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.
Paathz has launched its employer beta across seven markets with 40,000+ candidates, positioning itself as a hospitality-specific hiring infrastructure that structures talent data beyond traditional CVs.
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.
Hospitality’s growing role as a talent pipeline for luxury retail, private healthcare, wealth management and the wider experience economy reflects not a failure to produce people, but the opposite: the industry develops highly transferable capabilities that many other sectors now actively seek.
The hospitality industry and its education arm have been fighting the battle for business credibility for many years. We “hospitality” has typically been seen as offering jobs on the way to something better, a specialty function that anyone can do.
This is proof that human connection - critical to a guest experience in a hotel or resort - is everlasting. Neither AI nor Covid 19 can take down the power of the "emotional human touch" of welcoming people into our establishments.
Kennedy Training Network relaunches its Certified Heart of Hospitality (CHH) program for front desk staff, updated for 2026, with remote or on-site delivery starting at $199 per person.
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.
A structured guide covering training schedules, budget allocation (2-5% of revenue), LMS platforms, and case studies showing up to 45% turnover reduction and 2.5x ROI within 18 months.
A reflective piece on how internal promotion competition quietly erodes trust and collaboration among colleagues, and how professionals can hold ambition and collegiality at the same time.
Penn State research finds hospitality employees who feel overqualified are more likely to view tasks as unfair, increasing turnover intent, but respectful managers reduced these perceptions by 28%.
A national survey of 451 Greek hospitality workers finds formal employment standards often exist on paper but fail in practice, with low pay, unpaid overtime, and weak worker voice widespread across the sector.
A Delphi-inspired study drawing on 40 years of scholarship and 22 senior executive interviews proposes a 30-skill configurational framework for hospitality leadership in an AI-driven environment.
Meyer Jabara Hotels attributes its 24% turnover rate (vs. an industry average of 78-84%) to an intentional leadership culture built on empowerment, shared ownership, and technology-enabled connection.
A practical guide to hotel mentorship covering structured onboarding, digital tools, soft skills coaching, reverse mentoring, and department-by-department checklists for front office, F&B, kitchen, spa, HR, and engineering.
A CDR World Panel opinion piece argues hospitality leaders must deliberately build cultures that elevate human potential as AI absorbs transactional tasks, citing IKEA's reskilling model as a benchmark.
HSMAI Europe's Rising Leaders Council and Connecting Future Leaders program offer hospitality professionals aged 35 and under structured pathways to network, develop, and shape the industry across multiple European markets.
New Regent's University London research finds 80% of hospitality recruiters pass over graduates for lacking work readiness, with soft skills and practical experience cited as the critical gaps.