Editorial Board   Guest Author

Mr. Barker

Ned Barker

President, Grill Ventures Consulting, Inc.

Ned Barker is a hotel industry veteran and principal of Grill Ventures International. In a former role as Vice President of F&B Franchise Services for InterContinental Hotels Group (IHG), Mr. Barker worked with both hotels and third-party restaurants to create win-win partnerships. Specializing in F&B solutions, Grill Ventures works with both hotel and restaurant companies. Grill Venture's work includes concept development, strategy, operations / marketing review & analysis, and special one-off project assignments. Mr. Barker is a noted speaker who delights at sharing his expertise at hospitality and hotel management conferences. He is a frequent contributor to food and beverage publications such as In The Mix Magazine and Hotel F&B Magazine. Mr. Barker serves on the board of the Global Soap Project (www.GlobalSoap.org) which recycles discarded hotel bar soap into new bars that are shipped to vulnerable populations around the world. He is a graduate of the University of Michigan, and serves on the American Hotel & Lodging Association's (AH&LA) F&B Council.

Mr. Barker can be contacted at 404-547-1900 or Ned@Grillvi.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.