Editorial Board   Guest Author

Mr. Horner

Russ Horner

Co-founder, Water Management, Inc.

Passionate about saving water and a longtime advocate for the environment, Russ Horner co-founded Water Management, Inc. (WMI) in 1980. As a water practitioner, Mr. Horner provides hands-on technical assistance and advisory services to domestic and international clients in the areas of water conservation, water demand management, water policy, and best management practices.

He has been responsible for auditing, pricing, designing and implementing many of WMI's thousands of guaranteed savings programs over the past 30 years.

In addition, Mr. Horner has assisted residential, commercial and industrial clients in developing strategies, analyzing and forecasting end use data to determine consumption patterns and forecasts for their specific geographical regions.

Mr. Horner has also trained municipalities in developing capacity in water audits, leak detection, conservation techniques, and best management practices. Mr. Horner often consults with and advises fixture manufacturers regarding new government regulations and technologies.

As President of WMI, Mr. Horner has been active in promoting public-private partnerships in water demand management activities for many years. Mr. Horner is also a Trustee for the AWWA's Standards and Codes Committee focusing on Water Conservation.

Mr. Horner can be contacted at 703-370-9070 or russ_horner@watermgt.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.