Editorial Board   Guest Author

Mr. Pledger

David Pledger

Associate, Full House Hotel Software

David Pledger devised and built the software tools necessary to market his hotel online. Upon retiring he moved the suite of tools to a private company and modified them for general use. Day to day he now oversees their development and their application in the hospitality industry. He is also the editor and contributes to marketing-your-hotel.com, a new blog. Mr. Pledger has been associated with the hospitality industry as a supplier and operator for over thirty years. In 2002 he took over a closed independent hotel in Somerset, England and built it up into a successful accommodation, restaurant and function business, along the way gathering four star awards for accommodation and rosette awards for food. Mr. Pledger also had experience of programming and the internet, born out of building the second largest amusement machine company in South West England. He used this background to build the hotel marketing toolset now called Full House, evolving step by step as internet and mobile technology also evolved. He is in no doubt that the application of technology to marketing his hotel on line and locally was a major factor in the success enjoyed by the hotel.

Mr. Pledger can be contacted at 044 1749 838833 or david@fullhousehotelsoftware.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.