Editorial Board   Guest Author

Mr. Lowe

Bob Lowe

Vice President of POS Intergrations, Heartland Payment Systems

Bob Lowe has been in the software space for more than 30 years. Initially working in software development, he wrote solutions for many customer types before specializing in hotel software. He was involved in CRS, property management, point of sale and spa, golf and event management systems that were sold globally. He oversaw the integration of hotel and restaurant systems to credit card gateways, switches and processors in many parts of the world, including the U.S., UK, Europe, India, China and South Africa. He became closely involved in credit card security when Visa released its CISP guidelines in 2000 and implemented strategies to address the card security standards beginning with CISP and carrying on through PABP, PCI DSS and PA-DSS. For the past eight years he has held senior business development and integration management roles in the payment card acquiring area - holding senior roles in both gateway and processors that connect to all industry types including hotel software companies. He has been an industry representative on the board of the Open Travel Alliance and has been involved in HTNG workgroups. He speaks frequently at events and industry forums. MR. Lowe is vice president of POS integration with Heartland Payment Systems, now part of Global Payments, and resides in Northern California. He is currently working to simplify the way systems integrate while also improving card security. He plans to attend the Electronic Transaction Association event in Las Vegas, the National Restaurant Association event in Chicago and HITEC in Toronto over the next few months.

Please visit https://www.heartlandpaymentsystems.com for more information.

Mr. Lowe can be contacted at 530-274-2329 or Robert.Lowe@e-hps.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.