REFLECTIVE JOURNAL

FUNDAMENTAL OF TOURISM AND HOSPITALITY

           REFLECTIVE JOURNAL (10%)

                                TOPIC 5

CURRENT TRENDS AND FUTURE OUTLOOK FOR GLOBAL TOURISM AND HOSPITALITY

NAMA : SITI NUR IQUANNIS BINTI ROSNAN

                          (17DUP19F1017)

5.1.2 DISCUSS THE IMPLICATION OF ISSUES AND TRENDS

 IN THE TOURISM AND HOSPITALITY INDUSTRY.

LABOR & SKILLS SHORTAGE

The problem of attracting and retaining qualified workers, once an issue only in an isolated number of markets, is increasingly becoming a global challenge. Demography, wage levels, failure to adequately address worker satisfaction and a reputation for long hours and low pay are all cited as contributing factors. Creative hospitality professionals have begun to develop innovative strategies for capturing and keeping high quality workers.

Demographics , Population growth rates have been decrease in Europe, the U.S. and elsewhere for decades so the number of workers leaving the workforce now exceeds those that are entering. The aging workforce moving into retirement is creating a huge void that can only be expected to grow larger going forward.

Lagging Wage Rates. Long criticized for paying salaries and wages below those common in other industries, hospitality companies are increasingly finding it difficult to attract and retain qualified candidates willing to attract standard wages.

Industry Reputation , Like it or not, the hospitality industry has not done enough to earn a reputation as a top career choice for college graduates. Notorious for long hours, night and weekend shifts our industry has Gen-X’ers and Gen-Y’ers seeking other careers with a aware higher quality of life and better wages.

De-emphasis on Training and Worker Satisfaction . Following the worldwide dip in demand that followed 9/11, many hotel companies failed to fully restore training and worker enrichment programs that marked the 1980s and 90s. This comes at a time when lodging brands are increasingly adding amenities and services in order to differentiate themselves from competitors.

As an industry, we need to work together to develop strategies for rethinking and rehabilitating our industry’s image as an exciting and rewarding career choice. There was a time not too long ago when people joined the hospitality industry for its glamour. Globally, we need to share best practices for training and retention and make industry sponsored educational programs more readily available to employees at every organizational level.

Additionally, there are some outstanding independent firms that specialize in human resource training and development some of which also offer excellent proprietary training materials.

Meanwhile, following are some thoughts to share regarding potential opportunities for hotels to meet the labor challenge?

Hotel companies need to develop internal programs to create attractive career paths so that potential candidates see employment as a professional development opportunity with real potential for advancement. Recruiting for entry level positions is easier when the recruiter can outline a career path and can point to managers who have worked their way up from line positions. Marriott has been doing this better than anyone for decades.

Guest Workers. The U.S. and many other nations offer guest worker programs that can provide seasonal workers for up to ten months. One well-known US resort brings over two hundred workers from Jamaica each spring to fill various positions under the U.S. H-2B Visa program. These individuals stay through the “resort season”, with many returning year after year. Similarly, Disney uses the J-1 Visa program to bring young college graduates from all over the world for 18-month internships in entry level supervisory and guest contact positions at its US hotels and theme parks.

Pay for Productivity. Hospitality is a labor intensive business and automation opportunities are often limited. Reconfiguring work process and then sharing the benefits of increased productivity can have positive results. One hotel General Manager provides a cash bonus split among the workers in his hotel’s laundry department for reaching a monthly productivity goal calculated in pounds processed per labor hour. At another hotel Room Attendants are offered a menu of options to receive additional pay for increased productivity so long as strict quality guidelines are met.

Job Enlargement. Cross-training and cross-utilization aren’t new concepts, but they’re good ones. One hotel company of note has a certification program for all its employees. Employees are expected to master the skills for their own positions, but receive pay raises when they’ve become certified in other jobs. These multi-talented employees can fill in where needed in peak times and have their own horizons broadened through cross departmental training.

ARTICLE

What are skills shortages?

Finding a career that you enjoy and are good at can help you succeed in the workforce.

But it can also be useful to understand what skills are in demand or may be in demand in the future (called 'skills shortages'). The Department of Employment conducts regular research to identify what skills are in short supply across Australia.

The demand for skilled employees can vary from region to region. Skills shortages are caused by many different factors such as people moving out of regional areas not enough training places for certain skilled occupations changes in technology a large increase in construction work in a region.

Skill shortages can benefit job seekers because there may be more job vacancies and less competition for people with that skill and

wages and conditions may be better if employers need to attract people to the occupation.

For information on which occupations are experiencing skills shortages visit the National, state and territory skill shortage information page on the Department of Employment's website.

This report can help you understand which skills and jobs are in shortage and where there may be opportunities. However, it’s important not to pursue an occupation just because it is currently in shortage. The labour market can change quickly and the occupation may not be in shortage for long. It's more important to find something that you enjoy and that interests you.