Dear Friends,
Talent management in hospitality sector is not only peculiar but different one from others. The sector is predominantly driven by people with service attitude at core. The peculiar is because with shrinking revenues, demanding market, greedy customer and low morale of employees, hospitality industry HR has all the time new challenges. At one point where international five star brands and their chains are there to dominate the market, budget and mid size non brand hotels also struggle to keep their space.
Traditionally, the HR function in this industry has been transactional but with strong global competition HR has also evolved to emulate practices that keep employees engaged and help building employer brand to attract people. The issues and challenges before HR professionals of this sector are complex.
Initially it becomes easy for industry to attract people being high demonstration effect and glamour but retaining talent is far difficult because that demonstration effect starts loosing shine very quickly when confronted with comparative low compensation, long working hours and slow career growth . These issues are to be addressed by HR consistently and innovatively.
Maturity, intransience, integrity, ability to withhold work pressure and remain cool with functional experience are some skill set for the employees that are difficult to find in present day environment where Gen Y is largely driven by monetary factors and fast growth. In such circumstances maintaining the high quality customer service and delight may be difficult but not impossible. HR leadership can play a crucial role in bringing emotional stability, develop bonding by their credibility and openness in dealings. Leading from front, providing them growth opportunities with continuous learning, sharing performance feed back everyday and spot recognitions and rewards quickly for performers can be helpful.
Another strategy to provide growth and competitive compensation package could be of multi skilling. People who can do multi jobs can be preferred instead of engaging one person for one job inviting monotony and demotivation and loss of interest after sometime leading to attrition.HR has to play high impact role in managing and balancing the people aspirations and keeping them on high motivation with live brand connectivity emotionally.
June 2015 cover story is all about people issues in this sector. Practicing professionals sitting at the helm of affairs and CEOs share their perspective.
From India, Delhi
181Talent management in hospitality sector is not only peculiar but different one from others. The sector is predominantly driven by people with service attitude at core. The peculiar is because with shrinking revenues, demanding market, greedy customer and low morale of employees, hospitality industry HR has all the time new challenges. At one point where international five star brands and their chains are there to dominate the market, budget and mid size non brand hotels also struggle to keep their space.
Traditionally, the HR function in this industry has been transactional but with strong global competition HR has also evolved to emulate practices that keep employees engaged and help building employer brand to attract people. The issues and challenges before HR professionals of this sector are complex.
Initially it becomes easy for industry to attract people being high demonstration effect and glamour but retaining talent is far difficult because that demonstration effect starts loosing shine very quickly when confronted with comparative low compensation, long working hours and slow career growth . These issues are to be addressed by HR consistently and innovatively.
Maturity, intransience, integrity, ability to withhold work pressure and remain cool with functional experience are some skill set for the employees that are difficult to find in present day environment where Gen Y is largely driven by monetary factors and fast growth. In such circumstances maintaining the high quality customer service and delight may be difficult but not impossible. HR leadership can play a crucial role in bringing emotional stability, develop bonding by their credibility and openness in dealings. Leading from front, providing them growth opportunities with continuous learning, sharing performance feed back everyday and spot recognitions and rewards quickly for performers can be helpful.
Another strategy to provide growth and competitive compensation package could be of multi skilling. People who can do multi jobs can be preferred instead of engaging one person for one job inviting monotony and demotivation and loss of interest after sometime leading to attrition.HR has to play high impact role in managing and balancing the people aspirations and keeping them on high motivation with live brand connectivity emotionally.
June 2015 cover story is all about people issues in this sector. Practicing professionals sitting at the helm of affairs and CEOs share their perspective.
From India, Delhi
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