“silk road” international university of tourism and cultural heritage

4.2. Discussion
The establishments most often need personnel (concierge, bellboy, booking department). We can see that these personnel are constantly changing their place of work or they do not have them, shortage of permanent workers in hotel. From this we can conclude that they do not have a formed team do to the constant staff turnover.
Having analyzed the problem of matching the qualifications to the requirements of the workplace, we concluded that the cumulative problem is to create a system of personnel training. To get high results in the development of corporate culture is possible only if the staff, have the skills, the necessary knowledge, so that their efforts will give the highest result and efficiency. Training will give development of their abilities and skills, that plays an important role in achievement by the organization of the main put goals. According to the results of the questionnaire survey, the reasons for layoffs are as follows:
1. Many workers (this applies primarily to administrators) view their jobs as part-time jobs while studying or as extra work.
2. Frequent problems in the team are conflicts between employees that arise because they do not have time to get used to each other.
3. 30 percent of maids are not satisfied with financial incentives, and this is the reason for looking for a new job.
Workers, administrators, maids, even the managers do not have the appropriate qualifications. And to them, today, there are not only new professional and qualification requirements, but also more complex physiological, mental requirements, such as the need for increased attention, quick thinking, quick decision-making.
In order to ensure that random people do not come to the hotel, it is proposed to conclude an agreement with vocational colleges to employ students in the hotel.
Future employees will be selected according to the following criteria:
-Academic performance.
-Good performance on internships, which the best students will have at the hotel.
It should be noted that turnover analysis using scientific methods is not done in the hotel. That is, the director of the hotel sees that employees are constantly changing, but no analysis of the causes and quantitative size of the turnover is done.
To sum up, it can be concluded that most of the staff are young employees with incomplete higher education. There is also no systematic turnover analysis and monitoring of the causes of turnover in the hotel.

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