The dissertation in fulfilment of the Requirements for the Master’s Degree of Business Administration (Corporate Management)This study focused on the factors for employees’ turnover of private work organization in the hotel industry. Specifically, it explored the factors for employees’ turnover, the effects of employees’ turnover and strategies for reducing employees’ turnover. The sample size was 70 respondents drawn from the target population of 235 staffs. The data from staffs were collected through questionnaires and interviews used to collect data from managementstaffs and hotel stakeholders. The Statistical Package for Social Science (SPSS) was used for quantitative data analysis, while content analysis was used for qualitative data analysis. The findings revealed that employees’ turnover rate is very high in the hotel industry with the influence of low salary rates, limited working tools, job dissatisfaction, limited management social support and low promotion. The effects of high turnover rate are loss of potential employees and increased work pressure of the remaining staffs. The effective strategies for reducing high employees’ turnover rate are on the improvement of employees’ welfare, encouragement joining social security funds to access services like health insurance, to cope during uncertainty. The ability to extend learning opportunity for employees in the skills and knowledge building. Although there are advantages of knowledge and skills to employees, the better preference should be on the adequate salaries and other earnings to employees. The management in this aspect should increase their level of commitment in reducing employee turnover. Moreover, employee’s welfare must be considered through increasing employees’ benefits, learning opportunities, recognition, increasing in salary and compensation benefits.