Editorial Board   Guest Author

Mr. Black

Jon Black

Principal Consultant, Clarabridge

Jon H. Black is a Principal Consultant within the Client Services division of Clarabridge, a SaaS customer experience management (CEM) company. Joining Market Metrix in 2011, Jon was a Statistical Analyst and a Product Manager of Analytics. In 2014, Clarabridge acquired Market Metrix. Mr. Black brought 15 years of management and statistical analysis experience from the hospitality and Internet sectors. He currently uses econometric techniques to perform leading hospitality research and predictive modeling for clients' custom studies and industry publications. Mr. Black consults closely with client executives to detail insight using their customer feedback in order to better manage and grow their businesses. Mr. Black lived 10 years in Turkey, he first became published when writing and editing for the industry/country journals The Oil and Gas Year and The Business Year. He wrote on the Banking & Finance, Oil & Gas and Tourism industries for Kurdistan, Iran, Egypt and Libya (pre-Arab Spring). In the USA, his works and analyses have been featured in the industry periodical Hotel Management, Tnooz, Scholastic News and USA Today. Mr. Black has an M.S. in Financial Economics from Yeditepe University, Istanbul, Turkey and a B.A. in Hotel & Restaurant Administration from Washington State University. He currently lives in San Rafael, CA with his wife and twin 7-year-olds.

Mr. Black can be contacted at 415-526-4643 or Jon.Black@clarbridge.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.