Editorial Board   

Mr. Pedersen

Glenn Pedersen

President, Encore Enterprises

Glenn Pedersen began his career as President of Pineapple Management Services in 1994. His responsibilities were to oversee hotel development, construction, design and management, including contract negotiations, guest and employee satisfaction, capital expenditure planning, budgeting and the day-to-day operations of all hotels. Mr. Pedersen has been involved in the hotel industry for over 34 years, starting out his career as a Front Office Manager of the Royal Sonesta Hotel in New Orleans, Louisiana in 1976. Mr. Pedersen began working for Marriott International in 1980 where he was assigned to the New Orleans Marriott full service hotel. After 4 years in the full service hotel Division he opened his first Marriott hotel in Columbus, Georgia, which produced $2.5 million dollars in annual sales in the first year. Mr. Pedersen was later promoted to the Marriott Corporation/Courtyard Division Regional Director of rooms in 1987, where, during the course of 14 months, oversaw the opening of 25 hotels. In November of 1987, Mr. Pedersen was promoted again to Regional Manager of the Courtyard/Fairfield Inn division in Georgia and Alabama, where he supervised the complete strategic and operational responsibility of 29 Courtyard and Fairfield Inns, representing over $75 million dollars in sales. At that time, Mr. Pedersen achieved the highest market share and yield goals in the Southeastern United States, and was one out of only four managers to qualify for Courtyard Division Achievement Forum recognition program in seven-out-of-seven years. Mr. Pedersen is certified in the SRI-Applicant Selector process.

Mr. Pedersen can be contacted at 214-259-7018 or gpedersen@encore.bz

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.