Editorial Board   Guest Author

Ms. Childs

Carolyn Childs

Principal, Mytravelresearch.com

Carolyn Childs has spent more than 25 years’ helping businesses achieve their goals by using research and other evidence to guide strategy and planning - mainly in the aviation, travel and tourism fields. She has worked in more than 35 countries on every inhabited continent and brings a detailed understanding of customers and how to connect with them. As well as running her own businesses, Ms. Childs has worked for organizations such as the International Air Transport Association, TNS (the world’s largest custom research company) and ran the Travel Research Centre for 8 years. Her clients include blue chip names across the industry including Aer Rianta, Tourism Australia, TurEspana (Spanish national tourism organisation), Air New Zealand, Qantas and Emirates. Ms. Childs' passion is making a difference and she does this by making research accessible and business focused. With Bronwyn White, she co-created Domesticate™ (now owned by TNS) - one of the industry’s most respected sources of strategic direction for the Australian domestic tourism market. Ms. Childs set up MyTravelResearch.com with Ms. White in 2011 to help fulfill this passion by making the tools, approaches and insights accessible to everyone. Ms. Chiilds is a regular speaker at conferences and writes blogs for Sparksheet (on behalf of TNS) and MyTravelResearch.com. She has written an e-book “Same, same but different: Connecting with Consumers in Emerging Markets” She is a Full Member of the (UK) Market Research Society), contributes to the UNWTO panel of world tourism experts and is a founding board member of the TTRA Asia Pacific Chapter

Ms. Childs can be contacted at 61-0-416-213962 or carolyn@mytravelresearch.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.