Editorial Board   Guest Author

Mr. Rossette

Fernando Garcia Rossette

Managing Director, Grand Velas Resorts

With more than 30 years of hospitality experience, and most recently as Managing Director of Grand Velas Riviera Maya, Fernando Garcia Rossette was appointed Managing Director for the Grand Velas Resorts in Riviera Maya and Rivera Nayarit, as well as Casa Velas, a boutique hotel and ocean club on the Marina Vallarta Golf Course in Puerto Vallarta, in October 2011. As the opening General Manager of the Grand Velas Riviera Maya in 2008, Mr. Rossette was responsible for overseeing about 1,500 employees at the resorts three ambiances, spa and food and beverage outlets. Having been the opening general manager for Grand Velas Riviera Nayarit, its sister property, Mr. Mr. Rossette was attracted to the post for the challenge of opening the next iteration of the Grand Velas brand which he feels is set apart by the breadth and depth of its ultra-luxury facilities and services. Prior to rejoining Grand Velas in 2008, he was the Managing Director for the Four Diamond, condo-hotel development Las Palomas Beach and Golf Resort in Puerto Peñasco, Mexico. With a degree from the Tourism School in Granada, Spain, Mr. Rossette's expertise is finance. He has often been recruited for his great success in turning lackluster properties into successful ventures, including tenures at the Holiday Inn in Puerto Vallarta as the Director of Operations, the Hotel Sierra Radisson Plaza in Manzanillo, Mexico as the Property Director and the Stouffer Presidente Cancun Hotel as the General Manager. Mr. Rossette is a member of the Chaine de Rottiseurs and in his free time he enjoys playing tennis, reading and having great food and wine with his wife.

Mr. Rossette can be contacted at 877-418-3059 or contactcenter@grandvelas.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.