"Everyone at AccorHotels has opportunities for lifelong learning. Everyone feels valued."
That's our promise to our talents. We aim to give every one of them the means to be independent and continually learn in order to constantly improve their skills and be able to quickly adapt to an ever-changing environment. This prompted us to launch our new Learning & Development strategy in 2015. Inclusive and attractive for every generation, it is designed to support the global and local strategic priorities.
* Everyone at AccorHotels has opportunities for lifelong learning. Everyone feels valued.
The AccorHotels Académie
Our new Learning & Development strategy draws in particular on the AccorHotels Académie, our corporate university dedicated to service, which celebrated its 30th anniversary in 2015. At the AccorHotels Académies' 17 campuses, we provide training to all AccorHotels employees. Regardless of their profession, level of training, role or tenure, our talents receive training in excellence that is always at the cutting edge of teaching and technological innovation. Agile, we even open ephemeral campuses to train our recruits, in countries with few or no hotel schools. The Académie also enables us to support our rate of growth in different regions. Discover the AccorHotels Académie key figures now!
95 beneficiary countries
+250 training modules offered
+3 million hours of training in 2015
91% of employees trained
Our digital plan is completely transforming how our 240,000 employees work. That's why one of its aspects, "Employee Friendly", is entirely dedicated to them.
Digital Deployment Days
The digital transformation serves customers, but also our teams first and foremost! Since 2015, AccorHotels has set up 40 Digital Deployment Days to discuss and share ideas with hotel managers and their teams to bring them fully on board with the digital revolution that's in progress.
124 days of sharing and discussing
4,000 participating employees
4,000 employees championing concepts in hotels
23 digital projects and tools presented
In another major initiative, AccorHotels set up its own internal social network in October 2015, called Yammer. Simple, intuitive and accessible via a mobile app, Yammer turns our employees into an active community that creates groups, shares news and best practices, and feels acknowledged and connected.
With Digital Learning, our employees can learn everywhere, all the time by new learning objects as infographics, videos, quiz, short e-learning modules or virtual classrooms. They can also contribute to the enrichment of the collective knowledge by connecting with other colleagues to share their expertise, learn from each other and discuss about their experiences.
For example, to enhance AccorHotels digital culture, Digit’all is a mobile web-based learning solution that establishes a common base of digital knowledge for everyone in the AccorHotels family to understand how digital is transforming our industry.
Powerful gateways between professions
Because happy employees mean happy customers, we do everything in our power to foster their well-being and offer them significant career development opportunities internationally.
Our Pass Careers allow our employees to develop and train internally in careers suited to their objectives, profiles and projects.
Learn more about a selection of programmes.
1Sales Campus Our Sales program
This new program is intended for employees with Sales responsibilities.
The objectives for this module are to:
• Increase the Group's market share
3Business Campus Our Revenue Management program
There are two modules to this program:
This platform groups together a nano-learning series aimed at anu employee wanting to find out about Revenue Management.
The objectives of the Discovery module are to:
• Make the subject of Revenue Management more generally accessible, so as to make it more understandable to employees as a whole
• Explain the essential aspects of it so as to develop a Revenue Management culture within the hotels
This 3-day training course is intended for any employee who has a direct Revenue Management role (Revenue Manager, hotel manager, Operational Manager, etc.).
The objectives of the Performance module are to:
• Guide and support employees in establishing a Revenue Management & Pricing strategy within the hotel
• Turn knowledge into action, through following, monitoring and evaluating the Revenue Management strategy
4GM Pass 12 months to become a GM
This international programme is aimed at Head of Department employees with a minimum of three years' experience in the role. The GM Pass programme aims to:• Provide complete training to become a General ù in just 12 months
• Give each participant a personal plan: operational best practices, training, discussions with experts
• Assist and oversee future hotel directors at each stage of the programme through support from numerous talents
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Whatever career or experience you've had, bring your talent and passion to AccorHotels !
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Join our teams
Joining AccorHotels means embarking on a unique life journey.