Editorial Board   Guest Author

Mr. Rosser

Drew Rosser

VP of Business Development, Whiteboard Labs

Drew Rosser joined Whiteboard Labs in March of 2000 then known as Webvertising, to primarily focus on iHotelier CRS sales to hotels. After the sale of iHotelier to TravelCLICK in 2003 Mr. Rosser became the Director of Operations for the iHotelier division of TravelCLICK. Mr. Rosser started his hotel career in Orlando, Florida in 1990 then moved to Atlanta after accepting a position at Holiday Inn's Corporate Flagship Hotel, the Crowne Plaza Ravinia, as the Assistant Guest Relations Manager. He was then promoted to Guest Relations Manager at another Holiday Inn property in the Atlanta area. Mr. Rosser's hotel operational background coupled with his technological experience gives him a unique insight to how a hotel or hotel chain should manage their online presence and electronic distribution. This covers everything from the hotel's Web site, to the booking engine, SEO and best practices in terms of revenue management for a hotel's overall distribution methodology. Working for a technology development firm, Mr. Rosser's experience level also includes product development, Web based application development, Software as a Service (SaaS) business model and new product launch. Mr. Rosser sits on the Board of Directors for Linx Technologies and Force 10. Both are technology based firms dealing with enterprise level systems for the spa and hotel industries.

Mr. Rosser can be contacted at 713-333-9944 or drosser@whiteboardlabs.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.