Editorial Board   Guest Author

Ms. Conroy

Kathy Conroy

CEO and Director/Partner , HVS Miami

Kathy Conroy, MAI is the CEO/Director-Partner of the HVS Miami Consulting & Valuation office, and the HVS Shared Ownership Services Division. Ms. Conroy has been an active participant in the hotel and shared ownership industry for more than 25 years, and is known in the industry as a creative thinker and problem solver. Since joining HVS in 1998, she has completed thousands of real estate valuation and consulting assignments focusing on hotels, motels, resorts, condo hotels, timeshare, fractional and private residence club projects, and hospitality driven mixed-use real estate for lenders, investors, developers, and advisors throughout the world. Ms. Conroy has an extensive range of geographical experience and has appraised properties in at least 30 states in the U.S. and in more than 30 countries around the world, including 20 islands in the Caribbean Basin and six countries in Central and South America. Kathy has valued over $10 billion of real estate in her career. A member of the Appraisal Institute (MAI) since 1982, Ms. Conroy is also a noted national authority on the valuation of vacation ownership properties, and has authored books on timeshare property assessment, and timeshare property valuation for the American Resort Development Association (ARDA) and the Appraisal Institute. Ms. Conroy is a frequent industry speaker and often serves as an expert witness. She has been involved in numerous trial testimonies -- tax courts, courts of appeal, district courts, and bankruptcy courts. She has also been involved in nearly 20 projects involving litigation support and depositions.

Ms. Conroy can be contacted at 305-378-0404 or kconroy@hvs.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.