Editorial Board   Guest Author

Ms. Howe

Teri Howe

Principal Product Manager, Agilysys

Teri Howe is a principal product manager at Agilysys, a leading technology company providing innovative software solutions for point-of-sale (POS), property management, analytics, inventory and procurement, and mobile solutions and services to the hospitality industry. Ms. Howe is a global subject matter expert on POS mobility and is responsible for the strategic development of the InfoGenesis product family. During her time at Agilysys, Teri has focused on positioning InfoGenesis as the leading point-of-sale technology solution for the hospitality industry focused on delivering value through stronger guest engagement. Over the past five years, the company has taken a leadership position in moving hospitality solutions to next-generation Software as a Service (SaaS) and mobile capabilities. And, with its new rGuest platform, Agilysys provides the first platform-based, fully integrated hospitality solution focused on optimizing the guest experience through a single comprehensive view of each guest in every interaction.

Please visit https://agilysys.com for more information.

Ms. Howe can be contacted at 770-810-6053 or teri.howe@agilysys.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.