Editorial Board   

Mr. McGlashan

Euan McGlashan

Global Co-founder & Chief Executive Officer, Valor Hospitality Partners

Following an award-winning career in luxury, resorts, independent and branded hotels, Euan McGlashan formed Valor Hospitality Partners in 2012 with longtime friend and business partner Steve Cesinger.

Since then, Mr. McGlashan and his dynamic team have executed on many distressed property turnarounds, new builds and re-brandings, resulting in a highly-regarded reputation for the quality of the Valor execution both commercially and culturally.

In 2013, Mr. McGlashan formed PMR Hospitality Partners in Cape Town, South Africa with lifelong friends, Tony Romer-Lee and Michael Pownall, creating a bespoke, unique, full-service management company targeted at filling a huge need gap in the Sub-Saharan African hospitality market. In 2018, PMR became Valor Africa & Middle East turning Valor into what is now referred to as Valor Global with new office openings in Bangkok, Thailand and Dubai.

Mr. McGlashan's vision for a truly bespoke global management company sharing resources, skills, and strategic thinking, as well as internally-created operating systems, procedures and guidelines which Reimagine Hospitality has come to life with Valor Global now managing, asset managing advising, or consulting on over 50 projects around the world.

Valor Hospitality Partners is a full service hotel management, acquisition and development company offering an array of services including site selection, product selection, entitlements, financing solutions, conceptual design, construction and project management, procurement, technical services, pre-opening hospitality management and operations management.

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

Linkedin Profile: https://www.linkedin.com/in/euan-mcglashan-805a176/

Mr. McGlashan can be contacted at +1 601-500-0448 or emcglashan@valorhospitality.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.