- How to use Stay Interviews as a Retention Strategy
- How Microlearning is Changing How We Train
- How to Develop Consistent Company Culture with Training
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Brochure Now Online for Summer Conference in Charleston, SC
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Free CHART Webinar is Wednesday, June 8
Blow Them Away With Discrepant Events!
Wednesday, June 8
1:00 pm ET
Register now to hear Becky Rice, Training & Development Manager, White Castle
If you missed one of our prior webinars, visit our website to hear the recordings.
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Regional Training Forums
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Learn and share locally with your hospitality peers at one of our Regional Training Forums (RTFs).
June 2: Columbus, OH
View our RTF schedule online. #CHARTrtf
Photos from past RTFs can be viewed on CHART's Facebook page.
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We interrupt your regular programming with insightful and sometimes amusing posts from your peers. Read and enjoy these recent posts to the member blogs on CHART's Home Page!
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How to use Stay Interviews as a Retention Strategy
by Christine Andrews, SPHR, SHRM-SCP, Vice President of Human Resources, Hostmark Hospitality Group
Turnover has always been a challenge for the hospitality industry, particularly for housekeeping and food-and-beverage departments. When the economy is doing better, unemployment is low, more jobs become available, and if you are not prepared, you can see your turnover statistics dramatically increase.
Finding the right candidate for your open positions becomes even more of a challenge and can take a long time to fill—not to mention the expense associated with recruitment. Depending on whom you talk to, the average cost of hourly turnover is about $1,500 to $3,000 per hire. Most managers don’t realize the true expense associated with turnover—post the job and they will come. Turnover expense is like an iceberg, you can see the money spent for posting the position on various sites and many managers only look at that figure. Lurking below the water are all of the indirect expenses associated with filling the open role that are often overlooked, which can easily double or triple the cost of posting the job. Read More.
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How Microlearning is Changing How We Train
by Monique Donahue, Director of E-Learning, Hilton Grand Vacations
By the time you finish reading just this first sentence, your mind might have already started to wander.
I won’t take it personally because it’s not necessarily your fault for not focusing, and it’s not necessarily my fault for failing to engage you. According to a 2013 study by the National Center for Biotechnology Information, the average attention span for humans is only EIGHT seconds (compared to nine seconds for a goldfish!). And that’s down from 12 seconds just a decade earlier.
In eight seconds, you can do quick things like read a text or a tweet, answer a question, form a first impression or ride (and fall off of) a mechanical bull. What these things have in common is that they are quick bursts of information or activity that we can give our complete, undivided concentration to before we start to get distracted. Read More
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How to Develop Consistent Company Culture with Training
by Jay Griffin, Director of Training, Jim ‘N Nicks BBQ
CHART member Jay Griffin recently wrote a blog for our partner Mimeo on the challenge of teaching culture.
Among the many challenges an organization has, hiring the best talent and developing them faster than its competitors can be a defining factor in its success or failure. From learning the technical components of a job, to building a network of resources, new hires have a lot to learn. One of the most difficult things to learn can be culture, primarily because it is very challenging for the keepers of the culture to teach and spread it. To complicate it even further, many companies have the added challenge of cultivating culture across several states or even countries. Read More on Mimeo's blog page. |
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