Editorial Board   Guest Author

Mr. Klein

Steven Klein

Partner, Gerson, Preston, Klien, Lips, Eisenberg & Gelber

With almost 30 years of experience in public accounting, Steven Klein has established a fine reputation for excellence and superior results for clients. His practice is focused in the areas of financial accounting and auditing in a variety of industries including real estate, leasing, construction, hospitality, manufacturing, technology, wholesale distribution, retail, professional services, and financial sector.

A graduate from New York University in 1983 with a bachelor's degree in accounting, Mr. Klein began his professional career working at a multinational accounting firm in New York and then in South Florida.

Since joining Gerson Preston in 1988, Mr. Klein continues to focus his practice on the management of financial audit engagements and financial consulting, financial statement preparation, compilation and review services, and tax compliance and research matters for clients in diverse industries. He also assists clients in the design and implementation of systems of internal accounting control.

Mr. Klein has instructed the accounting community regularly for continuing professional credit and has instructed CPA candidates in preparation for the CPA exam.

Mr. Klein is a member of both the American and Florida Institutes of Certified Public Accountants and the New York Society of Certified Public Accountants.

In addition to his professional responsibilities, Mr. Klein has been an active participant in charitable causes, including the Diabetes Research Institute Foundation, the Temple Beth Am Day School, the Leukemia Society of America, and the South Florida Builders' Association, where he has served on boards and executive committees.

Mr. Klein can be contacted at 305-868-3600 or sfk@gprco-cpa.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.