Editorial Board   Guest Author

Ms. White

Bronwyn White

Chief Executive Officer & Founder, My Travel Research.com

Bronwyn White is the CEO and co-founder of MyTravelResearch.com a research firm that specializes in the travel and tourism sector. She is also content manager of the industry acclaimed MyTravelResearch.com Premium membership website. The site scans and curates the most current travel research and marketing trends letting travel and tourism professionals focus energies in marketing, development or planning to make better-informed to build businesses and tourism economies.

Ms. White comes with 25 years of experience in the travel and tourism industry in the areas of market research, sales and marketing. Having worked for and consulted to big and small travel and tourism companies from Qantas Airways, Tourism Australia, Emirates, Industry Associations to small regional tourism destinations, she brings an insight that only skin in the tourism game can deliver.

Please visit http://www.mytravelresearch.com for more information.

Ms. White can be contacted at 61-(0) 408-225-766 or bronwyn@mytravelresearch.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.