Episode 1- Series - 1
Are you concerned as a hospitality professional about the industry's difficulties with understaffing? Do you want to discover how to deal with the global increase in travel demand by harnessing talent? Then, watch our online masterclass on Innovative Talent Management in the Hospitality Industry delivered by Dr. Bertrand Audrin, Asst. Professor in HR Management and Organizational Behaviour, EHL Hospitality Business School, and Mr. Eike Clausen, Regional Director of Operations Europe, Kempinski Hotels.
In hospitality, employees create the guest experience. Talent acquisition and retention are crucial aspects of an organization's success. However, the current business landscape presents significant challenges in these areas, including high turnover rates and labor shortages.
The frequent departure of employees from an organization is referred to as high turnover. Staff turnover can interrupt production, raise recruitment expenses, and have a negative influence on staff morale.
When the demand for competent workers exceeds the available supply in the job market, labor shortages emerge. Labor shortages can stifle business growth, limit operational capacity, and increase rivalry for top talent among firms.
When it comes to building high-performing teams, hiring based on skills and attitudes has emerged as a powerful approach. This approach recognizes the importance of not only technical competencies but also the behaviors, values, and mindset that candidates bring to the table.
Candidates are evaluated using the skills and attitudes approach based on their technical abilities as well as their attitudes, actions, and cultural fit inside the firm. While skills and information can be learned, attitudes and values are profoundly rooted and often influence how effectively individuals can adapt, collaborate, and contribute to the success of the team.
In today's rapidly evolving business landscape, organizations that recognize the importance of investing in their people gain a competitive edge. An investment in people goes beyond financial considerations; it encompasses providing opportunities for growth, development, and fostering a supportive work environment. Investing in people means recognizing and nurturing their talent and potential. By providing training, professional development programs, and mentorship opportunities, organizations empower employees to enhance their skills, knowledge, and capabilities. Investing in people fosters a sense of belonging, purpose, and fulfillment. When employees feel valued and supported, their engagement levels soar. Engaged employees are more likely to contribute their best efforts, be proactive, and exhibit higher levels of productivity.