The knowledge transferred by internationally branded hotels has a significant contribution to thernsuccess of hotel professionals and the hotel industry. So hotel stakeholders and owners need tornhave clear understandings of the relevance and contributions of this knowledge transfer byrninternationally branded hotels.rnTherefore, this study aims to explore the contribution of internationally branded hotels inrnknowledge transferring to the Ethiopian hotel professionals in the case of Addis Ababa. The studyrnalso discovers the types of experience that internationally branded hotels have been transferred tornEthiopian hotel professionals, the techniques applied in this knowledge transfer that has beenrnapplied by internationally branded hotels, and the contributions of transferred knowledgerntowards the Ethiopian hotel professionalsâ€™ career development and life. The descriptive researchrndesign and mixed research method were applied in the study. The data was gathered throughrnquestionnaires from three hundred three (303) hotel employees, and the deep interview wasrnconducted with five (5) training managers within Five (5) internationally branded hotels. For thernquantitative and qualitative data gathering, the simple random sampling and purposive samplingrntechnique were applied respectively.rnThe finding of the study revealed that the internationally branded hotels were transferredrnknowledge, skills, and technology usage in hotel operation to their respective Ethiopian hotelrnprofessionals. These contributed to the growth in the career development of local hotelrnprofessionals as well as a competitive advantage for those hotels in the industry. The study alsornrevealed that in transferring the knowledge, the main techniques applied by internationallyrnbranded hotels were online and offline training. Within these techniques, the majority preferredrntransferring knowledge was directly and indirectly through creating a partnership with differentrninstitutes. Further, the study also revealed the availability of basic hospitality knowledge amongrnlocal hotel professionals, but the career development of these professionals was found at lowerrnlevels due to the lack of sufficient trainings to knowledge transfer culture. Based on the findingsrnof the study, it is recommended that the hotels should have to create their own brand that enablesrnthem to provide adequate training programs for employees that can be suitable to develop thernrequired skills at the working places. Hotels should give equal chances for employees to attendrnthe training program. Furthermore, hotels are expected to have their own training centers onrnbases of international level standards in order to develop the capabilities of their employees.