Editorial Board   Guest Author

Dr. Scanlon, Ph.D.

Nancy Loman Scanlon, Ph.D.

Associate Professor, Chaplin School of Hospitality & Tourism Management, FIU

Dr. Nancy Loman Scanlon is an Associate Professor at the Chaplin School of Hospitality and Tourism Management, Florida International University. She has over thirty years of lodging industry experience with Hilton Hotels, Marriott Corporation and Interstate Hotels. Dr. Scanlon is the Vice-Chair of the Sustainability Committee of the American Hotel and Lodging Association and serves on the Advisory Panel of the International Tourism Partnership (ITP) London, England. For the United Nations she serves on the UN Disaster Risk Reduction Words In-to Action Committee: Tourism Sector. At the 2015 Summit, she presented on “Miami, A City Slipping Back In-to the Sea”. Dr. Scanlon is chairperson of the Sustainability Council of the Greater Miami and the Beaches Hotel Association. She is also a participant in both the Miami Beach Sea Level Rise Initiative and the Sea Level Rise Institute for Florida International University. Dr. Scanlon speaks internationally on climate change impacts and sustainability issues affecting tourism and is a leader in the application and research of sustainable operating practices and climate change adaptation for the hospitality industry. Her recent travels include several trips to China and Japan. As an advisory board member for MCW Global, Dr. Scanlon recently visited the organizations community centers in Arusha and Songea, Tanzania and Lusaka, Zambia. Dr. Scanlon is the author of several hospitality industry books published by John Wiley and Sons, in addition to refereed conference presentations and journal articles. She holds a PHD in public policy and an MA from the University of Delaware.

Dr. Scanlon, Ph.D. can be contacted at 305-919-4775 or nscanlon@fiu.edu

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.