Editorial Board   Guest Author

Mr. Sharifi

Shahin Sharifi

Lecturer, Macquarie University

Shahin Sharifi is a lecturer at Department of Marketing, Macquarie University. Mr. Shahin holds a PhD in Marketing from Monash Business School in Melbourne, Australia. His research interests are focused in the areas of consumer behavior, judgment and decision making, services marketing, and experimental psychology.

Mr. Shahin has also focused extensively on how emotion influences action and intention, as well has how brand awareness and discounting affect perceptions before, during, and after purchase. His research is frequently focused on the future of marketing, and how the internet and related developments, such as online reviews affect businesses and the perceptions of them.

Mr. Shahin’s work has been published in journals, including Journal of Business Research, Computers in Human Behavior, and Journal of Hospitality Marketing and Management among others. He is an ad-hoc reviewer for a number of leading marketing journals, and regularly speaks on issues facing the marketing industry. He has taught marketing courses in Iran and Australia, including marketing management and marketing research methods.

Mr. Shahin holds a Masters of Business Administration (MBA) from the University of Tehran, and has collaborated with research published in Iran, Australia, and the Republic of Korea. Shahin lives in Sydney, Australia.

Mr. Sharifi can be contacted at +61298509173 or Shahin.sharifi@mq.edu.au

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.