Training and development remain traditional, course based and outsourced. Despite the explosion of online learning platforms, hospitality learning and development have remained largely traditional and insular. They remain dependent on third party industry platforms, brick and mortar hospitality universities and trade schools that are in short supply.
Most hotel brands like Hilton have an internal university or affiliation with hospitality schools in every major geographic region. For many reasons this is necessary but far from enough.
What is required are new industry/academic partnerships to create online universities or experiential learning platforms. This will grow the talent pool to enable people in career transitions to migrate to hospitality.
For example, over 150,000 Americans lost jobs in retail and many of these people could work in hotels if they were able to learn basic hotel operations, marketing or accounting. A flight simulator for a hotel General Manager could help transition talent from other industries into hospitality and in the process help address the talent crisis. In order to end the talent disruption, hoteliers must build brands and products that start with the employee and customer experiences first rather than the real estate developers’ shelf-space.