Editorial Board   Guest Author

Mr. Egan

Nathan Egan

Founder & CEO, Freesource

Nathan Egan is the Founder + CEO of Freesource, the global leader in B2B social media information services. Prior to starting Freesource, Mr. Egan and his fellow partners were early day employees at LinkedIn. In his sales role at LinkedIn he quickly understood the need for a business dedicated to B2B social media strategy development and training. The rest is history. Freesource boasts clients such as Mandarin Oriental Hotel Group, Gemstone Hotels & Resorts, NYC & Company, Starwood Capital Group, Mammoth Mountain Ski Area, Baccarat, Key Air, KPMG, AARP, NYC Bar Association, Experian, and Forbes as well as many others. Mr. Egan serves as the Adjunct Professor of “Social Media for Business” for the Executive MBA program at Villanova University. He earned his MBA in Business Technology Optimization from Villanova University and his Bachelor of Science from the School of Hotel Administration at Cornell University. For more information on Mr. Egan please visit his LinkedIn profile or visit the Freesource company website. For business inquiries please email: info@freesourceagency.com

Mr. Egan can be contacted at 267-773-7285 or negan@freesourceagency.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.