Editorial Board   Guest Author

Mr. Housman

Aaron Housman

Partner, Elevate Research

Aaron Houseman brings over twenty years of executive experience working in high touch industries. He joined Elevate as a partner in the company in 2013, where he oversees new client acquisition, survey program implementation and strategic partnerships. Mr. Houseman is also President of the Board of Directors for the Bluewater Theater Group. Previously, Mr. Houseman was Founder/CEO of Med Legal, where he grew the company from one employee to 125 employees before selling the company in 2007. The company had offices and employees spread across the United States. In the high touch industry of health management information, Med Legal was considered the gold standard for customer service. Elevate is the leader in easy to use, low cost guest feedback programs for restaurants, retailers and hotels. They are the first company to package the solutions and services of the larger survey research companies in a manner that is affordable for smaller operators.

Mr. Housman can be contacted at 952-456-1714 or aaron@elevateresearch.net

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.