Fast-tracking the next generation of hospitality leaders

We turn the tables on top hoteliers and ask them the hardhitting questions you want answered. Here’s what they said…

LOUVRE HOTELS GROUP MENA Amine E. Moukarzel PH.D PRESIDENT Do you have an association with an educational school or an in-house program?

Immersive learning is a paradigm shift in employee training. Therefore, there is a plan for bringing it into our organization. Adoption requires a thoughtful commitment from the business to transform its approach to employee development, as well as identifying the right use for the technology that can truly drive impact. For this, we intervene to open new advanced pathways to some of our executives and enroll them with Cornell University, the Emirates Academy for Hospitality and Vatel: International Hospitality Management School. All executives who enroll in any program have to meet an obligation, upon their return to their workstations, to transfer their learnings and their new skills to the operation. There are certain conditions to be agreed upon, prior to any enrollment, and that is that it will always be at the discretion and motivation of the company. Our in-house program remains part of any training curriculum.

How are you preparing employees for their new position/advancement?

We initially meet the employee concerned and assess their knowledge, skills and attributes using the method that we see as most efficient, taking into consideration their ambitions, career path and intellectuality, also supported by the direct manager. The employee will then need to pass through a tailored in-house training program, with different platforms that support the employee type and level of interactivity applicable to the new role. The employee will be given a period of three months to prove their capability in handling the new task. During this period, the employee will often be coached, mentored and assisted to make their own decisions when permissible. Where there’s a will, there’s a way...