Hotel training manager job description

This post includes 3 parts: duties list, job qualification and job description writing tips for Hotel training manager in details. A complete job description concludes Hotel training manager key duties/responsibilities, Hotel training manager job qualifications (knowledge, education, skills, abilities, experience…KSA model) and other ones such as daily tasks, key activities, key/core competencies, job functions/purpose…

I. List of Hotel training manager duties:

1. Assist in the hiring, training, development, and overall leadership of the front office associates.
2. Ensure that the highest level of guest service is provided at all times.
3. Work with General Manager to develop and implement short and long term department plans, ensuring overall hotel objectives are executed flawlessly.
4. Monitor budget and control labor costs and expenses with a focus on rate strategy, building initiatives and inventory management.
5. Oversee night audit functions and preparation of the daily reports.
6. Develop plans to increase occupancy and ADR through walk-ins and upselling at the hotel front desk.
7. Manage day-to-day staffing requirements, plan and assign work and establish performance and development goals for team members.  Provide mentoring, coaching and regular feedback to help manage conflict and improve team member performance.
8. Educate and train team members in compliance with federal, state and local laws and safety regulations.  Ensure staff is properly trained on systems, security and cash handling procedures, and service and quality standards.
9. Ensure front office staff provides guests with prompt service, professional attention and personal recognition.
10. Ensure guests are greeted upon arrival and make time to interact effectively with guests.  Respond appropriately to guest complaints, solicit feedback and build relationships to drive continuous improvement in guest satisfaction.
11. Conduct routine inspections of the front office and public areas and take immediate action to correct any deficiencies.
12. Check billing instructions and guest credit for compliance with hotel credit policy and ensure all transactions are handled in a secure manner.
13. Train team members on PBX procedures and serve as a central communications point during emergency/crisis situations; develop and maintain relationships with local fire, police and emergency personnel.

II. List of Hotel training manager qualifications

1. Possess excellent written and verbal communication skills.
2. Be able to deal with frequent change, and adapt to occupancy-based business needs.
3. Be willing and able perform front desk shifts as needed to ensure efficient operations.
4. Strong computer aptitude and demonstrated ability in OPERA and Holidex systems
5. Demonstrate excellent guest service skills, proven conflict resolution skills, and proven leadership skills to drive initiatives to improve the team and the business.
6. Able to multitask and prioritize departmental functions to meet deadlines.
7. Approach all encounters with guests and employees in an attentive, friendly, courteous and service-oriented manner.
8. Maximize efforts toward productivity, identify problem areas, and assist in implementing solutions.
9. Understand and evaluate complex information, data, etc. from various sources to meet appropriate objectives.
10. Develop employee morale, and ensure training of Front Office personnel.
11. Maintain confidentiality of information.
12. Have a comprehensive knowledge of Night Audit functions and processes.

III. Tips to write job description

1. Too-long job description:

Looking at a too-long job description can frighten the candidates off and drive the away. A job description, no matter how important the job is, should not be included in more than 3 pages. If one focuses on too many things at a time, he shall definitely lose focus on the main items and get overwhelmed by the remaining; So, keep it concisely.

2. Too-short job description:

While too-long can be a problem, too-short is more a problem. It will ruin the meaning of the job description. A too-short one means it lacks necessary details and therefore, the candidate will not be able to understand while reading it.

3. Listing unnecessary functions or job duties:

Just classifying these into the “others” category will save you a lot of effort and space. On the other hand, the job description will become more dilute and easy to be neglected.

4. Key functions

Not listing key functions as required for the job can be a fatal mistake to a job description.

5. Grammar and spelling

Poor grammar and having spelling errors can ruin the job description, too. Never think that as you are the employer, you may have the right to make grammar or spelling errors while requires other not to. A job description with such errors is easily to be mistaken as a fake or ghost ads; as a result, the candidate will turn away from it.

6. Not specific enough:

Be specific and concise; if you don’t address the specific, then what the job description is for. It is for the candidate to understand just exactly what he needs to do or needs to have. Lacking details can confuse the candidates very well.

7. Not having the job description reviewed by others:

This is also a common mistake. One may be subject to bias, but more than one, especially with the help of those external advisor, the job description can be more perfect.

8. Using buzzwords or abbreviations:

In fact, it is not necessary at all to use such in a job description.

9. Using slang or legal words:

Just use common wording to communicate with others and don’t do anything extraordinarily.

10. Not updating the job description:

The same job may require different duties and responsibilities in different times, so, you cannot use the same job description for 2 different times.

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