Editorial Board   Guest Author

Mr. Blake

Michael Blake

Chief Executive Officer, Hospitality Technology Next Generation (HTNG)

Michael Blake is the Chief Executive Officer of Hospitality Technology Next Generation (HTNG). Mr. Blake previously served as the CIO of Commune Hotels & Resorts, encompassing Joie de Vivre, Thompson, Tommie and Alila Hotels. He provided strategic leadership and sound perspective to contribute to the management and evolution of Commune's global IT functions.

Before his role at Commune, Mr. Blake was the CIO of Hyatt Hotels Corporation where he set the global technology direction for their global footprint. He has over 20 years of experience in finance and technology from various roles at numerous companies. Before his CIO positions with Commune and Hyatt, Mr. Blake was SVP of IT for First Data, CFO of IT Finance at Kaiser Permanente and Director of IT Finance for Sears. In each role, he was the highest-ranking IT Finance resource and key internal consultant and advisor to international senior leadership teams.

Prior to that, Mr. Blake held various financial roles within United Airlines including the controller of the IT organization.

Mr. Blake holds a Bachelor of Science in Accounting from the University of Utah, received his Master of Business Administration in Finance and Economics from the University of Chicago Booth School of Business and also his Master of Science in Information Technology from Northwestern University. He also maintains several credentials and licenses: CPA, CMA, CISA, CITP.

Mr. Blake served as a member of HTNG's Board of Governors since 2009 and held the Treasurer position for many of those years.

Please visit http://www.htng.org for more information.

Mr. Blake can be contacted at 847-303-5560 or michael.blake@htng.org

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.