Editorial Board   Guest Author

Ms. Borak

Deborah Borak

Director of Global Accounts, ConferenceDirect

Deborah Borak joined ConferenceDirect in February 2002. Her diverse career experiences have included positions in marketing, sales, publishing, public relations and meeting planning. In 2007, Ms. Borak endeavored to become a subject matter expert in Strategic Meetings Management (SMM) and worked with one of her clients to develop a program from the ground up. In 2010, Ms. Borak obtained her Strategic Meetings Management Certification (SMMC) as part of the inaugural group of graduates to do so. As a result of her work in SMM, she has written articles, taught classes and presented at PCMA, GBTA, and MPI national events, as well as various conferences and chapter meetings. Ms. Borak was also one of the first associates to complete the ConferenceDirect Certified Sales Associate (CDS) program exclusive to ConferenceDirect. This certification recognizes associates by testing their knowledge and abilities on all aspects of meetings including: Site Selection, Contract Negotiation, Cancellation & Attrition, Supplier Relationships, Food & Beverage, Conflict Resolution and Problem Solving. Ms. Borak works with a variety of clients including corporations, associations, fraternal and non-profit groups. Her outstanding customer service and attention to detail is what Ms. Borak's clients love most about her and has earned her recognition as a ConferenceDirect Top Producer multiple times. She is an active member of PCMA, GBTA, ASAE and MPI and has served on a variety of committees and has held Board positions throughout the meetings industry.

Please visit www.conferencedirect.com for more information.

Ms. Borak can be contacted at 720-283-3959 or deborah.borak@conferencedirect.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.