Eva Tzoumpa Human Resource Services Ltd

🔷 Παγκόσμια Ημέρα Ενημέρωσης και Ευαισθητοποίησης για τον Αυτισμό
Σήμερα νιώθω ιδιαίτερη συγκίνηση αλλά και αισιοδοξία,
βλέποντας επιχειρήσεις να επενδύουν στην ενημέρωση και εκπαίδευση του προσωπικού τους σε τέτοια θέματα.
Τον τελευταίο ενάμιση χρόνο, μέσα από την εθελοντική μου δράση ως HR στο Σωματείο Στήριξης Αυτισμού Αμμοχώστου (Autism Support Famagusta), ήρθα πιο κοντά σε μια πραγματικότητα που συχνά συνοδεύεται από άγνοια, φόβο και προκαταλήψεις — όχι από πρόθεση, αλλά από έλλειψη γνώσης και κατανόησης.
Έτσι γεννήθηκε το σεμινάριο:
📘 «Φιλοξενία χωρίς Αποκλεισμούς: Διαχείριση, Υποστήριξη και Εκπαίδευση Προσωπικού με Διαφορετικούς Τρόπους Μάθησης»
Με στόχο:
▪️ την ένταξη ατόμων στο φάσμα του αυτισμού στην εργασία
▪️ την κατανόηση της ΔΕΠΥ
▪️ και την πρακτική προσαρμογή του εργασιακού περιβάλλοντος
Η διοικητική ομάδα του Alion Beach Hotel και Nissi Park Hotel ήταν από τους πρώτους που αγκάλιασαν αυτή την πρωτοβουλία, και πριν λίγες μέρες το υλοποιήσαμε.
Ξεκινήσαμε με μια εύλογη απορία:
💬 «Μπορούν αυτά τα άτομα να εργαστούν σε ένα περιβάλλον με ένταση και πίεση;»
Δεν υπήρχε άρνηση — υπήρχε διάθεση να μάθουν.
Και αυτό έκανε τη διαφορά.
Γιατί στο τέλος της εκπαίδευσης, υπήρχε κατανόηση, αποδοχή και πρόθεση για υποστήριξη.
Δεν μιλήσαμε μόνο για την εταιρική, αλλά και για την ατομική κοινωνική ευθύνη.
📍 Η συμπερίληψη δεν ξεκινά από πολιτικές.
Ξεκινά από ανθρώπους — και χτίζεται καθημερινά μέσα από μικρές, συνειδητές επιλογές.
🙏 Ευχαριστώ θερμά τη διοίκηση του Alion Beach Hotel και Nissi Park Hotel και όλους τους συμμετέχοντες, που δεν περιορίστηκαν σε επικοινωνιακές ή αποσπασματικές δράσεις,
αλλά επέλεξαν να επενδύσουν στην κατανόηση, την εκπαίδευση και την ουσιαστική αποδοχή.
Γιατί κάθε τέτοια πρωτοβουλία είναι ένα βήμα πιο κοντά σε έναν χώρο εργασίας που αναγνωρίζει και αξιοποιεί τις δεξιότητες και τα ταλέντα όλων —
ρίχνοντας φως εκεί όπου για χρόνια υπήρχε απομόνωση και περιθωριοποίηση.

🔷 Employer Brand: A hidden cost with real impact
When we talk about workforce costs, we usually think of salaries, benefits — maybe replacement.
But there’s another cost that never shows up on any expense sheet.
And yet it affects everything: recruitment, performance, reputation, even revenue.
📌 The cost of a weak Employer Brand.
🔎 According to international studies:
50% increase in cost per hire when the employer has a negative reputation
86% of candidates don’t apply if they’ve heard negative feedback
10% wage premium needed to attract talent
Smaller candidate pool → longer hiring time, empty positions, lost productivity
📊 In Cyprus?
Our 2021 tourism-sector survey in Cyprus highlighted that:
– 50% of employees would not recommend their employer
– 70% of those who left had negative experiences — toxic climate, high pressure, lack of support
💶 In real numbers?
For a 200-staff hotel, the cost of a weak Employer Brand can exceed €20,000 per year.
This includes:
• Wage premiums to fill hard-to-hire roles
• Higher recruitment costs (ads, sourcing, agents)
• Lost productivity while positions stay vacant
💬 Who communicates your Employer Brand?
1️⃣ Your employees — through what they share with family, friends, and peers
2️⃣ Your agents — through how they describe your workplace to candidates
3️⃣ You — through how you handle exits, conflicts, and the day-to-day experience
📣 Employer Brand is not about marketing.
It’s the real experience that gets shared — by those who know you from the inside.
💡 The question isn’t whether you have an Employer Brand.
It’s what kind of brand you have — and how much it’s costing you.

✳️ How much does one resignation really cost in a hotel in Cyprus?
Last time, we talked about turnover.
With numbers. With data. With studies.
Because when someone leaves — it’s not just “they left”.
It’s cost. It’s a loss of time, flow, consistency.
It’s the moment where culture meets strategy — and either strengthens the business… or holds it back.
💡 This time, we go one step further.
What does this cost look like in practice — for a 200-staff hotel in Cyprus?
We analysed:
▪️ payroll data
▪️ staff composition
▪️ real-life operational processes
And broke it down into the actual phases of turnover:
– pre-departure
– recruitment
– selection
– onboarding
– productivity loss
We also examined the differences between Cypriots, EU nationals, and TCNs.
The result?
📌 With annual turnover of 35–40% (a reality for many seasonal hotels),
the total turnover cost exceeds €100,000 per year.
🔸 Over half of it is invisible — never captured in any cost centre.
🔸 70% comes from lost productivity.
🔸 Managers spend valuable time on process — instead of leading teams.
🎯 The question, as always, is:
What do you do with these insights?
Strategic HR is not a luxury.
It’s not a “nice to have”.
It’s a business lever — a counterweight to risk and loss.
🔹 It’s the difference between struggling and building.
🔹It’s the key to consistency, quality, and people connection.
🔹It’s the tool that turns cost… into return.
📊 The loss is measurable.
The solution is strategic.
And it’s in your hands.
📩 Want to see what this looks like in your hotel?
Let’s talk.

🔹 At Eva Tzoumpa HR Services, we believe HR should speak the language of business.
Not only with vision, values and culture — but with data, with numbers.
With arguments that make sense — not only to HR professionals, but also to those who manage budgets, operations, and performance.
Because HR isn't just about “soft skills”.
It’s a strategic driver of performance, stability and competitive advantage.
In hospitality, businesses excel at tracking KPIs:
occupancy, ADR, RevPAR, food cost, cost per room.
But there’s one cost that’s that’s real, recurring, and often overlooked:
📌 The cost of turnover.
Turnover isn’t just “someone left”.
It’s an ongoing cost — without return.
Let’s take a look at what the most recent studies tell us:
📍 Cornell University (Tracey & Hinkin)
Total cost of turnover for a non-managerial role:
👉 €5,300 – €11,100
Includes:
▪️ Talent attraction & recruitment
▪️ Onboarding & training
▪️ Loss of productivity during ramp-up
▪️Manager time & internal resources
🟡 70% of this cost comes from productivity loss — the most “invisible” but substantial part.
📉 SHRM (2025):
Direct cost-per-hire: €4,736 per person
📉 Deloitte (2022):
Poor onboarding leads to +34% more early resignations (within 90 days)
📉 Cornell Hotel Quarterly:
Each +1% in turnover = ~€7,000 lost profit per year
📉 AHLA (2024–2025):
Every resignation creates a domino effect:
missed shifts, overworked teams, service inconsistency, burnout

✅ What are successful businesses doing differently?
They invest in structured HR support —
whether in-house or through external partnerships.
📊 According to NAPEO (2024–2025):
▪️ 10–14 percentage points lower annual turnover
▪️ 27.2% average ROI in HR cost savings (≈ €1,535 per employee/year)
They build systems and policies that work for their people:
✔️ Clear and consistent recruitment process
✔️ Structured onboarding & training
✔️ A consistent and human employee experience
Because hiring is just the beginning.
What truly matters is how people start, how they are supported, and whether they feel they belong.
HR is not a cost.
It’s not just “admin”.
💡 It’s the engine that keeps people engaged, productive, and committed —
not just present but truly connected to your business.
💬 How does your business manage turnover?

✳️ Three real onboarding stories — and why it makes all the difference
At Eva Tzoumpa HR Services, we recently came across three real stories from different companies.
Each one reminded us just how critical the first experience is when someone starts a new job.
👩‍💻 Story 1
A young graduate began her first role full of enthusiasm.
But there was no onboarding, no plan, no guidance.
Everyone was too busy to support her.
By the end of the first day, she realized the company lacked care and structure — and she left.
👨‍💼 Story 2
A university student joined a customer service team.
No training. No product knowledge. No support.
After ten days, he was told: “You’re not a good fit.”
He left disappointed, questioning himself.
But the issue wasn’t him — it was the missing onboarding process.
👩‍💼 Story 3
Another graduate joined a company with a structured onboarding approach.
Clear role, cultural orientation, and a buddy to support her journey.
A few months in, she is confident, productive — and happy to be there.
💡 The takeaway?
Onboarding is not a formality.
It’s an investment — in people, culture, and long-term performance.
❗ When it’s missing:
New hires feel lost, disconnected, unsupported
Businesses lose time, talent, and trust
✅ When it’s done right:
People feel engaged and empowered
Companies gain loyalty, productivity, and stability

👉 A structured onboarding process helps people perform at their best — from day one.
At Eva Tzoumpa HR Services, we help businesses across hospitality and beyond design onboarding programs that connect people with purpose — and support success from the start.

📩 Learn more: www.evatzoumpa.com

Rethinking Generation Z at Work
About a year ago, Hollywood actress Jodie Foster joked in an interview that Generation Z is “really annoying, especially in the workplace.”
Her comments reignited a debate that still continues — not just about Gen Z’s “work ethic,” but about how much the world of work itself has changed.
While studying a project on generational collaboration and the new workforce in hospitality, I came across this insightful article from EHL Hospitality Business School:
👉 Generation Z and the new work ethic — defending the younger working generation.
The article reminds us that Gen Z didn’t appear out of nowhere.
They are the result of previous generations’ values and systems — highly educated, multilingual, and purpose-driven.
They’ve watched their parents burn out, sacrifice family for work, and question what success really means.
So, it’s not that they don’t want to work — they simply want work to make sense.
In hospitality, this shift is already visible.
Younger professionals care about growth, wellbeing, and authenticity.
They want leaders who listen, teams that collaborate, and organizations that see them as more than just “positions to fill.”
As I explore these dynamics in my current project, it becomes clear that the challenge isn’t about “fixing” any generation — it’s about helping them understand and work with each other.
Because the future of hospitality won’t belong to one generation over another.
It will belong to those who know how to connect them. ✨

Generation Z work ethic: Defending the younger working generation Discover why Generation Z is unfairly criticized for their work ethic, and explore the economic and societal shifts impacting Gen Z's approach to work.

What is HR in Hotels?
In hospitality, everything starts and ends with people.
And yet, in so many hotels, the “people function” — HR — is still missing, misunderstood, or undervalued.
Let’s talk about why that matters.
Many hotels still say:
💬“Payroll is handled by accounting.”
💬“Recruitment is done by the assistant manager.”
💬“We have job descriptions and evaluations — they’re in the ISO procedures somewhere.”
And when you ask when those were last updated, the answer is often… 5 or even 20 years ago.
But how much has changed in the hotel workplace in just the last 5 years?
The most common phrase I hear is:
💬 “We know HR is important, but it’s not a priority for us.”

Let’s think about that.
Today, hotels bring together five different generations of employees,
from multiple cultures, each with different values, expectations, and communication styles.
And yet, we expect department heads to manage it all —
without structured HR support, training, or guidance.
Then we hear:
“Cypriots don’t want to work.”
“Europeans have gone back home.”
“Young people are too demanding.”
“Third-country nationals don’t understand.”
But behind all of this lies one key question:
Who is really taking care of your people?

💡 So, what is HR?
HR is not payroll, ISO procedures, or administrative paperwork.
HR stands for Human Resources Management — and that means strategy.
It is the link between management and people.
It’s the role that:
✅ Aligns your people with your vision and business goals.
✅ Plans and forecasts your workforce needs strategically.
✅ Builds a culture of growth, collaboration, and respect for diversity.
✅ Empowers managers to become true people leaders – not just shift supervisors.
HR is not an expense.
It’s an investment — in quality, consistency, and the guest experience.
Because at the end of the day, hotels are not buildings.
They are the people who bring them to life.

✨ At Eva Tzoumpa Human Resource Services Ltd,
we help hospitality businesses move from personnel management
to strategic human resource leadership.
📍Because hospitality will always be — and will always depend on — people.
🌐 www.evatzoumpa.com

HOMEPAGE - Eva Tzoumpa Human Resource Services Business results start with your people. We support hospitality businesses and organizations build inclusive, people-first workplaces — combining HR strategies […]

🌍 World Tourism Day | 27 September 2025
Theme: Tourism and Sustainable Transformation

Tourism is often highlighted for its role in economic growth. But its real power goes beyond numbers.
It is about people.
It is about opportunities.
It is about transformation.

In hospitality, we witness this every day: tourism creates jobs, develops skills, and opens doors for youth, women, and communities at risk of exclusion. Yet, growth alone is not enough to secure these benefits for the future.

To unlock tourism’s full potential, we need:
✅ Education and skills investment — people-first planning that empowers future generations
✅ Innovation and entrepreneurship — digitalization and new business models that drive inclusive prosperity
✅ Sustainable investments — protecting biodiversity, reducing emissions, and building resilient communities

Hospitality is, above all, a human experience. And when tourism is designed with sustainability, resilience, and equity at its core, it becomes a true agent of positive change.

On this World Tourism Day, let’s reflect:
How can each of us — as professionals, businesses, and travelers — contribute to a more sustainable and transformative future for tourism?

🖥️ From Paperwork to Paperless HR

In a previous role, I was responsible for leading a company through the transition to a more advanced and integrated system.
I remember the excitement of seeing all of us becoming more productive — but also how challenging the change felt for my colleagues. Many were hesitant, even resistant. They needed training, guidance, and above all, support to feel secure again.

That experience taught me something important:
🔑 Technology alone is never enough. The real success of any digital transformation lies in people — their learning, trust, and willingness to embrace something new.

✨ Today, through HRIS, we help hospitality businesses move from paperwork to paperless HR in a way that works for both the organization and its people.

With one secure platform, you can:
✅ Digitize contracts, certificates, and performance records
✅ Ensure GDPR compliance and data protection
✅ Reduce administrative costs and save valuable time
✅ Access HR data securely, anytime, anywhere
✅ Free your team from paperwork so they can focus on people-work

🚀 Change is never easy, but with the right support it becomes a turning point.
📩 Get in touch to see how HRIS can transform your business today.

🛎️ International Housekeeping Appreciation Week | 14–20 September 2025

In hospitality, there are moments that cannot be easily captured in performance metrics or business reports.
They are the moments when a guest opens the door to their room and immediately feels comfort, cleanliness, and care.
And that is thanks to the people who often remain “invisible”: our housekeeping teams.

Their contribution is not only operational. It is fundamental to the guest experience – which is why in guest reviews, cleanliness and attention to detail are always among the top-rated aspects.

But behind the result lies an incredible set of skills and capabilities:
✨ Customer service and communication
✨ Teamwork and cross-department collaboration
✨ Time management and prioritization (especially during check-in/check-out peaks)
✨ Adaptability to different guest types and expectations (VIPs, families, groups)
✨ Observational skills and attention to detail
✨ Physical endurance and a strong sense of responsibility for quality

Their role demands a unique combination of competences that many professionals spend years developing. And yet, housekeeping professionals perform them every single day with consistency and dignity.

🙏 This week, let’s take a moment to recognize and thank them. Because without them, hospitality would simply not be the same.

👏 Special congratulations also go to the Housekeepers Association-CYHA for the outstanding work they are doing in supporting and elevating the profession.

💬 What’s one moment where a housekeeping team made a difference in your guest or employee experience?

Hospitality is, above all, a human experience. AI can enhance it—if used wisely and with respect. This article is well worth reading, as it highlights how guests’ and employees’ perceptions and emotions shape the success of AI in the industry, and offers ideas on how to balance efficiency with empathy.

Psychological Insights into AI in Hospitality Discover how AI in hospitality shapes guest experience and staff well-being, and why psychology is key to its successful adoption.