Editorial Board   Guest Author

Ms. Conroy

Kathy Conroy

CEO and Director/Partner , HVS Miami

Kathy Conroy, MAI is the CEO/Director-Partner of the HVS Miami Consulting & Valuation office, and the HVS Shared Ownership Services Division. Ms. Conroy has been an active participant in the hotel and shared ownership industry for more than 25 years, and is known in the industry as a creative thinker and problem solver. Since joining HVS in 1998, she has completed thousands of real estate valuation and consulting assignments focusing on hotels, motels, resorts, condo hotels, timeshare, fractional and private residence club projects, and hospitality driven mixed-use real estate for lenders, investors, developers, and advisors throughout the world. Ms. Conroy has an extensive range of geographical experience and has appraised properties in at least 30 states in the U.S. and in more than 30 countries around the world, including 20 islands in the Caribbean Basin and six countries in Central and South America. Kathy has valued over $10 billion of real estate in her career. A member of the Appraisal Institute (MAI) since 1982, Ms. Conroy is also a noted national authority on the valuation of vacation ownership properties, and has authored books on timeshare property assessment, and timeshare property valuation for the American Resort Development Association (ARDA) and the Appraisal Institute. Ms. Conroy is a frequent industry speaker and often serves as an expert witness. She has been involved in numerous trial testimonies -- tax courts, courts of appeal, district courts, and bankruptcy courts. She has also been involved in nearly 20 projects involving litigation support and depositions.

Ms. Conroy can be contacted at 305-378-0404 or kconroy@hvs.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.