Nepal’s hospitality industry stands at a pivotal moment. With the growing influx of domestic and international travelers and the country’s steady reputation as a top travel destination, hotels and resorts are under constant pressure to deliver exceptional service. However, while the physical infrastructure of the hospitality industry evolves, a critical challenge remains—human resources (HR) Function The sector must now shift focus to nurturing and retaining a highly skilled, motivated, and locally driven workforce to build sustainable growth.
Current Trends in Hospitality HR in Nepal
The post-pandemic resurgence in tourism has led to increased demand for trained hospitality professionals. However, many hotels struggle to find skilled candidates, especially for supervisory and managerial roles.
Rising Interest Among Youth
Encouragingly, more young Nepali students are pursuing Hotel Management education. Institutions offering Professional Diplomas and BHM degrees are producing capable graduates who aspire to build careers in hospitality—but retaining this talent remains a challenge
Adoption of Technology
From automated booking systems to contactless check-ins, technology is being integrated into hotel operations. This shift calls for continuous upskilling and adaptability among employees.
Global Standards, Local Gaps
Many hotels aim to meet international hospitality benchmarks, but face shortages in trained staff and leadership experience.
Despite graduating thousands of Hotel Management students every year, Nepalese hotels struggle to retain them, often due to:Low entry-level pay and long hours,Lack of career growth opportunities ,Poor workplace culture and management practices,Limited exposure to structured training programs, The allure of overseas jobs with higher wages and status.Without addressing these pain points, local graduates will continue seeking opportunities abroad.
Policy and Organizational Reforms: What Needs to Change
To retain and empower young professionals, we must re-evaluate HR strategies and government/industry policies:
- Structured Career Paths: Hotels should offer defined growth plans from intern to mid-management roles.
- Incentivize Internal Training Programs: Encourage hotels to invest in regular technical and soft skills training.
- Tax Benefits for Hiring and Developing Local Talent: Government incentives for companies that show measurable retention rates of local graduates.
- Public-Private Partnerships: Collaborate with academic institutions to align curriculum with market needs.
- Internship and Apprenticeship Mandates: Strengthen experiential learning as a core academic requirement.
Preserving the Essence of Nepalese Hospitality Culture
Nepal is globally admired for its warmth and service mindset—yet we risk losing this cultural capital due to:
- Inadequate customer service training
- Copy-paste western service models without localization
- Transactional rather than empathetic service attitudes
To preserve and promote authentic hospitality:
- Integrate ‘Nepali Hospitality Values’ into training modules
- Recognize and reward empathy and service orientation in staff evaluations
- Promote local languages and greetings as part of brand identity
Where We Lack: Skilled Manpower and Retention
The problem isn’t the lack of graduates—it’s the lack of industry-ready, motivated, and loyal professionals. Key issues include:
- Outdated curriculum not aligned with real-world demands
- Lack of mentors and on-the-job coaching
- No proper performance feedback or growth tracking
- Inconsistent labor practices and job insecurity
We must bridge this gap by investing in continuous professional development, mentoring, and transparent HR systems.
Creating a Safe and Respectful Work Environment
- Implementing HR Policies: Establishing clear policies that promote respect, equality, and safety can foster a positive workplace culture.
- Employee Feedback Mechanisms: Regularly soliciting and acting upon employee feedback can lead to continuous improvements in the work environment.
