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I Introduction

An active sector

The turnover of the tourism in the United Kingdom is realized for half by the hotel business restoration. Benefiting from the strong attraction power exercised by our country all over the world, the CHRD (Cafes, Hotels, Restaurants, Discotheques) is the 4th national employer after those of the business, the BTP and the transport.

A shortage of hand of workAccording to the UMIH (Union of the Professions by the Hotel and catering industry), the CHRD employs 85 000 persons. Every year, between 15 000 and 25 000 jobs only are created for a need of 200 000 post offices; there is a real shortage for the recruiters owed to a lack of adequacy between the offer and the demand of hand of work. The profession undergoes of more a very strong to turnoverbecause the employees do not find satisfaction in their jobs.

A seasonal demand

The hiring is even more important during the tourist seasons because of the important increase of the activity. The summer, for example, it is necessary to strengthen the teams for some months, so, 28 % of the employees in CHRD are seasonal workers. The offers of extras progress then strongly, the most looked foremployees being the waiters and the clerks of kitchen.
This lack of hand of work would mainly be due to the difficulty of the profession.

A negative image of the profession

to mitigate the difficulties of recruitment and the turnover of the staff it is above all necessary to change certain working conditions of the profession (seasonality, hourly constraints, misses valuation) to improveits image.

Immigration indienne, polonaise

2 - Causes and consequences of the turnover

2.1 - The causes of the turnover

It is necessary to note first of all that there is an evolution in the glance carried(worn) by the employees in their work which the employers have to take into account.
Within the framework of their professional life, the young people wish to be recognized,integrated(joined); they want to play a role in the evolution of the company and the beings taken into account for that of their career.

Their relationship with the authority is clear: they accept it if it emanates from somebody whom they respect on the human and professional plan; otherwise they refuse it. They need to be framed(supervised) with well defined, right and logical rules. Also, the paymentis an important element as far as, if it is not sufficient(self-important) and developing, it will become fast démotivante.
But the requirements of management of this branch of industry tend at present to stress the ditch between the needs of the employers and the waits(expectations) of the young employees.

2.1.a - the various previous history of the human resources

We notice threeprevious history of employees' stream today :
· that of the persons stemming from the first formation(training) of the hotel business restoration, at the level V mainly, who stay on qualified jobs allowing them to benefit afterward from a professional evolution.
· that established(constituted) by jobs little considered held by fixed employees without initial vocational training but being able toacquire skills in the work. We find notably persons there having known the long-term unemployment and for whom(which) the branch offers an important possibility of occupational reintegration.
· that established(constituted) by jobs without qualification, in fast rotation, allowing an occupational integration and social or a first work experience of entrance(entry) to the active life. These jobs can bealso held by persons of any types of qualification which will evolve differently according to the degree of their diplomas.
It is also necessary to take into account the increasing weight of the alternation, which associates the school training and the learning. This training is an excellent means for the professionals to recruit qualified and competent persons.

2.1.b - the difficulties of...