Ian Mutava Kioko

Optimizing Hotel Management Student name Institution Course Instructor Due date Optimizing Hotel Management Human resources management is always an important factor of success in any organization particularly the hotel industry. In this industry which deals with and focuses on guests, standards in staff performance elevate the employee competencies to meet customers’ satisfaction and the hotel’s success. In the lodging industry that I have worked in, there are certain general traits that have pointed to employees who are right for the hotel business these include flexibility, communication skills and passion for service. Managing employees particularly require managers with excellent leadership skills to handle multiple arrays of people and conflicts within a company. According to Legrand, Chen & Laeis (2022), leadership aspects such as empathy and emotional intelligence are important in hospitality control as they encourage a positive work setting and enhance employee retention. They have to teach not only professional knowledge which includes check-in procedures and housekeeping but also soft competencies including problem solving and emotions regulation. Thus, ensuring that employees are well armed to be able to effectively and profitably manage the highly competitive and often charged environment of the hospitality industry. Further, staff trainings should be provided and staff should be trained even after getting placed to provide them more insights into the newer trends in the industry and expectations of the customers, this will help them in improving the flexibility of the company. According to Ladkin & Buhalis (2016), it is more likely for hospitality employees to provide excellent services as well as customer feedback and recommendations since they undertook complete training. Ensuring its employees work across the departments can also increase organizational efficiency and equip them with more knowledge on how a hotel runs. When I am hiring, first I would look for people who are focused on customers, and are detail oriented and have passion for tourism industry. Furthermore, it would be equally effective if the source of applicants is from the hotel and restaurant management course, or schools for hoteliers, or even through visits to career fairs, since these people must be outgoing and possess strong service orientation. In essence, the socialization of service culture and obligation to improvement of the hotel can guaranty stable future. In my perspective, after working in a lodging facility, one needs to strike a balance between the manager, staff and the organizational personnel providing training and recruiting people with inherent passion and inclination towards hospitality. References Ladkin, A., & Buhalis, D. (2016). Online and social media recruitment: Hospitality employer and prospective employee considerations. International Journal of Contemporary Hospitality Management, 28(2), 327-345. https://www.emerald.com/insight/content/doi/10.1108/IJCHM-/full/html Legrand, W., Chen, J. S., & Laeis, G. C. (2022). Sustainability in the hospitality industry: Principles of sustainable operations. Routledge. https://www.taylorfrancis.com/books/mono/10.4324/-/sustainability-hospitality-industry-willy-legrand-joseph-chen-gabriel-laeis