Skip to main content

A call for industry-academia collaboration to address the labor shortage challenge

Image
By

When the pandemic hit, the hospitality and tourism (H&T) industry immediately responded to the crisis with furloughs and layoffs. It did not take long for the industry to realize that it must deal with the labor shortage challenge. In fact, the labor shortage challenge is not new to the H&T industry, but the “Great Resignation” during the pandemic has worsened the situation.  

In one of my recent publications in the Journal of Contemporary Hospitality Management, I presented three propositions about the labor shortage issue facing the H&T industry. The paper aims to initiate a conversation between our industry leaders and administrators/professors in academic programs with some collaboration ideas. The following are some key ideas. 

 

The three questions being discussed

 

  1. Will the worsening labor shortage challenge facing the H&T industry improve in the short term? 
  2. How can industry professionals and academic leaders/professors work together to address the labor shortage issue? 
  3. How can academic research help address the labor shortage challenge? 

 

The three propositions/conclusions 

 

To answer the first question, I presented three propositions (P1 – P3) based on a review of relevant business reports and research about the labor shortage situation. I concluded that the H&T industry would likely be one of the slower sectors to recruit its workforce back to employment.

 

P1: The increasing demands by both organizations and customers have made H&T jobs more challenging and stressful, resulting in more employment separations in the H&T industry. 

P2: As more H&T companies adopt AI-empowered automatic services in operations, new skillsets (e.g., human-machine interactions) are needed to perform the jobs. 

P3: Low labor supply for managerial talents, especially from accredited academic programs, will persist in the H&T industry for at least a few more years. 

 

Ideas for a stronger collaboration between the hospitality and tourism industry and academic programs 

 

I presented my recommendations under three primary areas of talent management to answer the second question. Some suggestions are for H&T companies; others are for H&T programs, plus a few collaboration initiatives (as the following). 

 

Talent acquisition

 

  1. To feature recent graduates’ positive experience in the industry regularly as a co-branding and content marketing strategy.
  2. To include selective students in companies’ social activities to engage candidates with current employees.
  3. To establish structured college recruitment programs for interns and graduates.
  4. To establish a “work-study” program, supporting employees to go back to school and students to work in the industry.

 

Learning and Development

 

  1. To extend the college education program in the industry (e.g., The Disney College Program).
  2. To embed the real industry experience into the students’ learning experience in all courses.
  3. To develop intensive training or certificate programs together for continuous education either at work or in school.
  4. To train faculty with the most updated industry knowledge in a real business setting (e.g., faculty internship).

 

Talent retention

 

  1. To co-host cultural activities that involve employees and students.
  2. Present various career options within the industry, encouraging people to stay within the industry even if they do not like their current jobs.

 

To answer the third question, I made recommendations for academic research. In the end, I echo the reviewers’ comments that it will take more than just industry-academia collaboration to address the worsening labor shortage issue, but I hope my critical reflection, although with a narrow focus on two primary stakeholders of the industry, will become a starting point for a conversation that will eventually spark an on-going and more in-depth discussion to address the labor shortage challenge. 

 

References

 

Kwok, L. (2022). Labor shortage: A critical reflection and a call for industry-academia collaboration. International Journal of Contemporary Hospitality Management, https://www.emerald.com/insight/content/doi/10.1108/IJCHM-01-2022-0103/full/html

 

Labels:

Comments

Post a Comment

Popular posts from this blog

How to Convince AI that You Are the Best Candidate for the Job

By
Last week, we discussed how more companies used AI to screen resumes and analyze job candidates’ performance in the initial interviews. We called for companies’ attention to the  potential AI biases in hiring . This week, we will visit what job candidates can do to help AI pick us and recommend us for hiring. A. Writing a Resume Tailored to AI Screening First and foremost, job candidates must thoroughly research the job and the company to understand its job descriptions and organizational culture. From there, they can: Write the resume in Word and submit it as a Word document instead of a PDF file. Select a straightforward format and avoid using graphics, charts, or complex layouts that could confuse AI. Use headings effectively to help AI pick up the content it seeks, such as “Relevant Job Experience” and “Education.” Strategically pick the relevant keywords that match the job descriptions as the job candidates describe what they perform(ed) at work. Highlight their achievements a...
12 comments
Read more

Luxury vs. Millennials and Their Technology: The Ritz-Carlton (By Julia Shorr)

By
Embodying the finest luxury experience, The Ritz-Carlton Hotel Company, LLC has been established since 1983. In 1998, Marriott International purchased the brand offering it more opportunity for growth while being independently owned and operated. They are known for their enhanced service level as the motto states, “Ladies and Gentlemen serving Ladies and Gentlemen”. The luxury brand now carries 97 hotels and resorts internationally and is attempting to keep the aspects of luxury while keeping up with the trends of the technologically improving generations. The Varying Demographics of the Target Market The Ritz-Carlton’s typical target market includes: business executives, corporate, leisure travelers, typically middle-aged persons and elders, and families from the upper and upper-middle class section of society .   This infers a large range of types of travelers in which all are similar in that they are not opposed to spending extra for the luxurious ambiance. However, w...
4 comments
Read more

What Shall We Do When Job Seekers Cheat the AI Hiring Systems?

By
AI can streamline the hiring process, but concerns linger. For example, AI could perpetuate gender or racial biases in the hiring process , just like most human HR managers could do. Meanwhile, to increase the chances of being picked by AI, job candidates must prepare resumes and job interviews tailored to AI’s “preference.” When more job candidates understand how to convince AI that they are the best candidates for the job , can AI still make valid recommendations to hire the best-fit candidate in the pool? Then, if AI makes a mix of valid and invalid recommendations for hiring, will HR managers find it more challenging to select the right candidate for the job? The situation can get even more complicated if a candidate cheats the AI hiring systems. Cheat to bypass AI screening: Is it the cruelty of human nature? Job candidates are eager to get hired. Career coaches want to help. That is a good thing. Nevertheless, I have seen many free online tutorial videos teaching job candidate...
8 comments
Read more