{"id":2559,"date":"2014-03-09T04:10:41","date_gmt":"2014-03-09T04:10:41","guid":{"rendered":"http:\/\/www.spa-balance.com\/?p=2559"},"modified":"2014-03-09T04:10:41","modified_gmt":"2014-03-09T04:10:41","slug":"what-is-the-reality-of-our-spa-management-workforce-and-its-educational-needs","status":"publish","type":"post","link":"https:\/\/www.spa-balance.com\/es\/2014\/03\/what-is-the-reality-of-our-spa-management-workforce-and-its-educational-needs\/","title":{"rendered":"What is the reality of our spa management workforce and its educational needs?"},"content":{"rendered":"

<\/p>\n

 <\/p>\n

In today’s post, we’d like to address the more theoretical aspect of education within the spa industry. A report, commissioned by GSWS and conducted by SRI International, Spa Management Workforce & Education: Addressing Market Gaps<\/em> is our focus. Spa management professionals are hard to find. With the growing global wellness tourism economy, the number of spas throughout the world continues to increase. This is very much present in emerging markets. Yet, at this rate of growth, many spa owners are finding themselves struggling to keep qualified, effective managers in key positions. There is a growing need to find the right managers to manage the new spas opening their doors so readily. This is important not just for the consumer’s needs, but also to ensure spa business owners are getting the right return on investment from the facility.<\/p>\n

<\/p>\n

 <\/p>\n

En este art\u00edculo, nos gustar\u00eda abordar el aspecto m\u00e1s te\u00f3rico de la educaci\u00f3n dentro de la industria del spa. Nos enfocamos en un informe encargado por Cumbre Mundial de Spas y Wellness, y llevado a cabo por SRI International, llamado El Personal de Gesti\u00f3n de los Spas y la Educaci\u00f3n: Abordando las Brechas del Mercado<\/em>. Los profesionales cualificados en la gesti\u00f3n de los spas son dif\u00edciles de encontrar. Con el crecimiento de la econom\u00eda mundial del turismo del bienestar, el n\u00famero de spas en todo el mundo sigue aumentando. Esto es muy palpable en los mercados emergentes. Sin embargo, a este ritmo de crecimiento, muchos propietarios de spas est\u00e1n encontrando dificultades para mantener gerentes calificados y efectivos en puestos clave. Existe una creciente necesidad de encontrar gerentes adecuados para gestionar los nuevos spas que abren sus puertas tan r\u00e1pidamente. Esto es importante, no s\u00f3lo para las necesidades del consumidor, sino tambi\u00e9n para garantizar que los propietarios de los spas est\u00e1n consiguiendo el adecuado retorno de la inversi\u00f3n de la instalaci\u00f3n.<\/p>\n

<\/p>\n

 <\/p>\n

The difficulties of finding qualified talent<\/strong><\/p>\n

In the article in SpaBusiness.com<\/a>, “Work It Out”<\/em>, Katherine Johnston indicated that 95 per cent of spa industry leaders find it difficult to hire spa managers or spa directors with the right level of both experience and qualifications for the job. The survey also indicates that up to 52 per cent of those spa owners believe that the problem will continue or will worsen over the next ten years.<\/p>\n

There’s little doubt that this is worrisome for the industry as a whole. The experience the consumer has is fundamentally based on the quality of the employees at the facility. This makes well-trained, qualified professionals the number one asset in the spa industry.<\/p>\n

 <\/p>\n

The Key Stakeholders in the Management Workforce System in the Spa Industry<\/strong><\/p>\n

According to SRI International report, there are three main stakeholders in the spa industry responsible for maintaining, training, and educating spa managers and directors, as well as maintaining the overall spa workforce at an acceptable level.<\/p>\n

    \n
  1. The current and future spa managers and directors:<\/strong> These individuals must incorporate knowledge from training in order to improve their service skills and to better manage the business. Additionally, these individuals must seek out and obtain upgrades to training and skills as needed throughout their careers, thus maintaining a higher quality of skill at every level.<\/li>\n
  2. Spa business and industry leaders:<\/strong> This group must work with industry guidance and participate in educational programmes. The goal here is to ensure that educational programmes are relevant and that students receive proper job placements. Additionally, they must provide appropriate staff development and training opportunities to keep employees growing and learning.<\/li>\n
  3. Spa management related educational institutions:<\/strong> At the schools, these individuals must communicate key skill needs, offer internships, and provide guidance to spa business and industry leaders. They must provide the highest level of training possible, including practical experience in the skill areas desired within the industry.<\/li>\n<\/ol>\n

    All three components of this industry are critically responsible for the success of the whole. In many ways, if any one component of these three stakeholders fails, the development of well-qualified spa managers is limited.<\/p>\n

     <\/p>\n

    The Challenges<\/strong><\/p>\n

    What makes this process so difficult? Spa specific challenges are numerous, including:<\/p>\n

      \n
    • Individuals must have a true passion for the craft.<\/li>\n
    • Individuals must also have a deep understanding of their skills and the needs of the client.<\/li>\n
    • Formal education and training is essential but so is hands-on practical training.<\/li>\n
    • There are limitations on a well-defined career pathway, providing some limitation and confusion to incoming talent.<\/li>\n
    • Employees promoted from basic functions to management receive little training in management.<\/li>\n
    • Those with management training often lack key skill training.<\/li>\n<\/ul>\n

       <\/p>\n

      Additionally, this is a high demand career. It requires long hours and hard work. Employee burnout tends to be a problem as well. The combination of all of these factors often put employees that would be qualified for management positions in a difficult position. Even those who wish to excel may not have access to qualified training programmes and support. Each of these factors has contributed to the lack of well-qualified professionals in the field. This will continue to occur until key stakeholders improve.<\/p>\n

       <\/p>\n

      Next week, we’ll discuss the practical side of this topic with a focus on how educated a spa manager really needs to be.<\/p>\n

       <\/p>\n

      Las dificultades para encontrar talento cualificado<\/strong><\/p>\n

      En el art\u00edculo en SpaBusiness.com, “Work It Out”<\/em>, Katherine Johnston indic\u00f3 que el 95 por ciento de los l\u00edderes de la industria del spa tienen dificultades para contratar a gerentes o directores de spa con el nivel adecuado de experiencia y cualificaciones para el trabajo. La encuesta tambi\u00e9n indica que hasta un 52 por ciento de los propietarios de spa creen que el problema continuar\u00e1 o empeorar\u00e1 en los pr\u00f3ximos diez a\u00f1os.<\/p>\n

      No hay duda de que esto es preocupante para la industria en su conjunto. La experiencia del consumidor se basa fundamentalmente en la calidad de los empleados en la instalaci\u00f3n. Esto hace que los profesionales bien formados y cualificados sean el activo n\u00famero uno de la industria del spa.<\/p>\n

       <\/p>\n

      Los principales interesados \u200b\u200ben el sistema de gesti\u00f3n del personal en la industria del spa<\/strong><\/p>\n

      Seg\u00fan el informe de SRI International, existen tres actores principales en la industria del spa responsables del mantenimiento, la formaci\u00f3n y la educaci\u00f3n de los gerentes y directores de spa, as\u00ed como del mantenimiento de la fuerza de trabajo global del spa a un nivel aceptable.<\/p>\n

        \n
      1. Los gerentes y directores de spa actuales y futuros:<\/strong> Estas personas deben incorporar conocimientos de formaci\u00f3n con el fin de mejorar sus habilidades de servicio y mejorar la gesti\u00f3n de la empresa. Adem\u00e1s, estas personas deben continuar y actualizar su formaci\u00f3n y sus habilidades, seg\u00fan sea necesario a lo largo de sus carreras, manteniendo as\u00ed unas habilidades de mayor calidad, en cada nivel.<\/li>\n
      2. L\u00edderes de los negocios y la industria del spa:<\/strong> Este grupo debe trabajar con la orientaci\u00f3n de la industria y participar en programas educativos. El objetivo aqu\u00ed es asegurar que los programas educativos sean relevantes y que los estudiantes reciban la inserci\u00f3n laboral adecuada. Adem\u00e1s, deben proporcionar al personal un desarrollo adecuado y oportunidades de formaci\u00f3n para que los empleados contin\u00faen creciendo y aprendiendo.<\/li>\n
      3. Instituciones educativas relacionadas con la gesti\u00f3n de los spas:<\/strong> En las escuelas, estas personas deben comunicar las habilidades clave que son necesarias, ofrecer becas y proporcionar orientaci\u00f3n a los l\u00edderes de los negocios y de la industria del spa. Deben proporcionar el m\u00e1s alto nivel de formaci\u00f3n posible, incluyendo la experiencia pr\u00e1ctica en las \u00e1reas de las habilidades deseadas dentro de la industria.<\/li>\n<\/ol>\n

        Estos tres componentes de la industria son crucialmente responsables del \u00e9xito de su conjunto. En muchos sentidos, si cualquiera de los componentes de estos tres actores falla, el desarrollo de los directivos de spa bien calificados es limitado.<\/p>\n

         <\/p>\n

        Los retos<\/strong><\/p>\n

        \u00bfQu\u00e9 hace este proceso tan dif\u00edcil? Los retos espec\u00edficos de los spas son numerosos e incluyen los siguientes:<\/p>\n

          \n
        • Las personas deben tener una verdadera pasi\u00f3n por el oficio.<\/li>\n
        • Asimismo, las personas tambi\u00e9n deben tener un profundo conocimiento de sus capacidades y de las necesidades del cliente.<\/li>\n
        • La educaci\u00f3n oficial y la formaci\u00f3n es esencial, pero tambi\u00e9n lo es la formaci\u00f3n pr\u00e1ctica.<\/li>\n
        • Existen algunas limitaciones en la definici\u00f3n de la carrera profesional, lo que provoca una cierta limitaci\u00f3n y confusi\u00f3n a los nuevos talentos.<\/li>\n
        • Los empleados promocionados desde las funciones b\u00e1sicas a la gesti\u00f3n reciben poca formaci\u00f3n en gesti\u00f3n.<\/li>\n
        • Las personas con formaci\u00f3n en gesti\u00f3n, a menudo, carecen de formaci\u00f3n en habilidades clave.<\/li>\n<\/ul>\n

           <\/p>\n

          Adem\u00e1s, esta es una carrera muy exigente. Requiere una dedicaci\u00f3n de muchas horas y trabajo duro. La fatiga de los empleados tiende a ser un problema tambi\u00e9n. La combinaci\u00f3n de todos estos factores, a menudo, pone a los empleados que son id\u00f3neos para puestos de direcci\u00f3n en una posici\u00f3n dif\u00edcil. Incluso aquellos que desean sobresalir pueden no tener acceso a programas de formaci\u00f3n cualificados ni apoyo. Cada uno de estos factores ha contribuido a la falta de profesionales cualificados en este campo. Esto seguir\u00e1 ocurriendo hasta que las principales partes interesadas mejoren.<\/p>\n

           <\/p>\n

          La pr\u00f3xima semana trataremos la parte pr\u00e1ctica de este tema, enfoc\u00e1ndonos en el nivel de educaci\u00f3n que un gerente de spa realmente necesita tener.<\/p>","protected":false},"excerpt":{"rendered":"

            In today’s post, we’d like to address the more theoretical aspect of education within the spa industry. A report, commissioned by GSWS and conducted by SRI International, Spa Management Workforce & Education: Addressing Market Gaps is our focus. Spa management professionals are hard to find. 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