Editorial Board   Guest Author

Ms. Gerhard

Janet Gerhard

Founder, Hospitality Gal, LLC

Janet Gerhard has extensive experience transforming the way organizations understand and manage the customer experience. By analyzing and strategically changing how organizations interact with their customers, she helps clients redefine their growth strategy and customer experience ecosystem thereby driving top-line growth and bottom line results. In 2013, Ms. Gerhard was honored as one of HSMAI's Top 25 Most Extraordinary Minds in Sales & Marketing. She established Hospitality Gal, LLC in 2012, and her areas of focus include: ▪ Engaging the organization in managing customer relationships, revenue, and profit. ▪ Bringing together departments that are often siloed to understand the customer perspective. ▪ Creating a persistent and unified focus on the customer in the actions the company takes. ▪ Helping the organization work together to optimize customer experience delivery. ▪ Supporting leaders in their role as cultural frontrunners in the transformation journey. Ms. Gerhard most recently completed a consulting project with a premier lodging brand as it redefined its approach to customer experience feedback, including the implementation of a mobile-enabled guest survey, enterprise-wide social media monitoring, and real-time reporting of related quality measures. In addition to the hospitality sector, Ms. Gerhard consults globally with automotive, business services, healthcare, logistics, manufacturing, pharmaceutical, retail, technology and telecommunication companies. When not focused on intentional experience design and driving customer loyalty, Ms. Gerhard puts her passion for sales to use in an active partnership with CEB, the world's leading member-based advisory company, working with its diverse client base on commercial transformations. Prior to the launch of Hospitality Gal, Ms. Gerhard led the Hospitality sector of newBrandAnalytics, a social media intelligence company named the Venture Summit Mid-Atlantic 100 Company of the Year in 2011 and Northern Virginia Council's Hottest VC Backed Company in 2012. She spent the previous nine years with Maritz Research where she used customer lifecycle analytics to help clients capture more customer loyalty. Ms. Gerhard began her customer experience journey with The Ritz-Carlton Hotel Company. She is extremely well-traveled having visited and worked in more than 30 countries. Ms. Gerhard has a Bachelor of Science degree in Hotel Administration from Cornell University. [http://www.linkedin.com/pub/janet-gerhard/8/511/150][1] [1]: http://www.linkedin.com/pub/janet-gerhard/8/511/150

Ms. Gerhard can be contacted at 215-518-2425 or janet@hospitality-gal.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.