Hotels,Think You're Cut Out For Doing Rate Parity in 2018?

By Bhanu Chopra CEO, RateGain | April 22, 2018

Rate Parity the most puzzling word in hospitality industry is a cause of stress for many hoteliers; first primarily because of the very fact that a third agency is involved in deciding the price of your own property even on your own website. Secondly, it restricts hotel's free pricing strategy, putting many restrictions on them. Not only this, even penalties for not adhering to them.

The concept of Rate Parity was introduced with the basic objective of protecting the integrity of hotel room rates across different online platforms and offering the guest a consistent experience of booking across all channels with respect to pricing. However, unfortunately things moved beyond this and under Rate Parity Agreements OTAs started restricting hotels from undercutting OTAs and offering discounted rates even on their own websites.

Popularity of OTAs with in the traveller community restricts hotels from un-listing their inventory from the popular OTA channels. OTAs after all have become a very important instrument in the entire online booking process because a major percentage of bookings done online come from OTAs.

Hence, hoteliers are left with no option, but to figure out ways to ensure that these restrictions and agreements under Rate Parity clause do not eat their hard-earned profits.

Few very common techniques to ensure you get a major chunk from your revenue is to get maximum direct bookings. Smart hoteliers use few tips to ensure this. These are shared below:

  • Make your brand website booking friendly
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Coming up in March 2019...

Human Resources: An Era of Transition

Traditionally, the human resource department administers five key areas within a hotel operation - compliance, compensation and benefits, organizational dynamics, selection and retention, and training and development. However, HR professionals are also presently involved in culture-building activities, as well as implementing new employee on-boarding practices and engagement initiatives. As a result, HR professionals have been elevated to senior leadership status, creating value and profit within their organization. Still, they continue to face some intractable issues, including a shrinking talent pool and the need to recruit top-notch employees who are empowered to provide outstanding customer service. In order to attract top-tier talent, one option is to take advantage of recruitment opportunities offered through colleges and universities, especially if they have a hospitality major. This pool of prospective employees is likely to be better educated and more enthusiastic than walk-in hires. Also, once hired, there could be additional training and development opportunities that stem from an association with a college or university. Continuing education courses, business conferences, seminars and online instruction - all can be a valuable source of employee development opportunities. In addition to meeting recruitment demands in the present, HR professionals must also be forward-thinking, anticipating the skills that will be needed in the future to meet guest expectations. One such skill that is becoming increasingly valued is “resilience”, the ability to “go with the flow” and not become overwhelmed by the disruptive influences  of change and reinvention. In an era of transition—new technologies, expanding markets, consolidation of brands and businesses, and modifications in people's values and lifestyles - the capacity to remain flexible, nimble and resilient is a valuable skill to possess. The March Hotel Business Review will examine some of the strategies that HR professionals are employing to ensure that their hotel operations continue to thrive.