Best hotel companies to work for in the Middle East

The respondents of the 2018 Hotelier Middle East Salary Survey have revealed which hotel operators they would like to work for the most

The 10th annual Hotelier Middle East Salary Survey gave insight into pressing matters such as career growth opportunities, pay scales, employee satisfaction factors, VAT and more. 

On the Hotelier Middle East Salary Survey, on a scale of one to 10, respondents rated an average of seven for job satisfaction. 30% of the survey’s respondents said they are actively seeking new opportunities within the market. TRI Consulting director Christopher Hewett says that based on the pipeline data from TopHotelProjects, hotels are expected to add 300,000 jobs in the region in just direct employment. 26% of respondents said they’re not looking for jobs, but would not mind changing jobs if the right opportunity came along. While 25% of respondents said they’re not particularly looking for jobs, but would move within the company if the right opportunity came along. 18%, however, expressed complete satisfaction in their current roles.

The respondents of the 2018 Hotelier Middle East Salary Survey have revealed which hotel operators they would like to work for the most.

 

Reports

Human Capital Report 2017

Human Capital Report 2017

The second annual Hotelier Middle East Human Capital Report is designed to explore the issues, challenges and opportunities facing hospitality professionals responsible for the hotel industry’s most important asset – its people. The report combines the results of Hotelier Middle East's HR Leaders Survey with exclusive interviews with the region's senior human resources directors.

Hotelier Middle East Housekeeping Report 2016

Hotelier Middle East Housekeeping Report 2016

The Hotelier Middle East Housekeeping Report 2016 provides essential business insight into this critical hotel function, revealing a gradual move towards the use of automated management and a commitment to sustainability, concerns over recruitment, retention and staff outsourcing, and the potential to deliver much more, if only the industry's "image problem" can be reversed.

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