Hospitality & tourism
Talent management
in hospitality.
Prepare seasonal and permanent teams for consistent service through onboarding, learning and recognition across properties.
Programmes for your industry
Carry the service experience across every shift.
A new season, a new colleague or a different property should not mean starting from scratch. Give teams shared knowledge and adapt the journey to the role and location.
Make the first days easier
Create onboarding for reception, housekeeping, food and beverage, and support teams. Combine welcome content, service procedures and practical tasks in a guided journey.
Keep service knowledge current
Organise training on products, service standards and procedures. Use short content and structured programmes with deadlines and evaluations appropriate to each audience.
Recognise the work behind the guest experience
Make teamwork, knowledge sharing and good service visible through recognition. Give managers and colleagues clear criteria for acknowledging contributions.
Talent management in Premium
Connect learning
to talent decisions.
Connect performance evaluation, objectives, development plans and careers with learning and feedback. Premium brings these processes together so people development has continuity.
People Intelligence provides the organisation view. Talent Insights brings individual context into profiles, including support for mentor-mentee matching. Talent Strategist helps explore data in natural language.
Published experience
A reference from frontline retail teams.
SOMA at Leroy Merlin illustrates how learning, recognition and development can be connected for frontline teams. This is a retail case, offered as a reference for programme design, rather than a hotel implementation.
[vc_row][vc_column][vc_column_text]Using the digital platform GFoundry, Leroy Merlin implemented a solution for all its employees that it called SOMA.[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_column_text][/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_column_text][/vc_column_text][/vc_column][/vc_row][vc_row][vc_column width="2/3"][vc_empty_space][vc_column_text]This solution aims to change the way its employees communicate and interact in key moments, such as performance evaluation, management of individual development plans, recognition, feedback, on-boarding, among others. Cláudia Batista, responsible for the implementation of this…
Before you start
Frequently asked questions
Answers to help define the scope and next steps for your project.
Can seasonal colleagues follow a focused onboarding journey?
Yes. Create a Mission for the role and property, with essential content and tasks. Follow each person’s progress and use feedback to identify where they need support.
Can properties and brands have different learning programmes?
Yes. Configure programmes by group or team and share content where it is useful. Plus and Premium include segmentation and Multi-Company for projects involving several companies.
Can we organise training on food safety and service standards?
Yes. Use your reviewed content in training programmes with audiences, deadlines and evaluation. Your responsible teams define the applicable requirements and practical validation for each programme.
Does GFoundry replace our LMS or HRIS?
GFoundry brings learning, performance, objectives, feedback, recognition and engagement into one platform. It can replace separate tools for these processes and connect to your HRIS/HCM. Payroll and administrative HR remain in that system; integration scope is agreed in the project.
How is AI used?
Learning Designer helps create courses from a briefing or PDF, with review before publication. Role-Play Coach supports conversation practice, and Talent Strategist helps explore talent data. These agents use the available context and configured access. People Intelligence and Talent Insights are separate intelligence services.
Which plan fits our project?
Compare Base, Plus and Premium against the processes you want to launch. Premium includes performance and career management, People Intelligence, Talent Insights and MCP access. The proposal defines the audience, configuration, integrations and partner services.
How do we start an implementation?
Choose a first programme, agree the audience and objectives, prepare the content and configure the experience. A GFoundry partner can support design, implementation and follow-up. Timing depends on the scope, content readiness and integrations.
Can we include mentoring?
Yes. GFoundry can suggest mentor-mentee pairs automatically, with HR reviewing and approving them. Talent Insights adds individual talent and development context to support matching. Mentoring projects using Talent Insights require Premium.