YHS Hotel Employer Ranking 2015

Transcription

1 YHS Hotel Employer Ranking 2015 March 2015 Ji Min Lee & Laura Walter

2 Table of Contents Introduction... 2 Young Hoteliers Summit... 2 Company Specific Report... 2 Methodology... 2 The Survey... 3 Sample... 3 Employment in the Hospitality Industry... 6 Part 1 Employment criteria... 7 Importance of criteria... 7 Part 2 Employer Ranking... 8 Employment criteria... 8 Global employer ranking st Place nd Place rd Place Best in Class Advice to employers of the hospitality industry End of report Limitations Contact

3 Introduction Young Hoteliers Summit Young Hoteliers Summit (YHS) acts towards improving professional opportunities for young talent in hospitality by fostering a dialogue on employment between hospitality companies, educational institutions and the future leaders in the hospitality industry. It ultimately develops actionable proposals, aligning its three main stakeholders regarding their mutual expectations, capacities and aspirations. This report has been generated with the aim of putting global hotel companies in the spotlight by showing the perception of young talents worldwide. This project was conducted in order to approach employment challenges and employer preferences of hospitality students. Inevitably, offering employers and educational institutions an insight into the views and priorities of the future generation. Company Specific Report This is the generic hotel company employer report and as such features information that is relevant to any hotel company trying to understand the perception of young talents regarding career goals and employment. For companies that were ranked, YHS can provide a more in depth analysis upon request, provided that the company received sufficient responses for the creation of such an analysis. Please contact rankings@yhsglobal.com for further information. Methodology This report is structured in two parts. The first part evaluates the importance of the employment criteria with the objective of identifying what factors influence the decision of future employees of the hospitality industry when choosing a company to work with. The second part contains the YHS Hotel Employer Ranking which presents the most desirable employers in the global hotel industry based on the employment criteria. 2

4 The Survey Sample The survey was circulated amongst top hotel management schools worldwide for 1.5 months and was successfully completed by students and alumni originating from 99 countries and 47 different institutions. After analyzing the feedback of the survey of previous years, it was decided to create a shorter survey with the aim of improving the completion rate. In total, respondents responded to the survey with a completion rate of 64% which is an increase of 25%-points compared to the survey conducted in Below the geographical origin of the respondents is presented (respondents originated from the countries highlighted in blue). 3

5 Students and alumni of the following hotel management schools took part in the survey 97% of all respondents 3% of all respondents Ecole hôtelière de Lausanne Institut de tourisme et d'hotellerie du Quebec (ITHQ) Glion Institute of Higher Education University La Sagesse Haaga - Helia University of Guelph Stenden University University of Houston - Conrad N. Hilton College of Hotel and Restaurant Management NHTV - Academy of Hotel Management Oxford Brookes University Les Roches (Switzerland) Maastricht Hotel Management School Shannon College of Hotel Management Bahrain Institute of Hospitality and Retail WLL Swiss School Tourism Hospitality (SSTH) International University of Applied Sciences - Bad Honnef Washington State University Griffith School of Tourism and Hotel Management Florida International University Asociacion Hotelera de Colombia (COTELCO) Hotelfachschule Heidelberg University of Birmingham Beijing Hospitality Institute International Hotel School (South Africa) University of West London Escola de Hotelaria Universidade Estacio de Sá The Emirates Academy of Hospitality Management University of North Texas MODUL University Vienna IMI International Hotel Management Institute Hong Kong Polytechnic University Hotel School Vatel (Lyon) Cornell University School of Hotel Management (IHTTI) Ecole hôtelière de Genève Academie Internationale de Management (AIM) Hotel School The Hague San Diego State University Cesar Ritz Hotel School University of Surrey New York University Niagara University Ecole Hoteliere Lavasa University of Delaware Dusit Thani College Hotel Institute Montreux Swiss Hotel Management School Students vs Alumni 8.6% Over 90% of all respondents are currently studying in a hotel management school. Students Alumni 91.4% 4

6 Respondents by region Institutions by region 6% 4% 1% 0% Europe Asia 8% North America 21% 61% Africa CSA Australia & Oceania Middle East 4% 2% 0% 0% 0% 7% 87% Europe North America Asia Middle East CSA Australia & Oceania Africa 61% of all respondents come from Europe and 87% of all respondents are students or alumni of an European hotel management school. Respondents by year of birth Year of birth Since most respondents are students, the average age of the participants is 22.9 years. 5

7 Employment in the Hospitality Industry 70% of all alumni graduated between 2012 and Currently, 68% of all alumni are working in the hospitality industry with the graduation year being a non-significant factor. Current positions held by alumni Part-time employee Supervisor Intern Other Management Full-time employee 0% 5% 10% 15% 20% 25% 30% 35% Reasons why alumni do not work in the hospitality industry Other Slow career development No interest Working hours Work-life balance Salary 0% 10% 20% 30% 40% 50% 60% 70% Currently, 32% of all alumni are working outside the industry and have indicated the salary as the most important reason for doing so. Further, 48% of all alumni mentioned the work-life balance as reason why they have left the hospitality industry. 6

8 Part 1 Employment criteria Importance of criteria To objectively rank global hotel companies for the Employer Ranking, the participants were asked to first rate the following 10 employment criteria according to their importance when looking for a job on a scale from 1 to 5. Rank Criterion Average grade (1-5) Standard Deviation 1 Career/Advancement opportunities Learning opportunities Empowerment/Responsibility Work-life balance Salary Brand image of company Travel opportunities Job location Non-monetary benefits CSR activities of company The results show that respondents value career and advancement opportunities as most important factors when looking for a job with an average grade of 4.71/5. Learning opportunities have been ranked as second important factor where a significant negative relationship between the importance of this factor and the age of the respondent has been identified. Furthermore, participants ranked the CSR activities of a company as the least important factor. 7

9 Gender had no significant influence on the ranking of the criteria. Also, alumni and students ranked the criteria the same way, except that alumni value location and non-monetary benefits as more important, while students consider travel opportunities as a more significant factor when looking for a job. Compared to the survey conducted in 2014, salary has moved up one rank, the brand image of the company however lost one rank. Furthermore, travel opportunities have been valued as more important; however the job location seems to be of less importance than last year. Part 2 Employer Ranking Employment criteria Respondents were asked to choose 2-4 companies for which they have sufficient knowledge in and/or have worked for to give an objective rating. These companies were then rated based on the following 10 employment criteria: Global employer ranking The following table shows the ranking of the hotel companies across the entire set of respondents. The individual grade of each criterion (#1-#10) is shown next to the hotel company s name. In the last column, the overall grade of the company is presented taking into account the weight of each of the employment criteria. The average number of companies rated per respondent is

10 Rank Hotel Company #1 #2 #3 #4 #5 #6 #7 #8 #9 #10 Grade 1 Four Seasons Hotels & Resorts Taj Hotels Resorts and Palaces FRHI Hotels & Resorts The Peninsula Hotels Hyatt Hotels Corporation Mandarin Oriental Hotel Group Dorchester Collection Tsogo Sun Hotels & Accommodation Protea Hotels Banyan Tree Hotels & Resorts Starwood Hotels & Resorts Worldwide, Inc Hilton Hotels & Resorts Marriott Hotels & Resorts Six Senses Hotels Resorts Spas InterContinental Hotels Group Plc Shangri-La Hotels & Resorts Carlson Rezidor Hotel Group Kempinski Hotels S.A Jumeirah Group Accor S.A CitizenM Hotels Belmond Ltd. (Orient-Express Hotels Ltd.) Club Méditerranée Sokos Hotels NH Hotel Group Mövenpick Hotels & Resorts Millennium & Copthorne Hotels Plc Best Western International, Inc Shaza Hotels Occidental Hotels & Resorts Legend: #1 Salary #2 Non-Monetary Benefits #3 Learning Opportunities #4 Career / Advancement Opportunities #5 Empowerment / Responsibility #6 Job Location #7 Travel Opportunities #8 Work-life Balance #9 Brand image of Company #10 CSR Activities of Company 9

11 1 st Place YHS is proud to congratulate Four Seasons Hotels & Resorts on their 1 st rank in the YHS Global Employer Ranking Four Seasons Hotels & Resorts also ranked best in the categories salary, job location and brand image (see page 13). CSR activities Brand image of company Work-life balance 5 Salary 4.5 Non-monetary benefits Learning opportunities Career opportunitites Travel opportunities Empowerment Job location The graph above illustrates the performance of Four Seasons Hotels & Resorts in more detail. In order to maintain or improve the ranking, Four Seasons Hotels & Resorts could focus on areas related to work-life balance. 10

12 2 nd Place YHS is proud to congratulate Taj Hotels Resorts and Palaces on their 2 nd rank in the YHS Global Employer Ranking Taj Hotels Resorts and Palaces improved its ranking significantly (the company was ranked 16 th in the survey conducted in 2014). CSR activities Brand image of company Work-life balance 5 Salary 4.5 Non-monetary benefits Learning opportunities Career opportunitites Travel opportunities Empowerment Job location The graph above illustrates the performance of Taj Hotels Resorts and Palaces in more detail. Taj Hotels Resorts and Palaces ranked high on brand image, job location and learning opportunities. In order to maintain or improve the ranking, Taj Hotels Resorts and Palaces could focus on areas related to non-monetary benefits and work-life balance. 11

13 3 rd Place YHS is proud to congratulate FRHI Hotels & Resorts on their 3 rd rank in the YHS Global Employer Ranking FRHI Hotels & Resorts, challenge provider of YHS 2014, was able to further improve its ranking (the company was ranked 8 th in the survey conducted in CSR activities Brand image of company Work-life balance 5 Salary 4.5 Non-monetary benefits Learning opportunities Career opportunitites Travel opportunities Empowerment Job location The graph above illustrates the performance of FRHI Hotels & Resorts in more detail. FRHI Hotels & Resorts ranked high on brand image, learning and career opportunities. In order to maintain or improve the ranking, FRHI Hotels & Resorts could focus on areas related to CSR activities and work-life balance. 12

14 Best in Class The following table shows what company has been ranked best according to each criterion. Nr Criterion Winner Grade #1 Salary Four Seasons Hotels & Resorts 3.75 #2 Non-monetary benefits Six Senses Hotels Resorts Spas 3.81 #3 Learning opportunities Dorchester Collection 4.29 #4 Career/Advancement opportunities The Peninsula Hotels 4.26 #5 Empowerment/Responsibility Six Senses Hotels Resorts Spas 4.14 #6 Job location Four Seasons Hotels & Resorts 4.31 #7 Travel opportunities Club Méditerranée 4.24 #8 Work-life balance Protea Hotels 4.07 #9 Brand image of company Four Seasons Hotels & Resorts 4.73 #10 CSR activities of company Banyan Tree Hotels & Resorts 4.09 Four Seasons Hotels & Resorts was able to win 3 out 10 categories (salary, job location and brand image). Six Senses Hotels Resorts Spas was ranked best in the categories non-monetary benefits and empowerment/responsibility. Further, Dorchester collection was the winner of the category learning opportunities. The Peninsula Hotels was ranked no 1 in career opportunities. Club Méditerranée won the category travel opportunities. Protea Hotels ranked best in worklife balance and Banyan Tree Hotels & Resorts had the highest rating in CSR activities. 13

15 Advice to employers of the hospitality industry Other Be present on LinkedIn Be active on social media Offer special non-monetary benefits to employees Post vacancies on job platforms Contact students personally Be present at career fairs etc. in schools 0% 10% 20% 30% 40% 50% 60% 70% 80% Respondents were asked what advice they can give to companies to become a more desirable employer. Participants seem to value personal contact more than contact through social media. Employers are therefore advised to increase their presence at career fairs in schools and any other events that allow a personal contact with students. Further advice mentioned under Other includes: Assist with visas, accommodation etc. Have a transparent career development structure Organize workshop sessions with interviews after Offer more personalized training programs Interact with alumni network of schools Up-to-date job vacancies on company website and several other job websites Set up a feedback system in order to improve job tasks continuously Be different and unique 14

16 Furthermore, respondents were asked to think of an innovative idea that a hotel company could implement in order to increase the company s perception as a desirable employer. Most respondents would like to work in a vivid company culture where leisure and team activities play an important role. Some of the ideas are depicted below: Implement more leisure activities in order to get members of the team to know each other and to ease communication in the office Allow experiencing of other departments in the hotel other than the original position Emphasize on non-monetary benefits and work-life balance Offer the opportunity to work in the various properties from different location within a chain Implement an accessible platform where employees can post the highlights of their professional experiences with the company Offer summer internships for students in order to provide them with the opportunity to work in a company Show employees what is unique about the company and how they can create a difference by joining the team At last, respondents were asked to come up with a word to describe their motivation to work in the hospitality industry. The size of the word represents its relative frequency. 15

17 End of report Limitations The generalizability of the results presented in this report is limited by several shortcomings. The sample of respondents is relatively small and geographically biased as the largest sample comes from Europe. In addition, the size of the company was not taken into consideration which might put larger and more internationally well-known companies in an advantageous position. Contact Ji Min Lee Ji Min is a student in her final year at the Ecole Hôtelière de Lausanne where she specialized in Digital Marketing, Marketing Intelligence and Performance. Her industry-related work experience involves different departments in several luxury properties in Hong Kong and South Korea. During her recent internship at Marriott International, Inc., she participated in the development of new F&B outlets in both Hong Kong and Mainland China. She can be reached on JiMin.Lee@ehl.ch. Laura Walter Laura is a student in her final year at the Ecole Hôtelière de Lausanne where she specialized in Market, Corporate and Real Estate Finance. She has gained operational work experience in different departments of several luxury properties in Switzerland and Germany. Most recently she completed an internship at Ernst & Young Real Estate GmbH with a focus on feasibility studies and valuations of hotel and leisure properties. She can be reached on Laura.Walter@ehl.ch. 16