Discuss about the Hospitality for World Travel and Tourism Council.
The following paper is going to understand the contribution of hospitality on the future of students with education and degrees. More specifically, the aim is here to identify the general trends in employing graduates in the field of hospitality management. At the same time, opportunities and career options for graduate students as well as the criterions of the graduate employers will also be identified and evaluated.
It has been identified that currently, in the premise of hospitality sector there is an extreme shortage of properly talented individuals. It can be said that the hospitality sector is lacking from graduate employees as per the reason that the WTTC (World Travel and Tourism Council) has found difficulties in recruiting enough professionals with proper quality. Currently, the hospitality sector is having job vacancies worth of 80 million (Airey et al., 2015). As per the anticipation of WTTC, the shortfall of talented graduate people can minimize the growth of developing the opportunities for trade for the hospitality sector. On the other hand, it has been found out that instead of huge talent gap in the emerging economies, contrarily the hospitality industry is growing in a fast pace. The rate of both small-scale local business as well as large multinational companies is increasing and therefore the need for opening career doors in the particular sector is becoming highly dependent upon highly educated candidates (Duncan et al., 2013).
The opportunities for graduate candidates in tourism and hospitality are found in five distinct premises, which are customer service management, hotel management, marketing executive, outdoor activities or education managers and event organization (Gribble et al., 2017). Moreover, opportunities in the designations of casino manager and travel agents are also available. Most significantly, presently under the policy of Tourism 2020, the tourism sector of Australia, tourism employment plans are being established keeping in mind about the interested candidates, who are graduates in tourism and hospitality management education. It is interesting to note that according to the plans of Tourism 2020, the hospitality and leisure sector of Australia is going to employ more than 152,000 graduates or highly educated candidates in order to mitigate the issue of talent shortage (Hajkowicz et al., 2016). Further, it has been noticed that according to Tourism 2020, the government will encourage the companies of hospitality industry to give opportunities to the fresh graduates to become a part of the visitor economy. Therefore, following the Tourism 2020 plan, the hospitality sector is going to provide training to the newly graduate candidates. Henceforth, it can be said that in term of opportunity, the graduate candidates for the hospitality management are possibly going to find an impressive extent of employment and on job training opportunities in the future. However, it would not be feasible to anticipate that graduate degree holders without proper merit would be accepted as already the hospitality industry is suffering with talent shortages.
On the other hand, it has been found out that the graduate employers belonging to the tourism sector are interested in the Tourism 2020 plan and are contributing their best to accomplish the career opportunity plans designed by Tourism 2020. Most of the graduate employers of the hospitality management sector of Australia belong to the food, drink, retail trade, accommodation, gambling and recreation, education; road and rail transport (McPhail et al., 2015). Therefore, understandably the graduate employers are mostly from the inbound tourism premise. Following the necessity underlined by the Tourism 2020 plan, most of the graduate employers are looking for both undergraduate and postgraduate candidates who are meritorious and are capable of matching with individual designation profile.
For example, according to food, accommodation and gambling industry graduate employers, two main criterions are essential. The graduate candidates for lodging, gaming and catering management, high school diploma along with undergraduate or bachelor’s degree are necessary. On the other hand, graduate employers expect to find general attentiveness towards the guests and the capability to address the guests’ complaints among the undergraduate candidates. More precisely, graduate employers of gambling department expect to find the general humbleness and the power to oversee the game rooms among the applicants (Nachmias & Walmsley, 2015). However, the lodging management employers require and search for the ability to supervise staffs, minimum computer basic and operating knowledge and the skills to organize reservations, various room assignments and power point presentations. Nevertheless, the catering management employers like to see the credibility in the candidates in making the guests happy as well as in performing follow-ups in order to ensure steady flow of the business (Osmani et al., 2015).
Along with the educational qualification, graduate employers from the background of event management, strongly demands communication skill and the skill of making proper budget. It means the employers look for graduate applicants who have knowledge regarding accounting. At the same time, almost every employer desires to see the skill of creativity in the employers; therefore it indicates that bookish knowledge would not be enough (Osmani et al., 2015). On the other hand, safety consciousness, physical speed and attention to customer detail are three most essential aspects, which graduate employers belonging to food service and restaurant department demands. In this context, it is required to mention that for food service jobs, employers most of the times give opportunity to the high school degree holders for the position of fast food worker and waiters (Solnet et al., 2014). However, for the positions of hotel front desk and concierge or for the position of chef, the graduate recruiters strongly demand bachelor’s degree. Nevertheless, it is important to mention here that almost every graduate recruiters demands interpersonal skills, which are essentials for accomplishing guest satisfaction.
It has been understood that in term of interpersonal skills, recruiters look for the skills of active listening, collaboration, constructive criticism, creative thinking, caring, and flexibility, group facilitating, negotiating, problem solving and tolerance (Townsend et al., 2014). These are found to be some of the essential features, which are required by the graduate recruiters.
However, the degree related career options for hotel management students are impressive. For those who have done post graduation in hotel management and in tourism or carry a diploma in hotel management, have the prospects in the field of club management, hospital administration and catering, cruise ship hotel management, catering institutes, forest lodges, airline catering and tourism association (Nachmias & Walmsley, 2015). Moreover, for those candidates who have done graduation in hotel management have the prospects for being engaged in the post graduation program in the field. It has been found out that for post graduation and graduation degree holders; there are scopes of giving logistic support, becoming functions managers, casual social enterprise operational manager and supervisor. Nevertheless, it has been identified that opportunities for the diploma holders of hospitality management is also growing in the visitor information sector. The visitor information sector is fundamentally looks after the regional tourism data and maintains a firm relationship with the suppliers (Robertson, 2014). Therefore, for designations like marketing coordinator and reservation sales agent are also available for the hospitality management student.
From the above discussion, regarding the employment prospects for bachelor’s degree holders in the premise of hotel and tourism management. The above discourse is indicative of the fact that presently the tourism and hospitality industry is suffering from a huge skill and talent shortage. Therefore, as per the plan of Tourism 2020, a large number of graduate and skilled candidates will be recruited in the coming year and will be provided development or training skills for providing standard performance. The above discussion is also indicative of the fact that along with high school, college and university degree, employers seek interpersonal skills.
References
Airey, D., Tribe, J., Benckendorff, P., & Xiao, H. (2015). The managerial gaze: The long tail of tourism education and research. Journal of Travel Research, 54(2), 139-151.
Duncan, T., Scott, D. G., & Baum, T. (2013). The mobilities of hospitality work: An exploration of issues and debates. Annals of Tourism Research, 41, 1-19.
Gribble, C., Rahimi, M., & Blackmore, J. (2017). International Students and Post-study Employment: The Impact of University and Host Community Engagement on the Employment Outcomes of International Students in Australia. In International Student Connectedness and Identity (pp. 15-39). Springer Singapore.
Hajkowicz, S. A., Reeson, A., Rudd, L., Bratanova, A., Hodgers, L., Mason, C., & Boughen, N. (2016). Tomorrow’s digitally enabled workforce: Megatrends and scenarios for jobs and employment in Australia over the coming twenty years.
McPhail, R., Patiar, A., Herington, C., Creed, P., & Davidson, M. (2015). Development and initial validation of a hospitality employees’ job satisfaction index: Evidence from Australia. International Journal of Contemporary Hospitality Management, 27(8), 1814-1838.
Nachmias, S., & Walmsley, A. (2015). Making career decisions in a changing graduate labour market: A Hospitality perspective. Journal of Hospitality, Leisure, Sport & Tourism Education, 17, 50-58.
Osmani, M., Weerakkody, V., Hindi, N. M., Al?Esmail, R., Eldabi, T., Kapoor, K., & Irani, Z. (2015). Identifying the trends and impact of graduate attributes on employability: a literature review. Tertiary Education and Management, 21(4), 367-379.
Robertson, S. (2014). Time and temporary migration: The case of temporary graduate workers and working holiday makers in Australia. Journal of Ethnic and Migration Studies, 40(12), 1915-1933.
Solnet, D. J., Baum, T., Kralj, A., Robinson, R. N., Ritchie, B. W., & Olsen, M. (2014). The Asia-Pacific tourism workforce of the future: Using Delphi techniques to identify possible scenarios. Journal of Travel Research, 53(6), 693-704.
Townsend, K., Wilkinson, A., & Burgess, J. (2014). Routes to partial success: Collaborative employment relations and employee engagement. The International Journal of Human Resource Management, 25(6), 915-930.
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