The hotel industry, along with restaurants and other hospitality sectors, is experiencing a crunch in manpower. There is a shortage of trained and experienced individuals who are able to be physically present and working. A major cause of this is the aftershocks the industry as a whole is still feeling due to the Covid-19 pandemic, which severely disrupted hospitality and caused hotels to scale back on operations.
As a result, many workers left the industry to find other placements, which caused long-term labour shortages that are still there today. However, it is crucial to note that even before the pandemic, hotels were experiencing challenges in finding enough workers. This was in part due to the difficulty of the jobs, which often require long hours and physically demanding tasks.
How HR can use tech tools to address this challenge
As hotels also move to capture higher rates of bookings and better client satisfaction, HR can get creative in applying tech solutions to alleviate the manpower shortage. One approach is automating tedious tasks with technology – for example, using self-service kiosks to allow guests to check-in or out, or to find information about their stay or hotel policies.
Similarly, an AI application can be added to the hotel’s website and email or messaging systems, helping guests to find recommendations in the area, make reservations for the hotel restaurant or spa, and provide feedback without needing to interact directly with an employee.
Another answer is using back-of-house automations to reduce the need for manual labour, such as using systems that will automatically keep track of linens, toiletries, and cleaning supplies for each room, allocating the necessary resources in an optimal manner.
Lastly, microlearning training programmes can be developed to suit the flexible needs of new, less experienced employees, so that they can learn the necessary skills on the go. This allows employees to gain both theoretical and practical knowledge of their jobs without feeling overwhelmed or relying too much on other employees to train them.
HR can also review and institute more adaptable and supportive policies that prevent burnout and exhaustion in their employees – such as creating a rest lounge for employees, providing extra days off when needed, and allowing for flexible start and stop times for shifts.
