Editorial Board   Guest Author

Ms. Ramawela

Mmatsatsi Ramawela

CEO, Tourism Business Council of South Africa

Mmatšatši Ramawela's career in South Africa's travel and tourism industry spans over 20 years. It was her curiosity as a Bachelor of Social Science and Humanities student at the University of Cape Town, which sparked her interest in the industry. After graduating, she started her career in Cape Town within the FMCG manufacturing sector and later moved to the retail sector in packaging, merchandising and buying whilst pursuing her interest in the sector in her spare time. In 1994, she moved to Johannesburg and joined the Small Business Development Corporation (now Business Partners), in the development finance sector but kept her focus on the tourism industry, training as a tour guide for Gauteng, Limpopo and the North-West provinces (states) of South Africa. She later joined the National Parks Board (now South African National Parks) in 1996, taking charge of the Marketing the country's 22 national parks and led the organisation's brand name change in line with the country's democratic dispensation. It was her experience at SANParks which taught Ramawela the role and importance of South Africa's rich natural heritage (biodiversity).

Ms. Ramawela can be contacted at 27126640120 or exec@tbcsa.travel

Coming up in March 2020...

Human Resources: Confronting a Labor Shortage

With the unemployment rate at its lowest level in decades (3.7%), what has always been a perennial problem for human resource professionals - labor shortage - is now reaching acute levels of concern. It is getting harder to find and recruit qualified applicants. Even finding candidates with the skills to succeed in entry-level positions has become an issue. In addition, employee turnover rates remain extremely high in the hotel industry. As a result of these problems, hotel HR managers are having to rethink their recruitment strategies in order to hire the right talent for the right job. First, hotels have been forced to raise their wages and offer other appealing perks, as a way to attract qualified candidates. Secondly, HR managers are reassessing their interviewing techniques, focusing less on the answers they receive to questions and more on observable behavior. Part of this process includes role-playing during the interview, so that the recruiter can gauge how a candidate works through specific problems and interacts with other team members. Additionally, some HR managers are also creating internal talent pools as a way to address labor shortages. Instead of utilizing department resources to find new hires with specific skills for needed positions, hotels are cultivating talent pools internally and preparing their employees to assume leadership roles whenever the time comes. They are also placing greater emphasis on a company culture that is more performance-based, as a way to curb employee turnover, increase employee satisfaction, and assure higher levels of customer service. Finally, recognizing the importance of employee retention as a way to lessen the impact of a tight labor market, some HR managers are instituting generous reward programs in order to retain their top performers. The March Hotel Business Review will explore what some HR professionals are doing to address these and other issues in their departments.