Contemporary Hospitality Management Essay Example

BHA (British Hospitality Associations) and the British Institute of In Keepers are bodies that represent and advocate for the hospitality industry. They provide educational qualifications for those interested in joining this sector. By becoming a member, you can access their information and newsletters. Task 2 2. 1: Evaluate staffing needs in various hospitality industries.

Radisson Blue Worldwide offers a variety of employment and career advancement opportunities. Begin your journey with Hilton Worldwide by exploring these possibilities. You can specify your job search criteria in the following fields, which include positions at Radisson Blue such as Water House Cocktail Bar Terrace Manager, Waiter/Waitress, Supervisor, Steward, Kitchen Porter, Steam Bar Assistant, Staff Chef, Sous Chef, Sky Lounge Bar Manager, Shift Leader, and Shift Engineer.

Using the dropdown menus, you can discover job openings at Radisson that are regularly updated. It is important to have an up-to-date candidate profile with your skills, experience, and preferences so they can notify you of future opportunities aligned with your interests. You also have the option to import your profile from a third-party source.

Radisson Blu hotel in the UK has a workforce of 900 employees. The specific roles, responsibilities, and qualifications for hospitality staff may vary depending on each department's requirements. The reception desk is managed by hosts or hostesses who handle check-in procedures for arriving guests. The waiting staff comprises English-speaking individuals with prior customer-facing experience. Candidates should hold an HND in service.

The executive chef in a hotel is responsible for various tasks such as recipe creation, menu planning, cooking for special occasions, and ordering materials. Additionally, the chef is also involved in hiring staff for the

kitchen. The chef's objective is to provide good meals to customers and ensure that all materials are ordered on time and stored properly. Recent developments in the hospitality industry have led to operational, managerial, and legislative issues that need to be analyzed (source: www.culinaryschoolsnetwork.com).

Retaining and attracting qualified workers is a major problem in isolated markets, which has also become a global challenge due to factors such as wage levels, inadequate worker satisfaction, and long working hours with low wages. These issues make it challenging to attract and retain high-quality workers. Consequently, hospitality professionals are adopting innovative strategies to tackle this challenge. This discussion will delve into the reasons behind the difficulty of finding skilled individuals in this industry.

The issue of slow population growth in Europe and other regions has been a persistent demographic challenge for many decades. Moreover, this problem is exacerbated by the imbalance between individuals leaving and entering the workforce. Additionally, the retirement of older workers adds to this concern. Furthermore, the industry's reputation suffers as it struggles to attract college graduates due to demanding working conditions such as night shifts, long hours, and weekend shifts. Consequently, people choose careers in other sectors that offer higher wages and a better quality of life.

After the global decline in demand caused by 9/11, numerous hotel companies neglected to reinstate training and worker development programs in this sector amidst the recession and the increased demands of big brands, resulting in a surge of competitors in the market. As an industry, it is crucial that we collaborate to rebuild and redefine our industry's image and present it as an enticing career

option. In the past, individuals were attracted to this industry for its glamorous portrayal. Therefore, we must exchange successful methods for advancement and training.

We should establish sponsored educational programs that cater to all employees at various levels within the organization. The industry should have training libraries and web-based training programs. Additionally, here are some suggestions for hotels to address the labor challenge: "Grow Your Own." Hotel companies can design internal programs to create and enhance appealing career paths. This way, candidates view these job opportunities as professional development prospects with significant growth potential.

Many hotels have been offering training and career paths for their own workforces for decades. Nowadays, numerous countries are providing seasonal workforce programs for periods ranging from eight to ten months. There is a UK company that brings over two hundred workers from Jamaica every year. Pay for productivity is a common practice in the hospitality industry, which relies heavily on labor and has limited automation options. Implementing this type of work process and distributing the productivity benefits can lead to positive outcomes.

The General Manager of a hotel has announced that the workers in the kitchen department and the service department will receive cash rewards. These rewards are given for achieving their monthly target and productivity goals, which are calculated based on labour hours using the country's currency. In other hotels, front office staff attendants have various options and can earn additional pay for increased individual productivity, as long as they meet all quality parameters. Job enlargement in modern times is a common practice that provides employees with training opportunities through cross-training, management training, and cross-utilization.