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In Morocco's rapidly changing hotel sector, marked by globalization, technological transformations, and tourism diversification, understanding the paths leading to hotel management is essential. This study is based on the analysis of 250 public professional profiles from the Emploi.ma platform, using sequential analysis by optimal matching to reconstruct and classify career trajectories. Five types of career paths emerge: traditional (34%), cross-sector (21%), international (18%), retraining (15%), and entrepreneurial (12%). The results highlight significant diversity, ranging from linear careers within hotel chains to paths marked by cross-sector transitions or high international mobility. In line with established career theory frameworks, the study documents a pluralistic and adaptive model of managerial progression in the Moroccan hotel industry and provides useful insights for the development of talent management policies in a context subject to both global pressures and local specificities.

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Who Becomes a Hotel General Manager in Morocco? an Analysis of Career Paths Using Online CV Data

  • 章节

  • 发表日期：

    2026年

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  • Oumaima Lamhour,
  • Larbi Safaa,
  • Aidanas Perkumas,
  • Inesa Bagužienė

摘要

In Morocco's rapidly changing hotel sector, marked by globalization, technological transformations, and tourism diversification, understanding the paths leading to hotel management is essential. This study is based on the analysis of 250 public professional profiles from the Emploi.ma platform, using sequential analysis by optimal matching to reconstruct and classify career trajectories. Five types of career paths emerge: traditional (34%), cross-sector (21%), international (18%), retraining (15%), and entrepreneurial (12%). The results highlight significant diversity, ranging from linear careers within hotel chains to paths marked by cross-sector transitions or high international mobility. In line with established career theory frameworks, the study documents a pluralistic and adaptive model of managerial progression in the Moroccan hotel industry and provides useful insights for the development of talent management policies in a context subject to both global pressures and local specificities.