Editorial Board   Guest Author

Mr. Sharma

Chinmai Sharma

Vice President Revenue Management, Wyndham Hotel Group

Chinmai Sharma is a successful revenue management leader with more than fourteen years of progressive hospitality experience in the fields of Market Analysis, Revenue Management and Electronic Distribution with companies like Taj Group of Hotels, Hyatt International, Expedia Inc and Wyndham Worldwide. Mr. Sharma joined the Wyndham Hotel Group in 2007 and is responsible for the overall Revenue Management process for Wyndham Hotels and Resorts, Wingate by Wyndham and Hawthorn Suites by Wyndham brands which includes setting strategic direction and alignment for the brands and specific hotels. He also oversees enhancement and delivery of centralized revenue management services to its portfolio of managed and franchised hotels globally. Mr. Sharma holds a B.A with Math from University of Delhi, a Diploma in Economics from the Indian Institute of Planning and Management in India and a joint MBA in Hospitality from ESSEC Business School, Paris and Cornell Hotel School (M.M.H), NY. He is a current board member of HSMAI's Revenue Management Advisory Board and is a regular speaker and panelist at industry conferences. He is based at Wyndham Hotel Group's global headquarters in Parsippany, NJ.

Mr. Sharma can be contacted at 973-753-6848 or chinmai.sharma@wyn.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.