HR and personnel management in the hotel industry

The hotel industry means working with and for people - and that is precisely why human resources (HR), as it is also known, is so exciting in this field. Whether you are just thinking about joining HR or are already working in the office, in administration or in hotel operations: In this article, we show you what opportunities HR offers in the hotel industry, what challenges are typical - and what really matters on a day-to-day basis.

You work closely with teams that do a lot on a daily basis: early shift, late shift, seasonal peaks, guests who expect a good atmosphere. As an HR manager, you keep all of this together - and more. You find suitable colleagues for the team, support them when they join, ensure clear processes and strengthen the culture in the company.

Hotels need people who are professionally reliable and at the same time fit in with the team spirit. 

The challenge: It's not so easy to find good staff at the moment. There are various reasons for this, but it presents you and your colleagues with corresponding challenges. 

The opportunity: The level of professionalization in HR is high in the hotel and catering industry. You can learn a lot, implement creative ideas and put your skills to the test. 

• Good job advertisements are clear and honest: tasks, working hours, benefits and team culture
• Job platforms like Hogastjob support -  and place capable employees quickly and easily.  
• Fast processes make the difference: short paths, fixed feedback, clear steps
• Practical checks help: short trial work, structured interviews, references
• Season and location always play a role - plan early and actively use networks

Remember: In hotel recruiting, you score points with speed, clear communication and a good feel for people.

A good start determines whether someone stays. The initial period after the job offer and the trial period are therefore particularly important. 

The challenge: Onboarding is particularly important in the hotel industry because everyday life often starts immediately with full intensity. This means that, on the one hand, the new team members need to have all the important information to hand quickly. On the other hand, it is important to support them and their progress in the long term. 

The opportunity: If you are well organized and come up with effective onboarding documents and systems, a lot can be automated - without a lot of work for you, but with maximum employee satisfaction. 

• A plan for the first few days provides security - even during stressful shifts.
• Mentor or buddy systems take the pressure off managers, strengthen teams and accompany newcomers over a longer period of time.
• Clear standards help: Provide clothing, tools, procedures, contact persons, house rules - this scores points with employees.  
• Incorporate feedback early on: short check-ins after 1 week, 1 month, 3 months.

Tip: Onboarding is not just "introduction" - it is commitment from the very beginning.

Many hotels are experiencing a shortage of skilled workers. This makes it all the more important that good people stay - and can develop.

The challenge:  Hotels and restaurants have not had a good reputation in recent years when it comes to employee culture. The good news is that a lot has changed in this area. 

The opportunity: As an HR manager, you actively contribute to the reputation of the industry by communicating clearly and respectfully with your company. 

• Appreciation needs rhythm: praise, clear goals, genuine interest - and regularly at appropriate intervals
• Further training has a direct impact: specialist training, language courses, management development
• Make career paths visible: from apprentice to ward manager, from front office to HR role
• Think honestly about working time models: part-time, 4-day models, plannable days off, seasonal logic

Note: Commitment arises when work can be planned and development is possible.

Sufficiently plannable free time - that's what many team members want, even in the catering industry. 

The challenge: In many companies, duty scheduling is the biggest lever - and at the same time the biggest stress factor. HR is often caught between desire and reality: team members need to be able to plan, while operations need flexibility.

The opportunity: Many new models have already been tried and tested that meet both the requirements of the employer and the wishes of the employees. 

• Transparency reduces conflicts: rules for requests, exchanges, last-minute changes - that apply to everyone!
• Good planning starts with data: Utilization, events, seasonal peaks, sickness rates.
• Fairness does not mean "all equal", but "comprehensible".
• Manage breaks, rest periods and overtime properly - this protects the team and the business.

Important: A plan that looks good on paper must work in everyday life. Regularly ask the teams what is realistic. This also strengthens loyalty - because employees realize that they and their needs are important.

HR in the hotel industry is challenging - and that is precisely why it is so important. This job only works in a hotel if there is teamwork. When management, department heads and teams work well together, everyone benefits - especially the employees. So: stay close, ask questions, make processes understandable and celebrate small steps forward. This is often the beginning of big change.

If you want to get started in HR or personnel management - or are looking for the next step in the office sector: at HOGASTJOB you will find a wide range of vacancies and employers that suit you.