Editorial Board   Guest Author

Mr. Antoon

Philip Antoon

Managing Director, Alvarez & Marsal Valuation Services, LLC

Philip Antoon is a Managing Director with Alvarez & Marsal Valuation Services in New York. Mr. Antoon has in-depth experience providing fair value analyses for ASC 350 and 805 purposes, valuing reporting units and a wide array of intangible assets including customer relationships and contracts, patented technology, trademarks and trade names, proprietary know how, in-process research and development, franchise agreements, communications licenses, mining reserves, backlog, databases and non-compete agreement, amongst others. With extensive experience in intellectual property, Mr. Antoon assists organizations with monetizing Intellectual Property. Mr. Antoon also has in-depth experience in the valuation of common and preferred stock, options and debt, having performed these valuations for tax, financial reporting, fairness and solvency opinions, restructuring, mergers and acquisitions, financing and litigation support purposes across a variety of industries throughout Europe, Asia and North and Latin America.

Mr. Antoon can be contacted at 212-763-9830 or pantoon@alvarezandmarsal.com

Coming up in March 2019...

Human Resources: An Era of Transition

Traditionally, the human resource department administers five key areas within a hotel operation - compliance, compensation and benefits, organizational dynamics, selection and retention, and training and development. However, HR professionals are also presently involved in culture-building activities, as well as implementing new employee on-boarding practices and engagement initiatives. As a result, HR professionals have been elevated to senior leadership status, creating value and profit within their organization. Still, they continue to face some intractable issues, including a shrinking talent pool and the need to recruit top-notch employees who are empowered to provide outstanding customer service. In order to attract top-tier talent, one option is to take advantage of recruitment opportunities offered through colleges and universities, especially if they have a hospitality major. This pool of prospective employees is likely to be better educated and more enthusiastic than walk-in hires. Also, once hired, there could be additional training and development opportunities that stem from an association with a college or university. Continuing education courses, business conferences, seminars and online instruction - all can be a valuable source of employee development opportunities. In addition to meeting recruitment demands in the present, HR professionals must also be forward-thinking, anticipating the skills that will be needed in the future to meet guest expectations. One such skill that is becoming increasingly valued is “resilience”, the ability to “go with the flow” and not become overwhelmed by the disruptive influences  of change and reinvention. In an era of transition—new technologies, expanding markets, consolidation of brands and businesses, and modifications in people's values and lifestyles - the capacity to remain flexible, nimble and resilient is a valuable skill to possess. The March Hotel Business Review will examine some of the strategies that HR professionals are employing to ensure that their hotel operations continue to thrive.