Editorial Board   Guest Author

Ms. Keller

Chaunsea Keller

Executive Vice President, EproDirect

Chaunsea Keller is Executive Vice President for EproDirect. She has over 17 years of experience in the hospitality sales and marketing field, with over ten years of those being with EproDirect. In her role with EproDirect, it allows her to see daily interaction between suppliers and planners; therefore, it is a good gauge on the meetings industry as a whole. She resides in College Station, TX with her husband and two children. Ms. Keller has been published nationally several times with a variety of hospitality and marketing publications. She has been a speaker for conferences focusing on the group and convention trends. She is a past board member of HSMAI interest group and a past board member of her local MPI chapter. EproDirect helps hotels and other meeting suppliers grow their group markets with an integrated digital marketing program.

Please visit www.eprodirect.com for more information.

Ms. Keller can be contacted at 405-233-1033 or chaunsea.keller@eprodirect.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.