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From reservation to checkout, technology aids communication and streamlines the entire guest experience. It not only expands revenue options but also helps maintain operational efficiencies for the industry.

With the global economic recovery and growing profile of domestic as well as international travelers, innovative technology is a must for the hospitality industry. The sector needs to take a proactive stance in implementing technological advances, while continually striving to build levels of service quality and guest loyalty to the boot.

With the global economic recovery and growing profile of domestic as well as international travelers, innovative technology is a must for the hospitality industry. The sector needs to take a proactive stance in implementing technological advances, while continually striving to build levels of service quality and guest loyalty to the boot.

With the global economic recovery and growing profile of domestic as well as international travelers, innovative technology is a must for the hospitality industry. The sector needs to take a proactive stance in implementing technological advances, while continually striving to build levels of service quality and guest loyalty to the boot.

North America is expected to hold a considerable share in the global On-demand Wellness Software Market.

GlamSquad

Soothe, Inc

The growing number of On-demand Wellness Software Market players across regions is expected to drive market growth further.

If you’re an owner/manager of a new-build property, there’s a great deal in favor of having as comprehensive a system as you can get, even up to the ERP level of one system managing the complete operation.  If you’re the owner or manager of a franchised brand property you have no say in which PMS to use anyway, though you’ll get the best results if all your other management systems are as well-integrated as they can be amongst themselves as well as interfacing with the PMS.

The real world being what it is, properties seldom fall into one segment or the other. Commercial city center hotels often need sales and catering systems, and many have added spas or other guest activities. Pure PMS vendors therefore developed good interfaces to link up with the third-party vendors’ systems typically used to manage these areas. Conversely, properties in the independent and resort world often already had existing point solutions in specific areas, and so vendors typically made their systems very modular and developed interfaces to link to the other vendors’ products until such time as they could, perhaps, replace them with their own modules. 

Given the varied demands of the different market segments, there will always need to be a mix of vendor approaches, but whatever else it’s attached to, a well-designed, intuitive and well-interfaced PMS module is still the core of operational success at every property.

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.

With the market continuing to be extremely competitive, revenue management and channel optimization remain key focal areas of investment for publicly traded companies as well as independently owned organizations alike.

Enhancements to CRM and loyalty programs are also on the list of investment directives.  A number of responses (almost 70 percent) indicated that they were targeting business intelligence (BI) initiatives for the coming year as part of their technical focus and in an effort to become more strategic in managing the business and targeted revenue focus. 

The investment in guest experience technology continues to be strong as hotels attract guests to hotels. There continues to be increased expenditures on key drivers such as improved Wi-Fi service, self-service mobility applications and expanding the in-room offerings.

With a number of breaches within the hospitality industry this past year, and other large corporate breaches such as Yahoo headlining the news, this continues to be an area of concern. 

With the sophistication of the threats and the possibility of breaches increasing, companies are looking to outsource their information security/cybersecurity requirements to third-party service partners that specialize in countering these risks.

in recent years corporations are beginning to understand that investment in human resources is one of the most important assets they have.  A recent Forbes article referenced the Deloitte Global Human Capital Trends Research analysis, which said, 78 percent of business leaders rate retention and engagement as being urgent or important. 

While managing Big Data has long been an Achilles heel for most companies, most would agree that there are significant competitive advantages that can be gained from being able to effectively manage the information.  With a number of respondents targeting CRM projects for the coming year, the promise of being able to effectively target individual guest preferences becomes more obtainable.

A significant number of companies are continuing to look at transitioning to cloud-based applications for some of their applications.  However, more than 80 percent indicated that they are not ready to transition all of their applications to the cloud. 

With more than 70 percent of respondents reporting that they expect an increase in their IT spend this coming year and only 10 percent expecting a decrease, 2017 promises to be a good year for the hospitality technology industry.  Most respondents indicated that their primary reason for investing in new technology was to improve their customer engagement and experience.  This was closely followed by their directive to make operations more streamlined and efficient.

Advances in wireless and mobile technologies, products and services are changing the landscape of the hospitality industry and how it operates,” says Craig Mathias, principal, Farpoint Group . “With a demanding client base equipped with increasing numbers of smartphones, tablet computers, notebook PCs and even rugged devices, successful hospitality IT organizations recognize the need to upgrade their existing WLANs to improve network reliability, capacity and coverage to support customer-facing applications, as well as internal services that enable their own mobile workforce and improve the guest experience.”

Improved guest experience is the top driver for mobility investments, cited by 76 percent of hospitality venues surveyed. Hospitality decision makers are investing in mobile technologies to support customer-facing applications that improve guest services by handling wireless email, guest/attendee check-in, table-side order/payment or event ticketing, among others. Sixty-one percent of respondents plan to deploy some form of video capabilities, including video surveillance, video conferencing and streaming video, in public access areas such as lobbies. Fifty-eight percent of surveyed hospitality organizations deploying mobile technology today see improved customer satisfaction. 

Key facts from the survey

A recent Motorola Solutions, Inc. study uncovered that information technology (IT) spending in the hospitality industry is expected to increase in 2011, with guest experience cited as the top driver for investment.

The Motorola Solutions 2011 Hospitality Market Barometer reveals that 91 percent of hospitality decision makers realize the increasing importance of mobile and wireless technology, while 78 percent recognize the role mobility plays in ensuring a competitive advantage for their business.

Elevating the guest experience

Improved guest experience is the top driver for mobility investments, cited by 76 percent of hospitality venues surveyed.

Hospitality decision makers are investing in mobile technologies to support customer-facing applications that improve guest services by handling wireless email, guest/attendee check-in, table-side order/payment or event ticketing, among others. Sixty-one percent of respondents plan to deploy some form of video capabilities, including video surveillance, video conferencing and streaming video, in public access areas such as lobbies.

Fifty-eight percent of surveyed hospitality organizations deploying mobile technology today see improved customer satisfaction. 

Empowering the mobile worker

Fifty-nine percent of respondents currently deploying mobile and wireless technology witnessed an increase in employee productivity and efficiency, while 55 percent saw improved sales results.

Currently, the most popular applications on two-way radios are project management (51 percent) and collaboration (41 percent). Unified messaging and remote management/monitoring have the highest rate of planned deployments into 2012.

Among survey respondents, tablets and VoIP handsets are the top two mobile devices planned for new deployments by 2012.

five of the biggest data security concerns in the hospitality industry and highlights some best practices for protecting hospitality data.

Data Security Concerns in Hospitality

complex ownership structures

groups may use different computer systems to store information, and the information can also frequently move across those systems.

Reliance on Paying By Card

t was reported in 2017 that out of 21 of the most high-profile hotel company data breaches that have occurred since 2010, 20 of them were a result of malware affecting POS systems.

can go unnoticed for months.

High Staff Turnover

In the U.K., for example, the job turnover rate in hospitality is as high as 90 percent.

challenge to maintain teams of well-trained staff.

Compliance

Insider Threats

t involves employees selling data to third parties without the knowledge of the organization that employs them.

The big franchisors maintain that owners must follow their brand standards to the letter, a situation that inevitably leads to conflict over things like in-room technology. When it comes to investing in hotel technology, owners can be loathe to implement anything that doesn’t offer a good return on investment.

hotel owner said

“Property exit value is key. No ROI while the asset is in my ownership? No technology project.

Around the world, it’s David versus Goliath as franchisors are being challenged as to why certain standards are in place even though, more often than not, these investments have a negligible impact on the ability of the hotelier to bring in additional revenue.

While such examples may seem trivial, these are just the tip of the iceberg in the debate currently raging between franchisees and franchisors. Realising the bargaining power that these individual owners have when they speak together with one voice, some of the larger chains like Intercontinental have understood the situation and established owner association meetings in which franchisees can air grievances.

An industry forum promoting two-way communication is a step in the right direction and just one tactic among many to address what has become a difficult relationship between two mutually dependant parties.

lowers overhead costs, allowing a hotel to implement services without spending the time, manpower and resources on setting up guest rooms with new phones.

can not only save a hotel significant resources on its phone system, but also potentially increase revenue

"I think that you will begin to see more hotels going to RFID and smartphone entry before using biosystem recognition," says Wolfe. "These systems are expensive, and there are many consumers who just don't want this information stored somewhere -- for a variety of reasons."

Systems that track the other qualities that make each human unique are in development as well.

Yet more card-free security systems are on the way.

Many industry watchers are keeping an eye on Houston's largest hotel, the vast 1,200-room Hilton Americas–Houston. The hotel has a facial recognition system that can identify and track guests, employees, and even suitcases. With 700 employees and an annual $16 million payroll, the system offers benefits such as employee time-theft monitoring and prevention for the hotel. But travelers aren't that concerned about employees taking an extra cigarette break. What it means for you is that the system includes alerts if unwanted people are on the property and a response time of mere seconds if there's an incident. Customer service is heightened as well: Returning guests will be recognized and greeted by name. And with 1,200 rooms worth of luggage in transit, the system makes it a lot easier to find lost or misdirected bags.

not everyone wants to be on-camera, all the time. With concerns about "snooping" and a Truman Show-like lack of privacy, might guests feel that systems such as this are too intrusive in our hotels? "

Technology is opening new doors to hotel safety, and the way we navigate hotels is set to change in the blink of an eye. Or the swipe of a cellphone. Or the print of a finger. With futuristic systems like scent and iris scanners and digital facial-recognition, hotel security is being taken to the next level. #plain_module { width: 590px; height:170px; border: none; float:left; margin:0px; font-size:12px;} #plain_module img {border:none; width: 13px; height:14; border: 0px; margin:0px; } #plain_module .mini_main { margin: 0px; padding:0px; width:585px; height:220px; repeat scroll 0 0} #plain_module .mini_item_header {padding:10px 0px; margin: 0px 0px; font-size:16px; color: #555555; border-bottom:1px dotted #CCCCCC;} #plain_module .mini_item {padding:5px 0px; margin: 0px 0px;} #plain_module a { color: #49A3CA; text-decoration:none; } #plain_module a:hover { color: #F98419; text-decoration:underline;} span.gray {color:#949494;} .mini_main li{list-style-type: none;background-image: url(http://www.aolcdn.com/travel/bullet);background-repeat: no-repeat;background-position: 0 1px;padding-left: 10px;} Those plastic key cards that once seemed so innovative will soon go the way of the actual key. The new thing is contact-less Smartcards and RFID (Radio Frequency Identification) cards that need just be waved to allow room access. Much like the cruise world's one card system, these cards may soon make hotel stays easier by allowing guests to pay for services, as well as to check-in and check-out, through a single device. Travelers may even be able to save preferences on the cards, from pillow type to floor choice. RFID cards are already in use at New York's Plaza Hotel, and Starwood Hotels are considering introducing them into their hip Aloft and Element properties. But travelers worried they will constantly have to traipse back to reception every time they lose their card need not despair. Security systems in some hotels do away with cards altogether. "In addition to Radio Frequency Identification, there are also systems that use a smartphone, such as an iPhone," says Frank Wolfe, CEO of Hospitality Financial and Technology Professionals. "When a guest checks into a hotel and provides their phone number, they get an encrypted sound code via text message." You can then play back the code to unlock your room door.

Systems that track the other qualities that make each human unique are in development as well. Movement-activated video-capture systems were showcased in New Zealand in September 2010. Researchers are at work on devices capable of recognizing an individual's gait or walk and even their DNA. Frank Wolfe says, "If you want to go 'way out there', there are some systems being explored that can allegedly sniff someone, and also systems that can recognize the pattern of blood veins on a human being which are apparently unique to the individual," says Wolfe. Quite common in Japan, vascular-recognition systems such as this are still "several years off," according to Wolfe. "I think that you will begin to see more hotels going to RFID and smartphone entry before using biosystem recognition," says Wolfe. "These systems are expensive, and there are many consumers who just don't want this information stored somewhere -- for a variety of reasons."

The 2017 Lodging Technology Study by Hospitality Technology found that 74% of hotels do not have breach protection and less than half use end-to-end encryption for cardholder data or use tokenization at the card swipe.

PoS systems are a weak security point for many networks as they are in constant use and often are not patched or updated.

Denial-of-Service attacks make up approximately 20% of hospitality cyber incidents.

Early detection is key to controlling attack costs and reputation damage.

Host- and network-based firewalls should be used as the first part of a layered security approach.

A good endpoint prevention stack consists of an antivirus solution to handle known threats and a prevention layer that effectively prevents unknown, advanced attacks.

No technology, however, can substitute for an overall culture of security.

This technology is also ideal for self check-ins by guests at hotels as well as the next trend in this article: smart room keys.

Hotels will increasingly install smart room access systems that allow guests to unlock their doors by simply swiping their phones across a keyless pad on the door. Starwood (owner of the Sheraton, Weston and “W” hotel chains) has already upgraded 30,000 room locks across 150 hotels with this system and Hilton will be implementing a similar system at 10 of their US properties this year. In 2016, they will be deploying the smart room key technology globally. This technology will mean that guests don’t have to worry about picking up keys and front desk staff won’t have to issue new keys in the event that a guest loses their room key. Another innovative way to offer a keyless experience is through fingerprint-activated room entry systems and retina scanning devices. Retina scanning is even more accurate and secure than fingerprint scans and hotels like the Nine Zero Hotel in Boston have already installed an iris scan system in place of key cards to control access to the hotel’s presidential suite.

Some hotels are already offering more futuristic experiences, with robots delivering any items ordered through room service to a guest’s door. A boutique hotel that is nestled between Apple’s headquarters and other tech companies, called Aloft Cupertino, has a robot butler called Botlr that is able to move between the various floors of the hotel in order to take items such as toothbrushes, chargers and snacks to guests. These types of digital systems not only make it easy for hotel staff to deliver items to guests, but it also offers a forward-facing digital experience to people who stay at the hotel. Infrared scanners are now also used to minimise disruptions relating to housekeeping (which is a common complaint from customers). Instead of hanging a ‘Do Not Disturb’ sign on doors or having cleaning staff wake up traveling guests with knocks and phone calls, hotel staff can take a more innovative approach by using infrared scanners that will detect body heat within a room and tell cleaning staff that they should rather come back later if the room is currently occupied.

Digital conference facilities Besides being able to offer high density Wi-Fi for conferences and meetings, hotels also need to be able to offer access to audio-visual (AV) and digital facilities for conferences. While the amount of AV and digital equipment that goes into a typical conference room is fairly minimal, staging companies are often hired for various projects in order to equip the facility as required.

Mobile communication and automation In many airports, it’s no longer necessary to stand in a queue to check in and people are expecting the same kind of easy, technology-driven check-ins at hotels. Guests want to be able to do everything from checking in at a venue’s automated kiosk to ordering room service with a digital device instead of standing in queues and moving around the hotel premises to order food.

Cloud services Being able to provide entertainment on tap and mobile content has led to the trend of hotels investing in cloud services. While hotels want to be able to offer digital content, they don’t necessarily want to invest in IT infrastructure and IT staff, making cloud computing the ideal solution.

Feedback on social media Technology has infiltrated almost every aspect of our lives and hotel developers need to realise that almost any person checking in at a hotel, resort, spa or lodge, will have a smartphone in their pockets.

Converged LANs to support multiple services Converged local area networks (LANs) will also help hotels to create more intelligent buildings. A variety of computer-based building services can be automated in order to control lighting, refrigeration, air-conditioning and heating. Besides reducing energy consumption, converged LANs can also be set up to provide a smarter, more personal experience. If a guest is known to prefer his or her room temperature at 18°C with the lights dimmed to 65%, for example, this can be programmed before the guest checks in at the hotel.

Integrated, seamless experiences Technology doesn’t mean that customer experience can only happen online and through devices, check-ins and online comments. All of these experiences need to be part of an integrated, dynamic system so that the guests’ experiences are at the forefront of the marketing and  operational team’s mind.

Marketing, management and hotel developers can no longer work in silos and these technology trends are giving them the opportunities, tools and solutions they need to create memorable experiences that can lead to positive change and growth in the industry.

Streamlined SMS messaging directly to guests, for example, can be used to automate communications

Marketing automation

for example, can retarget guests with targeted marketing campaigns, triggered by certain thresholds dependent on preference, spending habits and other guest traits.

Yet of all the industries impacted by the coronavirus outbreak, the hospitality industry has been among the most affected.

An HRIS system allows a business to streamline the administration of employee benefits

In support of a firm’s staffing efforts, many HRIS systems provide a sophisticated interface allowing its use by both internal employees, as well as external job applicants

Perhaps the biggest benefit that the use of an HRIS system adds to a business is its ability to create reports and presentations

A human resource information system (HRIS) is computer software employers use to manage the human resources functions of their organization.

In support of a firm’s staffing efforts, many HRIS systems provide a sophisticated interface allowing its use by both internal employees, as well as external job applicants.

A human resource information system (HRIS) is computer software employers use to manage the human resources functions of their organization. It has the capability to maintain employment records of all staff members, and employers can use it to collect metrics surrounding the firm’s staffing, performance management, compensation and benefits activities. Although not all companies utilize an HRIS system, there are many benefits to doing so.

An HRIS system typically holds all information surrounding the firm’s human resources initiatives, including details regarding the group's hiring practices, such as a comprehensive listing of all job applicants, an up-to-date index of job openings and electronic copies of each employee’s onboarding paperwork, such as I-9 and W2 forms

An HRIS system allows candidates for open positions to submit their resumes and contact information to a potential employer from a remote computer. The system then collects the information and archives it so it is easily accessible by the hiring manager.

Three quarters of respondents reported that mobile POS capabilities were the top technology features they wanted for next POS solutions.

and this was echoed in the VSR study. Three quarters of respondents reported that mobile POS