Editorial Board   Guest Author

Ms. Eckel

Ashley Eckel

Director of Marketing, Zoove/StarStar

Ashley Eckel is the Director of Marketing for StarStar, responsible for all brand awareness and marketing programs for the mobile company. Prior to StarStar, Ms. Eckel ran marketing for Maxymiser, a global website optimization company, where from 2010 to 2012 experienced over 200% growth in market share and revenue. Previously, Ms. Eckel managed online marketing programs for CLECenter.com, as well as drove all marketing communications programs for online health pioneer, HealthMedia, until their acquisition by Johnson and Johnson in 2008. A career-long b2b content marketer, Ms. Eckel has written dozens of eBooks, newsletters and articles, in addition to leading multiple public relations, email marketing and branding initiatives. Ms. Eckel graduated from the University of Michigan with a dual degree in Marketing and Communications.

Ms. Eckel can be contacted at 1-877-283-5485 or aeckel@zoove.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.