Opinion piece argues that great service requires both the right attitude (mindset) and trained language skills (word set), including how to reframe negative responses.
Lecturers at Hotelschool The Hague argue hospitality schools must embed VR simulations, AI prototyping, and Makerspace environments into curricula to close graduates' digital skills gap.
A 2026 talent strategy guide for hoteliers outlining five pillars: competitive pay, employee experience, career development, technology, and employer branding to win the hospitality talent war.
A DHS shift from Duration of Status to fixed admission dates for J-1 visas creates hidden service continuity risks at luxury hotels before management or ownership notices a problem.
Promotion decisions are driven by invisible relationship paths, not merit alone, leaving unseen employees without advocates and formal talent reviews simply ratifying the bias.
A two-part series on designing executive education programmes for international luxury resorts, built around critical cross-departmental decisions rather than generic management content.
A former hotel worker argues that AI should eliminate drudge work to free staff for high-value guest interactions, not cut headcount, warning that cost-only thinking destroys service quality and accelerates turnover.
Ahead of International Housekeepers Week, the article makes the case for digital tipping platforms as a year-round financial and workforce tool, citing 35% of hoteliers planning to add digital tipping in 2026.
The author argues hospitality degree programs are failing graduates by not teaching USALI financial reporting, leaving employers to fill a skills gap that belongs in the classroom.
An industry educator argues that hospitality must shift to skills-based workforce models, competitive compensation, and AI-augmented roles to attract, retain, and develop talent amid demographic and technological change.
Explores how hospitality organizations can integrate GenAI into employee training without eroding the human judgment, empathy, and service skills that define the guest experience.
A structured guide for hospitality leaders on using intrapreneurship and brainstorming sessions to drive innovation, improve operations, and boost employee engagement and retention.
With 129,600 U.S. bartender openings projected annually through 2034, operators are urged to shift from traditional job-board hiring to hands-on training partnerships and structured retention programs.
A comprehensive overview of modern hotel HR covering talent acquisition, training, engagement, retention strategies, and digital transformation tools like HRIS and ATS.
KTN trainer argues that expressing genuine empathy before apologizing is the most effective yet most commonly skipped step in guest complaint resolution, with coaching key to breaking ingrained staff habits.
Newport Hospitality Group shares how compassion, training, and courage combined to make a meaningful difference in an employee's life.
Women hold 52-70% of hospitality jobs globally but only 5-7% of CEO positions, with structural bias, not talent gaps, identified as the key barrier to advancement.
The article introduces "role asymmetry" as a framework explaining the unequal psychological burden placed on guest-facing hospitality staff, and outlines four pillars to help leaders build supportive cultures: perspective, authority, psychological safety, and psychological skills.
The author argues that hospitality training must move beyond SOPs to incorporate applied psychology, equipping teams with tools to understand human behavior, manage emotions, and adapt in real time.
A hospitality sales leader argues that top salesperson departures are preventable, outlining a "Stay Stack" framework of fair targets, real coaching, recognized effort, and visible career paths.