2015), almost half of companies report that their staff turnover is above 21%, 31% of respondents said that their staff turnover is between 11 and 20 %, and only about 23% of companies reported employee turnover between 0 and 10%. This figure is extremely high compared to any other sector (the average workforce turnover in the UK is 10.6% in 2013 (Xperthr, 2013). From the figures it can be said that The main challenge for most hotel companies is to minimize staff turnover without affecting their service and products (Xperthr, 2013). He has been at the forefront of economic recovery over the past five years, creating jobs in every region of the country for people of all ages and skills. It is the second largest contributing industry. of jobs during the period 2010-2014 The quantity of jobs in the hotel industry is indisputable, but Nickson (2013) has a pessimistic view of the jobs created by the hotel industry, as well as the workforce category. work that these jobs attract such as Woman in Hospitality (2013, p.2) stated that “organizations in the tourism and hospitality sector face real challenges in recruitment, development and. maintaining an engaged, competent, well-managed and well-motivated workforce focused on delivering a high-quality “product” to increasingly discerning and demanding customers