Editorial Board   Guest Author

Mr. Murray

Mike Murray

Co-Founder, TripCraft

Mike Murray is co-founder of TripCraft, a mobile technology company offering an innovative mCommerce platform for hospitality. At TripCraft, Mr. Murray oversees product development, technology, and business strategy while remaining a hands-on developer and architect of the company's products. Mr. Murray has been developing innovative travel and technology solutions for over 25 years and his innovative thinking and systems can be seen powering some of the travel industry's biggest names. Before TripCraft, Mr. Murray was CEO and founder of several successful startup companies. One of his most notable successes was hubX, which was a hotel industry pioneer in delivering Internet based systems and technologies via a Software as a Service (SaaS) model. He was also CIO for SynXis and led the development of their industry leading CRS, and VP of Airline Reservation Systems at ITA software.

Mr. Murray can be contacted at 781-588-9100 or mike.murray@tripcraft.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.