Editorial Board   Guest Author

Mr. Byers

Brett Byers

National Client Manager - Energy Services, AEI Consultants

Brett Byers, CEM, CMVP, is National Client Manager - Energy Services at AEI Consultants. Mr. Byers specializes in Energy Audits, Capital Planning, Capital Needs Assessments, Technical Review, and Training.  At AEI, he is responsible for managing energy audits and other energy service projects and the resources selected to conduct them.

Mr. Byers has over 25 years of experience in evaluating building systems, identifying problems and corresponding favorable solutions. His work in energy has been applied in a variety of venues including: HUD RAD, GPNA, 223, 223(f), LIHTC, K-12 and Higher Education Facilities, Department of the Interior Agencies, State Governments and Local Municipalities, Correctional Facilities, Commercial Real Estate, Multifamily Facilities, ASHRAE Level I, II, and III audits, thermography, and energy modeling.

AEI Consultants is an employee-owned international consulting firm that provides comprehensive services to professionals in nearly all facets of the commercial real estate industry, including lenders, property owners, managers, tenants, and developers, industries, institutions, government agencies, and insurers, including many Fortune 500 companies.

These services include environmental, property and facility assessments, zoning and energy consulting, site investigation and remediation, industrial hygiene, and construction risk management.

AEI is a true partner to its Clients, from initial due diligence, to creative solutions, to ongoing analytics for capital planning. AEI continues to develop new services by listening to Clients and fulfilling their precise needs. Founded in 1992, AEI is based in the San Francisco Bay Area with offices across the United States and Europe.

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

Mr. Byers can be contacted at 800-801-3224 or bbyers@aeiconsultants.com

Coming up in March 2020...

Human Resources: Confronting a Labor Shortage

With the unemployment rate at its lowest level in decades (3.7%), what has always been a perennial problem for human resource professionals - labor shortage - is now reaching acute levels of concern. It is getting harder to find and recruit qualified applicants. Even finding candidates with the skills to succeed in entry-level positions has become an issue. In addition, employee turnover rates remain extremely high in the hotel industry. As a result of these problems, hotel HR managers are having to rethink their recruitment strategies in order to hire the right talent for the right job. First, hotels have been forced to raise their wages and offer other appealing perks, as a way to attract qualified candidates. Secondly, HR managers are reassessing their interviewing techniques, focusing less on the answers they receive to questions and more on observable behavior. Part of this process includes role-playing during the interview, so that the recruiter can gauge how a candidate works through specific problems and interacts with other team members. Additionally, some HR managers are also creating internal talent pools as a way to address labor shortages. Instead of utilizing department resources to find new hires with specific skills for needed positions, hotels are cultivating talent pools internally and preparing their employees to assume leadership roles whenever the time comes. They are also placing greater emphasis on a company culture that is more performance-based, as a way to curb employee turnover, increase employee satisfaction, and assure higher levels of customer service. Finally, recognizing the importance of employee retention as a way to lessen the impact of a tight labor market, some HR managers are instituting generous reward programs in order to retain their top performers. The March Hotel Business Review will explore what some HR professionals are doing to address these and other issues in their departments.