Editorial Board   Guest Author

Mr. Howell

Rob Howell

General Manager, Shawnee Inn & Golf Resort

Rob Howell is the General Manager of The Shawnee Inn and Golf Resort. He has held leadership positions in the hospitality industry for nearly 30 years. Rob's specialties include increasing the sustainability of business, creating a culture of exceptional guest service, breaking the mold of typical business organizational structures, and auditing operations to focus on “what makes us successful; people and processes”. A graduate with a Master's Degree in Hotel Administration from Penn State University's Hospitality program, Mr. Howell has held responsibilities ranging from Vice President of Marketing and General Manager to Graduate Assistant and Sales Manager. Mr. Howell began his career at Allied Hospitality, later SB Yen, and finally arrived at The Shawnee Inn and Golf Resort where he manages the 99 room property and 27-hole championship golf course among other amenities. Mr. Howell is a board member of the Pennsylvania Restaurant and Lodging Association, President of the Sherman Theater, and Rotarian. He has been honored as the 2010 General Manager of the Year for the United States by the American Hotel and Lodging Association, 2010 General Manager of the Year by the Pennsylvania Tourism and Lodging Association, and 2008 Outstanding Tourism Employee by the Pocono Mountain Visitors Bureau.

Mr. Howell can be contacted at 570-424-4050 x1409 or pr@shawneeinn.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.