Editorial Board   Guest Author

Dr. Hawkins

Rebecca Hawkins

Managing Director, Responsible Hospitality Partnership

Rebecca Hawkins is the Managing Director of RHP Ltd, a Research Fellow of Oxford Brookes University and Visiting Professor to the International Centre for Responsible Tourism at Leeds Metropolitan University.

A resource management specialist, with training in ISO 14001 implementation, Dr. Hawkins has managed a number of projects that combine the need to deliver sustainability initiatives alongside cost savings. Dr. Hawkins regularly provides training within hotel businesses and offers strategic consultancy to help senior executives in the sector design effective responsible business programs. Through RHP, she provides consulting services to a wide range of clients from across the hospitality and food service sectors.

Dr. Hawkins experience in the sector means that she has been asked to write or contribute to much of the guidance that is available to the sector on resource efficiency. She also regularly writes for the trade press. She has recently made input into UK energy and waste initiatives and has played a role in a major waste prevention initiative for the sector.

Dr. Hawkins also works with many of the NGOs in the sector, for example, delivering some of the initial research about the credibility of different sustainable tourism certification initiatives and leading research into customer expectations of responsible business programs.

Dr, Hawkins has recently published two books on responsible hospitality. One of these is recognized as "the complete handbook for corporate responsibility in the hospitality industry" and the other includes letters from 46 industry leaders about the importance of Green Growth.

Dr. Hawkins can be contacted at 441993868392 or rebecca@rhpltd.net

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.