Editorial Board   Guest Author

Ms. Murphy

Carolyn Murphy

Marketing Specialist, Revinate

Carolyn Murphy is a Marketing Specialist at Revinate, a San Francisco-based software company. Revinate helps hotels know more about their guests so they can deliver personalized experiences that create valuable relationships and lifelong customers. Using guest data combined with Revinate’s marketing engagement platform, hotels can better understand and engage their audiences, increasing loyalty and revenue. Over 25,000 of the world's leading hotels trust Revinate to help them reinvent the guest experience. At Revinate, Ms. Murphy is responsible for content marketing, educational webinars, social media, and university relations. With experience in teaching English literature and composition at the college level, Ms. Murphy is passionate about learning and communication. She also enjoys helping others grow their knowledge and skills to become their best professional selves. Ms. Murphy started her tech career in the booming startup scene in San Francisco. She has gained extensive experience with email marketing in both B2B and B2C capacities, marketing automation and personalization platforms, and she taught herself basic HTML and CSS. Since joining Revinate, she has become fluent in online reputation management and has extensive knowledge of email marketing best practices for hospitality. She has also had the opportunity to speak to students in programs like the Michigan State University School of Hospitality Business. Born in Silicon Valley, Ms. Murphy currently resides in San Francisco. She received her undergraduate degree from the University of California, Riverside and her master’s degree from California College of the Arts in San Francisco. Ms. Murphy can be contacted at carrie@revinate.com

Ms. Murphy can be contacted at carrie@revinate.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.