Editorial Board   Guest Author

Ms. Farmer

Cate Farmer

General Manager, Margaritaville Hollywood Beach Resort

Industry veteran Cate Farmer is the general manager of the flagship Margaritaville Resort in Hollywood Beach Florida. With more than two decades of hospitality industry experience,  Ms. Farmer has held executive positions within Margaritaville Resorts, Morgans Hotel Group and Marriott International.

Named HSMAI's South Florida General Manager of the Year and Business Woman of the Year by the Greater Hollywood Chamber of Commerce, Ms. Farmer is a leader in the community and industry. Actively involved in creating benchmarking sustainability practices for the lodging industry, she also works closely with the City of Hollywood, Hollywood Beach and Greater Fort Lauderdale business and philanthropic communities, serving on several boards and associations.

Ms. Farmer attended the University of Wisconsin where she received a B.A. in Journalism and Political Science.

Ms. Farmer can be contacted at 954-874-4446 or cfarmer@mhbr.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.