TIAPEI: Attracting talent, motivating teams

SUMMERSIDE, P.E.I. —At TIAPEI's semi-annual conference, keynote speaker Pierre Battah gave hospitality professionals tools to inspire and equip them to attract talent and mobilize their teams.

Keynote speaker Pierre Battah (left) with TIAPEI CEO Kevin Mouflier.

Keynote speaker Pierre Battah (left) with TIAPEI CEO Kevin Mouflier.

SUMMERSIDE, P.E.I. — At TIAPEI's semi-annual conference, president Robert Jourdain gave delegates some interesting statistics, keynote speaker Pierre Battah gave the province's hospitality professionals tools to inspire and equip them to attract talent and mobilize their teams, and Robert Mondor, president of Tourism HR Canada chaired a panel and gave hoteliers 12 tips on handling labour market challenges.

The semi-annual meeting was held Thursday, April 26,
in Summerside, P.E.I, at the Loyalist Country Inn.

“Our Tourism Industry here on Prince Edward Island employs over 7,700 full-time equivalent jobs,” said Jourdain. “We
generated approximately $447 million in economic activity last year with a 6.3 per cent GDP, the highest percentage of
any Canadian province. This also translates to $67 million in tax dollars generated. 

“We have
approximately 1,400 accommodations and over 2,000 tourism related businesses. This number actually
could be larger. Throughout the year, each month I speak to a group of high school students about the
tourism industry and I ask them to think of a main street somewhere and try and highlight a business
that is not affected by tourism…it’s not that easy.”

Jourdain went on to say that last year over 1.5 million people visited PEI, contributing to over 1 million
overnight stays.

Philip Mondor, Tourism HR Canada.

Philip Mondor, Tourism HR Canada.

At the afternoon session Tourism HR Canada president Phillip Mondor hosted a panel discussion on the topic, “Meeting Today’s HR challenges.

Tourism HR Canada also shared 12 tips or employers to meet the challenges of the labour market: 

1. Embrace the gig economy — shared freelance workers, coordinated community efforts;

2. Work on your human capital competency and capacity — improved, changed and new HR practices;

3. Rethink and rework work — re-defined work approaches: skills currency, not job roles;
new/different service and product offer;

4. Employ robots (in disguise) — invest in technology, automation, augmentation;

5. Increase heterogeneity — tap into new labour markets;

6. Work on retention strategies — understand better the issues causing turnover;

7. Invest in your HR brand, employer destination — be an employer of choice, focus on a ‘lifestyle destination’;

8. Make your business a centre of learning, life experiences — upskilling, cross-training, transferable skills… “building a resume”;

9. Boost productivity — assess human capital and make professional development a priority;

10. Seek partnerships, include community in business plan — collaborate with education and other service providers;

11. Provide stability through predictable employment — offer standard work schedules and career guidance support;

12. See business as a human capital venture — manage the investment.