Editorial Board   Guest Author

Ms. Murphy

Hilary Murphy

Professor & Researcher, Ecole hoteliere de Lausanne, HES-SO//University of Applied Sciences Western Switzerland

Hilary Catherine Murphy PhD, MPhil, MCIM, PGdip BIT, BA is a professor and researcher at Ecole hoteliere de Lausanne, HES-SO//University of Applied Sciences Western Switzerland and, additionally, an Honorary Research fellow in the Marketing Faculty at Strathclyde University, Glasgow. She has a PhD in the diffusion of information and communications technology in the hotel sector from the University of Wales, UK; an M. Phil, also from the University of Wales; a post-graduate diploma in business information technology, a Bachelor degree in business administration, marketing and law from the University of Strathclyde and a diploma in data processing from Louisiana State University in the USA. Dr Murphy has extensive business experience in sales and marketing management, primarily in the US in the hospitality and leisure sector, in addition to her experience as a teacher and researcher. She currently teaches Digital Marketing on the final year of the undergraduate programme and Masters programme at Ecole hoteliere de Lausanne (www.ehl.ch). Currently, Dr. Murphy is now working on several Swiss government funded projects in addition to industry-funded projects, notably the annual IT BENCHMARK REPORT that includes competitive set information on IT spend (by room, property, region) plus capex & opex breakdowns and is available at www.strglobal.com. Her current academic projects focus on the impact of social media on hotel consumer buyer behaviour, particularly "recall" of social media and the emotional component of social media. Previous published academic work has been on a variety of IT related subjects such as; "An Exploration of the Key Hotel Processes implicated in biometric adoption", "An Investigation of Data Management and Property Management Systems in Hotels" and "Do small and medium hotel exploit search engine marketing?" Dr. Murphy has published many technical articles in academic journals e.g. International Journal of Contemporary Hospitality Management, Journal of Tourism and Hospitality Management and is a frequent presenter at key industry and academic conferences worldwide (ICHRIE, EuroCHRIE, Frontiers in Services Marketing) and throughout Europe.

Please visit http://www.ehl.ch for more information.

Ms. Murphy can be contacted at 41217851496 or hilary.murphy@ehl.ch

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.