{"id":615,"date":"2026-09-14T05:03:14","date_gmt":"2026-09-14T05:03:14","guid":{"rendered":"https:\/\/www.stayntouch.com\/articles\/hotel-staff-training-time-reduction"},"modified":"2026-09-14T05:03:14","modified_gmt":"2026-09-14T05:03:14","slug":"hotel-staff-training-time-reduction","status":"publish","type":"post","link":"https:\/\/www.stayntouch.com\/articles\/hotel-staff-training-time-reduction","title":{"rendered":"How to Reduce Hotel Staff Training Time in 4 Phases"},"content":{"rendered":"<p><em>Written by: Kelly Campbell, Vice President of Marketing, Stayntouch<\/em><\/p>\n<h2>Key Takeaways<\/h2>\n<ul>\n<li>\n<p>Hotel staff training time is a recurring operating cost driven by high turnover, and it is one of the few controllable expenses for U.S. hotel managers.<\/p>\n<\/li>\n<li>\n<p>A structured four-phase playbook with preboarding, role-based onboarding, competency sign-offs, and ongoing microlearning reduces training hours and speeds up time to independent work.<\/p>\n<\/li>\n<li>\n<p>Role-based training paths tailored to front desk, housekeeping, and F&amp;B staff remove wasted time and improve first-attempt competency pass rates.<\/p>\n<\/li>\n<li>\n<p>Modern cloud PMS platforms with test environments and self-paced certification can cut front desk training from months to just 2 hours, which permanently lowers the cost of turnover.<\/p>\n<\/li>\n<li>\n<p><a target=\"_blank\" rel=\"noopener noreferrer nofollow\" href=\"https:\/\/www.stayntouch.com\/contact-us\"><strong>See how Stayntouch reduces front desk training time to 2 hours<\/strong><\/a> and helps hotels measure and improve time-to-productivity.<\/p>\n<\/li>\n<\/ul>\n<h2>Why Hotel Staff Training Time Is a Permanent Operating Cost<\/h2>\n<p>Most hotel operators treat onboarding as a one-time expense, but it is a recurring cost. Every time a staff member leaves, the training clock resets, and in U.S. hotels, that clock resets constantly.<\/p>\n<p><a target=\"_blank\" rel=\"noindex nofollow\" href=\"https:\/\/hotelbusiness.com\/report-hotel-labor-costs-rising-faster-than-productivity-gains\">Wage cost per occupied room at U.S. hotels rose 12.8% in 2025, from $42.82 to $48.32, while labor cost per hour rose 8.0%<\/a>, against U.S. consumer price inflation of 2.7% over the same period, according to <a target=\"_blank\" rel=\"noindex nofollow\" href=\"https:\/\/hotelbusiness.com\/report-hotel-labor-costs-rising-faster-than-productivity-gains\">HotelData.com powered by Actabl Hotel Effectiveness, covering approximately 5,000 U.S. hotels<\/a>. These are U.S.-specific figures and do not apply to other markets.<\/p>\n<p>The turnover rate driving that cost is equally stark. <a target=\"_blank\" rel=\"noindex nofollow\" href=\"https:\/\/gainesvilleceo.com\/news\/2026\/05\/hospitality-workers-quit-higher-rate-any-other-industry-us-oysterlink-analysis\">The quit rate for accommodation and food services reached 4.3% in March 2026, the highest among all industries tracked by the BLS and nearly double the private-sector average of 2.2%<\/a>, according to <a target=\"_blank\" rel=\"noindex nofollow\" href=\"https:\/\/gainesvilleceo.com\/news\/2026\/05\/hospitality-workers-quit-higher-rate-any-other-industry-us-oysterlink-analysis\">an OysterLink analysis of U.S. Bureau of Labor Statistics Job Openings and Labor Turnover Survey (JOLTS) data<\/a>. Industry estimates place annual U.S. hospitality turnover near 70%, against 12\u201315% in most other sectors.<\/p>\n<p>The arithmetic is straightforward. A 40-hour onboarding program that repeats four times a year, a realistic figure for a front desk position at a property with average turnover, is a 160-hour annual line item. But that 160 hours is only the visible cost. The true cost is substantially higher when you add the productivity loss while the new hire ramps, the manager hours diverted to supervision, and the error rate during the first weeks. Cornell University research on 33 U.S. hotels found that lost productivity during a new hire&#8217;s ramp-up accounted for between 47% and 68% of total turnover cost, which is the largest single component and the one most directly reduced by cutting training time.<\/p>\n<p>The implication is direct: a shorter training cycle saves onboarding hours and reduces the cost of every future departure. A hotel that cuts front desk training from two weeks to two hours has permanently lowered the price of turnover. Knowing that training time can be reduced is different from knowing how to reduce it. The next section outlines a four-phase playbook that sequences that reduction effectively.<\/p>\n<p><a target=\"_blank\" rel=\"noopener noreferrer nofollow\" href=\"https:\/\/www.stayntouch.com\/contact-us\"><strong>See how Stayntouch cuts front desk training to 2 hours.<\/strong><\/a><\/p>\n<h2>How to Reduce Hotel Staff Training Time: The Four Phases<\/h2>\n<p>The real challenge for most hotels is sequencing. Many teams know the tactics, but not the order and dependencies. Each phase in this playbook builds on the previous one, and skipping a phase creates gaps that later show up as errors, re-training, and extra manager intervention.<\/p>\n<ol>\n<li>\n<p><strong>Preboarding:<\/strong> What new hotel hires can learn before day one<\/p>\n<\/li>\n<li>\n<p><strong>Role-based onboarding:<\/strong> Why front desk, housekeeping, and F&amp;B should never sit through the same orientation<\/p>\n<\/li>\n<li>\n<p><strong>First independent shift:<\/strong> Competency sign-offs over hours completed<\/p>\n<\/li>\n<li>\n<p><strong>Ongoing reinforcement:<\/strong> Microlearning for hotel staff and what actually works<\/p>\n<\/li>\n<\/ol>\n<p>Underlying all four phases is the PMS itself. The system design determines how quickly staff can learn and apply each phase, how many errors they make, and how much supervision they need. The following sections show how Stayntouch supports each phase and shortens the path to independent work.<\/p>\n<h3>Phase 1 \u2014 Preboarding: What New Hotel Hires Can Learn Before Day One<\/h3>\n<p>Preboarding sets the baseline before a new hire ever clocks in. It covers the period between a hire accepting an offer and arriving for their first shift. A new hire who arrives on day one without knowing the property layout, terminology, or safety basics spends the first hours of a paid shift on topics that a phone could have covered the night before.<\/p>\n<p>Preboarding content that transfers well to a mobile device before day one includes:<\/p>\n<ul>\n<li>\n<p>Property map and department locations<\/p>\n<\/li>\n<li>\n<p>Core hospitality terminology, including what a folio is, what night audit involves, and what a property management system (PMS) does<\/p>\n<\/li>\n<li>\n<p>Dress code, scheduling, and HR policies<\/p>\n<\/li>\n<li>\n<p>Safety basics and emergency protocols<\/p>\n<\/li>\n<li>\n<p>Brand standards and service philosophy<\/p>\n<\/li>\n<\/ul>\n<p>Any modern cloud PMS with mobile access makes preboarding content easier to deliver. Staff can complete modules on their own device, at their own pace, before they have ever set foot on property. The first shift then begins at a higher baseline, which compresses the time to independent work.<\/p>\n<h3>Phase 2 \u2014 Role-Based Onboarding: Why Front Desk, Housekeeping, and F&amp;B Should Never Sit Through the Same Orientation<\/h3>\n<p>Role-based onboarding cuts training time by matching content to the work each department actually performs. A front desk agent, a room attendant, and a food and beverage (F&amp;B) server touch completely different parts of the PMS. Putting them through the same orientation wastes time for all three and produces shallow coverage of the tasks each role needs.<\/p>\n<p>Role-based onboarding maps training content to the specific workflows each department owns:<\/p>\n<ul>\n<li>\n<p><strong>Front desk:<\/strong> Reservations, check-in and checkout, folios, and payment handling<\/p>\n<\/li>\n<li>\n<p><strong>Housekeeping:<\/strong> Room status updates, task lists, and minibar posting to the guest folio<\/p>\n<\/li>\n<li>\n<p><strong>F&amp;B:<\/strong> Point-of-sale (POS) charge posting to the guest folio<\/p>\n<\/li>\n<li>\n<p><strong>Night audit:<\/strong> End-of-day close, transaction posting, and system rollover<\/p>\n<\/li>\n<li>\n<p><strong>Revenue management:<\/strong> Rate and restriction management, reporting<\/p>\n<\/li>\n<\/ul>\n<p>Stayntouch Academy, Stayntouch&#8217;s role-based, self-paced eLearning platform, follows this structure. Learning paths cover Front Desk, Housekeeping, Night Audit, Finance, Revenue Management, PMS Configuration and User Training, Property Champion, Guest Mobility, Guest Kiosk, and Allowances. Each path is self-paced. A test environment lets staff practice on realistic scenarios without touching live reservations. Certifications are awarded on completion, and progress tracking lets managers verify who has completed what without scheduling a trainer or sitting in on every session. The course library is available in English, French, and German, with more languages planned.<\/p>\n<p>Learning content is authored with the help of AI and large language models, which lets Stayntouch produce and refresh training material quickly as the platform evolves. Support itself is always delivered by people, not a chatbot.<\/p>\n<p><a target=\"_blank\" rel=\"noopener noreferrer nofollow\" href=\"https:\/\/www.stayntouch.com\/contact-us\"><strong>Learn how Stayntouch Academy delivers role-based certification without scheduling a trainer.<\/strong><\/a><\/p>\n<h3>Phase 3 \u2014 First Independent Shift: Competency Sign-Offs Over Hours Completed<\/h3>\n<p>The most consequential shift in hotel training design is moving from \u201csat through eight hours\u201d to \u201ccan independently perform the transaction.\u201d Competency sign-offs measure readiness, while hours completed only measure attendance.<\/p>\n<p>A practical competency framework by department includes:<\/p>\n<ul>\n<li>\n<p><strong>Front desk:<\/strong> Complete a check-in from arrival to key handover, post a payment to a guest folio, and run a night audit step without supervision<\/p>\n<\/li>\n<li>\n<p><strong>Housekeeping:<\/strong> Update room status from dirty to inspected and post a minibar charge to the correct folio<\/p>\n<\/li>\n<li>\n<p><strong>F&amp;B:<\/strong> Post a restaurant charge to a guest folio without assistance<\/p>\n<\/li>\n<\/ul>\n<p>The PMS is the largest variable in how quickly staff reach these competency thresholds. Full front desk staff training on Stayntouch PMS, covering front desk and reservation management, takes 2 hours. That figure covers the workflows front desk staff actually use, including reservations, check-in and checkout, folios, and payment handling. Full platform training across all modules takes 2 days.<\/p>\n<p>To put that in perspective, legacy platforms typically take around three months to gain a basic working grasp and six to nine months to master. That is a learning curve, not a deployment timeline. A hotel switching from a legacy system is resetting a months-long ramp for every staff member who touches the system.<\/p>\n<p>The table below compares training time for key roles and system types where direct comparison is possible. Legacy figures are category-level estimates based on Stayntouch&#8217;s internal competitive research on a specific legacy vendor and are not independently verified.<\/p>\n<table style=\"min-width: 75px\">\n<colgroup>\n<col style=\"min-width: 25px\">\n<col style=\"min-width: 25px\">\n<col style=\"min-width: 25px\"><\/colgroup>\n<tbody>\n<tr>\n<th colspan=\"1\" rowspan=\"1\">\n<p>Role \/ Task Scope<\/p>\n<\/th>\n<th colspan=\"1\" rowspan=\"1\">\n<p>Stayntouch PMS<\/p>\n<\/th>\n<th colspan=\"1\" rowspan=\"1\">\n<p>Legacy Platform (Category Level)<\/p>\n<\/th>\n<\/tr>\n<tr>\n<td colspan=\"1\" rowspan=\"1\">\n<p>Full platform training (all modules)<\/p>\n<\/td>\n<td colspan=\"1\" rowspan=\"1\">\n<p>2 days<\/p>\n<\/td>\n<td colspan=\"1\" rowspan=\"1\">\n<p>3 months to basic working grasp<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td colspan=\"1\" rowspan=\"1\">\n<p>Time to basic working grasp<\/p>\n<\/td>\n<td colspan=\"1\" rowspan=\"1\">\n<p>Included in 2-day full platform training<\/p>\n<\/td>\n<td colspan=\"1\" rowspan=\"1\">\n<p>~3 months<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td colspan=\"1\" rowspan=\"1\">\n<p>Time to mastery<\/p>\n<\/td>\n<td colspan=\"1\" rowspan=\"1\">\n<p>Ongoing via Stayntouch Academy certification<\/p>\n<\/td>\n<td colspan=\"1\" rowspan=\"1\">\n<p>6\u20139 months<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>For specific modules such as Rate Strategy, Stayntouch training can take as little as 20 minutes, while legacy platforms vary too widely to provide a comparable figure.<\/p>\n<p>Because Stayntouch is easy to learn, hotels can hire for guest-facing ability rather than technical aptitude. As one reviewer noted on <a target=\"_blank\" rel=\"noopener noreferrer nofollow\" href=\"https:\/\/www.capterra.com\/p\/157696\/StayNTouch-Rover-PMS\/reviews\/\">Capterra<\/a>: \u201cI get to hire amazing personalities without worry if they will \u2018get\u2019 the PMS.\u201d That is a structural advantage in a labor market where the best candidates are not always the most tech-comfortable ones.<\/p>\n<h3>Phase 4 \u2014 Ongoing Reinforcement: Microlearning for Hotel Staff and What Actually Works<\/h3>\n<p>Ongoing reinforcement keeps skills sharp after the first independent shift. Microlearning, training delivered in short focused modules, <a target=\"_blank\" rel=\"noindex nofollow\" href=\"https:\/\/lassolearn.com\/blog\/microlearning-for-frontline-teams\">commonly lasts roughly 2 to 10 minutes, with some sources specifying 3 to 7 minutes<\/a>. Each module covers a single task or concept. This format works in hotel environments because it fits inside the natural gaps of a shift, such as a break between check-ins or a quiet moment at the desk.<\/p>\n<p><a target=\"_blank\" rel=\"noindex nofollow\" href=\"https:\/\/elearningindustry.com\/microlearning-has-a-retention-problem-and-it-is-a-design-problem\">Microlearning that relies on passive exposure without retrieval practice or spaced competency checks produces faster forgetting rather than durable learning, because learners mistake recognition for recall<\/a>. A module that a staff member watches but never applies against a real task or a knowledge check delivers completion data, not capability. Effective microlearning pairs short content with a retrieval opportunity, usually one or two questions per module focused on the specific point that matters.<\/p>\n<p>Stayntouch Academy supports ongoing reinforcement beyond initial onboarding. Managers can verify who has completed what, assign specific modules based on observed gaps, and keep long-tenured staff current on new platform enhancements through re-certification. Staff can also explore modules outside their primary role, which deepens the team\u2019s bench of knowledge and prepares them for other positions without waiting for a formal training event.<\/p>\n<h2>The PMS Design That Drives Faster Hotel Training<\/h2>\n<p>The PMS is the system front desk and housekeeping staff touch every hour of every shift, so its design directly affects training time. It shapes how long it takes a new hire to reach competency, how many errors they make in the first weeks, and how much manager time is consumed supervising transactions that should be independent.<\/p>\n<p>Three specific design choices drive Stayntouch&#8217;s training efficiency:<\/p>\n<ul>\n<li>\n<p><strong>Test environments:<\/strong> Staff practice on realistic scenarios, with fictional guests and real workflows, without touching live reservations. Errors in a test environment cost nothing. Errors in a live folio cost time, guest trust, and sometimes revenue.<\/p>\n<\/li>\n<li>\n<p><strong>Self-paced certification:<\/strong> Stayntouch Academy delivers role-based eLearning that does not depend on scheduling a trainer. A new hire can complete required modules before their first shift, at their own pace, on their own device.<\/p>\n<\/li>\n<li>\n<p><strong>Progress tracking for managers:<\/strong> Managers can see who has completed what, identify gaps before they become errors, and assign targeted reinforcement rather than repeating full training sessions.<\/p>\n<\/li>\n<\/ul>\n<p>Stayntouch is cloud-native on AWS with 100% system uptime, and product releases require no downtime. There are no scheduled maintenance windows, on-site servers to fail, or manual upgrades that interrupt a shift. When the system updates, staff do not need to relearn navigation. The interface remains consistent, and Stayntouch Academy updates its content to reflect new enhancements.<\/p>\n<p>The <a target=\"_blank\" rel=\"noopener noreferrer nofollow\" href=\"https:\/\/www.stayntouch.com\/news\/stayntouch-named-hotel-pms-company-of-the-year\/\">2026 Hotel Technology Outlook<\/a>, produced by the NYU SPS Jonathan M. Tisch Center of Hospitality with Stayntouch and IDeaS (November 2025, 300+ hotel professionals), found that among all-in-one users who intend to switch, only 34% are satisfied with training and support. This satisfaction gap reflects the difference between a system whose engineering team focuses entirely on the PMS and one whose engineering team is spread across multiple product categories.<\/p>\n<p>Steve Slack, General Manager of The Lafayette Hotel &amp; Club, summarized the impact: \u201cSometimes it&#8217;ll take weeks to really fully grasp a PMS. I think with Stayntouch, within the first shift, you can get someone comfortable checking a guest in and feeling confident using the system.\u201d<\/p>\n<h2>How to Measure Time-to-Productivity for Hotel Staff<\/h2>\n<p>A measurement framework for training does not need to be complex. It needs a baseline, a remeasurement point, and a small set of metrics that distinguish genuine productivity from supervised performance.<\/p>\n<p>The five metrics that matter:<\/p>\n<ol>\n<li>\n<p><strong>Training hours per new hire:<\/strong> Total hours from first training session to competency sign-off, by role. This is the primary input metric and the one most directly affected by PMS design.<\/p>\n<\/li>\n<li>\n<p><strong>Days to first independent shift:<\/strong> Calendar days from start date to the first shift completed without supervisor intervention. This metric distinguishes fast learners from fast completers.<\/p>\n<\/li>\n<li>\n<p><strong>First-attempt competency pass rate:<\/strong> The percentage of staff who pass a competency check on the first attempt, by task. A low pass rate on a specific task, such as posting a payment or updating room status, points to a training gap rather than an individual performance issue.<\/p>\n<\/li>\n<li>\n<p><strong>Manager coaching hours:<\/strong> Hours per week a manager or senior staff member spends supervising or correcting a new hire. This is the hidden cost of a long ramp, because it does not appear in training budgets but reduces manager capacity.<\/p>\n<\/li>\n<li>\n<p><strong>New-hire error rate:<\/strong> Billing errors, incorrect room assignments, and manual workarounds per shift during the first 30 days. A downward trend confirms that training is working, while a flat or rising trend shows where additional reinforcement is needed.<\/p>\n<\/li>\n<\/ol>\n<p>The measurement structure follows a baseline-then-remeasure model. Establish each metric for the current cohort before changing anything. Implement the four-phase playbook. Remeasure the next cohort on the same metrics. The difference is the training time reduction, a number a general manager can defend to an owner or a board.<\/p>\n<p>Immediate signals differ from longer-term trends. Training hours per new hire and days to first independent shift are visible within the first two weeks. First-attempt competency pass rate is available immediately after each competency check and is the most actionable early signal for identifying specific training gaps.<\/p>\n<p><a target=\"_blank\" rel=\"noopener noreferrer nofollow\" href=\"https:\/\/www.stayntouch.com\/contact-us\"><strong>See how Stayntouch&#8217;s test environments and progress tracking support this measurement framework from day one.<\/strong><\/a><\/p>\n<h2>Frequently Asked Questions<\/h2>\n<h3>How Long Does Hotel Front Desk Training Take?<\/h3>\n<p>The answer depends almost entirely on the property management system. On Stayntouch PMS, full front desk staff training, covering front desk and reservation management, takes about 2 hours. Full platform training across all modules takes 2 days. Legacy platforms typically require around three months before a staff member has a basic working grasp and six to nine months to reach mastery. For a hotel with average turnover, the difference between a 2-hour ramp and a 3-month ramp separates a manageable operating cost from a structural drag on productivity.<\/p>\n<h3>What Is the Difference Between Preboarding and Onboarding?<\/h3>\n<p>Preboarding is the period between a hire accepting an offer and arriving for their first shift. It covers content that does not require system access or supervisor presence, such as property maps, terminology, HR policies, safety basics, and brand standards. Onboarding begins on day one and covers role-specific system training, supervised practice, and competency sign-offs. This distinction matters because preboarding content can be delivered on a mobile device before the first paid shift, which raises the baseline on day one and compresses the time to independent work.<\/p>\n<h3>Why Should Front Desk, Housekeeping, and F&amp;B Staff Have Separate Training Paths?<\/h3>\n<p>Each department touches a different part of the PMS, so each needs different training. A front desk agent needs reservations, check-in and checkout, folios, and payment handling. A room attendant needs room status updates and minibar posting. An F&amp;B server needs to post charges to a guest folio. Putting all three through the same orientation wastes time for each and produces shallow coverage of the tasks they actually perform.<\/p>\n<p>Role-based training paths, where each staff member trains only on the modules relevant to their role, reduce total training hours, improve first-attempt competency pass rates, and eliminate confusion from learning functions that will never be used. Stayntouch Academy follows this structure, with separate learning paths for Front Desk, Housekeeping, Night Audit, Finance, Revenue Management, and other roles.<\/p>\n<h3>What Metrics Should Hotels Use to Measure Training Time Reduction?<\/h3>\n<p>Five metrics cover the full picture: training hours per new hire, days to first independent shift, first-attempt competency pass rate, manager coaching hours, and new-hire error rate. Training hours per new hire track total hours from first session to competency sign-off, by role. Days to first independent shift measure calendar days from start date to the first unsupervised shift. First-attempt competency pass rate shows the percentage of staff who pass a task-specific competency check on the first attempt. Manager coaching hours capture the time a supervisor spends correcting or supervising a new hire. New-hire error rate tracks billing errors, incorrect room assignments, and manual workarounds per shift in the first 30 days.<\/p>\n<p>Establish a baseline for each metric before changing anything, implement the four-phase playbook, and remeasure the next cohort. The difference is the training time reduction, a defensible number rather than an estimate.<\/p>\n<h3>Does a More Intuitive PMS Change Who Hotels Can Hire?<\/h3>\n<p>A more intuitive PMS expands the hiring pool and shifts the focus toward guest-facing skills. When a PMS takes months to master, hiring managers screen for technical aptitude, which narrows the candidate pool and often excludes the most guest-focused applicants. When a PMS can train front desk staff in about 2 hours, technical aptitude becomes less critical. Hotels can select for the qualities that drive guest satisfaction, such as warmth, composure under pressure, and the ability to read a guest&#8217;s needs. That shift changes both training time and the quality of every hire that follows.<\/p>\n<h2>Conclusion: Reset the Training Clock Cheaply<\/h2>\n<p>Hotel staff training time is a permanent operating cost that scales with turnover. The four-phase playbook of preboarding, role-based onboarding, competency-based sign-offs, and ongoing microlearning reinforcement sequences the reduction so that each phase builds on the last. The measurement framework gives general managers and operations directors a baseline they can defend and a remeasurement structure that proves whether the next cohort ramps faster.<\/p>\n<p>The PMS is the largest single lever in that playbook. Stayntouch Academy delivers role-based, self-paced eLearning with test environments, certifications, and progress tracking, so onboarding does not depend on scheduling a trainer and managers can verify readiness before a new hire touches a live reservation. The mobile-first, cloud-native design lets staff support guests anywhere on property rather than only from behind a desk, which shortens the path to independent work. Because the system is intuitive, hotels can hire for guest-facing ability rather than technical aptitude, which improves both training efficiency and hire quality.<\/p>\n<p>The training clock resets every time a staff member leaves. Stayntouch makes that reset far less expensive.<\/p>\n<p><a target=\"_blank\" rel=\"noopener noreferrer nofollow\" href=\"https:\/\/www.stayntouch.com\/contact-us\"><strong>See Stayntouch in action and find out how quickly your next hire could be working independently.<\/strong><\/a><\/p>\n<h2>Read Next<\/h2>\n<ul>\n<li>\n<p><a target=\"_blank\" rel=\"noopener noreferrer nofollow\" href=\"https:\/\/www.stayntouch.com\/articles\/hotel-front-desk-training-time\">How Long Does Hotel Front Desk Training Take?<\/a><\/p>\n<\/li>\n<li>\n<p><a target=\"_blank\" rel=\"noopener noreferrer nofollow\" href=\"https:\/\/www.stayntouch.com\/articles\/hotel-front-desk-training-practices\">Hotel Front Desk Training: Best Practices &amp; Tips<\/a><\/p>\n<\/li>\n<li>\n<p><a target=\"_blank\" rel=\"noopener noreferrer nofollow\" href=\"https:\/\/www.stayntouch.com\/articles\/hotel-check-in-software-training\">Hotel Check-In Software Training for Front Desk Managers<\/a><\/p>\n<\/li>\n<li>\n<p><a target=\"_blank\" rel=\"noopener noreferrer nofollow\" href=\"https:\/\/www.stayntouch.com\/articles\/front-desk-training-hotel-software\">Hotel Front Desk Staff Training on PMS Software<\/a><\/p>\n<\/li>\n<li>\n<p><a target=\"_blank\" rel=\"noopener noreferrer nofollow\" href=\"https:\/\/www.stayntouch.com\/articles\/hotel-front-desk-reservation-training\">Train Hotel Front Desk Staff on Reservation Management<\/a><\/p>\n<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Reduce hotel staff training time with role-based onboarding and an intuitive PMS. See how Stayntouch gets your team to full productivity faster.<\/p>\n","protected":false},"author":118,"featured_media":614,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-615","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/www.stayntouch.com\/articles\/wp-json\/wp\/v2\/posts\/615","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.stayntouch.com\/articles\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.stayntouch.com\/articles\/wp-json\/wp\/v2\/types\/post"}],"replies":[{"embeddable":true,"href":"https:\/\/www.stayntouch.com\/articles\/wp-json\/wp\/v2\/comments?post=615"}],"version-history":[{"count":0,"href":"https:\/\/www.stayntouch.com\/articles\/wp-json\/wp\/v2\/posts\/615\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.stayntouch.com\/articles\/wp-json\/wp\/v2\/media\/614"}],"wp:attachment":[{"href":"https:\/\/www.stayntouch.com\/articles\/wp-json\/wp\/v2\/media?parent=615"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.stayntouch.com\/articles\/wp-json\/wp\/v2\/categories?post=615"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.stayntouch.com\/articles\/wp-json\/wp\/v2\/tags?post=615"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}