Editorial Board   Guest Author

Mr. Allison

David Allison

Principal, David Allison Inc.

David Allison began working in advertising agencies in 1985 and helped motivate audiences for some of the world's largest brands. In 2016 he sold the ten-year-old marketing agency he had built and launched, DAVID ALLISON INC., a small global advisory firm. 

Mr. Allison spent the next two years building Valuegraphics, the first-ever big-data tool that can profile the shared values of entire target audiences and replace outdated demographic profiling models. 

Today, his company creates custom Valuegraphics Profiles from the ever-evolving database and consults with organizations who are interested in the full scope of what Valuegraphics can tell them about the audiences they want to motivate more often. 

Mr. Allison is an author, researcher, facilitator, and advisor. He is also a frequent keynote speaker, represented by the National Speakers Bureau and the Global Speakers Agency.

Mr. Allison can be contacted at 604-786-0152 or david@valuegraphics.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.