The management of inns and suites is a complex affair. But at its core, it has two major components.
The first component of inns and suites management is the planning component. The planning is done by the managers, with input from the line staff. For instance, the human resources manager does the planning necessary to figure out the number of employees required to run the establishments. The operations manager does the planning necessary to figure out the quantities of supplies to be ordered (with the help of people like the chefs, the room service staff and so on).
The second component of inns and suites management is the plan execution component. The execution is mainly done by the line staff, under the supervision of their managers.
So, in a nutshell, management is planning and execution of plans. Of course, there are other supporting components. For instance, once the plans are formulated, they have to be communicated, and there is hence a communications component. That can be carried out on platforms like Gmail (www.gmail.com) or through the website for dissemination of online info. In the execution of the plans, there are issues to do with control, accounting and so on… all these still being (minor) types of management components.
There are some three types of inns and suites that end to do well in the long run.
The first type of inns and suites that tend to do well in the long run is that of inns and suites set up by people who really understand the business.
The second type of inns and suites that tend to do well in the long run is that of inns and suites set up by people who have adequate resources. Conversely, we often have inns and suites being set up by people who have very little in terms of resources. Those are the sorts of people who, for instance, end up not being a position to afford proprietary email: meaning that they have to rely on free webmail. That is where you find the IT person in an inn or suite being instructed to go to the Gmail sign up page, to create a Gmail.com email account for the enterprise, because it can’t actually afford to have its own proprietary email.
The third type of inns and suites that tend to do well in the long run is that of inns and suites set up in places where there is genuine demand for accommodation facilities, and where competition for clients is not ‘cut-throat.’
Some operators of suites and inns are known to lease most of their operational assets, as opposed to buying such assets through outright purchases. A question comes up, as to why they opt to do this.
As it turns out, one of the reasons as to why some operators of suites and ins opt to lease most of their operational assets is something to do with the fact that they view this approach as the most cost- effective approach to the acquisition of the assets. Having taken this route, for instance, they end up not having to pay maintenance fees. If, for instance, the assets in question are cars, the inns and suites operators in question end up not having to expend money on things like the general auto insurance that is sold on sites like www.thegeneral.com.
The second reason as to why some operators of inns and suites opt to lease most of their operational assets is in the fact that this approach to acquisition of assets requires less initial capital outlay. It generally costs less to lease assets, compared to purchasing the assets (at least, in the short run). So this approach becomes attractive to people who are setting up inns and suites, but who happen to have limited startup capitals.
The people who operate inns and suites use some two business startup models.
The first startup model used by the people who operate inns and suites is the one where they opt to undertake the construction of the facilities by themselves, before proceeding to set up businesses in there.
The second startup model used by the people who operate inns and suites is the one where they opt to buy facilities (inns and suites facilities) that are already built, and then proceed to set up businesses in there. It is worth noting that very few people have the courage to construct suites and inns without the intention of setting up businesses in there: meaning that this latter model is quite rare.
In both cases, the main challenge faced by the people setting up the inns and suites is that of getting the necessary capital – as this can be a rather capital intensive venture to get into. Some end up having to take up loans through, among others, the credit line from Capital One online bank described in this blogpost. Others are not so lucky, and they end up having to bring in investors who, for small financial investments, end up asking to be given huge controlling stakes in the ventures.
The people who work in inns and suites have to coordinate very well as teams, if the establishments are to succeed in serving customers well. Against that background, it is hardly a surprise that team building is very important for these sorts of establishments.
Sometimes, team building for inns and suites is done through regular meetings, during which members of staff are encouraged to bond.
Sometimes, team building for inns and suites is done through the development of corporate cultures that encourage people to bond and work as teams towards common goals.
Some other times still, team building for inns and suites is done through seminars. The seminars are facilitated by folks who are truly knowledgeable about these matters.
We still have some inns and suites actually hiring people purpose for team building work, on a full-time basis. Some of the people hired in this way work through face to face contact with the members of the organizations they endeavor to establish team spirit in. Others may be deployed to offer team building-related counseling services as virtual services. The objective, in all cases, is always to ensure that the entire inns and suites are operating as teams, with the objective of rendering the best possible services to the clients, and maximizing profits for the shareholders. Achievement of these objectives requires selflessness.
Inns and suites are classified in several ways under the star rating system. This is how you end up with three-star, four-star and five-star establishments.
The first way in which inns and suites are classified under the star rating system is on the basis of the amenities they offer.
The second way in which inns and suites are classified under the star rating system is on the basis of the nature of services they offer.
The third way in which inns and suites are classified under the star rating system is on the basis of their locations. It is, for instance, very hard to get inns and suites that are in locations considered shady attracting five star ratings, regardless of their amenities.
To know how a given establishment is rated, you can visit the websites of the relevant rating agencies, and see how it is rated. You can also (in most cases), go to the Ymail login page, and login as directed at whatisymail.org, and then send an email to any particular inn or suite’s administrator, asking him or her to furnish you with information on how their establishment is rated. Chances are that you will get a honest answer, as the administrators are typically aware of the fact that the information they provide can be cross-checked.
Inns and suites that want to perform well business-wise have to identify, employ and retain the most talented workers in the hospitality industry. There are, as it turns out, some three approaches that are used by the HR managers in these inns and suites to identify the most talented prospective workers.
One approach used by the HR managers of inns and suites to identify the most talented prospective workers is that in which they liaise with hospitality training institutions, with requests to the instructors in those institutions to recommend to them graduates who are manifestly talented.
Another approach used by the HR managers of inns and suites to identify the most talented prospective workers is that in which they enlist the help of the leading placement firms, with the latter doing the headhunting on their behalf.
Yet another approach used by the HR managers of inns and suites to identify the most talented prospective workers is that in which they conduct the interviews by themselves, during which they subject the applicants to aptitude tests, through which they identify the most talented people.
You can get more information on how these inns and suites operate by networking with the folks who manage them. In this day and age, that shouldn’t be hard. If, for instance, you sign up for Gmail through the steps described in the blog accessible if you click here, you’d have gotten a cost-free channel through which you can network with these people.
There are some three cadres of administrative staff typically hired by inns and suites.
The first cadre of administrative staff typically hired by inns and suites turns out to be that of those who work in the front offices.
The second cadre of administrative staff typically hired by inns and suites turns out to be that of those who ensure that the facilities are cleaned and generally well kempt.
The third cadre of administrative staff typically hired by inns and suites nowadays is that of information technology staff. The need to hire these is brought about by the fact that modern inns and suites have to be sophisticated in terms of technology usage, if they are to survive in the competitive marketplace. With respect to something as simple as email communication, for instance, gone are the days when an inn or a suite could survive with just a Gmail.com account like the one described on this post. All establishments are expected to have emails based on their domain names, and the setting as well as maintenance of these can be technically demanding. Other things like customer relationship management software suites, enterprise resource planning suites and so on also require IT specialists, if they are to be run well.
Modern inns and suites have to implement email communication solutions, so that they can keep touch with their clients, their suppliers, their employees and other stakeholders. It emerges that there are actually two major ways in which inns and suits implement email communication solutions.
The first way in which inns and suites implement email communication solutions is by calling in experts from outside, to help them with the set up of these systems. This is usually the case in situations where they opt to use sophisticated email systems, or where all the staff members have very low IT aptitudes.
The second way in which inns and suites implement email communication solutions is by having their own in-house staff set up the systems. This is usually the case in situations where the inns and suites opt for simpler email systems, like the one described in this page, namely the Gmail.com email communication system. As we all know, Gmail is easy to set up, though there are complexities in scenarios where things like the usage of POP and IMAP technologies are brought into the picture. Still there are lots of tutorials on the Internet about such things, and it shouldn’t really have to take a computer science graduate to set up a Gmail email communication system.
There are two categories of employees who are retained by inns and suites.
The first category of employees who are retained by inns and suites is that of full-time employees. It is in this category that you will tend to find the administrators of the said inns and suites. This is also the category in which you will tend to find some operational staff members, such as the head chefs.
The second category of employees who are retained by inns and suites is that of part-time employees. These are typically folks who are brought in, on a casual basis, whenever there is more work to be done, and then released when the work burden is reduced. Some of the employees in this category turn out to be, say, college students who seek the jobs upon coming to terms with the inadequacy of the myedaccount student loans they get after their www.fafsa.gov applications are accepted. This realization makes them look for part-time work, to ensure that they don’t struggle too much financially, and the inns and suites turn out to be major employers in that regard.
Worth mentioning is the fact that there are some inns and suites that decide to only operate with full-time staff members: meaning that, for such inns and suites, the part-time student members are not considered, except in very exceptional circumstances.