Hotel and Guest Management Hospitality Industry

Question: Describe about the Hotel and Guest Management for Hospitality Industry. Answer: In the field of hospitality industry, employee competence is that potential aspect, which determines the quality of services. As per the consideration of Boella and Goss-Turner (2013), organizational quality is dependent on the quality of its human resources. Therefore, it means that an organizations productivity along with its competencies rests on the potentiality of its workforce. In this respect, it is to be said that an employees physical as well as mental capabilities in terms of service enhances with proper training provided by the organizations the employee work in. According to Karatepe (2013), employee loyalty, employee satisfaction and employee commitment to an organization are established through comprehensive trainings and opportunities to learn new skills. In this respect, it is to be kept in consideration that success for a hospitality enterprise does not only mean to increase its revenue. It is because customer loyalty and business sustainability are considered as two key aims of every enterprise belonging to the hospitality industry. In this case, it is required to keep in concern that employee loyalty in hotel industry is determined by satisfying guest experience (Pan, 2015) More specifically, it can be said that customer loyalty is dominated by employee loyalty and employee loyalty is such a premise that is regulated through organizational trainings. If employees find the opportunity to learn new skills, which will be essential for their service in future and recognize convenient fields to exercise them, they realize the importance of being competent. At the same time, it helps them to improvise their current flaws alongside reforms them to become more productive with more quality (Dhar, 2015). Furthermore, with apt training employees find the chance to interact with their seniors, which is required for a healthy work atmosphere. If the workforce of an organization will not feel prioritized or could not achieve the feelings of being competent, they could not possibly support their company in succeeding the particular organizational mission. On the other hand, employee loyalty and employees job satisfaction are another two vital aspects in the hospitalit y industry those are known for reducing turnover (Dhar, 2015). If workers would find satisfaction in whatever position they are in, they become capable and determined in giving their entire attention upon their specific tasks. In this context, it has to be noted that employees responsibility regarding their organization increases by not only high remuneration or facility packages (Boella Goss-Turner, 2013). Proper training or classes to coach workers act as a convenient process for sharing an organizations goal, vision and working culture. Trainings help workers to get accustomed with an organizations structure and that is how they recognize the customer group and their demands. Hence, an appropriate number of training can assist an employee to satisfy the target market by identifying their desire and requirement from the particular company. In this case, it is to say that in hospitality sector, customers loyalty is possible only when customers find satisfactory service and welcoming nature from the hotel employees. If they realize that they are given highest amount of importance by the service givers, they are likely to return to that particular enterprise (Pan, 2015). A satisfied employee serves fruitfully to satisfy his customer, which finally leads to increase the volume of organizational revenue. On the same side, positive customer feedback, high revenue and customer loyalty are three required elements to sustain a hotel business in a global market. Positive customer feedback on the other side is related to guest satisfaction, as a client will show appreciation only when he will be given premium service by the in house staffs. Therefore, it is understan dable that employee training is the pillar of all the success, a hotel enterprise desires to have. References Boella, M., Goss-Turner, S. (2013).Human resource management in the hospitality industry: A guide to best practice. Routledge. Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of organizational commitment.Tourism Management,46, 419-430. Karatepe, O. M. (2013). High-performance work practices and hotel employee performance: The mediation of work engagement.International Journal of Hospitality Management,32, 132-140. Pan, F. C. (2015). Practical application of importance-performance analysis in determining critical job satisfaction factors of a tourist hotel.Tourism Management,46, 84-91.