Editorial Board   

Mr. Acharya

Suresh Acharya

Vice President of Product Development, JDA Software Grou

Suresh Acharya is Vice President of Product Development at JDA Software. In his role, Acharya leads a global team of analytical professionals focused on developing innovative pricing and revenue management solutions for the freight transportation, passenger rail, media, and leisure travel and hospitality industries. Prior to joining JDA, Mr. Acharya served as Director of Modeling and Analysis at Manugistics (later acquired by JDA). There, he oversaw the algorithmic development of the retail pricing, forecasting and transportation solutions. Prior to Manugistics, Mr. Acharya worked for the Operations Research Group at US Airways and was part of the team that built the airline's fleeting and scheduling solutions. Mr. Acharya has also worked as an independent consultant in the travel and hospitality sector. Mr. Acharya holds an M.S. in Operations Research from the University of North Carolina and an M.S. in Mathematical Sciences from Clemson University. He holds a U.S. patent for his work in sales history decomposition.

Mr. Acharya can be contacted at 480-308-3000 or suresh.acharya@jda.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.