Editorial Board   Guest Author

Mr. Hartz

Jay Hartz

President, Next Generation Revenue Per Available Room

When you take a hotel that no one could turn a profit on and make the red ink disappear, most hoteliers would agree you have a recipe for success.

Jay Hartz, CHA, purchased the distressed Hotel Pattee in Perry, Iowa in 2013. With a long history of dealing with and succeeding in insolvency situations, Mr. Hartz believed he had what it took to turn the iconic property around. In 12 short months, the hotel was in the black, and in early 2018, he sold the thriving property in order to take his turnaround strategy on the road.

Today, Mr. Hartz is the President of Next Generation Revenue Per Available Room, which is a consulting and training firm focusing on helping hotels reach their full revenue potential. His NextGenRevPar Professional Sales Training Program has been designed after 30 years of hotel industry expertise with many of the major international brands including Marriott, IHG, Hilton Choice and Wyndham. The model focuses on an eight-week training program followed by ongoing weekly support, because he firmly believes repetition is what drives successful results. The NextGenRevPar program incorporates three key factors: 1) Owning a “hotel specific” sales model; 2) Decreasing sales turnover; and 3) Maximizing revenue potential.

Mr. Hartz is passionate about helping salespeople develop their skill set and his proprietary “Hartz Hotel Selling Institute” is unparalleled in our industry as it provides an innovative approach to lead generation, prospecting, and shifting business from competitors.

Mr. Hartz graduated from the University of Missouri - Saint Louis with a Bachelor of Business Administration (B.B.A.) Business Administration and Management General.

Please visit http://www.nextgenrevpar.com for more information.

Mr. Hartz can be contacted at 515-802-8280 or jay@nextgenrevpar.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.