The hospitality industry has been already affected by prevalently depending on interns and neglecting the necessity of improving recruitment process. The human resource management of luxury hotels now focuses more on giving chance to the interns than employees. First of all, the interns are mostly fresh graduates from colleges and universities. They take time to understand the importance being responsible and punctual. The wages of the interns in many hotels are nominal to none, which restricts the interns to grow mature in the professional environment (Gollmitzer, 2014). Additionally, the interns do not have the qualification to avail all the facilities meant for staffs as well. Such differentiation from the side of hotel organization drives the interns unsatisfied with the internship and look for a better opportunity. The immaturity of college life is often found to prevail during the internship as well.
The grandeur of hospitality industry all over the world is expanding day by day. However, the HR practices do not grow simultaneously. The human resource management methods in most of the big hotels still give priority to maximum labour in return for a minimum wage. No program is conducted to enhance employee retention. Staffs are treated poorly and imposed with inhuman work pressure (Durrant, 2013). Most of the employees in the hospitality industry have more or less similar complaint behind quitting their job. Interns, on the other hand, grabbing the enticing opportunity of learning at the renowned hotels as the HR management is taking refuge to the instant solution of the internship.
The overall discussion in this paper implied that no candidate joins internship programs to remain interns forever. Instead, they join internship to seize a better opportunity in future. Additionally, the hotel authorities do not commit any permanent employment at the end of the internship and because of which depending solely on internship in the hospitality industry for long-term is highly risky.