Contemporary Challenges In Retaining Employees in Food and Beverage Industry

 The main purpose of the dissertation is to highlight the specific contemporary challenges in the food and beverage industry for retaining employee.

1. What is the significance of employee retention of the food and beverage industry?
2. What are the challenges faced by the contemporary food and beverage industry in the retention of employees?
3. What are recommendations made by the experts to retain employees in the food and beverage industry in terms of retention of employees?

Food and beverage industry is one of the major industries of the modern world which attracts a lot of hype and customer attention. The importance of the industry is evident in the growth of the sector in leaps and bounds attracting with the number of sponsorships that that the industry is providing to the other sectors. The industry has a large consumer base and holds a substantial part of the market structure which makes the research on the industry one of the major instances (Goode et al., 2013). Employee retention is one of the main aspects for the proper working of any industry including the food and beverage industry. However, due to various kind of challenges faced by the industries in terms of workings and other factors, this has become a major problem which should attract a probable solution off late. The justification of the research is in the fact that if the problem of employee retention is not addressed with proper focus, then the whole issue can have a negative impact on the industry as a whole affecting sales and ultimately profit (Jung & Yoon, 2012).

Food and beverage industry is defined as the consumer market industry that deals with all the items of food and drinks along with the basic groceries and other items. It includes groceries, processed food, beverage including soft drinks and packed juices along with other items present in the shops.

Employee Retention is defined as the ability of a particular organization to retain its employees for a particular period of time in their process.

Food and beverage industry is undoubtedly one of the prime industries for the modern times but recently, the problem of employee retention is one a major rise. The employees are not getting the motivation to work for the industry and are shifting towards various kind of other industrial sector like retail and others (Zameer, Nisar & Amir, 2014). The reason for the said lack of interest and shifting can account to the factors like lack of motivation for working under pressure, limited innovative work modules and continuous work pressures (AbuKhalifeh & Som, 2012). The continuous pressure to perform better and competition from the rival companies with limited pay structure is also one of the major reasons why the employees are willing to shift to the other industrial sector causing a dearth of employees in the present industries. The need to retain employees in the said industrial arena accounts to the fact that with more number of employees, it is important to give better production and also to make innovation (Martinez, 2013). Moreover, if the employees are hired by a rival company, there is a chance of leaking the secret recipes and facts which can prove detrimental to the first place. The research accounts for the importance of employee retention in the food and beverage industry for the reason.

The limitations of the research is the fact that without proper motivation, it is not possible for the industry to retain the employees amidst other luring offers from different sectors (Wang, 2013). The factors that can help the industry to grow and flourish are comparatively missing making the industry lacking in employee power.

The food and beverage industry is prone to losing employees due to a number of factors like instability in the retention policy and the factors like work pressure and less scope of innovative work. The problem of employee retention has been a major issue in not only the small companies in the sector but also the major firms that have a global customer base. The Coca Cola company that has an employee strength of more than 7,00,000 employees, at one time was prone to the problem of customer retention as there was steep competition from the other brands of the same genre, majorly Pepsi Co. The company experienced a huge employee loss because of the lack of measures that the company has. Moreover, KFC which is one of the major food chains in the world experienced the same when it sometimes failed to keep a majority of their employees engrossed for long (Kemp, 2013). There are a number of issues for employee retention and factors to keep the process easy and going which is evident in the workforces of a number of companies, including the ones that are there for long and have a long standing reputation. 

Employee retention is defined as the tactics that is employed by the food and beverage industry to make sure that the important employees who are pivotal to the organization are there in the industry for a prolonged period of time. The importance of Employee retention is that the employees get the required amount of experience from the company and the company also increases its reputation as Employer of Choice and also makes sure that more people are interested in the brand in the longer run. The tactics of employee retention is to be done with the objective of preserving the employees that have talent and also the employees that are beneficial to the different sectors of the organizations that work in favour of the institution (Schlosser, 2012). There are a number of significances of employee retention in most of the industries of the world especially food and beverage industry, the reasons for which are mentioned further in the analysis.

• Appreciation –Job appreciation is one of the chief measures which helps to retain an employee in a particular organization. If an employee is appreciated by both the senior authorities and the colleagues, there is a high chance of employee retention which is one of the chief factors of the food and beverage industry (Das & Baruah, 2013). The industry is one of the few industries that has enough work load and requires enough motivation for the work making appreciation one of the major factors.
• Job Security –Job security is another factor that help to make sure that employee has a higher retention prospect in the food and beverage industry of the world. If there is a higher amount of job security in the concerned sector, there are less chances of employee retention. The job security of the industry is one of the major challenges that has been faced by the authorities as food and beverage industry is prone to employee resignation within a short time span (Schmitt, Borzillo & Probst 2012). Without the prospect of job security, the employees of the industry would not be interested to perform in the highly competitive and irregulatory market as the food and beverage industry. The job security gives the employees motivation to work in this sector.
• Corporate Culture –The culture of the industry plays a vital role in the retention of the employees both in the short and the long run. The retention of the employees is one of the major instances that is dependent on the corporate culture of the particular industry. If there is a sustainable culture in the overall process, then there is a chance of better retention of the employees. The food and beverage industry should have an access to better corporate culture to have retention of employees in them.

• Less prospect for growth –The less prospect of growth for the employees is one of the major factors that leads to the employees to resign and making the process of retention one of the important yet difficult approaches (Vasquez, 2014). The less prospect of growth of the employees is one of the major factors that lead to the importance of employee retention. The growth of the employees both in terms of learning and the professional front helps the employees to grow in the sector and also make to feel that the growth determines the amount of growth in the industry.
• No security –The lack of security in the job in the food and beverage industry is one of the major reasons that lead to less amount of employee retention and makes the concept majorly important in the food and beverage industry of the world (Vasquez, 2014). Security is one of the major factors that lead to the employees to reign the job and look for some other kind of jobs in the market. However, if the job has security in the sector then the job will attract more number of people in the market and make sure that the sector attracts more youth into the job sector.

• Hectic Work Schedule –The hectic work schedule is a one of the major reasons that make the industry prone to resignation of the employees. The industry has a massive amount of work for the employees of the organization and the time of working is also very high when compared to the other companies and organizations of the same genre. The hectic work schedule of the organization and the industry is one of the major reasons that the industry is prone to resignation. The retention prospect of the industry is therefore comparatively low in the sector and is one of the major challenges of the employers (Bryant & Allen, 2013).
• Salary issues –If the organization as well as the industry gives less amount of salary to the people of the industry, there is high possibility of employee dissatisfaction that can lead to the low percentage of employee retention. The salary is one of the lowest in food and beverage industry which is one of the primary challenges that the company faces when it comes to retention of employees in the organization. Money is the biggest motivation when it comes to work and so if there is less salary in any industry, the retention percent of employees becomes lower (Bakarić, 2014).

• Personality Development Programme –At regular intervals, the personality development programme should be done so to make each of the employees in the organization get the required amount of training and development sessions for the same. The personality development procedures are many and should be implemented according to the needs of the organization to retain the employees as required.
• Monitoring the employees –The proper monitoring should be done by the higher authorities of the employees and should be made into proper action by the same. The monitoring of the work should be done in accordance to the specific modes and to make sure what are the retention prospect of the employee in the organization (Deery & Jago, 2015).
• Innovative work –Innovative work process can be one of the major recommendations that can help to make sure that the workers stay in the food and beverage industry for a prolonged period. Innovative work process and working conditions can be a boon for the workers working in a drab environment and can help to retain them longer (Bryant & Allen 2013).
• Better technologies –Food and beverage industry should include better technologies to make sure that the workers have better comfort doing their work and so that they retain in the organization for prolonged period. With the implementation of better technologies in the food and beverage industry, the worker can get to work in a better condition with more number of secured and easier process which will make the work less monotonous and more enjoyable.
• No political inclinations –One of the greatest recommendations to make sure that the workers in the organization are there for the greater time period is the political inclinations that the workers and employers have in a peculiar scenario. The lack of political inclinations are majorly done to make sure that all the workers get mutually benefitted in the process. 

Sampling is defined as the selection of the individuals from a group of individuals who are to be assessed to conduct a research or study and to make sure that the people who have a better chance of getting selected (Csikszentmihalyi & Larson, 2014). The sampling method to be selected in this process is the Simple Random Probable Sampling method which is defined as the method of sampling in which each of the member of the subset have equal opportunity of being selected in the selection process (Sedgwick, 2013). The proposed size of the sample is 50 employees and 10 managers to identify the various process that is being done to identify the various problems that each of the section of the population have in terms of retention in the food and beverage sector. The sample will be assessed randomly taking all the employees and their problems together along with the managers of the concerned organization (Acharya et al., 2013). The response rate will be high in the random sampling method as there is a chance for each of the employees to vent out their problems in front of the people and also make sure that they have adequate response rate for the same (Levy & Lemeshow, 2013). The characteristics of the sample will be general employees having their own set of problems in the working module of the organization. Bias is defined as the different treatment for the various kinds of employees within the same organization. The bias is not to be tolerate in the sampling method but there can be some bias in the selection of the employees and managers if done by an internal employee. Therefore, proper measure should be taken into action for the same to make sure that the there is no bias in the sampling process and that each member of the organization have the same amount of chance to get selected and give out their issues in terms of the same.

The method of data collection process is primary data collected by the means of interview and general questionnaire process. The primary data is defined as the data that is collected by means of first-hand information and is to be sourced at original level. The rationale provided are clear and gives a vivid description of the overall data that has been collected (Mills et al., 2015). The data is especially collected from various sources from the food and beverage industry to make sure that the data concepts are good and are serving the purpose of the same. The procedures of the data collection method are outlined in details are made sure of the same. The details of the procedures are being given to make sure that the data collection process identifies variable and controls them with ease and ethical means. The qualitative data can be analysed with effect and the quantitative data can be measured in means of graphs and charts to make the description in detail (Atici et al., 2013). The plan for the same should be done by the authorities and should be made into effect by the people of the authorities. The validity and reliability of the theories and the organizations are done for the measuring of the terms and are to made sure about the various implications of the process.

Ethical Consideration is one of the major aspects of the research theories as ethical considerations should be taken into action when conducting any research analysis of the same. The various research process should be taken into action when considering the process and ethical considerations should be attached. The ethical consideration mentions that without the permission of the concerned persons, no interview of them should be taken. In addition, the members of the whole investigation will be given the authority to leave the organization whenever they wish and there would not be any pressure on them in the required process(Walliman, 2017). The ethical consideration also make sure that each of the members will have the required cultural modifications and has the required approval by the management. There should be provision for anonymity in the procedure and no mention of identities should be made. The whole data collected by the employees should be kept secretly and destroyed when their purpose has been solved. There will be no risk to the participants and subsequently will have no impacts on their business and other factors (Le Moigne, 2013). The business and other factors associated with the whole issues is not being hampered and the people of the research committee and who are doing the research process have read and gone through the research handbook to understand each of the implications. 

The timeline proposed for the process is to be guided according to the process established for the overall working of the sector. The appropriate and realistic terms of the dissertation proposed can be done in the following manner –

 Figure – Gantt Chart

(Source – As created by the author)

The work is done according to the priorities mentioned in the work and also in accordance to the work scheduled done in the manner. The basis of the dissertation is the work done is to make sure that all the processes are done on time and also to make sure that each of the process of the work are allocated and submitted according to the stated time frame. The work is segregated according to the tasks given and are also made sure to have the required 

The budget that has to be considered so that the required process is appropriate and adequate for the overall process of the sector. The expenses of the overall research process can be considered which requires the assistance of the employees and the various process of the research work. The amount of expense that is to be incurred can be seen as follows –

Figure – Budget Chart

(Source – As created by the author)

AbuKhalifeh, A. N., & Som, A. P. M. (2012). Service quality management in hotel industry: a conceptual framework for food and beverage departments. International Journal of Business and Management, 7(14), 135.

Acharya, A. S., Prakash, A., Saxena, P., & Nigam, A. (2013). Sampling: Why and how of it. Indian Journal of Medical Specialities, 4(2), 330-333.

Atici, L., Kansa, S. W., Lev-Tov, J., & Kansa, E. C. (2013). Other people’s data: a demonstration of the imperative of publishing primary data. Journal of Archaeological Method and Theory, 20(4), 663-681.

Bakarić, I. R. (2014). Food and beverage industry. Sektorske analize, 3(29), 1-18.

Bryant, P. C., & Allen, D. G. (2013). Compensation, benefits and employee turnover: HR strategies for retaining top talent. Compensation & Benefits Review, 45(3), 171-175.

Csikszentmihalyi, M., & Larson, R. (2014). Validity and reliability of the experience-sampling method. In Flow and the foundations of positive psychology (pp. 35-54). Springer, Dordrecht.

Das, B. L., & Baruah, M. (2013). Employee retention: A review of literature. Journal of Business and Management, 14(2), 8-16.

Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-472.

Goode, K. R., Asteriadou, K., Robbins, P. T., & Fryer, P. J. (2013). Fouling and cleaning studies in the food and beverage industry classified by cleaning type. Comprehensive reviews in food science and food safety, 12(2), 121-143.

Jung, H. S., & Yoon, H. H. (2012). The effects of emotional intelligence on counterproductive work behaviors and organizational citizen behaviors among food and beverage employees in a deluxe hotel. International Journal of Hospitality Management, 31(2), 369-378.

Kemp, S. E. (2013). Consumers as part of food and beverage industry innovation. In Open innovation in the food and beverage industry (pp. 109-138).

Le Moigne, J. L. (2013). The intelligence of complexity: Do the ethical aims of research and intervention in education not lead us to a new discourse “On the study methods of our time”?. Complicity, 10(1/2), 1-17.

Levy, P. S., & Lemeshow, S. (2013). Sampling of populations: methods and applications. John Wiley & Sons.

Martinez, M. G. (Ed.). (2013). Open innovation in the food and beverage industry. Elsevier.

Mills, J. A., Teplitsky, C., Arroyo, B., Charmantier, A., Becker, P. H., Birkhead, T. R., … & Bushuev, A. (2015). Archiving primary data: solutions for long-term studies. Trends in Ecology & Evolution, 30(10), 581-589.

Paillé, P. (2013). Organizational citizenship behaviour and employee retention: how important are turnover cognitions?. The International Journal of Human Resource Management, 24(4), 768-790.

Patel, P. C., & Conklin, B. (2012). Perceived Labor Productivity in Small Firms—The Effects of High–Performance Work Systems and Group Culture through Employee Retention. Entrepreneurship Theory and Practice, 36(2), 205-235.

Schlosser, E. (2012). Fast food nation: The dark side of the all-American meal. Houghton Mifflin Harcourt.

Schmitt, A., Borzillo, S., & Probst, G. (2012). Don’t let knowledge walk away: Knowledge retention during employee downsizing. Management Learning, 43(1), 53-74.

Sedgwick, P. (2013). Convenience sampling. Bmj, 347(f6304), f6304.

Walliman, N. (2017). Research methods: The basics. Routledge.

Wang, Y. F. (2013). Constructing career competency model of hospitality industry employees for career success. International Journal of Contemporary Hospitality Management, 25(7), 994-1016.

Wu, P. H., Huang, C. Y., & Chou, C. K. (2014). Service expectation, perceived service quality, and customer satisfaction in food and beverage industry. International Journal of Organizational Innovation, 7(1).

Zameer, H., Ali, S., Nisar, W., & Amir, M. (2014). The impact of the motivation on the employee’s performance in beverage industry of Pakistan. International Journal of Academic Research in Accounting, Finance and Management Sciences, 4(1), 293-298.

An Emphasis On Specific Contemporary Challenges In The Food And Beverage Industry For Retaining Employee

Employee Retention is definitely one of the major instances that needs to be present in any industry to make sure that the working of the specific industry is done in a lucid manner. The significance of employee retention in food and beverage industries in the world are due to the following factors –

• Experience of Old employees –One of the major significance of the retention of the old employees is the amount of experience that the old employee has in terms of work purpose (Kitterlin & Moreo, 2012). The old employees with their years of experience in a particular field will effectively earn more profit for the company than any new employee who is just there for some months. The old employees have a better work capability as they are capable of doing some amount of hard work without any support which would not be the case for any new employee of the firm.
• Time for Training –The time for training of the new employee will be saved if there are less resignation from the old employees and the time required for the training process will also be much lower (Schmitt, Borzillo & Probst, 2012). The time for the training of the new employees will be saved if there is a proper retention of the existing employees.
• Cost for Hiring –The cost of hiring for the new employees is comparatively high which can impose a high charges on the organization. A separate team for HR is to be recruited for the continuous hiring of the employees if the existing ones do not retain in the office for long. The cost of hiring can be less if there is a proper retention of employees.
• Turnover of the Company –Food and beverage industries generally experience a good amount of turnover in terms of money which is affected by the employee work and their dedication towards the same (Hong et al., 2012). The turnover of the company is majorly affected by the workings of the employees and if the existing employees are retained, there is a good possibility of better turnover of the company rather than continuous change.
• Understanding of the Employees –The old and existing employees of the organization have a better understanding of the situation and the company which can help in the good turnover of the company and also to make sure that retention process of the employees are done yielding good results.
• Work Pressure –The work pressure of the companies especially in the food and beverage sector can be really high at times that needs the experience of retaining and existing employees to cope up with. The work pressure capacity of the old employees is really mass in comparison to the new employees.
• Innovation –The innovation process of the old employees is greater than the new employees who are yet to get experience in the field. The process of innovation of the old employees is majorly due to the amount of experience they have in terms of the work and situation handling capacity (Sinha & Sinha, 2012). The innovation done by the old employees is surely one of the major factors that is essential for employee retention.
• Potential of the old employees –There is a theory that the old employees have better potential to work than the new employees as they have spent more time in the company and have a better knowledge of the industry (Frey, Bayón & Totzek, 2013). The potential calculation of the old employees is done on the basis of the amount of work done which is one of the major reasons for the success of any organization.
• Competitor Threat –There is a huge probability that the people who resign from a particular organization go to their competitors for seeking job which makes the company have one of the largest competitor threat in terms of their information being leaked. No company would like to leak their information to a rival company which makes it one of the major factors in the importance of retention of employees.
• Secrecy –The food and beverage industry has a number of secret recipes that they do not share their recipes with any of the customers or the companies (Sinha & Sinha, 2012). If such an existing employee who has the knowledge of the secret recipes or ingredients resigns and joins a rival brand, there is a chance that their secrecy will be revealed which can prove detrimental to the organization.

There are a number of Theories for Employee Retention that are there to make sure that the existing employees are kept with their demands met and can prove beneficial to the organization. Employee Retention is defined as the process and procedure that is implemented to stop an employee from resigning from a certain post in an organization. The various theories and factors that help in Employee Retention are as follows –

• Herzberg’s Theory – The theory is also known as Duel Dimensional Job Satisfaction Theory which is one of the major theories of the times as propounded by Frederick Herzberg. The theory states that employee retention is possible by the implementation of two sides of the same theory like reducing the dissatisfaction of the employees and increasing the satisfaction of the employees in the longer run (Vasquez, 2014). The theory also states that with the implementation of the above theory, there is a possibility that the amount of dissatisfaction of the employees will be reduced leading to more employee retention and better efficiency at work. The theory also states that with the better forces of satisfaction of the employees like rewards, appreciation and promotion, there is an increased level of employee retention in workplace.
• Rewards –Rewards are one of the biggest motivating factors that helps to retain employees in a hectic industry like food and beverage manufacture. Both monetary and non-monetary rewards are considered in this aspect which is one of the major reasons for the retention of the employees of the sector (Aruna & Anitha, 2015). If there are no particular rewards in the working of the people of the industry, the retention prospect of the industry will be higher.
• Motivation –Motivation is surely one of the major aspects of the industrial sector that determines the amount of retention in the food and beverage industries. The food and beverage industry is a very hectic industry that demands continuous participation of the employees and also makes them aware of the requirements that the industry has in terms of the employee participation (Mehta, Kurbetti & Dhankhar, 2014). Job motivation is one of the major factors of the employees which makes sure that the employees are enough motivated not to resign and continue with the existing job. The job motivation comes from the authorities and other higher organizational leaders and also the monetary measures.
• Training –Training is another major factor that is responsible for the higher retention of the employees (Andrew & Sofian, 2012). If there is an apt training procedure with required training facilities when there is a need for both the new and the existing employees, there is less chance of employee resignation which is the motive of the industry. Food and beverage industry should increase their training facilities and should incorporate more perspectives of training.
• Communication –Communication between the different sections of people of the organization is one of the major factors that is responsible for the retention of the employees in a particular organization. The communication process should be clear and no middle man should be imposed (Terera & Ngirande, 2014). This helps the employees from the grass root level to have a better understanding of the situation and make use of that in an apt manner.
• Transparency –Transparency is one of the major factors that can help the organization to retain the employees. If there is a transparency in the system of the enterprise, then the retention of the employees is increased to a major level affecting the overall status of the organization and also to make sure that the retention prospect is high (Cloutier et al., 2015).
• Workload –Workload of the employee is surely one of the major factors that affects the retention of the employees in any of the industries of the world (Mahal, 2012). Food and beverage industry is one of the most hectic industries that has a huge amount of workload for the employees making the retention prospect very low. If the amount of workload is evenly distributed among the people of the organization, then there is a possibility that the employees will have better retention prospect.

            There is a specific need for employee retention in the food and beverage industry due to certain reasons that can be stated as follows –

• Hectic Industry –Food and beverage industry is one of the most hectic industries that is being targeted for the amount of work imposed on the people in different time spans (Deery & Jago, 2015). The amount of workload prevent many of the workers to resign from the post which makes employee retention one of the basic needs of the industry.
• No innovation in work –Though there are ample amount of innovation in the food and beverage sector, there are just a few innovations in the work module of the workers making the industry boring for working. The lack of innovation makes resigning one of the major options that makes the retention of employees one of the major works.

There are an ample amount of challenges that is faced by an employee of the food and beverage industry in the prospect of retention of the employees in the sector. The major challenges that are being faced by varies from the expectations from the employees, work being given to the employees and even to the hectic work schedule of the employees being employed (Bakarić, 2014). The challenges for the employees in the context of food and beverage industry of the world can be summarised as follows –

• Overloading employees –The employees of the industry are being overloaded with works and tasks that are given to them by the authorities which make it one of the primary challenges that are being faced by the food and beverage industries in respect of employee retention (Terera & Ngirande, 2014). The industry has a history of overloading employees the tasks given which makes the industry one of the highest in employee resignation. Employees do not find time to do their personal work and have no balance in the work-life routine which make them excessively against the industry and they prefer to resign the sector.
• No scope of newness –The scope of newness in the sector is one of the major challenges that is faced by the employers of the food and beverage industry of the world (Martinez, 2013). Though there is continuous innovation in the service and the number of food items prepared, there is no newness in the job and the working module of the people who are working for the sector (Patel& Conklin, 2012). The lack of newness in the sector makes the sector prone to resignation and also make sure that retention prospect is low in comparison to other industries of the age. The introduction of newness in the working should be included to make the working better.
• Management problem –The management problem is one of the major issues that needs to be catered to make sure that the people in the organization are retained for a major amount of time (Chen, 2012). The management issue is one of the major issue for most of the sectors as the employees have a direct level of connection with the management and their connection and communication is one of the major aspects that needs to be done to make sure that the problem of management is solved to a major extent. The managerial inefficiency of the industry makes sure that retention of employees one of the major laid backs of the age.
• Poor performance –The poor performance of the employees of the organization is one of the major reasons for the low retention of the employees (Bröring, 2013). The poor performance of the people of the organization makes sure that the employee retention rate of the industry is low in comparison to the other industries of the times. Poor performance of the people of the food and beverage industry makes sure that the people of the concerned industry have their own levels of flaws in the work which makes it one of the most vital challenge of the concerned sector.
• Training and development –The training and development of the employees of the food and beverage industry is one of the major factors that determine the amount of resignation that is being provided by the people of the concerned sector (Bayona-Saez et al., 2017). The amount of training and development makes sure that all the problems of the employees are being resolved and as a result of which the rate of employee retention is very high and to the point.

There are a number of recommendations that can be applied to retain employees in the food and beverage industry which is as followed –

• Increase Salary –One of the chief motivations of the people working in a food and beverage industry is the monetary motivation that is inclusive of the increase in salary of the same. The workers who are working for the organization have to be given better salary structures to make sure that the workers do not opt for the different sectors and stick to the organization for a longer period. Monetary benefits are one of the greatest source of motivation for any worker and so one of the greatest motivation is the increase in salary (Andrew & Sofian, 2012).
• Motivation –Other than the monetary benefits given by the organization to the employees, non-monetary benefits like motivation can also help to make sure that the people of the organization stay at the place for the longer period of time. The motivation factors like time and the behaviour of the staff and the authorities of the organization play an important role in the overall process.
• Flexible shift timings –One of the other factors that help to retain that the workers stay at the organization for a longer period of time is the use of flexible shift timings. The importance of flexible shift timings lies in the fact that people can opt for the various shift timings according to their preference and also the company is working for more or less the whole day (Goode et al., 2013). Food and beverage industry is one of the most hectic industries that needs the option of flexible shift timings to retain the employees.
• Holiday and other leaves –There should be a fixed holiday policy and leaves so that the employees can join the organization knowing about the various facilities it provides in terms of leaves (Palić & Bakarić, 2016). A fixed weekly holiday plan along with systematic leaves are one of the major process in the organization which help to retain the employees in the longer run.
• Appropriate policies –Appropriate policies in regards to the workers and their various problems are one of the major reasons for the benefit of the term. The various policies regarding work and other factors are there in the process to make sure that the workers are working in a well manner (Deery & Jago, 2015).
• Better coverage for the workers –The workers should be given facilities other than monetary benefits to the workers and should cover various things under their perspectives. The better coverage of the workers should be made compulsory to extract the amount of benefits in the process (Davis, 2013). The coverage of the workers should be made compulsory to make them work for the organization for a prolonged period of time.
• Management facilities –The management of the organization is one of the greatest achievements that should be done in the process. If the management of the organization is made available for the workers and they listen to their complaints and problems, then there is a probability that the workers working in the organization will have better working experience and will stay in the organization for longer (Valta et al., 2015).
• Consistency –Consistency is one of the major factors of the employees that should be advocated by the authorities to make sure that each and every employee of the organization is given a consistent job level and security of job. With the given both the accounts, the employees are less probable to leave the job.
• Training –Training is one of the base methods to make sure that each of the employees have a sustainable method of staying at the organization. The training methods employed by the organization make sure that each of the employees get the required amount of training for the conduction of the job. In addition, if the employees have any of the doubts in regards to job and their work role, the training process can be really helpful in the same (Frey, Bayón & Totzek, 2013)
• Incentive –Incentive can be one of the major sectors in the process and an effective incentive measure is there to make sure that each of the employees of the organization should be provided enough incentive for the working of the organization in the given idea (Garcia Martinez et al., 2013). The incentive methods and earning tactics should be very clear for the employees to provide them with the work.
• Communication –Communication is one of the basics of the retention of the employees in the process. The communication process needs to be assessed in the way so that the overall communication between the employees and the managers or the authorities are to be made transparent. The transparent mode of communication should be made possible so that each and every member of the workers team needs to get enough prospect of communication for the process.

These are some of the recommendations that are required for the retention of the employees in the food and beverage industries of the world.

Andrew, O. C., & Sofian, S. (2012). Individual factors and work outcomes of employee engagement. Procedia-Social and Behavioral Sciences, 40, 498-508.

Aruna, M., & Anitha, J. (2015). Employee retention enablers: Generation Y employees. SCMS Journal of Indian Management, 12(3), 94.

Bakarić, I. R. (2014). Food and beverage industry. Sektorske analize, 3(29), 1-18.

Bayona-Saez, C., Cruz-Cázares, C., García-Marco, T., & Sánchez García, M. (2017). Open innovation in the food and beverage industry. Management Decision, 55(3), 526-546.

Bröring, S. (2013). The role of open innovation in the industry convergence between foods and pharmaceuticals. In Open innovation in the food and beverage industry (pp. 39-62).

Chen, L. F. (2012). A novel approach to regression analysis for the classification of quality attributes in the Kano model: an empirical test in the food and beverage industry. Omega, 40(5), 651-659.

Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The Importance of Developing Strategies for Employee Retention. Journal of Leadership, Accountability & Ethics, 12(2).

Davis, T. L. (2013). A Qualitative Study of the Effects of Employee Retention on the Organization. Insights to a Changing World Journal, 2013(2).

Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-472.

Frey, R. V., Bayón, T., & Totzek, D. (2013). How customer satisfaction affects employee satisfaction and retention in a professional services context. Journal of Service Research, 16(4), 503-517.

Garcia Martinez, M., Lazzarotti, V., Manzini, R., & Sánchez García, M. (2014). Open innovation strategies in the food and drink industry: determinants and impact on innovation performance. International Journal of Technology Management 23, 66(2-3), 212-242.

Goode, K. R., Asteriadou, K., Robbins, P. T., & Fryer, P. J. (2013). Fouling and cleaning studies in the food and beverage industry classified by cleaning type. Comprehensive reviews in food science and food safety, 12(2), 121-143.

Hong, E. N. C., Hao, L. Z., Kumar, R., Ramendran, C., & Kadiresan, V. (2012). An effectiveness of human resource management practices on employee retention in institute of higher learning: A regression analysis. International journal of business research and management, 3(2), 60-79.

Kitterlin, M., & Moreo, P. J. (2012). Pre-employment drug-testing in the full-service restaurant industry and its relationship to employee work performance factors. Journal of Human Resources in Hospitality & Tourism, 11(1), 36-51.

Martinez, M. G. (Ed.). (2013). Open innovation in the food and beverage industry. Elsevier.

Mahal, P. K. (2012). HR practices as determinants of organizational commitment and employee retention. IUP Journal of Management Research, 11(4), 37.

Mehta, M., Kurbetti, A., & Dhankhar, R. (2014). Review Paper–Study on Employee Retention and Commitment. International journal of advance research in computer science and management studies, 154(5).

Palić, P., & Bakarić, I. R. (2016). Food and beverage industry. Sektorske analize, 5(45), 1.

Patel, P. C., & Conklin, B. (2012). Perceived Labor Productivity in Small Firms—The Effects of High–Performance Work Systems and Group Culture through Employee Retention. Entrepreneurship Theory and Practice, 36(2), 205-235.

Schmitt, A., Borzillo, S., & Probst, G. (2012). Don’t let knowledge walk away: Knowledge retention during employee downsizing. Management Learning, 43(1), 53-74.

Sinha, C., & Sinha, R. (2012). Factors affecting employee retention: A comparative analysis of two organizations from heavy engineering industry. European Journal of Business and Management, 4(3), 145-162.

Terera, S. R., & Ngirande, H. (2014). The impact of rewards on job satisfaction and employee retention. Mediterranean Journal of Social Sciences, 5(1), 481.

Valta, K., Kosanovic, T., Malamis, D., Moustakas, K., & Loizidou, M. (2015). Overview of water usage and wastewater management in the food and beverage industry. Desalination and Water Treatment, 53(12), 3335-3347.

Vasquez, D. (2014). Employee retention for economic stabilization: A qualitative phenomenological study in the hospitality sector

Previous answers to this question