Any successful hospitality business should have a strong HR system put in place. Having a clear HR structure can not only help your operation survive, but it will be what keeps your operation standing apart from your competitors for all the right reasons.
Read on to discover the top three HR challenges facing hospitality operators today and how to tackle them for maximum results.
- Leadership Development, Skills Assessments and Training
The first and biggest challenge concerning HR is compliance. Every industry has ever-changing policies and labour laws that affect your business and hospitality is certainly no exception. The constant changes concerning hiring, scheduling, pay, leave, and varying awards and agreements must be followed. Failure to do so could end up in high staff turnover rates, audits, lawsuits, and possibly the collapse of your business.
How to tackle compliance: Regardless of your business’ size, make compliance your priority. Refer to the Fair Work Ombudsman for your point of reference. Stay up to date on policy changes and news so that you’re anticipating any changes and implementing them into your business accordingly, rather than reacting to potential changes, leaving you room for panic and error.
The second and often overlooked HR challenge includes leadership development, involving skills assessments and training. Placing value in your staff should always be a priority. Leadership development should include nurturing your team and creating growth opportunities for your team. A lack of this will result in losing your best team members to other businesses, as they will seek other ways to further develop their skills and professional experiences.
How to tackle leadership development: Ensure that your business has a structure in place. Provide upskilling and skills assessments in-house to ensure that your team is connected to your business’ brand values. This means that your front of house and back of house should all be delivered the same message from onboarding to skills assessments. In turn, communication and relationship will improve, employer loyalty will inflate, which will result in a stronger team and less employee turnover.
The third biggest HR challenge facing operators is recruitment. And in our current skills shortage climate, it’s no surprise that recruitment is on this list. The competition is high when it comes to hiring skilled and passionate hospitality staff.
How to tackle recruitment: We recommend avoiding the traditional recruitment route by not paying for oversaturated platforms like Seek or Indeed. Rather than relying on costly and often inefficient recruitment platforms, we recommend building your brand’s awareness which will residually attract desirable candidates online. Build your brand by blogging, being active on all social media channels, and taking advantage of online influencers, when possible. This takes time but will pay off in the long run. Speaking of social media, once your brand has been established, the bulk of your recruitment can be done through your social media channels (Instagram, Facebook, LinkedIn) which is completely free and shouldn’t take too much of your time.
Another option in tackling any of your HR challenges could be outsourcing. Partnering with a trusted operator will help you with resourcing and administration, staff management and coordination along with workplace culture initiatives, giving you the time to focus on business growth.
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