IUCN-Kuoni-Whittall Ecotourism Training Workshop, Sri Lanka

IUCN-Kuoni-Whittall Ecotourism
  Training Workshop, Sri Lanka
  “INTEGRATING BUSINESS SKILLS INTO
      ECOTOURISM OPERATIONS”
         TRAINING WORKSHOP
15TH TO 18TH OCTOBER 2013, NEGOMBO,
              SRI LANKA
               16th October 2013

                      Presented by
                    Sunil Dissanayake
         Director/General Manager – The Kingsbury
              Head- Group Human Resources
         Member- Group Management Committee
                      Hayleys Group
                         Sri Lanka

Table Of Contents
                                    Page No
1. Talent Acquisition

2. Retention

3. Remuneration

4. Succession Planning

                                     © Sunil Dissanayake

Talent Acquisition
 The most important aspect of any Business.

 The hospitality sector is growing at rapid
  speed.

 The hotel industry has many competing
  career options for younger people.
  Garment industry and Banking industry
  seeming more “lucrative” than hospitality.

                                       Contd…
                                         © Sunil Dissanayake

Talent Acquisition
 Getting not merely getting hands and legs.

 Highly Competitive market place.

• Market Need Vs Actual Available

• War Vs the post war era the interest and the
  want to join the Tourism Industry

                                       Contd…
                                        © Sunil Dissanayake

Talent Acquisition
 Dearth of high quality hospitality education
  institutions

 People who value brands and style, who want to
  develop EQ and a social radar this is an exciting
  industry to work in.

 Plan to reinforce the message to potential
  employees about the joy and excitement of
  working in the hospitality industry
                                            Contd…
                                             © Sunil Dissanayake

Talent Acquisition
 The long hours of work that is customary in the hospitality
  sector is a deterrent in an age where younger people are
  getting more conscious about work-life balance.

 Because this is a 24 x 7 x 365 industry, and a hotelier has to
  be on stage all the time

 For some candidates working in a hotel may be less
  intellectually stimulating than working in a bank or in Sales
  and Marketing .

                                                     Contd…
                                                       © Sunil Dissanayake

Talent Acquisition
 Plan to reposition careers where employees get to travel,
  meet interesting people, and experience the thrills of a job
  that keeps an individual active, personable, confident and
  smart.

 Provide quicker and smarter opportunities for monetary
  gains.

 Work-life balance and joy at work are important value
  propositions for the current generation. We have to
  address this to a certain extent.

                                                      © Sunil Dissanayake

Retention
 Motivates employees by making them feel a more integral
  part of the overall organization.

 Management should recognized employees, especially when
  they go above and beyond the scope of their everyday duties
  to satisfy a guest.

 Empower employees to get maximum out of them.

 Be competitive in remuneration

                                                Contd…
                                                  © Sunil Dissanayake

Retention
 Make your people feel engaged in company goals,
  objectives and achievements.

 Management should perceived Job Security and
  employability.

 Make the work place fun to work.

 Give Clear Growth Parameters.

                                             © Sunil Dissanayake

Retention
 Give hotel guests survey cards before they check out, allowing
  them to comment on specific departments and employees.

 Motivate your staff to provide consistently high levels of
  performance, especially during conferences and conventions,
  by paying a bonus tied to the hotel’s bookings.

 Use your empty rooms to reward staff members for excellent
  performance, yearly employment anniversaries or a birthday
  party.

                                                    Contd…
                                                       © Sunil Dissanayake

Retention
 Link training and development to succession plan

 Turnover is less when employees have a high level of value for
  their work. Employers can help employees value their work
  through consistent praise, recognition, and special incentives.

 Employees who feel better about their jobs persist more,
  exert more effort, and are less likely to leave.

 Senior employees tend to be more motivated, persistent,
  exert a greater effort, and are less likely to leave in the face of
  difficulties.
                                                         Contd…
                                                           © Sunil Dissanayake

Remuneration
 Regular Salary Surveys.
 Give Overall Value .
 Remuneration must be fair and structured.
 Walk the talk.

  Monitory Benefits

 Profit sharing / incentive bonus / competitive salaries

                                              Contd…
                                                © Sunil Dissanayake

Remuneration
Non Monitory Benefits
 Career growth opportunities
 Best-in-industry training
 Complimentary stays at Hotel with discounted meals
 Paid holidays / vacation
 Educational assistance
 Dental and medical / disability / life insurance
 Retirement benefits / pension
 Employee of the Month awards
 Annual employee get-together / social and sporting events
 Complimentary meals in dedicated employee restaurants
                                                  Contd…
                                                    © Sunil Dissanayake

Succession Planning
 Succession planning is the key to selecting and developing the
  people you'll need to carry out the vision for your Hotel.

 Succession planning is about proactively preparing for the
  replacement of any key occupations within your Hotel.

 Preparing for the next generation of vital positions is
  important for a Hotel.

                                                      Contd…
                                                        © Sunil Dissanayake

Succession Planning
Creating a pool of mentors is very vital in this
 process.

Managers to be encouraged to develop a
 number 2 without being insecure about their
 own jobs.

                                          Contd…
                                           © Sunil Dissanayake

Succession Planning
• Steps in Succession planning

   Identify the critical positions in your Hotel.
   Determine what skills people in those positions need.
   Find and assess potential successors.
   Develop Succession and knowledge transfer plans.
   Evaluate Effectiveness.
   Measure ,Monitor & Report.

                                                       © Sunil Dissanayake

“Pleasure in the job

puts perfection in the work”

                       - Aristotle -

                                       © Sunil Dissanayake

CONTACT DETAILS

Mobile : +94-77-3654115
E-mail : sunil.dissanayake@hayleys.com
www.linkedin : Sunil Dissanayake

                                           © Sunil Dissanayake