Editorial Board   

Dr. Medepalli

Anand Medepalli

Vice President of Industry Strategy, JDA Software

Dr. Anand Medepalli serves as vice president of industry strategy for JDA Software's Pricing and Revenue Management business. Dr. Medepalli has more than 20 years of experience as a trusted advisor with leading companies in pricing and product strategies, commercial account strategies and asset planning decisions in such diverse industries as airlines, freight, hospitality, rail, retail, banking, insurance and manufacturing. At JDA, he is responsible for advising companies and spearheading JDA's go-to-market strategy for the passenger travel, leisure travel, hospitality and freight transportation industries and defining innovative solutions to drive growth. Dr. Medepalli began his career at American Airlines Decision Technologies (later acquired by Sabre) as an operational research consultant. There, he was responsible for delivering innovative optimization solutions to solve airline capacity planning problems. In 1997, he joined Talus Solutions, later acquired by Manugistics. During his tenure, Dr. Medepalli advised leading travel and transportation companies on pricing and revenue management strategies and led their business process transformations. As part of the executive leadership team, Dr. Medepalli led the pricing and revenue management business unit, where his responsibilities encompassed sales, delivery and client support activities for strategic accounts. In 2005, Dr. Medepalli left Manugistics to evangelize the application of price optimization strategies in the banking, insurance and manufacturing industries. He joined JDA in 2009 where he has held various roles, including overseeing the overall market strategy for travel, transportation and hospitality industries, Dr. Medepalli holds a Ph.D. in Mathematics from Iowa State University. He currently resides in London with his wife and three children.

Dr. Medepalli can be contacted at anand.medepalli@jda.com

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.