Editorial Board   

Ms. Walters

Michele Walters

Co-Founder, Origin World Labs

Michele Walters is Co-Founder and Head of Guest Behavior Analytics for Origin World Labs. Ms. Walters is an expert in the field of Consumer Behavioral Analytics for leisure industries. She has led guest behavioral research projects and departments for some of the world's leading entertainment and hospitality companies including Walt Disney, Universal Studios, and Discovery Communications. She has 16 years of experience supplying customer-centric analytic solutions and predictive models in US domestic, US Hispanic, European and Latin American/Caribbean markets. Ms. Walters holds an MBA and a Master's of Science in Marketing from University of Miami. She is responsible for driving the strategy and execution of Origin World Lab's services. Origin World Labs(OWL) creates the customized analytics models that optimize Pricing, Marketing and Operations for the best companies in Hospitality. Our team creates new value by embedding model-driven intelligence into every hotel managerial process. OWL is a lab of Mathematicians, Behavioral Scientists, Information Technology veterans and a bunch of brilliant, energetic, award-winning statisticians united by our passion for analytics. OWL runs the math that runs the best hotels in the world. Learn more by visiting the website at [www.forsmarthotels.com][1] [1]: http://www.forsmarthotels.com

Ms. Walters can be contacted at 305-303-0284 or

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.