Editorial Board   Guest Author

Mr. Avillez

Marcio Avillez

Vice President, Network Services, iPass

Marcio Avillez brings twenty years of experience with fourteen years in the telecom industry. He is a member of the executive team at iPass, a NASDAQ listed company where he leads the global network development team focused on improving costs and developing new relationships with Wi-Fi and Mobile Carriers (3G/4G) to enable the expansion of iPass’ enterprise-focused network services portfolio. Mr. Avillez has extensive experience in developing and delivering innovative telecom solutions for Fixed and Mobile operators and has held Product Management, Marketing and Business development positions with US West Communications (now Qwest), and Level 3 Communications where he lead a team responsible for market sizing, product positioning, segment strategy and sales channel enablement for Level 3’s Wholesale Voice Services portfolio. iPass is a leading provider of enterprise mobility services to Global Corporations and one of the leading aggregators of Wi-Fi networks globally with over 260,000 venues enabled worldwide.

Mr. Avillez can be contacted at 650-232-4329 or mavillez@ipass.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.