Editorial Board   

Mr. Heymann

Mark Heymann

Chairman & CEO, Unifocus

Mark Heymann is a founding partner and the chairman and CEO of UniFocus, the leading workforce performance firm in the service sector. He brings to his position more than 40 years of expertise in the industry, particularly in hospitality.

Mr. Heymann previously was founder and president of the Heymann Group, Inc. (HGI), a consulting, software and asset advisory company that was a forerunner in relating labor management to service quality in the hotel industry. For 15 years, HGI delivered significant bottom-line results to clients including Xanterra Resorts, Omni Hotels, Orient Express Hotels and Loews Hotels. Under Heymann's leadership, HGI pioneered the development of labor management system technology, and in 1991, it introduced the resource and labor management software program Watson R.M.T

In 1998, Mr. Heymann coordinated HGI's merger with Strategic Quantitative Solutions to create UniFocus, the first company to deliver the full array of labor performance software systems for the hospitality industry. UniFocus' first-to-market innovations include automated scheduling, touch-screen time clocks and task-based labor for meetings and conventions.

UniFocus was also the first in the industry to guarantee a return on investment, and its meeting planner feedback solution was the first to include a multi-tier survey process to support the overall relationship with the meeting planner throughout the sales, planning and event period.

Today, UniFocus' software systems optimize workforce performance with the most comprehensive systems and performance tools available on the market, including applications and services for least-cost labor management, time and attendance, budgeting, and integrated survey solutions including real-time staff engagement metrics. Its platform is cloud-based with mobile applications for iOS and Android.

Mr. Heymann holds a B.A. in economics from Brown University and an M.S. in business from Columbia University.

Please visit http://www.UniFocus.com for more information.

Mr. Heymann can be contacted at 972-512-5105 or mheymann@unifocus.com

Coming up in March 2020...

Human Resources: Confronting a Labor Shortage

With the unemployment rate at its lowest level in decades (3.7%), what has always been a perennial problem for human resource professionals - labor shortage - is now reaching acute levels of concern. It is getting harder to find and recruit qualified applicants. Even finding candidates with the skills to succeed in entry-level positions has become an issue. In addition, employee turnover rates remain extremely high in the hotel industry. As a result of these problems, hotel HR managers are having to rethink their recruitment strategies in order to hire the right talent for the right job. First, hotels have been forced to raise their wages and offer other appealing perks, as a way to attract qualified candidates. Secondly, HR managers are reassessing their interviewing techniques, focusing less on the answers they receive to questions and more on observable behavior. Part of this process includes role-playing during the interview, so that the recruiter can gauge how a candidate works through specific problems and interacts with other team members. Additionally, some HR managers are also creating internal talent pools as a way to address labor shortages. Instead of utilizing department resources to find new hires with specific skills for needed positions, hotels are cultivating talent pools internally and preparing their employees to assume leadership roles whenever the time comes. They are also placing greater emphasis on a company culture that is more performance-based, as a way to curb employee turnover, increase employee satisfaction, and assure higher levels of customer service. Finally, recognizing the importance of employee retention as a way to lessen the impact of a tight labor market, some HR managers are instituting generous reward programs in order to retain their top performers. The March Hotel Business Review will explore what some HR professionals are doing to address these and other issues in their departments.