MODULE 1

ANALYSIS

THOUGHT-PROCESSING QUESTIONS

1. What are things that the two scenario have in common?

* The two scenario that has in common was that they planned on same traveling, but the
reservation of their rooms or hotels are fully occupied so that they must have to cancel the trip
they planned.
2. What are the main characters significant consideration in making decisions regarding their
purchase of tourism and hospitality products?
* The main characters in making decisions regarding on purchasing of the tourism and
hospitality product is in order for to them to grow the marketing in the tourism and hospitality
industry requires an understanding of the differences between marketing goods and marketing
services. To be successful in tourism marketing, organizations need to understand the unique
characteristics of their tourism experiences, the motivations and behaviours of travelling
consumers, and the fundamental differences between marketing goods and services.
3. What would you do if you we're in the same situation with the main characters? Cite your
decisions and critical factors that affect your choices.
* If I were in this kind of situation the decision and the critical factors that affect of my choices
is that I should rather first check my email so that I read what's my mother said to me, so that I
can save a lot of money on my travel trip.
 APPLICATION

LIST 7 HOSPITALITY AND TOURSIM BRAND THAT UTILIZE REVENUE

MANAGEMENT
1. SODEXO
Sodexo is a French food services and facilities management company with headquarters in Paris.
This hospitality company is one of the world’s largest multinational corporations, with more than
400,000 employees located in 80 countries.
One of the notable initiatives of Sodexo is their SheWorks job shadowing program that allows
women of all ages to learn more about the company and the facilities management roles they hire
for. The program, which launched on International Women’s Day, matched Sodexo volunteers
with women in local communities to provide them with opportunities to develop new skills and
explore careers in a male-dominated industry.
“At Sodexo, we have seen the benefit of gender balance and the connection to our business
performance. This is an opportunity for us to brand ourselves as a quality of life employer with
an inclusive culture where women can belong. Given the competition for talent, this is a great
way to expose the community to careers at Sodexo.” – Rohini Anand, Sodexo
Sodexo’s approach works so well because they present themselves as a “worldwide, extended
family” with a strong focus on promoting from within. In addition to the SheWorks initiative,
they also offer mentoring programs, employee recognition opportunities, and other perks that
help to build their employer brand. Sodexo is also really active on LinkedIn, regularly sharing
content that showcases the employee experience, as well as the company’s commitment to
diversity and inclusion.
2. Four Seasons Hotels and Resorts
Four Seasons Hotels and Resorts is an international luxury hospitality company that is
headquartered in Toronto, Ontario in Canada. With more than 100 hotels worldwide, Four
Seasons employs 45,000 people in various hospitality roles.
The company focuses on campus recruitment and diversity in their hiring efforts and building out
their Manager in Training program. They also highlight their employer brand on employee social
media platforms. For example, on the Four Seasons Jobs account on Facebook, they share
compelling photo and video content highlighting “The Faces of Four Seasons.” They even
recognize specific employees from their locations around the world and share quotes, articles,
and other relevant content.
Four Seasons does an amazing job at sharing a variety of content types and topics on their
employee social media pages. From bartending and interview tips from employees to mannequin
challenges and joining in on other fun internet trends, Four Seasons is engaging and appealing as
an employer on social media—which is exactly what they should be doing to hire and recruit
great hospitality talent.
3. Earls
Earls is a family-owned casual dining restaurant chain headquartered in Vancouver, British
Columbia, Canada. With 68 restaurant locations, Earls is an employer to more than 5,000 people
across Canada and the United States.
Earls launched an awesome employer branding campaign, complete with a website, Instagram
account, and hashtag. The company shares employee-generated content with #EarlsWantsYou,
highlighting the “Earls Experience” through engaging photos and videos. They place a lot of
emphasis on their commitment to maintaining a fun work environment and their company
values. Earls also promotes career growth with the #PeopleGrowHere campaign and leadership
development course.
“People are the heart of our business. They bring the soul, magic and logic into what they do
every day. They are driven by continuous learning and personal mastery to become their best
selves. Through the Vision + Goals program, our people dream BIG and make bold declarations
for what they want in life. We’re also big on leadership development so it’s how our people
move their career forward at Earls.”
Earls really stands out because they’ve dedicated a lot of time and energy to building out a strong
culture and a fun, intriguing employer brand—and it shows. From the lighthearted language they
use to the range of employee perks and opportunities, they present a clear picture of what it
means to be part of the Earls Experience.
4. Hyatt Hotels Corporation
Hyatt Hotels Corporation is a multinational hospitality company that manages and franchises
luxury hotels, resorts, and vacation properties. Headquartered in Chicago, Illinois, Hyatt Hotels
employs upwards of 100,000 people in 56 countries.
Hyatt places a strong emphasis on a culture that celebrates diversity and inclusion. In fact, not
only do they frequently receive “Great Places to Work” awards, but also recognition for being a
top employer for diversity. The #InAHyattWorld campaign and Hyatt Careers YouTube page
showcase what it’s like to work at one of their hotel brands and why employees love what they
do.
The Hyatt Hotels careers page describes their culture as “one that empowers every individual to
be his or her best, and such authentic connection inspires the way we care for each other and for
our guests.” Hyatt’s employer branding initiatives make it clear that they’re a great hospitality
company to work for. They attract top-quality job candidates by promoting their culture, training
opportunities, and commitment to diversity and inclusion in their hiring efforts.

5. Kimpton Hotels & Restaurants

Kimpton Hotels & Restaurants is a hotel and restaurant brand owned by Intercontinental Hotels
Group. Based in San Francisco, California in the U.S., Kimpton employs more than 8,100 people
across 65 locations.
Kimpton has done a really impressive job building their employer brand. Aspirational videos
encourage employees to “make it count” and be their best selves, painting the brand as a
supportive employer with a positive culture. They celebrate making a difference and showcase
the importance of work/life balance, stating that “it’s about more than work.”
This quote from the Kimpton Careers page is a great example of their employer brand: “The real
you is a job requirement; your diverse background, talents and quirks are what help our company
connect meaningfully with our guests. You’ll lead your own personal career path while you help
make each guest’s journey feel more personal. You won’t just punch a clock and count the
hours; you’ll make it count.”
Their focus on work/life balance is a big win for Kimpton Hotels. With habits shifting as
younger generations in the workforce demand a healthy work/life balance, this type of sentiment
will no doubt resonate with people looking for hospitality jobs. Their brand personality shines
through with fun little details like “from the first whirl of a hula hoop at your employee
orientation…” and they offer a ton of perks for team members.
6. Fairmont Hotels & Resorts
Fairmont Hotels & Resorts is a luxury hotel chain headquartered in Toronto, Ontario in Canada.
With 75 properties in 24 countries, Fairmont is an employer to more than 30,000 hospitality
employees.
Fairmont runs extensive career and leadership development programs, such as the Summit
Program, which works with people who are aspiring hospitality leaders. They make it a point to
promote from within and encourage employees to grow within their careers. The Fairmont
Careers site focuses a lot on these opportunities for growth, using words language like “where
the extraordinary happens every day” to attract candidates.
“I think what really sets us apart is the sense of community we want to create and sustain within
our organization, which manifests itself as much in the small details of how we relate to each
other as formal benefits such as healthcare. What we‘re about is summed up in the words of a
colleague who said: ‘Working with Fairmont is like being part of a family, it‘s like coming
home.’” –Carolyn Clark
Fairmont Hotels & Resorts does an excellent job of highlighting what makes them unique as an
employer. Their employer brand really shows the potential for career growth within the
organization. It’s clear that Fairmont is willing to invest in great talent and help people live up to
their potential, which is always appealing to job seekers!
7. Motel One
Motel One is a budget hotel chain with headquarters in Munich, Germany. The company has
around 75 hotel locations and roughly 2,000 employees.

Motel One has programs like One University, which is designed to provide growth and training
opportunities to all employees. They share detailed descriptions of different areas of activity and
varying career levels, with an emphasis on the many ways to grow with the organization. The
One University campus is more than just a training center—it’s what they call an idea laboratory.
(How cool does that sound?!) Motel One also hosts regular career days and promotes them
online to attract job seekers in a fun, unique way.

“Even as a manager, the trainings at the One University always help me develop. Motel One
takes the idea of lifelong learning seriously.” –U. Vogel, Motel One Hotel Manager

This hotel chain has built an employer brand that truly stands out. From in-person hiring events
to a full training academy, they’ve taken a different approach than most hotel brands. They are
also clearly invested in the employee experience and do a great job of highlighting the culture
through Instagram and Facebook photos.

Participants of One University can further develop their specialized knowledge and meet their
colleagues from other locations during the trainings. 
 ASSESMENT

1. Why do we include the capacity, supply, and demand in the defining revenue management?
* Because in defining revenue management one of the factors for having a good economy, for
example, if the demand is high, and the supply is capable to take that demand it only means we
have the capacity on sustaining the wants and demand of the people, which results to an active
economy
2. Why did the hotel industry apply a yield management techniques of the airline industry in
their operations?
* Because yield management in the hospitality industry helps you to make the most of your
occupancy and it ensures a higher revenue the airline industry operation.
3. Provide and explain three applications of Revenue Management.
* All industries are competitive but some industries are more competitive than others. Those
industries with high fixed costs must cover those expenses no matter how lean the companies
within the market make themselves. Revenue management employs a revenue optimization
methodology that helps companies in certain industries exploit their industry’s characteristics to
drive additional revenue and higher profitability.
 MODULE 2

DIAGNOSTIC TEST
1. C
2. C
3. B
4. B
5. A
6. B
7. B
8. C
9. C
10. B

ACTIVITY
 THINK AND REFLECT

1. What did you observed from the different airlines?

* I observed that the different of the the airline was
2. How did you come up with your own rating for each line?
* I come up with my own ratings by calculating each line.
3. How did you personal experience affect your perception of the airline service?
*
4. How do the three different airlines differ from each other?
*
5. What is your realization from the activity?
* My realization about the activity was, I thought the revenue management was so easy but its
not.
 APPLICATION

1. Why is Revenue Management important in Hotel Operations?

* Because Revenue Management also helps to predict consumer demand to
optimize inventory and price availability in order to maximize revenue
growth in the hotel operation.
2. When can you say that a hotel is successful in terms of Revenue
Management?
* When the hotel gets more attractive to the customer and edible for all.
3. Among the essential concepts of Revenue Management, which do
you think is the crucial one? Why?
*