Editorial Board   

Mr. Ortiz

Joseph Ortiz

President, IPIX InfoMedia

Joseph L. Ortiz is a technology development and commercialization consultant with over 20 years of experience in driving innovations to the marketplace. He most recently was Officer and Vice President at IPIX Corporation, where he was managing director of their InfoMedia business unit. Mr. Ortiz defined the unit's strategic vision and business plan, restarting the IPIX Virtual Tour Photography and Movies business that represented the foundation of Internet Pictures Corporation's $72M NASDAQ IPO. Previously, Mr. Ortiz was regional business unit manager at Philips Consumer Electronics responsible for launching the company's first digital photography product in the US. Mr. Ortiz has held various senior technical and business positions within the computer and electronics industries at companies including NCR, Motorola, and startups Pencom Software and On-Demand Technologies. He holds an MBA from Arizona State University, an MS in Computer Engineering from the University of South Carolina, and a BS in Computer Science from Georgia Institute of Technology.

Mr. Ortiz can be contacted at 865-220-6544 or joseph.l.ortiz@gmail.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.