Editorial Board   

Mr. Ely

John Ely

Senior Vice President of Marketing, Signature Worldwide

As Signature Worldwide's Senior Vice President of Marketing, John Ely is responsible for developing, implementing and evaluating strategic marketing and corporate growth plans. He joined Signature in November 2006 with more than 14 years of industrial and consumer marketing experience. Mr. Ely is an accomplished executive in developing and managing corporate launches for products and services while working for such companies as RFG Associates, A Solar Company, Vanner Inc. and Teledyne MEC. With these companies, he held the leadership roles of project manager, vice president of marketing, product development manager, and senior research and design engineer. Most recently, Mr. Ely worked for Crane Plastics as new market development director where he led such initiatives as designing and facilitating market studies, including consumer preferences, client relations and competitive research. His efforts focused on strategic marketing such as market penetration, and product and service positioning. He also helped author and facilitate training programs for Crane^aEURTMs inside and outside sales teams. Mr. Ely has an associate's degree in electrical engineering, a bachelor's in technical management and a master's in marketing and communications. He is a member of the American Marketing Association and Product Development Management Association. Mr. Ely has also served as a marketing professor at Franklin University in Columbus, Ohio, for several years and is certified as a "Teaching at a Distance" (TAD) online educator. Mr. Ely's extensive experience in steering business strategy, marketing, and developing new products is an invaluable asset when delivering programs to clients and helping Signature Worldwide reach its strategic goals.

Mr. Ely can be contacted at 614-766-5101 or johnely@signatureworldwide.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.