Aim2Sustain_Module6_EN

Aim2Sustain

Module 6

Human Resources Management, the importance of employees’ well-being and training

Funded by the European Union. Views and opinions expressed are however those of the author(s) only and do not necessarily reflect those of the European Union or the National Agency. Neither the European Union nor National Agency can be held responsible for them. No. 2022-1-LT01-KA220-VET-000085675

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Global transformation for sustainable and resilient future

An urgent need for up-skilling and re-skilling the workforce

Transversal skills and competences

The HoReCa sector skills

Activities to improve the skills and competences of the HoReCa workforce

Conclusion: prerequisites for company sustainability and effectiveness

Check your knowledge

Food for thought

Index

Global transformation for sustainable and resilient future

In recent years, the UN and the EU have made ambitious commitments to address the environmental and sustainability challenges facing the world today.

Green transition

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Digital transition

The adopted policy frameworks for a sustainable and resilient world have placed European governments, businesses and societies at the crossroads of a three-dimensional transition:

Socially fair (Just) transition

Icons made by Freepik from www.flaticon.com https://www.flaticon.com/free-icons/sustainability

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Transformative changes in every major aspect of the economy

• The HoReCa sector is also transforming dynamically with Robots and AI supporting the customers experience.

• The triple transition has completely transformed various industries, from transport to food production.

• Automation and digitization have become the norm, allowing people and businesses to do things more efficiently and at a much faster pace than ever before.

• The triple transition also has had a profound impact on the way people live, behave and consume.

Source: https://www.youtube.com/watch?v=Hs3fUUrlMrw

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Structural reconfiguration of labour markets by 2027

Skills changes ahead

Job changes ahead

Employability on the job market

Mid-skill job market

Skills demands

Valued cognitive skills

Companies’ barriers to green transformation

People’s barriers to jobs and opportunities

Based on World Economic Forum’s data from Future of Jobs 2023 Report, https://www.weforum.org/publications/the-future-of-jobs-report-2023/future-of-jobs-data-explorer/

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An urgent need for up-skilling and re-skilling the workforce

The availability of the right skills paves the way for the transition to carbon-neutral, environmentally sustainable and socially inclusive economies and decent work.

Sustainable skills for resilient future

Collaboration

Network building

Influencing

Problem solving and strategic thinking

Digital

Source: TEDx for YouTube: https://www.youtube.com/watch?v=I1a7jWf4JDI

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An urgent need for up-skilling and re-skilling the workforce

• Some jobs will be lost by 2027. However, workers with the right skills will still be able to find new job opportunities.

Vocational skills

Transversal skills

• Individuals acquire and lose proficiency in different skills over time depending on their usage and external constraints, and rapidly evolving environmental and social conditions change the set of skills and level of proficiency demanded.

Source: https://pixabay.com/photos/future-time-letters-scrabble-2372183/

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Transversal skills and competences

Transversal skills are considered as a set of core skills that are potentially transferable within occupations. ESCO groups them into 6 key domains:

Social and communication skills and competences

Self-management skills and competences

Thinking skills and competences

Physical and manual skills and competences

Life skills and competences

Core skills and competences

Refer to a comprehensive list of knowledge, skills, and competences relevant to the European labour market

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The HoReCa sector skills

The HoReCa sector:

• Has great potential for growth and job creation.

• Is complex in its character and inter-relations.

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The HoReCa sector skills

Core skills (categories)

The HoReCa sector's workforce competence is a complex combination of knowledge, skills, abilities and personal attitudes from a variety of fields.

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Within these categories, some particular skill sets will become even more valuable in the near future to ensure the competitiveness, sustainability and viability of the sector. This will encourage both workers and organisations to seek opportunities for up-skilling and reskilling.

Learn more

Based on World Economic Forum’s data from Future of Jobs 2023 Report, https://www.weforum.org/publications/the-future-of-jobs-report-2023/future-of-jobs-data-explorer/

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Activities to improve the skills and competences of the HoReCa workforce

The process of improving the skills and competences of the workforce follows 5 key steps:

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Employees

Employers / managers

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Practices to improve the availability of skills that are suitable for the HoReCa industry

• Employer sponsored apprenticeships;
• On-the-job training and coaching;
• Training provided by internal training departments;
• Licensed training from professional associations/ VET centres;
• Online learning courses;
• Free courses developed through Erasmus + projects;
• Greater flexibility of roles.

Source: Image designed by Freepik

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Activities to deal with challenges of working in HoReCa, while strengthening and improving skills

Skills that might be strengthened / acquired

Long and irregular hours Constant overwork often requires employees to neglect their personal life (sacrificing hobbies, leisure activities and relaxation) which results in a mental and emotional exhaustion. Customer and team challenges Both customer and teammate groups are often made up of people with different cultures, statuses and attitudes which causes challenges and misunderstanding in communication and interaction. High stress levels Working in the HoReCa presents challenging situations on a daily basis, causing a state of worry and leading to a constant feeling of pressure and overwhelm over a long period of time. Limited job security Work in the HoReCa industry is often seasonal and dependent on the level of consumer demand, leading to increasing job and income insecurity.

Possible solution

Possible solution

Possible solution

Possible solution

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Activities to deal with the challenges of working in HoReCa, while strengthening and improving skills

Skills do not translate into meaningful action without the will to act.

A positive, supportive and collaborative working environment encourages employees to use their skills and competencies effectively for the benefit of the organisation.

Practices for healthy work-life balance

Source: Image designed by Freepik

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Conclusion: prerequisites for company sustainability and effectiveness

Ambitious policy frameworks and targets are driving sustainable economic and social change. New technologies and innovations, together with evolving business models and sustainability practices, are changing the way companies do business to ensure a resilient future for generations to come. Along with the many benefits these new trends bring, they also pose some challenges, including the need to adapt job roles and ensure that employees have the skills and attitudes to effectively manage the changes towards economic, environmental, social and business sustainability.

Key factors in designing and implementing organisational sustainability practices

Employees skills and attitudes

New business models/ sustainability practices

New technologies/ innovations

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Check your knowledge

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Check your knowledge

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Check your knowledge

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Check your knowledge

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Check your knowledge

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Check your knowledge

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Check your knowledge

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Check your knowledge

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Food for thought

Exploring the impact of the triple transition on a specific segment of the HoReCa sector:

• Select a focus area

• Research and analysis

• Case studies or interviews

• Presentation or report

• Discussion and reflection

Aim2Sustain

You are one step closer to a more sustainable future.

Funded by the European Union. Views and opinions expressed are however those of the author(s) only and do not necessarily reflect those of the European Union or the National Agency. Neither the European Union nor National Agency can be held responsible for them. No. 2022-1-LT01-KA220-VET-000085675

Re-skilling focus of the HoReCa industry

Skills

• Creative and analytical thinking (from the cognitive skills);
• Marketing and media. resource management and operations and service orientation and customer service (from the engagement skills);
• Service orientation and customer service.

Attitudes

• Leadership and social influence (from the working with others category);
• Empathy and active listening (from the working with others category);
• Environmental stewardship (from the ethics category).

The continuous up-skilling and re-skilling of the workforce is not the sole responsibility of organisations and their management. Employees should also undertake an active role in the process in order to become more flexible and competitive in the labour market.

Some of the most recent policy frameworks for sustainable and resilient world include:

• 2030 Agenda for Sustainable Development / Sustainable Development Goals (SDG, 2015) - https://sdgs.un.org/goals

• The Paris Agreement on Climate Change (2016) - https://unfccc.int/process-and-meetings/the-paris-agreement
• The European Green Deal (2019) - https://commission.europa.eu/strategy-and-policy/priorities-2019-2024/european-green-deal_en
• Global Gateway (2021) - https://commission.europa.eu/strategy-and-policy/priorities-2019-2024/stronger-europe-world/global-gateway_en
• Blue Growth Strategy (2017) - https://www.fao.org/policy-support/policy-themes/blue-growth/en/

Source: Image designed by Freepichttps://www.freepik.com/free-photo/sustainable-development-goals-still-life_38687421.htm#fromView=search&page=1&position=3&uuid=b6401cfb-d3d0-48ca-9bb4-1dfa54ed9f8b

Employees

1. Identify the needed skills – Understand the processes and development plans of the organisation you work for, including plans to introduce new models and technologies. Research new trends in the industry and the labour market. Try to identify what new skills will be needed in the near future.
2. Assess the current skills – Carefully analyse your current skills using a range of tools or with the support of an employment counsellor. Identify your skills gaps in relation to the current state of the sector and its future development (based on the results of point 1).
3. Identify sources of expertise (suitable training and development programs) - Explore opportunities for training - in-house or external. There are many free or paid courses, self-study or work placements that you can take advantage of.
4. Diversify the roles, tasks and responsibilities of occupations – Taking on new responsibilities, finding a mentor and taking on different roles will help you develop new skills and refine existing ones. It would also have a positive impact on developing your confidence and motivation.
5. Develop a strategy for continuous improvement of skills and competencies – Identify your desired future career and personal development. Plan possible activities and training that will help you to achieve the desired goal.

Employers / Managers

1. Identify the needed skills – Understand your business processes and identify the skills that will make a positive impact. Consider the new trends and technologies in the industry, especially those that will be introduced into business processes in the short to medium term.
2. Assess the current skills – Conduct a skills gap analysis using surveys, interviews, assessment tools or performance metrics to determine the skills of existing employees and identify any gaps.
3. Identify sources of expertise (suitable training and development programs) - Identify sources of expertise (appropriate training and development programmes) - Identify external or develop internal learning and development programmes that meet the skills needs of the organisation. A good combination between the two types of programmes can be beneficial in developing skills and competences from different areas (transversal skills domains).
4. Diversify the roles, tasks and responsibilities of occupations – Skills are developed through practice. Diversification of employees' roles and responsibilities would be a major factor in the development of new skills and the improvement of existing ones. It would also have a positive impact on their confidence and motivation. However, the process should be implemented under supervision.
5. Develop a strategy for continuous improvement of skills and competencies – Plan appropriate training activities for the organisation's employees that reflect the skills in demand and, where possible, the employees' career and personal development plans

Attitudes

Skills

The HORECA industry is dynamic, with changing customer preferences, trends and circumstances. To meet the evolving needs of customers and the business, employees must demonstrate an attitude of self-efficacy by remaining motivated and self-aware, curious and open to lifelong learning opportunities, as well as striving to be adaptable and flexible. As HoRECa employees often interact with customers, colleagues and suppliers, they need to demonstrate an attitude to working with others that includes attentiveness, empathy, active listening and service orientation, as well as cooperation and flexibility. As HORECA companies strive to minimise their environmental impact and make a positive contribution to their communities, the ethical attitude of the employees is becoming increasingly important, encompassing civic responsibility and environmental stewardship.

HoReCa employees use a wide range of cognitive skills as they often need to assess situations quickly, think creatively and resourcefully to overcome obstacles and ensure smooth operations. Strong memory, numeracy and language skills are important for providing high quality service and customer satisfaction. As skillful up-selling and cross-selling can improve the customer experience and increase revenue for HoReCa businesses, employees should be able to apply a range of engagement skills by suggesting additional items or upgrades that complement the customer's order and add value to their experience, without being pushy or intrusive. HoReCa employees need a range of management skills to allocate time and resources effectively to handle competing priorities, meet deadlines and provide timely service. HoreCa employees often carry out tasks that involve arranging physical spaces, such as setting up tables and organising displays, which require them to use their physical abilities. With new trends, technologies and techniques constantly emerging in the HORECA industry, employees must adapt by acquiring and applying technology skills to remain competitive and deliver exceptional service.

The HoReCa sector:

• Is sensitive to changes in the external (e.g. regulatory framework, new developments in suppliers and other sectors, changes in consumer preferences) and the internal (e.g. new organisational business models, workforce skills) environment;
• Is challenged to constantly adapt to market needs and customers demand;
• Is heavily dependent on people - customers who define the demand for products and services through their preferences, lifestyles and expectations, and employees who shape the quality of those products and services through their knowledge, skills and attitudes.

• Has a leading role in shaping consumer attitudes towards sustainability.

The HoReCa sector:

• Is predominantly labor-intensive, offering employment opportunities for a diverse workforce: Skilled professionals, newcomers to the labor market (young individuals and migrants), part-time workers (especially women with family responsibilities), and low-skilled workers are all part of this workforce.

• Faces challenges in attracting and retaining qualified and skilled staff.