UPSKILLING AND RESKILLING AS STRATEGIC HR TOOLS FOR LEADERSHIP DEVELOPMENT IN THE HOSPITALITY INDUSTRY

Abstract

The purpose of the article is to investigate the role of strategic HR tools, in particular upskilling and reskilling, in the development of leadership competencies among personnel in the hospitality industry. It is substantiated that the digitalization of the industry, artificial intelligence, globalization and competition, the transformation of consumer expectations, the implementation of innovative service technologies, a shortage of qualified personnel, and crisis phenomena necessitate a systemic approach to personnel development. The paper highlights the essence and significance of HR strategies such as upskilling and reskilling for the competitive development of the hotel and restaurant business. It is emphasized that the application of upskilling contributes to the enhancement of professional qualifications, as well as the development of digital and managerial skills, while reskilling ensures staff retraining, the acquisition of new professions, and adaptation to changes in business processes. The main approaches to implementing upskilling (universal training programs, professional development courses, master classes, webinars, workshops, expansion of functional responsibilities, coaching, etc.) and reskilling (skills gap analysis, organization of retraining programs, internal rotation, mentoring and coaching, collaboration with educational institutions) have been identified. Their impact on the development of leadership competencies (strategic thinking, communication skills, emotional intelligence, creativity, flexibility, management efficiency, digital literacy, environmental responsibility) has also been highlighted. An integrated model for leadership development in the hospitality industry has been developed based on the use of strategic HR tools, namely upskilling and reskilling. Finally, it is substantiated that the implementation of modern HR strategies promotes the development of adaptive, loyal, and innovative personnel; reduces staff turnover; builds a talent pool and lowers external recruitment costs; supports the development of employees’ soft skills; enhances the employer brand; and ensures productivity, improved service quality, innovative business development, and increased competitiveness of the hotel and restaurant business.