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Endrich Reveil

Hospitality, Tourism and Leisure - Document - 0 views

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App Mobile event planner meeting hotels technology

shared by Endrich Reveil on 02 Mar 15 - No Cached
  • Conrad Hotels and Resorts said it has added a new and intuitive Conrad Meetings function to the award-winning Conrad Concierge mobile app.
  • Conrad Meetings functionality within the brand's mobile app now provides a direct line to the in-house event manager from the initial inquiry through the hotel's delivery, such as adjusting the temperature of the room, refreshing catering, or requesting meeting room technology support.
  • Conrad Hotels and Resorts is a global luxury brand consisting of 23 properties across five continents. It is part of Hilton Worldwide, a leading global hospitality company.
  • Endrich Reveil on 02 Mar 15
     
    Conrad hotels have provided a new function into their Concierge mobile app, The Conrad Meeting. This app provides detail information about any of the twenty-three Conrad properties. The app can assist in adjusting meeting room amenities and provide any updates or changes to events. The Conrad Meeting allows excellent communication between hotel workers, event managers, and guests. Technology has provided convenience ways to make jobs easier and more efficient. Conrad had just made planners job a lot much smoother in their operational process when things or last minute things need to get done.
Jia Kim

Marketing via video documentary in Facebook - 0 views

www.hospitalitynet.org/...4062041.html

Conrad facebook Social media campaign

shared by Jia Kim on 06 Sep 13 - No Cached
  • Conrad Connections
  • social media campaign with video series connecting travelers
  • a digital documentary series in which
  • ...4 more annotations...
  • globally renowned cultural curators and opinion leaders discuss what they find inspirational about their home cities
  • enable guests and visitors to find meaningful connections with the cultures that surround them"
  • theConrad Connectionscurators come from diverse backgrounds including gastronomy, fashion, media, industrial design and architecture.
  • be able to tap into these local influencers and prestigious members of social and professional circles to inspire our guests and enrich their individual travel experiences."
  • Jia Kim on 06 Sep 13
     
    Conrad hotels launched a new video documentary through their facebook. That video documentary enabled guests to find meaningful connections with the cultures that sorround them. For instance, Conrad Seoul video shows not only Conrad's features but also introduces food cultures in Seoul including traditional and modern cuisine. This documentary video can be found on facebook.com/conradhotels. That kind of marketing via social media could be effective due to the easy access for whom to use SNS.
nbakir

How fabricators can continue to survive the pandemic - 0 views

www.thefabricator.com/...ntinue-to-survive-the-pandemic

hotel technology hospitality

shared by nbakir on 07 Oct 20 - No Cached
  • nbakir on 07 Oct 20
     
    The article by Conrad and Branton (2020) focuses on the need for technological changes in the metal fabrication industry as a means of compensating for the declined operations for metal manufacturing companies. The article's data was collected from a sample of 330 individuals from the metal manufacturing industry, from different demographical groups. While focusing on the current coronavirus pandemic, Conrad and Branton (2020) note that approximately 90% of people are affected by the pandemic, with 60% being directly or severely affected. The resulting effect is noted as the reduction in the companies' productivity, resulting in dormancy or loss of investments. Approximately 70% of businesses are recorded as expecting lower sales for the year 2020, with 90% registering declined sales in the food and beverage industry. Conrad and Branton (2020) provide that, in solving the issue of dipped productivity and sales, companies may focus on improving their strong points. This focus may be aimed at the issue of uncertain demand in the market, resulting in the need for more effective product mixes. On the other hand, they may focus on meeting the specific customer need through partnerships with vendors. The proposed strategy, in this case, is adopting the Design for Manufacturability (DFM) framework. This means organizing and automating the entire manufacturing process, retaining only the most relevant members of staff. Further, this focuses on standardizing the products to serve multiple purposes, making them easier to manufacture in bulk. The article further provides that approximately 34% of manufacturing companies have considered automation to increase quality and productivity (Conrad and Branton, 2020). Moreover, such aspects as marketing may also be considered in the redesign process. Overall, the article provides that businesses cannot exercise laxity by waiting for normalcy to return, but must be innovative and adapt to the changes in order to survive.
Donald Wojciechowski

Meeting Planners Use Hilton's e-Events to Create Custom Web Pages | News | Hospitality ... - 0 views

hospitalitytechnology.edgl.com/o-Create-Custom-Web-Pages54185

meeting planners

shared by Donald Wojciechowski on 24 Jul 13 - No Cached
    • Donald Wojciechowski
      Donald Wojciechowski on 24 Jul 13
       
      The Hilton Family of hotels has launched a new feature for event planners to create their own custom web pages for groups of 25 or more. The feature will be called e-Events and will be available at the following brands: Hilton, Conrad, Doubletree, Embassy suites, Hampton Hotels, Hilton Garden Inn, Hilton Grand Vacations, Homewood suites by Hilton, and the Waldorf Astoria Collection. The service is customizable for business groups, special events and sports trips at hotels in North America. Bob Brooks, vice president of eSales feels the service will give more choice and better control to a meeting planner because the service will be available 24/7. One of the features for planners is the Guest List Manager. This feature will give planners real time access to their group's reservation details.
  • Following the launch of its online group bookings for small functions of up to 25 guest rooms, called e-Events, the Hilton Family of Hotels has launched the next phase of its electronic event planning tool: complimentary Personalized Group Web Pages.
  • Features of the Personalized Group Web Pages include:
  • ...4 more annotations...
  • ability for event planners to create their own Personalized Group Web Page
  • Complete control placed in the hands of the event planner without depending on hotel
  • A means for event planners to promote their events and display important event details for attendees/guests
  • A booking mechanism that directly links to the group block
  • Donald Wojciechowski on 24 Jul 13
     
    The Hilton Family of hotels has launched a new feature for event planners to create their own custom web pages for groups of 25 or more. The feature will be called e-Events and will be available at the following brands: Hilton, Conrad, Doubletree, Embassy suites, Hampton Hotels, Hilton Garden Inn, Hilton Grand Vacations, Homewood suites by Hilton, and the Waldorf Astoria Collection. The service is customizable for business groups, special events and sports trips at hotels in North America. Bob Brooks, vice president of eSales feels the service will give more choice and better control to a meeting planner because the service will be available 24/7. One of the features for planners is the Guest List Manager. This feature will give planners real time access to their group's reservation details.
anonymous

Hotels and Resorts Ramp Up Sustainability Efforts - The New York Times - 0 views

www.nytimes.com/...sustainability-ecotourism.html

hotels resorts sustainability Hospitality Green

shared by anonymous on 07 Sep 19 - No Cached
  • Hotels and resorts have started to act by ramping up efforts to reduce or eliminate completely their resource and energy consumption.
  • “Sustainability is more than energy conservation or recycling; it is about sustaining communities for the tourism product.”
  • While Marriott International and other large chains have promised to eliminate items that never fully decompose, like plastic straws, there is still a lot more work to be done.
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  • The 114-room Conrad Bora Bora Nui resort in French Polynesia has developed 17 different underwater coral structures around its resort with the mindset to regenerate them. This is done using a “Biorock” technique (passing a low-voltage current through electrodes in the water) developed by the marine biologist Denis Schneider. The process is currently considered among the best ways to fight coral mortality.
  • With assistance of the tour leader, they help transplant the coral to the sea bottom to ensure it is able to continue its growth.
  • The resort also designed open-air rooms to allow natural breezes to cool the areas, eliminating the need for air-conditioning.
  • Solmar Hotels and Resorts in Cabo San Lucas, Mexico, heats water (including in its pools) using photo-thermal panels.
  • this energy savings translates into fewer emissions into the atmosphere (or the equivalent of pulling 198 gasoline-run cars out of circulation).
  • The Spectator Hotel in Charleston, S.C., recently established a food waste diversion program where half-eaten food items such as fruit and pastries are put into a digester that turns them into reusable water.
  • The Palms Hotel & Spa in Miami Beach organizes three-hour-long beach cleanups every three months.
  • ayenkiah on 07 Sep 19
     
    Sustainability has been a primary focus for many hotel companies around the world. There are many initiatives that are being created other than your everyday recycling. Fairmont Mayakoba has implemented a tour in which guest can assist in the transplant of coral to help their growth. Hosteling International USA has also become the first of it's kind to develop a system that monitors shower to last at most seven minutes in it effort to conserve water. These are just some of the many ideas that are taking into effect to further progress sustainability within hotel operations.
  • anonymous on 08 Sep 19
     
    As guests are getting more environmentally friendly, being sustainable is an important aspect of hotel operations. Before they book a hotel, a lot of guests will look for or read about the hotel's social responsibility program. Hence, going green would bring in more revenue by attracting more guests.
  • anonymous on 21 May 20
     
    This article explains several ways that hotels and resorts are helping in the fight for sustainability. Some resorts have completely eliminated the use of air conditioning and other ways to get energy for running electricity. For example, the Jade Mountain resort in St. Lucia has designed all their rooms to be open-air rooms which allows for breezes to come through the rooms and ultimately cool down the rooms. This, in turn, eliminates the need for air-conditioning all together. Some hotels are even offering classes on how to live a more sustainable and eco-friendly lifestyle. Hotels and resorts have worked towards saving coral reefs, energy and water conservation, preserving food and re-purposing waste, and creating eco-minded communities.
Xu Wang

Emerald | Have human resource information systems evolved into internal e-commerce? - 0 views

www.emeraldinsight.com/journals.htm

shared by Xu Wang on 01 Dec 12 - No Cached
  • Human resources (HR) have been a well-established function in organizations for decades,
  • the department was typically perceived by many organizations as a “necessary evil,” that is to say, as an essential but in no way profitable or advantageous element,
  • even at the current time HRIS is not limited to technological elements alone, such as computer hardware and software applications, but also includes the people, policies, procedures, and data required to manage the HR function.
  • ...55 more annotations...
  • Nevertheless, these well-accepted attributes of HR have been challenged in the past few years, as several indicators reflect fundamental changes within the HR function,
  • although little has changed in this function over the past decades, there are growing expectations that HR will improve corporate competitive advantages by adding real measurable value to the organization.
  • The apparent difficulties in upgrading HR to a strategic position in organizations result in missed opportunities especially in hospitality and tourism, where the human capital has substantive potential to improve the competitive advantage of enterprises, particularly due to the growing competitiveness of the industry, as well as the centrality of the human element in the delivery of hospitality products and services
  • The second change in contemporary HR which, interestingly, is closely related to the previous one, is the growing trend of incorporating advanced information technology (IT) in HR practices.
  • There is extensive evidence to the growing transfer of HR functions to digital formats, as can be seen in the growing popularity of human resource information systems (HRIS) among organizations. HRIS is currently perceived as one of the important factors influencing the role of the HR function, as well as the workplace as a whole. Although in many aspects, technology remains under-utilized in HR functions (Jones and Hoell, 2005), recently its effects have begun to be evident in many organizational aspects,
  • Furthermore, it is widely argued that the adoption of HRIS is likely to promote HR to the awaited position of strategic partner in the organization. The main reason for this is that by using HRIS, HR professionals can improve their performance by gaining better knowledge of the organization and its employees, thus facilitate participation in strategic planning and implementation. In addition, by improving the efficiency and effectiveness of the HR day-to-day administrative tasks, HRIS allows the HR staff to dedicate more time to strategic decision making and planning, which consequently provides more value to the organization to enhance its position within it
  • modern HRIS make optimal use of internet and web capabilities for performing their tasks
  • successful HRIS support the planning and implementation of managerial key processes in the organization, such as executive decision making, technology selection, interdepartmental integration, and organizational reporting structures.
  • Intranet-based employee self-service (ESS) provides employees direct access, mainly through a web browser but also through a centralized kiosk, to personal HR-related information. Thus, the employees can individually handle transactions that used to be carried out by HR personnel,
  • Both MSS and ESS create a trend of delegation of responsibilities and activities that were once considered to be the domain of HR professionals and administrative personnel, directly to employees and managers
  • HRIS was seen mostly as a special form of office automation systems, the emphasis being on reducing costs and staff while making the standard HR tasks more efficient
  • In addition, in today's workplace the HR tasks have become more complex, along with organizational trends such as globalization, consolidations, strategic partnerships, and greater than ever governmental and regulatory reporting requirements for employees.
  • Therefore, from the administrative perspective, by providing powerful computing capabilities, HRIS are changing and improving procedures and processes that were carried out less efficiently before,
  • the automation of routine transactions provides HR professionals with time to perform strategic functions related to the human capital
  • HRIS allow the firm to be proactive in HR planning, by giving managers a constant flow of employee information
  • since HRIS can significantly improve the way employees and managers communicate with each other through various communication channels, this improves the flow of information and expertise throughout the organization, thereby enhancing the firms' strategic capabilities
  • Another prominent perceived characteristic of the HR function has been its reliance on relatively low-tech methods in implementing its tasks
  • Although HRIS can provide both administrative and strategic advantages, it should be noted from the onset that they are usually expensive systems to purchase and implement. Designing and implementing customized HRIS, adapted to the specific needs of the organization, will significantly enhance its functionality, but will result in increased software and hardware costs, as well as time-to-deployment
  • the initial costs of developing such HRIS are high,
  • In order to reduce the costs of HRIS, an organization can purchase off-the-shelf applications composed of HR database programs, aimed at meeting the general needs of HR functions
  • These findings point to the vital need of the HR function to provide evidence of the effectiveness of HRIS, for the purpose of attaining the executive management support for the change.
  • for a successful implementation of HRIS, it is no less important to obtain the support of managers and employees in the organization. Although modern HRIS offer clear advantages to managers, through the use of MSS, for better management of their staff, the implementation of such systems is likely to be followed by a certain level of resentment on the part of the managers. Since MSS transfer the responsibility of performing employee HR-related transactions from the HR staff to the direct managers, many of them are frustrated since they feel that additional administrative tasks are being imposed on them
  • Another relatively common problem, concerning both the implementation and the flowing management of HRIS, is the question of who is in charge of the system. Since the successful development of HRIS requires the input of both the IT and the HR departments, it is not uncommon for disputes over areas of responsibility to break out between these departments.
  • Other territorial conflicts around HRIS may arise when departments feel that the system expropriates some of its authorities; for example, the payroll department might resist HRIS that combines payroll functions. A possible solution to such a problem can be the establishment of cross-functional teams that run HRIS projects
  • the implementation of HRIS raises both ethical and legal issues that need to be addressed by the organization. First, the use of relational database technology provides access to more detailed employee information than ever before.
  • Second, HRIS usually contain private information on the employees, while the access to this information is often allowed to employees outside HR, as well. As a result, some employees feel that their private lives are not protected adequately.
  • The hospitality industry is characterized by a higher turnover rate than other sectors of the economy
  • Traditionally, HR in organizations has utilized low-tech methods in recruitment.
  • Internet recruiting benefits both the organization and the job seeker's perspectives (Pearce and Tuten, 2001; Singh and Finn, 2003). The benefits to the recruiters include: Cost savings, as it is significantly cheaper to advertise on the internet than in a newspaper. Compared to the use of professional search firms (also known as headhunters) the amounts saved are even higher. Recruiters generally receive more applications, which results in a greater pool of candidates from which to choose. Recruiters may receive applications faster, often even on the same day a position is announced. Improved ability to target a specific audience, thereby decreasing future turnover. Time saving, as more unqualified or unfit applicants can be eliminated, through online contact, in the initial phases of the recruitment process.
  • On the other hand, internet recruitment is not without limitations.
  • Once the recruitment process has ensured a large pool of applicants to choose from, the next phase is to select the most suitable candidates.
  • Traditionally, these selection methods involve the visit of the candidate to the organization or, to a lesser degree, to an assessment center, for interviewing, pen-and-paper testing, or situational testing, including group dynamics.
  • The use of advanced technology allows the selection process to complete the widespread online recruitment methods.
  • Nevertheless, the main impact of technology in selection procedures is in relation to employee interviewing and testing.
  • Anderson (2003) broadly described the prominent technology-based selection procedures, along with an assessment of their acceptance and effectiveness.
  • Adequate training is essential in providing quality services, yet traditionally hospitality organizations have not invested adequate resources in training their employees (Conrade et al., 1994). Most of the knowledge and skills of hospitality employees is transferred through on-the-job training,
  • However, as noted by Collins (2004), delivery of organized and structured training programs in the hospitality industry is a constant challenge, mainly because of the size and geographical dispersion of the workforce, as well as the extensive resources – financial, work, and time – needed to establish in-house training programs.
  • Although technology-based training methods have been available for a long time, the hospitality industry has usually lagged behind other sectors in adopting them.
  • Web-based training (WBT) can deliver courses nationwide or worldwide at all time zones to any connected computer, and is easy to update and monitor.
  • Effective performance evaluation plays a critical role in the successful implementation of organizational strategy and in gaining a competitive advantage. Therefore, in addition to important HR decisions that greatly rely on performance evaluation, such as promotions, outplacements, dismissals, many organizations link performance to compensations and rewards. As noted by Bowley and Link (2005), a performance-based compensation plan, often known as “pay-per-performance,” should reflect the organization's goals.
  • the traditional methods, based on a disconnected blend of discrete applications, spreadsheet programs and paper-based systems, to communicate goals, track employee performance and manage compensation, are insufficient in the contemporary challenges of linking performance evaluation to organizational strategy (Bowley and Link, 2005). Yet, although sophisticated HRIS were developed to meet these contemporary challenges, Ensher et al. (2002) found little effect of HRIS on the process of performance management among HR executives, who still rely on paper-and-pencil administration and hard copy documentation of employee evaluation.
  • Nevertheless, CPM has drawbacks that are highly relevant to a service industry such as the hospitality industry (Miller, 2003). The main concern that CPM raises is that reliance only on quantitative criteria is likely to lead to the neglect of more qualitative aspects of performance.
  • Consequently, an effective CPM must be followed by the establishment of an employee development plan, designed in collaboration with his/her supervisor. The second application of technology in appraisal management is online evaluation and appraisal software (Miller, 2003). In contrast to the aforementioned CPM, in these cases technology facilitates delivering performance feedback, rather than generating the actual evaluation outcome.
  • 360° feedback,
  • In addition, evaluation software packages can be used as stand-alone applications or as an integral part of the organization's HRIS, which offers computerized standard evaluation forms. The use of user-friendly software in evaluating employees allows managers to focus more on the contents of the evaluation, rather than on the forms.
  • Therefore, the use of computer software programs allows better coping with these challenges, while saving time and money.
  • While the organization enjoys the reduced need for complex bureaucracy, the employees enjoy better control and enhanced anonymity, as there is no need for dealing directly with HR staff on personal financial matters.
  • The use of HRIS has significant impact on the current affairs between the management and the employees, as well as the characteristics and the environment of the contemporary workplace. From the administrative perspective, through the HRIS the managers and the employees have access to relevant information on employee work rules, policies, and regulations on issues like privacy, illegal discrimination, and work diversity. In addition, the HRIS can assist discharged or displaced employees in finding alternative employment, by providing links to career counselors, training programs, and information, all of which are required for a successful and effective job search
  • technology has changed the nature of the workplace and employer-employee relations more fundamentally than just providing more accessible information.
  • Traditional e-commerce technology provides product/service, promotion, placement, and pricing strategic initiatives to external constituents through the use of extranet platforms merged with intranets (for instance, customer relationship management). HRIS technology provides the same initiatives through the use of intranets merged with extranet platforms (for example, recruitment). Thus, HRIS technology may be considered to represent internal e-commerce systems, which are crucial to the alignment of HR functions within strategic initiatives aimed at sustainable competitive advantages.
  • The evolution of HRIS platforms provides a range of tools for use by enhancing employee-employer relationships. The full service range of HRIS functions brings human capital closer to the strategic direction of the organization.
  • However, the technology is merely a tool that may enhance strategic alignment.
  • There is also evidence from the literature that a disengagement of the HR function from strategic initiatives exist in many hospitality enterprises.
  • It is common knowledge that the hospitality industry is labor intensive with many points of intimate service interactions of long duration. HR will produce sustainable competitive advantages for those firms that include the HR function in a united strategic direction.
  • The literature identifies the advantages of aligned human capital as a means to accomplishing sustainable competitive advantage for enterprises.
  • Xu Wang on 01 Dec 12
     
    This article is a research paper did by Amir and Beer-Sheva. The purpose of this paper is to discuss the impact of technology on the human resources function in organizations, in general, and in hospitality firms, in particular. At the beginning, it introduced the role of human resources department in organizations for decades. And the trend or changes in contemporary human resources. Then it came out that we cannot skipped the effect of technology on the HR function, especially in tourism and hospitality industry. So, next it gave the definitions of HRIS by introducing technology. And list some advantages and challenges of using HRIS. In the end, it listed how technology put infusion across HR function, including recruitment, selection, training, performance evaluation and compensation, payroll, benefits and pension administration, labor relations and outplacement.
lumduan roth

Meeting Planners Check-in to the Cloud at Hilton Worldwide - 1 views

www.hospitalitynet.org/...4063587.html

event planning

shared by lumduan roth on 18 Feb 14 - No Cached
  • Participating hotels within the Hilton Hotels & Resorts, Waldorf Astoria Hotels & Resorts, Conrad Hotels & Resorts, DoubleTree by Hilton and Embassy Suites Hotels brands are part of Hilton Worldwide's Connect+ program, which provides a high level of event expertise and planning support. Each Connect+ hotel is located in a destination city with features including more than 450 guest rooms or more than 40,000 square feet of meeting space. "When planning large events, meetings and conventions, circumstances change often and decisions need to be made quickly," said Joyce Inderbitzin, vice president, events and catering, Americas, Hilton Worldwide. "getplanning enables our clients to exchange information seamlessly and securely between all stakeholders in real-time." getplanning features include: Organized and detailed approach to planning with real-time communication Document access from one centralized location (contracting, planning, on-site and post-event archive) Efficient dissemination of information with chronological organization Single-click to planning assets (floor plans, menus, Passkey and more) Ability to manage third-party vendors and activities Reply to getplanning correspondence directly from own email inbox Use of mobile devices on-site elevates the planner experience, including access to daily pick-up reports, food and beverage and banquet checks, weather, etc. Systematic approach to manage all customer meetings and events
  • lumduan roth on 18 Feb 14
     
    This is another innovation utilizing the cloud based computing in the hospitality industry. I am delighted to see advancement of the industry with implementing technology. The possibilities seem endless. With this planning platform, the world is really on our finger tips.
alexsolano36

Hotels and Resorts Ramp Up Sustainability Efforts - 1 views

https://diigo.com/0gjaxs Because this is from the New York Times, it won't let me share it via Diigo. However, I have included the link to my annotated version. This article was very interesting b...

technology green tech sustainability

started by alexsolano36 on 17 Jan 20 no follow-up yet
sydneywolfson

The Impact of AI on the Hospitality Industry | by Willa Zhou | Towards Data Science - 0 views

towardsdatascience.com/spitality-industry-8ba7adb66be

shared by sydneywolfson on 04 Feb 22 - No Cached
  • Countless hospitality industry leaders are increasingly leveraging the use of one specific tool in their hotels to increase personalization and exceed customer expectations: artificial intelligence or more commonly known as AI.
  • More and more hotels, especially large global hotel chains such as Marriott International, Hilton Hotels & Resorts, and Caesars Entertainment, have started implementing the use of AI in their hotels in the form of chatbot messaging, AI powered customer service, and data analytics in hopes of redefining the current industry standards on a personalized guest experience.
  • Marriott International, for example, has multiple chatbots including Marriott Rewards chatbots which are available on various platforms such as Facebook Messenger, Slack, WeChat, and Google Assistant (Bethesda
  • ...6 more annotations...
  • By allowing guests to communicate in their native languages, chatbots seamlessly remove the language barrier with guests from all over the world
  • ilton introduced the world’s first AI powered hotel concierge robot named Connie, after its founder Conrad Hilton,
  • Connie was developed in collaboration with IBM with three main goals in mind: to decrease wait time in line, provide added efficiency in hotel operations, and surprise guests with an innovative and completely unique too
  • Connie is able to inform guests on hotel features, local attractions, and dining recommendations just like any front desk agent, concierge, or hotel phone operator would
  • Besides customer service improvements through chatbots and concierge robots, AI has also impacted the hospitality industry with the use of data analytics.
  • AI demonstrates a real promise in increasing convenience, enhancing personalization, as well as raising satisfaction and loyalty for hotel guests
  • sydneywolfson on 04 Feb 22
     
    This article talks about AI in hotels. For example, the article mentioned the use of chat boxes for Marriot International. Another example is Connie, the first AI powered hotel concierge robot at the Hitlon. It is a unique tool and can help decrease wait time and provide added efficiency in hotel operations.
amoon008

Artificial Intelligence for Hotels: 9 Trends to Know | Cvent Blog - 0 views

www.cvent.com/...ficial-intelligence-for-hotels

intelligence hotels

shared by amoon008 on 28 Mar 21 - No Cached
  • using artificial intelligence for hotels is “not just a matter of gaining a competitive advantage; it’s imperative in order to stay in business.
  • “94% (of C-level executives) reported that artificial intelligence would ‘substantially transform’ their companies within five years
  • 49% of survey respondents say that the hotel industry ranks right in the middle at a grade of “C” for artificial intelligence implementation
  • ...15 more annotations...
  • Hyperdynamic pricing allows booking engines to automatically search social media, past user data, and even world news to display rates that maximize earning potential.
  • Improve revenue management and help save the environment with energy, water, and waste-monitoring tools.
  • Chatbot translators can quickly identify languages used by website visitors based on their location. They can also translate scripts on the fly and manage simultaneous guest inquiries from all over the world
  • AI is already changing the guest experience across the travel lifecycle, including the on-property experience
  • Consider chatbots for your hotel if you’d like to create consistent guest experiences and free up time for front desk staff to provide the best possible service for guests who are physically present. 
  • Hotels such as the Radisson Blu Edwardian in London and Manchester use artificial intelligence concierges to check guests in or out, order room service, and answer questions 24/7
  • Artificial intelligence is used in the hotel industry for revenue management, guest experience, and the automation of daily operations.
  • Cvent Passkey for Hoteliers uses smart technology to maximize the sales potential of existing business, improve the booking experience, and seamlessly organize all related departments.
  • Machine learning (a subset of AI) makes it easy to automatically collect, store, and analyze data from across a variety of online sources. 
  • "Wow" event planners with products such as Cvent Event Diagramming — an intuitive tool used to create 3D diagrams of event spaces.
  • Hilton and IBM teamed up to create Connie (named after Conrad Hilton), the first in-person customer service robot for hotels. The AI model can learn from guests and adapt over time while answering questions, fulfilling simple booking tasks, and improving its own speech over time. 
  • Hospitality recruiters are using machine learning to hire hotel employees in ways that go beyond the outdated resume model. Using personality profiles of existing team members and gamification-based tests, IHG and other top hotel brands have recruited thousands of employees. 
  • Keep an eye out for the tools, gadgets, and platforms that aren’t available now but are set to create a noticeable impact on the industry
  • Look out for passports with guest health information built in so medical professionals on or offsite can quickly access information such as their medical history, current medications, and allergies in an emergency.  Stay tuned for star ratings for hotel guests so properties can see information about their past stays. Look forward to robots as support staff to help ease the burden of late-night shifts and the effects of a high turnover industry. 
  • While AI robot concierges, room service delivery, and cleaning machines have the potential to replace 25% of today’s hospitality workforce, experiments such as Henn na Hotel in Japan
  • jiayi017 on 28 Mar 21
     
    This article mainly describes the current main trends of artificial intelligence in revenue management, guest experience, and daily operations. AI's concierge service, chat robot translator, ultra-dynamic pricing, forecasting utility, team booking software review data collection, intelligent function charts, and intelligent recruitment are the main manifestations of future technological development. Through these artificial intelligence, the hotel can simplify some service procedures, provide more personalized and improve the guest's staying experience. But at the same time, we must also realize that intelligent technology cannot completely replace employees.
  • amoon008 on 07 Feb 22
     
    "AI is already changing the guest experience across the travel lifecycle, including the on-property experience."
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