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Career profile Hotel Manager

Also known as Bed and Breakfast Innkeeper, Front Desk Manager, Front Office Director, Front Office Manager, Guest Relations Manager, Guest Service Manager, Hotel Manager, Night Manager, Resort Manager, Rooms Director

Hotel Manager

Also known as Bed and Breakfast Innkeeper, Front Desk Manager, Front Office Director

Interests Profile
  • Enterprising
  • Conventional
  • Social
Pay Range
$32,980 - $108,060 (annual)
Required Skills
  • Active Listening
  • Service Orientation
  • Speaking
Knowledge Areas
  • Administration and Management
  • Personnel and Human Resources
  • Customer and Personal Service
Core tasks
  • Participate in financial activities, such as the setting of room rates, the establishment of budgets, and the allocation of funds to departments.
  • Answer inquiries pertaining to hotel policies and services, and resolve occupants' complaints.
  • Confer and cooperate with other managers to ensure coordination of hotel activities.
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What does a Hotel Manager do?

Hotel Managers plan, direct, or coordinate activities of an organization or department that provides lodging and other accommodations.

What kind of tasks does a Hotel Manager perform regularly?

Hotel Managers are often responsible for overseeing or executing some or all of the following tasks:

  • Participate in financial activities, such as the setting of room rates, the establishment of budgets, and the allocation of funds to departments.
  • Answer inquiries pertaining to hotel policies and services, and resolve occupants' complaints.
  • Confer and cooperate with other managers to ensure coordination of hotel activities.
  • Greet and register guests.
  • Monitor the revenue activity of the hotel or facility.
  • Manage and maintain temporary or permanent lodging facilities.
  • Observe and monitor staff performance to ensure efficient operations and adherence to facility's policies and procedures.
  • Train staff members.
  • Coordinate front-office activities of hotels or motels, and resolve problems.
  • Inspect guest rooms, public areas, and grounds for cleanliness and appearance.
  • Assign duties to workers, and schedule shifts.
  • Interview and hire applicants.
  • Receive and process advance registration payments, mail letters of confirmation, or return checks when registrations cannot be accepted.
  • Purchase supplies, and arrange for outside services, such as deliveries, laundry, maintenance and repair, and trash collection.
  • Collect payments and record data pertaining to funds and expenditures.
  • Develop and implement policies and procedures for the operation of a department or establishment.
  • Prepare required paperwork pertaining to departmental functions.
  • Show, rent, or assign accommodations.
  • Perform marketing and public relations activities.
  • Organize and coordinate the work of staff and convention personnel for meetings to be held at a particular facility.
  • Provide assistance to staff members by inspecting rooms, setting tables, or doing laundry.
  • Arrange telephone answering services, deliver mail and packages, or answer questions regarding locations for eating and entertainment.

The above responsibilities are specific to Hotel Managers. More generally, Hotel Managers are involved in several broader types of activities:

Communicating with Supervisors, Peers, or Subordinates
Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
Making Decisions and Solving Problems
Analyzing information and evaluating results to choose the best solution and solve problems.
Getting Information
Observing, receiving, and otherwise obtaining information from all relevant sources.
Identifying Objects, Actions, and Events
Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.
Working with Computers
Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.

What is a Hotel Manager salary?

The median salary for a Hotel Manager is $56,670, and the average salary is $65,270. Both the median and average roughly describe the middle of the Hotel Manager salary range, but the average is more easily affected by extremely high or low salaries.

Many Hotel Managers earn significantly more or less than the average, due to several factors. About 10% of Hotel Managers earn less than $32,980 per year, 25% earn less than $42,430, 75% earn less than $76,660, and 90% earn less than $108,060.

Between the years of 2020 and 2030, the number of Hotel Managers is expected to change by 8.5%, and there should be roughly 5,800 open positions for Hotel Managers every year.

Median annual salary
$56,670
Typical salary range
$32,980 - $108,060
Projected growth (2020 - 2030)
8.5%

What personality traits are common among Hotel Managers?

Interests

Career interests describe a person's preferences for different types of working environments and activities. When a person's interest match the demands of an occupation, people are usually more engaged and satisfied in that role.

Compared to most occupations, those who work as a Hotel Manager are usually higher in their Enterprising, Conventional, and Social interests.

Hotel Managers typically have very strong Enterprising interests. Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.

Also, Hotel Managers typically have strong Conventional interests. Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.

Lastly, Hotel Managers typically have moderate Social interests. Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.

Values

People differ in their values, or what is most important to them for building job satisfaction and fulfillment.

Compared to most people, those working as a Hotel Manager tend to value Relationships, Independence, and Achievement.

Most importantly, Hotel Managers very strongly value Relationships. Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment.

Second, Hotel Managers very strongly value Independence. Occupations that satisfy this work value allow employees to work on their own and make decisions.

Lastly, Hotel Managers strongly value Achievement. Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment.

Psychological Demands

Each occupation brings its own set of psychological demands, which describe the characteristics necessary to perform the job well.

In order to perform their job successfully, people who work as Hotel Managers must consistently demonstrate qualities such as persistence, dependability, and initiative.

Below, you'll find a list of qualities typically required of Hotel Managers, ranked by importance:

Persistence
Job requires persistence in the face of obstacles.
Dependability
Job requires being reliable, responsible, and dependable, and fulfilling obligations.
Initiative
Job requires a willingness to take on responsibilities and challenges.
Self-Control
Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
Adaptability/Flexibility
Job requires being open to change (positive or negative) and to considerable variety in the workplace.

What education and training do Hotel Managers need?

Many Hotel Managers will have a four-year bachelor's degree, but some do not.

Hotel Managers usually need several years of work-related experience, on-the-job training, and/or vocational training.

Educational degrees among Hotel Managers

  • 4.8% did not complete high school or secondary school
  • 16.7% completed high school or secondary school
  • 23.0% completed some college coursework
  • 10.0% earned a Associate's degree
  • 36.1% earned a Bachelor's degree
  • 8.0% earned a Master's degree
  • 1.4% earned a doctorate or professional degree

Knowledge and expertise required by Hotel Managers

Hotel Managers may benefit from understanding of specialized subject areas, such as administration and management, personnel and human resources, or customer and personal service knowledge.

The list below shows several areas in which most Hotel Managers might want to build proficiency, ranked by importance.

Administration and Management
Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
Personnel and Human Resources
Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
Customer and Personal Service
Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
Mathematics
Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
Sales and Marketing
Knowledge of principles and methods for showing, promoting, and selling products or services. This includes marketing strategy and tactics, product demonstration, sales techniques, and sales control systems.

Important Abilities needed by Hotel Managers

Hotel Managers must develop a particular set of abilities to perform their job well. Abilities are individual capacities that influence a person's information processing, sensory perception, motor coordination, and physical strength or endurance. Individuals may naturally have certain abilities without explicit training, but most abilities can be sharpened somewhat through practice.

For example, Hotel Managers need abilities such as oral expression, oral comprehension, and written comprehension in order to perform their job at a high level. The list below shows several important abilities for Hotel Managers, ranked by their relative importance.

Oral Expression
The ability to communicate information and ideas in speaking so others will understand.
Oral Comprehension
The ability to listen to and understand information and ideas presented through spoken words and sentences.
Written Comprehension
The ability to read and understand information and ideas presented in writing.
Written Expression
The ability to communicate information and ideas in writing so others will understand.
Problem Sensitivity
The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing that there is a problem.

Critical Skills needed by Hotel Managers

Skills are developed capacities that enable people to function effectively in real-world settings. Unlike abilities, skills are typically easier to build through practice and experience. Skills influence effectiveness in areas such as learning, working with others, design, troubleshooting, and more.

Hotel Managers frequently use skills like active listening, service orientation, and speaking to perform their job effectively. The list below shows several critical skills for Hotel Managers, ranked by their relative importance.

Active Listening
Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
Service Orientation
Actively looking for ways to help people.
Speaking
Talking to others to convey information effectively.
Social Perceptiveness
Being aware of others' reactions and understanding why they react as they do.
Management of Personnel Resources
Motivating, developing, and directing people as they work, identifying the best people for the job.

What is the source of this information?

The information provided on this page is adapted from data and descriptions published by the U.S. Department of Labor, Employment and Training Administration under the CC BY 4.0 license. TraitLab has modified some information for ease of use and reading, and the U.S. Department of Labor, Employment, and Training Administration has not approved, endorsed, or tested these modifications.

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