Editorial Board   Guest Author

Mr. Elvin

Rob Elvin

Managing Partner, Squire Patton Boggs

Rob Elvin is the Managing Partner of the Squire Patton Boggs Manchester office. His particular expertise covers health, safety and environment (including nuisance, noise abatement, pollution, permit appeals and environmental warranty and civil claims), judicial review, corporate defense (including bribery and corruption, investigations and corporate manslaughter), inquest law, food hygiene and safety, transport law, including public inquiries in front of traffic commissioners, product safety, liability and recall and he is a solicitor-advocate. Mr. Elvin has particular sector expertise in the nuclear, gas and electricity generation and distribution, wind energy, chemicals, engineering and construction industries. Mr. Elvin also lectures on issues such as corporate manslaughter, product safety and defending all manner of regulatory prosecutions.

Please visit www.squirepb.com for more information.

Mr. Elvin can be contacted at 44-161-830-5257 or rob.elvin@squirepb.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.