Manpower Management in Hospitality Industry (Part II)

After ascertaining the actual manpower requirements of the organization, the personnel management formulates program for the recruitment, selection, training, etc. of the prospective employees. The best policy which is followed by most organizations is to fill up higher vacancies by promotion and lower level positions by recruitment from labor market.

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Manpower Management in Hospitality Industry (Part I)

Manpower management is concerned with training of personnel. It means training of people at all the levels of organization. The success of an enterprise mainly depends on the performance of trained personnel. As a labor oriented industry, tourism needs professionally qualified persons. It is the quality of the service that determines the image of destination.

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Manage Labor Cost Effectively for Supervisor in Hospitality Industry

The hospitality industry is somewhat unique in its labor needs. Success in the hospitality business has always been dependent upon attention to details- the thousands of details that contribute to high levels of service, well-maintained facilities, appetizing food & beverage, and high levels of cleanliness, comfort, and convenience. To do these things well takes an intelligent, dedicated and highly trained staff.

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Lack of Hospitability Industry Training will Bring down Your Business

Businesses in the hospitality industry run to serve people. Training in this sector is of utmost importance to ensure customer satisfaction. Without proper training, your business will struggle to survive in this fast-paced industry, not to mention, never enjoy growth.

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How to Get Ultimate Customer Satisfaction in Hospitality Industry

Achieve ultimate customer satisfaction in hospitality industry by increasing perceived value, perfecting service quality and exceeding customer expectations!

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Attracting talent for your business

The hospitality business, in particular the hotel industry boasts one of the lowest median tenure’s out of all occupations according to an employee tenure summary released by the Bureau of Labor Statistics.  This means that on average individuals working in the hospitality industry spend a little over 2 years in a position before they’re promoted or choose to leave, compared to the average tenure of 4 years for private sector employees (which includes leisure and hospitality employees).  For hospitality workers looking to quickly climb the ranks this is a huge positive, for hospitality businesses this means that an extra emphasis needs to be placed on employee retention and attracting new ambitious individuals to fill the shoes of those moving up or moving on. 

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Hospitality provides about 300 thousand jobs in various regions of Saudi Arabia

The Ministry of Labor in coordination with a number of facilities and specialized institutes and government colleges in the activity of the hospitality industry to limit the functional in this sector, which is estimated at about 300 thousand jobs in various regions of Saudi Arabia, to recruit young men and women who are serious about working with salaries starting at 5000 riyals and up to 20,000 riyals in various regions of Saudi Arabia.

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Young manpower in Hospitality Industry

The hospitality industry is poised for growth, but its success depends on its ability to develop the skills and talents of its greatest asset: young people. In 2013, it created 265 million jobs (8.9% of total employment) globally. By 2024, it will have created 346 million jobs (10.2% of total). 

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Overview of Hospitality Industry

Hospitality, as interestingly defined in dictionary, is kindness in welcoming visitors, guests or strangers. It refers to the relationship between guest and the host, or the practice or act of being hospitable. Particularly, this involves the friendly and generous reception and entertainment of visitors, guests, strangers, membership clubs, resorts, conventions, special events, attractions, and other services for tourists and travelers. Those successful in this career often pull off the hospitable aura.

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